Avoid Showing Favouritism in the Workplace (Part 2: Boss’ POV)

By: Julailah Wahid

Showing fondness towards an employee for to his or her hard work may seem harmless, but others could easily view this extra attention as favouritism. Managers and bosses who explicitly show favouritism are only cultivating an environment of separation and resentment, which can cause a dip in employee morale and productivity.

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Annoying Bosses!

By Shi Tianyun

While Ricky Gervais’ annoying, frustrating and offensive character in The Office may bring the laughs onscreen, in reality, David Brent is the nightmare superior that everyone prays never to meet at work. On a good day, annoying bosses are equivalent to a pesky fly that will go away after making its presence known but in more serious cases, they might affect productivity and be one of the reasons that you dread going to work.

We list five categories of bosses that drive their staff nuts and toss in a tip or two on how to handle them – after all, he or she writes your appraisal!

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5 ways to combat lying job applicants at interviews

By Juliet Soh

Remember those whodunit stories? It’s always hard to tell who the real criminal is because they all look like good people and have strong alibis. In a similar way, when most job applicants come in their best suit, show lots of enthusiasm about the position and have good resumes to prove that they’re suitable for the job – all thanks to great career guidance in school or training seminars – it may be hard to tell if any of them are lying or exaggerating about their credentials.

That’s why recruiters may be “fooled” into hiring an unsuitable candidate by their performance during interview and their exaggerated resume. How can you sieve out the wheat from the chaff? Here are five tips:

#1: Tell them you’ll do checks
At the start of the interview, let the candidate know that the company practises reference checks. By pre-empting them, candidates will naturally be deterred from lying during the interview, because they know that they may get found out eventually.

#2: Get them to talk
Always ask open-ended questions and follow-up questions. For instance, if a candidate said he was top salesperson for six consecutive months, ask questions like “How far did you exceed your sales target?”, “How did you manage to achieve consistent results?”, and “Which clients were most challenging and how did you convince them?” to get him to talk more.

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