Soft Skills Necessary for a College Professor\'s

¶ … Soft Skills Necessary for a College Professor's Job

Soft skills are often called intangible skills, or skills that do not directly relate to the candidate's ability to perform the technical capacities of the job, but are still important in terms of his or her success. Some general soft skills might include a strong work ethic, a positive attitude, and the ability to multitask (Lorenz 2009). A college professor must be knowledgeable about his or her subject matter, of course and have obtained a graduate degree. But soft skills like being a strong communicator, having a caring attitude towards his or her students, and a passion for knowledge are also required. The ability to work well with others is also likely to be a bonus, because professors must participate in faculty meetings. However, professors must also be able to work independently, given that a large proportion of their time is spent researching and writing articles and books in their fields. Fitting well into the organizational culture, in terms of the priority it places on teaching vs. research is also essential. "Fit is two-way, as practicing teachers consider whether their schools and the teaching profession are the right fit for them; it is a factor in the retention of new teachers" (Waggoner, n.d.:5).

Q3. How would you do a complete background investigation on applicants to minimize concerns about negligent hiring?

First and foremost, a candidate's references must be validated, not simply his or her most recent job, but going back several jobs. Dates as well as the position and the fact that the candidate actually worked at the establishment must be verified. Secondly, the candidate's educational record should also be confirmed, given that some candidates may 'fudge' whether they obtained a degree or not. "In a 2008 CareerBuilder.com survey, 8% of 8,785 U.S. workers polled said they had fudged some aspect of their resume" (Goodman 2011). It is essential that such basic data be verified. Additionally, for high-security positions, such as working at top secret facilities in the federal government, friends and neighbors may be screened, and an independent organization may be contracted to further delve into a candidate's background. Some employers are also 'Googling' employees, and checking out potential employee's blogs and Facebook pages for potentially embarrassing or contradictory material. Of employers who checked prospect's Facebook pages, "69% of those surveyed say they had at some point rejected a candidate based on what they found there," and the most frequently-cited reason was "lying about their [the candidate's] qualifications (13%). Honesty is the best policy, job hunters, especially when there are so many places on the Internet for fact-checking your resume" (Hill 2011).

Q1. Identify training needs for a group of new salespeople in a high-end jewelry store.

New salespeople at a store which sells high-end merchandise must be well-versed in the typical customer profile, so they are able to anticipate the customer's needs and expectations. The customer, when making a high-end purchase wants to feel involved in and satisfied by the process of buying, as well as with the final object. Customers will expect concerned and attentive service. Personnel must also be knowledgeable about the merchandise, spanning from carats to cleaning. Security concerns are of great concern when selling jewelry and the store's employees should know the necessary procedures to keep the store secure. Good salespeople can work well with others, as members of a service profession, but they must also need to work well as a team when necessary, as specified in advertisements for such positions (Jewelry selling manager, 2012, Saks Fifth Avenue). Training must enable workers to be well-versed in the organizational culture of the store and create bonds between salespersons, as well as light the sales staff's competitive fire.