As a recruiter and someone who has posted hundreds if not over a thousand positions on job boards, reviewed thousands of resumes, interviewed thousands of people on the phone and in person from a wide variety of career paths, waited for candidate follow up of really any kind, and then add what I would call, The Multiplier- 10% UNEMPLOYMENT there are just some things you do and don't do to land a job.
My recent hiring experience was mind blowing and I thought I would share it with you as validation that you and your company are not alone. People please, read this.
I posted a position for a part-time work from home Administrative Assistant with the intent to find someone who at one time had a professional career and was trying to balance family and career or someone who wanted to re-enter the workforce. I may have caused my own problems here with this posting and I take full responsibility- but here is what happened.
1. 1,240 resumes received
2. 9 of the responses were actual administrative outsourcing companies- which I thought was a pretty cool idea.
3. 211 of the resumes were from out of state- my posting said they need to physically come to the office one day per week.
4. Over 700 of the resumes (too many to count actually) were absolutely terrible- now if you would have seen my face as I was reviewing resumes I was reminding myself "this person is responding to an administrative position" are you kidding me?
5. I am not sure how many- but most were responding to just satisfy the total applications they need to turn in for unemployment purposes, and some even told me this!
6. Of the 16 I e-mailed asking their availability only 9 responded. Seriously?
7. The 9 I called and actually had a conversation with, I set up interviews with 6 of them.
8. Of the 6 I set up interviews with- 2 of them no-showed. I guess a job is easy to come by these days?
9. The 4 I met with, there were 3 that were very talented, had great experience, and were possible hires.
10. So you thought it was over- here comes the fun part.
So lets call them candidate A, B, C, and D- so you can follow me.
Candidate A- she arrived on time, dressed professionally, seemed eager to work, asked great questions, pulled her chair up closer to my desk as I was showing her projects, again asked great questions and then......we went down a personal path of discussion and I guess she felt comfortable talking to me about her pregnancy, her bed ridden orders from her doctor, her bleeding, the birth of her child, and on and on and on....
Candidate B- she arrived on time, dressed professionally, and engaged immediately- I thought we might have a finalist here and then she started talking about some real estate company and how she also has a mortgage company and a real estate firm and has another part time administrative position for a real estate investor where she deals with tenant related issues for only about 10 hours per week. I was a little surprised because the way her resume read it did not say all those things I learned in the interview. I guess the moral to her story is-- GREAT JOB ON HER RESUME!
Candidate C- she dressed professionally, was quiet and seemed to have a bitterness to her and besides continually adjusting her top (pulling it up) as if her shirt was too small and I think either it was a new shirt and maybe a little small but from the one glance I did take I think her body may have been enhanced since the last time she wore that shirt- I was more uncomfortable in the interview than you can imagine. She proceeded to tell me she was going through a divorce and her husband and his new girlfriend moved into the Big House and she and the kids are in the small house and that a part time 20 hour a week job is all she needed to support her kids. Oh, and she told me her husband- soon to be ex was being investigated or indicted for fraud and she worked for him for the past 8 years.
Candidate D- She had the least amount of experience, was finishing college and needed a part time job, she wanted something that can work into full time when she graduates in 6 months, was getting married in 8 months- stability, she liked marketing and being creative, had good technical abilities, and seemed to be what I would call normal.
Candidate Selected- take a guess?
Contacting all candidates and informing them the position has been filled:
In this job market the one thing that I hear time and time again is the fact that job seekers never do hear back from the employer once they respond to a position so I decided I was going to send every single candidate a message to them directly that the position was filled, thanking them for their application, and wishing them success in their search.
So most responded favorably and were very thankful I sent out the note there were a few that I had to tell you about- here are their responses to my e-mail:
"Thank you anyways, but if it is OK with you, I will list you as one of my 5 contacts for the week I need to do, to keep up for my unemployment purposes. I will just list you as one of my contacts for this week!! Thank you again, and the best of luck to you and the more qualified candidate you selected!! And have a wonderful upcoming weekend, as well as a Happy Holidays to you all!!" - JAMES
"Oh, you missed out on a great employee and the most efficient administrative assistant around, best of luck to you" - MARCIA
"In other words, I'm too old. Don't be concerned. I'm not going to pursue it. It didn't sound like a good fit anyway" - LINDA
I will tell you that there was more drama, more work, and more people who just do not understand what it takes to land a job in this market today. Please people, help yourself to the information out there that will dramatically help your chances of landing a position in this market.
Sunday, December 20, 2009
Sunday, November 15, 2009
Avoid These Interview Killers
By DIANA MIDDLETON
With so much competition for every job listing out there—there are more than 6.1 job seekers for every job opening, according to the latest job-opening and turnover data from the U.S. Department of Labor—wowing a recruiter during a job interview is even more crucial. According to a new survey of nearly 500 human-resources professionals released by the Society for Human Resource Management, there are plenty of ways to derail a job interview—and some of them may surprise you.
The basic don'ts: arriving late to an interview or trashing a previous employer. But some hiring managers say even experienced professionals have made other slip-ups.
Often, job candidates speak in a too-familiar way with hiring managers—a major problem, according to 20% of survey respondents. Mary Willoughby, director of human resources at the Center for Disability Rights in Rochester, N.Y., once interviewed someone who was so comfortable, he commented on a sty she had near her eye.
"My mind was made up at that point," she says. The candidate was not hired.
For 67% of hiring managers who responded to the survey, dressing provocatively is a major deal breaker—even more significant than having a typo in your application materials (58% found this to be an interview killer). Chantal Verbeek, head of enterprise talent at ING U.S. Financial Services, says she'll forgive a typo if the applicant's skills are extraordinary, but revealing or sloppy apparel equals an instant rejection. "You'd think that'd be obvious," she says.
Job seekers have also been blasting HR managers with questions about benefits, vacation time and schedule flexibility much too soon in the interview process, according to the survey. (Thirty percent of hiring managers say it's okay for applicants to inquire about salary in post-interview follow-up conversations.) Some 39% of hiring managers surveyed said applicants shouldn't bring up salary at all—unless the interviewer brings it up first.
"I've had candidates ask if they can work part-time from home right off the bat," Ms. Willoughby says. "Let's figure out if you're the right person for this job before we discuss how little you want to be in the office."
Using clichés like "This is my dream job" are also major turnoffs for hiring managers. Instead of telling an interviewer you think outside the box, actually do it. Ms. Willoughby recalls a job candidate for an IT programmer position who gently pointed out that the Center for Disability Rights' Web site had several programming errors. "He handled it in a way that didn't make us feel ridiculed or demeaned," she says. "It showed that he was really serious about the job."
Shawn Desgrosellier, president of Vitality Group Executive Search, coaches job candidates to go into an interview with something—anything—in their hands. The step maintains focus. (He suggested a pen, a notepad or your résumé.) "It's just awkward going into an interview with nothing," he says.
There's also some good news for people with numerous public profiles online: Although social media sites such as Twitter and Facebook are rife with clues about job candidates' private lives, 75% of HR managers surveyed don't bother to check them.
And the formal thank-you letter after the interview? More than 60% of HR managers who responded say skipping the step is not a big deal. A brief email will suffice—cards and balloons are all overboard.
Write to Diana Middleton at diana.middleton@wsj.com
With so much competition for every job listing out there—there are more than 6.1 job seekers for every job opening, according to the latest job-opening and turnover data from the U.S. Department of Labor—wowing a recruiter during a job interview is even more crucial. According to a new survey of nearly 500 human-resources professionals released by the Society for Human Resource Management, there are plenty of ways to derail a job interview—and some of them may surprise you.
The basic don'ts: arriving late to an interview or trashing a previous employer. But some hiring managers say even experienced professionals have made other slip-ups.
Often, job candidates speak in a too-familiar way with hiring managers—a major problem, according to 20% of survey respondents. Mary Willoughby, director of human resources at the Center for Disability Rights in Rochester, N.Y., once interviewed someone who was so comfortable, he commented on a sty she had near her eye.
"My mind was made up at that point," she says. The candidate was not hired.
For 67% of hiring managers who responded to the survey, dressing provocatively is a major deal breaker—even more significant than having a typo in your application materials (58% found this to be an interview killer). Chantal Verbeek, head of enterprise talent at ING U.S. Financial Services, says she'll forgive a typo if the applicant's skills are extraordinary, but revealing or sloppy apparel equals an instant rejection. "You'd think that'd be obvious," she says.
Job seekers have also been blasting HR managers with questions about benefits, vacation time and schedule flexibility much too soon in the interview process, according to the survey. (Thirty percent of hiring managers say it's okay for applicants to inquire about salary in post-interview follow-up conversations.) Some 39% of hiring managers surveyed said applicants shouldn't bring up salary at all—unless the interviewer brings it up first.
"I've had candidates ask if they can work part-time from home right off the bat," Ms. Willoughby says. "Let's figure out if you're the right person for this job before we discuss how little you want to be in the office."
Using clichés like "This is my dream job" are also major turnoffs for hiring managers. Instead of telling an interviewer you think outside the box, actually do it. Ms. Willoughby recalls a job candidate for an IT programmer position who gently pointed out that the Center for Disability Rights' Web site had several programming errors. "He handled it in a way that didn't make us feel ridiculed or demeaned," she says. "It showed that he was really serious about the job."
Shawn Desgrosellier, president of Vitality Group Executive Search, coaches job candidates to go into an interview with something—anything—in their hands. The step maintains focus. (He suggested a pen, a notepad or your résumé.) "It's just awkward going into an interview with nothing," he says.
There's also some good news for people with numerous public profiles online: Although social media sites such as Twitter and Facebook are rife with clues about job candidates' private lives, 75% of HR managers surveyed don't bother to check them.
And the formal thank-you letter after the interview? More than 60% of HR managers who responded say skipping the step is not a big deal. A brief email will suffice—cards and balloons are all overboard.
Write to Diana Middleton at diana.middleton@wsj.com
Thursday, November 5, 2009
The Successful Team Leader
A team leader requires a unique set of leadership skills and attitudes. Unlike his or her counterpart in other corporate or business structures, a team leader manages a highly talented group of like-minded professionals who know what to do but need leadership to stay motivated and focused. Much like the trainer of a group of thoroughbred horses, a team leader's job is to motivate team members to run a winning race.
Tip: Answer these questions: Are you excited about what you do every day? Do you look forward to your work? Are you clear on the talents you bring that influence your success?
Focus on others’ success Many team leaders find it challenging to shift from creating their own success to recognizing success through the results of others. An individual contributor has a direct impact on revenue and profitability. A team leader achieves revenue and profitability by managing other people’s drive, energy, enthusiasm, passion, and ambition. This means you no longer have direct impact on the results.
Tip: Once you understand your team’s passion and focus, you need to understand each team member’s talent, passion, and focus. Do you have the technical people skills to do so? How do you know?
Lead by having a “let me help” attitude versus a “follow me” attitude. This requires the skills to influence others without domineering. The army sergeant approach will only alienate and de-motivate the typical professional. And, trust me; nothing is worse than a thoroughbred that refuses to perform?
Tip: Which is your natural leadership style “Let me help” leaders need to enhance their performance management skills to succeed. “Follow me” leaders need to learn coaching skills to direct their team to more effective results.
Three distinct mindsets are necessary to become a team leader:
1. Have your game perfected.
2. Have a strong desire and willingness to focus on other people and their success.
3. Use team or practice leadership skills consistent with a “let me help” attitude rather than a “follow me” attitude.
Tip: Answer these questions: Are you excited about what you do every day? Do you look forward to your work? Are you clear on the talents you bring that influence your success?
Focus on others’ success Many team leaders find it challenging to shift from creating their own success to recognizing success through the results of others. An individual contributor has a direct impact on revenue and profitability. A team leader achieves revenue and profitability by managing other people’s drive, energy, enthusiasm, passion, and ambition. This means you no longer have direct impact on the results.
Tip: Once you understand your team’s passion and focus, you need to understand each team member’s talent, passion, and focus. Do you have the technical people skills to do so? How do you know?
Lead by having a “let me help” attitude versus a “follow me” attitude. This requires the skills to influence others without domineering. The army sergeant approach will only alienate and de-motivate the typical professional. And, trust me; nothing is worse than a thoroughbred that refuses to perform?
Tip: Which is your natural leadership style “Let me help” leaders need to enhance their performance management skills to succeed. “Follow me” leaders need to learn coaching skills to direct their team to more effective results.
Meetings are a Whip! How to get the most out of a meeting
When it comes to meetings, they are notorious for being ineffective and time wasters. Here are a few strategies that will make you more effective when conducting and facilitating meetings of all kinds.
Why have meetings?
Only call meetings when you have good reasons to do so.
There are three types of meetings:
Problem solving
Decision making
Informational (try to avoid these unless necessary to build energy around a subject)
Create an agenda:
Open the meeting with authority.
Review the agenda. Get input on agenda and find out if there is anything else the group may want to discuss.
Introduce matters you have deemed important to discuss.
Establish ground rules.
Start on time. End on time.
It should take approximately 30 minutes to cover each subject. Think “flow”.
Agree who can contribute.
Follow the agenda.
Stay on task.
Have a purpose for calling the meeting:
Examples are: Brainstorming, informing, elicit ideas, fix a problem, determine a course of action or clarify roles and responsibilities on a team.
Do not just have a meeting for the sake of feeling like the group is one-big family.
Do not have people attend that do not need to be there-- ask yourself who and why they need to be in the meeting.
Assign roles and responsibilities to members:
Leader-May or may not run meeting but clarifies purpose, objectives, scope of authority and constraints. Takes responsibility for follow up.
Facilitator-Guides the group through discussions.
Scribe-Someone to take notes for future distribution.
Contributor-Participates actively by offering ideas and keeping the discussion on track.
Expert-Contributes expert knowledge on issues AS REQUESTED
Be realistic:
Things will interrupt/disrupt your meeting so be realistic and expect thing like:
People that arrive late or leave early (ask them questions to make sure they are catching up with the group since they missed part of the meeting).
People who whisper or disturb the meeting.
One participant who dominates the meeting and infuriate everyone else.
A group that gets stuck or confused, focusing on only one small point of the issue/meeting and repeats the same point over and over again.
A group that runs out of energy or just falls silent.
A group that commandeers the meeting and begins to focus on items that are off-topic.
Be prepared:
Use active listening and observation to see where your audience is.
If someone is leaning forward, they may have something to say or are actively listening.
If their arms are crossed and they are leaning back in their chair, it is a good sign that they are disengaged in the meeting.
If a participant dominates the discussion:
If you are standing, walk closer to the person. This draws the audience’s attention TO you and AWAY from that person.
Thank him for his input and call on someone else.
Limit/eliminate interruptions.
If he finishes other people’s sentences, encourage him to let them finish what they had to say.
Ask the group to change roles so those that have been quiet take a more active role and the one’s who have been doing all of the talking can take a back-seat.
If someone disturbs the meeting by whispering, talking or interrupting:
Ask a question and then ask the person talking for the answer.
Boomerang:
Return a question to the person who had asked it in order to let the group know that the leader is not the only one responsible for answering questions.
Break into sub-groups:
Break up into smaller groups to elicit more feedback from all members of the meeting.
Ending and ending on time:
When you end on time you gain the trust and appreciation of all participants.
Have someone keep time.
Make sure all points of view are heard.
Periodically remind the group of the items left to discuss and the time left to do so.
Prioritize or postpone agenda items if time is running out.
If you have everything done, end the meeting. Time is too short to keep a large group of people in a meeting in order to fulfill an allotted time for meetings.
Restate and summarize what has been accomplished.
Clarify what comes next.
Get feedback on items missed or that may be important for future meetings.
Ask the group for an evaluation of the meeting. Either in person or via email.
Send out the proposed to do list moving forward.
Why have meetings?
Only call meetings when you have good reasons to do so.
There are three types of meetings:
Problem solving
Decision making
Informational (try to avoid these unless necessary to build energy around a subject)
Create an agenda:
Open the meeting with authority.
Review the agenda. Get input on agenda and find out if there is anything else the group may want to discuss.
Introduce matters you have deemed important to discuss.
Establish ground rules.
Start on time. End on time.
It should take approximately 30 minutes to cover each subject. Think “flow”.
Agree who can contribute.
Follow the agenda.
Stay on task.
Have a purpose for calling the meeting:
Examples are: Brainstorming, informing, elicit ideas, fix a problem, determine a course of action or clarify roles and responsibilities on a team.
Do not just have a meeting for the sake of feeling like the group is one-big family.
Do not have people attend that do not need to be there-- ask yourself who and why they need to be in the meeting.
Assign roles and responsibilities to members:
Leader-May or may not run meeting but clarifies purpose, objectives, scope of authority and constraints. Takes responsibility for follow up.
Facilitator-Guides the group through discussions.
Scribe-Someone to take notes for future distribution.
Contributor-Participates actively by offering ideas and keeping the discussion on track.
Expert-Contributes expert knowledge on issues AS REQUESTED
Be realistic:
Things will interrupt/disrupt your meeting so be realistic and expect thing like:
People that arrive late or leave early (ask them questions to make sure they are catching up with the group since they missed part of the meeting).
People who whisper or disturb the meeting.
One participant who dominates the meeting and infuriate everyone else.
A group that gets stuck or confused, focusing on only one small point of the issue/meeting and repeats the same point over and over again.
A group that runs out of energy or just falls silent.
A group that commandeers the meeting and begins to focus on items that are off-topic.
Be prepared:
Use active listening and observation to see where your audience is.
If someone is leaning forward, they may have something to say or are actively listening.
If their arms are crossed and they are leaning back in their chair, it is a good sign that they are disengaged in the meeting.
If a participant dominates the discussion:
If you are standing, walk closer to the person. This draws the audience’s attention TO you and AWAY from that person.
Thank him for his input and call on someone else.
Limit/eliminate interruptions.
If he finishes other people’s sentences, encourage him to let them finish what they had to say.
Ask the group to change roles so those that have been quiet take a more active role and the one’s who have been doing all of the talking can take a back-seat.
If someone disturbs the meeting by whispering, talking or interrupting:
Ask a question and then ask the person talking for the answer.
Boomerang:
Return a question to the person who had asked it in order to let the group know that the leader is not the only one responsible for answering questions.
Break into sub-groups:
Break up into smaller groups to elicit more feedback from all members of the meeting.
Ending and ending on time:
When you end on time you gain the trust and appreciation of all participants.
Have someone keep time.
Make sure all points of view are heard.
Periodically remind the group of the items left to discuss and the time left to do so.
Prioritize or postpone agenda items if time is running out.
If you have everything done, end the meeting. Time is too short to keep a large group of people in a meeting in order to fulfill an allotted time for meetings.
Restate and summarize what has been accomplished.
Clarify what comes next.
Get feedback on items missed or that may be important for future meetings.
Ask the group for an evaluation of the meeting. Either in person or via email.
Send out the proposed to do list moving forward.
Sunday, October 18, 2009
Interview Advice- the market is fierce so prepare to win
By: Shawn Desgrosellier of Vitality Group
- Arrive early. Plan to arrive for your interview 10-15 minutes early. If you arrive earlier than that, go for a walk, get a cup of coffee, drive around the bock, or sit in the lobby. Arriving too early may create an awkward situation and arriving late definitely creates a bad first impression. Be sure to ask for directions when making arrangements for the interview and always allow enough time for bad traffic.
- Dress professionally. Your interview attire should be appropriate for the position for which you are applying. If you are unsure, choose conservative dress. In most cases, business suits are appropriate for both men and women. Carry a briefcase, portfolio notepad or manila folder. Bring extra resumes, list of references and a list of questions you need to ask.
- Be yourself. Your personality and background may appeal to some employers and not to others. It is to your advantage to be yourself, rather than try to mold yourself to fit an image you think will appeal to an employer. After all, you want to find a position and employer that is compatible with 'who you are' and your career objectives.
- Sell yourself! Six out of ten people don't get the job they want because they don't sell themselves. Be prepared to market your skills and experiences as they relate to the job described. Be self-confident and positive in describing your abilities to do the job. Convince the employer that you are the right person for the job and that you can help the employer solve some of their problems.
- Answering the Tell me about yourself question. Eight out of ten interviews begin with this question. Respond by illustrating how your interests and skills relate to the position and how your experiences and background would enable you to contribute to the position and organization. Spend about 90 seconds to two minutes highlighting your experiences while providing a focused answer. You may want to start out with personal information, then focus on academic experiences and professional experiences, and conclude with the reasons why you are interested in the position.
- Use examples whenever possible. Just stating your skills and strengths is not enough. You must demonstrate how you have successfully applied them. Be sure to give complete answers to questions. A typical answer may take 30 seconds to two minutes to explain.
- Communicate effectively. Speak clearly and enthusiastically about your experiences. Listen carefully in order to effectively and appropriately answer the questions being asked and to learn as much as possible about the position. Be positive about prior experiences, employers, former supervisors, college experiences, even your weaknesses. When describing a bad experience focus on the facts (not your feelings) and be brief.
- Silence is okay. Those pauses may seem longer to you than to the interviewer. A pause before answering a question enables you to organize your thoughts and present a concise answer. If you are unsure about a question, always ask for clarification before answering the question. When you have finished answering a question, stop, don't ramble on endlessly.
- Watch your body language and nonverbal communication. Maintain good eye contact, don't slouch, appear interested--not bored and control any nervous habits (fidgeting, drumming fingers, etc.) Your voice quality also demonstrates your confidence--speak clearly. Have good personal hygiene, do not wear too much make-up, jewelry or cologne/perfume. Pay attention to the details--polished shoes, professional hair style, clean nails, fresh breath, etc.
- Social etiquette and small talk skills are important. Be prepared to engage in small talk at the beginning of the interview. Your conversational skills are part of that first impression. Also, you may be invited to lunch or dinner as part of the interview. The meal is a significant part of the interview especially if your social skills are being evaluated as part of the hiring decision.
- Expect the unexpected. During the interview, you may be asked some unusual questions. Often times the employer is simply seeing how you react to the question.
- Qualities Employers Seek in Job Candidates. Employers typically are looking for individuals who possess a pattern of success (academic accomplishments, leadership qualities, activities;) strong grades, written and oral communication skills; related work experience; interpersonal skills; leadership potential; decision making and problem solving skills; creativity and intelligence; flexibility; initiative/innovation; enthusiasm and positive outlook; self-confidence; polished personal style, honesty and integrity; ability to get along with others--a team player; and good work ethic.
Sunday, October 11, 2009
Is it a Training or Management Issue? Performance Management 101
DETERMINE IF IT’S A TRAINING ISSUE
Is the performance issue due to a lack of skill? Is so, training may be the answer. Apply the test, “could the person perform as desired with a gun to their head?” If the answer is yes, training is not the answer. You have a motivational or other issue.
What is the desired task performance (describe what is looks like)
What knowledge and skills are required to perform the task? (e.g. clear job expectations, how to perform the task)
Was the individual ever able to perform the task within acceptable standards? (Or could the individual perform the task if his/her life depended on it?)
WHAT ARE THE OTHER POTENTIAL CAUSES OF SUBSTANDARD PERFORMANCE?
It’s a capability issue- the individual is unable to perform the desired task (not everyone can run a 4-minute mile).
It’s a reward issue – the individual does not perceive an equitable benefit or reward.
It’s a process issue – the process of system prevents or hampers the performance.
It’s a values issue – personal and work values are in conflict.
It’s a management issue – management does not provide clear priorities or model the desired performance.
It’s a resource issue – the individual doesn’t have the tools or information needed to do the job.
The result ….Not every performance problem is a training issue.
Wednesday, October 7, 2009
Dating in the workplace- beware of the pitfalls
By: Shawn Desgrosellier
Dating in the workplace happens with a higher level of frequency than you can imagine. One statistic I read from a Dallas Texas research company stated that over half- yes 50% or more of today’s married couples met at work. That means inter-office relationships are plentiful in today's society.
Is it okay to date a co-worker? Well, it depends on the company and depends on the people involved. For example, at some companies like Wal-Mart they have very clearly defined policies about dating and relationships in the workplace. It is forbidden and you could put your job and career at risk if you fraternize at work.
There are other companies where inter-office relationships are encouraged. These companies have to deal with a different set of issues and problems. They need to make absolutely sure they have an iron clad harassment policy in place just in case one of those inter-office relationships go bad. It is not a matter of “if” one will go bad, it is more or a “when” will one or more of these inter-office relationships go bad.
I have attended five different weddings over the past five years where the couple met in the workplace- and these were all very close friends. As our society has shifted where both the man and woman are chasing career aspirations this has also shifted where relationships begin. When a couple meeting in high school was the norm in the 70’s, and meeting your future spouse in college was in the 80’s and into the 90’s, today relationships in the workplace are by far the leading place to meet your potential spouse.
Dating in the workplace happens with a higher level of frequency than you can imagine. One statistic I read from a Dallas Texas research company stated that over half- yes 50% or more of today’s married couples met at work. That means inter-office relationships are plentiful in today's society.
Is it okay to date a co-worker? Well, it depends on the company and depends on the people involved. For example, at some companies like Wal-Mart they have very clearly defined policies about dating and relationships in the workplace. It is forbidden and you could put your job and career at risk if you fraternize at work.
There are other companies where inter-office relationships are encouraged. These companies have to deal with a different set of issues and problems. They need to make absolutely sure they have an iron clad harassment policy in place just in case one of those inter-office relationships go bad. It is not a matter of “if” one will go bad, it is more or a “when” will one or more of these inter-office relationships go bad.
I have attended five different weddings over the past five years where the couple met in the workplace- and these were all very close friends. As our society has shifted where both the man and woman are chasing career aspirations this has also shifted where relationships begin. When a couple meeting in high school was the norm in the 70’s, and meeting your future spouse in college was in the 80’s and into the 90’s, today relationships in the workplace are by far the leading place to meet your potential spouse.
Sunday, October 4, 2009
Boolean Search Tips and Tricks
What is a Boolean search?
A Boolean search is an advanced keyword search method used to target specific results. When searching resumes on the internet, it can be invaluable in maximizing your time spent searching!
When running Boolean searches, it is important to remember that no search is ever final. Once run, you might find that your Boolean string needs to be modified still.
Running Simple Boolean Searches
The logic behind running a Boolean search is very simple. Basically, by using words such as AND, OR, and AND NOT (to name the most common!), you can quickly cut through the web to find the results that you are looking for.
Other Simple Boolean Search Methods
Though less commonly used, sometimes they're just what you're looking for.
ROOT WORD Searches
Root word searches allow you to pull words that contain the same prefix. The operator for root word searches is an asterisk (*).
For example, if you constructed the following search…
Search For: nurs*Using: Boolean SearchThe results would include "nurse," "nurses," and "nursing."
STEM WORD Searches
Stem word searches allow you to pull words that contain the same base stem. The operator for stem word searches is two asterisks (**).
For example, if you constructed the following search...
Search For: fly**Using: Boolean SearchThe results would include "fly," "flew," "flown," "flying," etc.
Running More Advanced Boolean Searches
Once you can create a simple Boolean string, moving on to a more advanced search is really not much harder. It's all in how you group things!
Parentheses
The most important tool when constructing more advanced Boolean strings are the parentheses (i.e. the characters that are enclosing this clause).
While they seem intimidating at first, using parentheses is actually very easy.
If you think back to high school math, things that are in parentheses are always "grouped together"...
2 * 3 + 1 = 7but2 * (3 + 1) = 8
The parentheses add clarification on which operation should be performed first.
The parentheses function much the same in a Boolean search. For example, if you were looking for an engineer who has CAD experience and either mechanical or electrical experience, you could use the following:
Search For: CAD and engineer* and (mechanical or electrical)Using: Boolean SearchThe results would be everyone who has "CAD," "engineer" / "engineers" / "engineering," and "mechanical" listed, or everyone who has "CAD," "engineer" / "engineers" / "engineering," and "electrical" listed.
Double-Quotes
Another very important set of operators is double-quotes. Double-quotes allow you to search for a specific phrase, not just individual words. For example:
Search For: "web design" and htmlUsing: Boolean SearchThe results would be everyone who has the phrase "web design" in their resume and the word "html."
A Boolean search is an advanced keyword search method used to target specific results. When searching resumes on the internet, it can be invaluable in maximizing your time spent searching!
When running Boolean searches, it is important to remember that no search is ever final. Once run, you might find that your Boolean string needs to be modified still.
Running Simple Boolean Searches
The logic behind running a Boolean search is very simple. Basically, by using words such as AND, OR, and AND NOT (to name the most common!), you can quickly cut through the web to find the results that you are looking for.
Other Simple Boolean Search Methods
Though less commonly used, sometimes they're just what you're looking for.
ROOT WORD Searches
Root word searches allow you to pull words that contain the same prefix. The operator for root word searches is an asterisk (*).
For example, if you constructed the following search…
Search For: nurs*Using: Boolean SearchThe results would include "nurse," "nurses," and "nursing."
STEM WORD Searches
Stem word searches allow you to pull words that contain the same base stem. The operator for stem word searches is two asterisks (**).
For example, if you constructed the following search...
Search For: fly**Using: Boolean SearchThe results would include "fly," "flew," "flown," "flying," etc.
Running More Advanced Boolean Searches
Once you can create a simple Boolean string, moving on to a more advanced search is really not much harder. It's all in how you group things!
Parentheses
The most important tool when constructing more advanced Boolean strings are the parentheses (i.e. the characters that are enclosing this clause).
While they seem intimidating at first, using parentheses is actually very easy.
If you think back to high school math, things that are in parentheses are always "grouped together"...
2 * 3 + 1 = 7but2 * (3 + 1) = 8
The parentheses add clarification on which operation should be performed first.
The parentheses function much the same in a Boolean search. For example, if you were looking for an engineer who has CAD experience and either mechanical or electrical experience, you could use the following:
Search For: CAD and engineer* and (mechanical or electrical)Using: Boolean SearchThe results would be everyone who has "CAD," "engineer" / "engineers" / "engineering," and "mechanical" listed, or everyone who has "CAD," "engineer" / "engineers" / "engineering," and "electrical" listed.
Double-Quotes
Another very important set of operators is double-quotes. Double-quotes allow you to search for a specific phrase, not just individual words. For example:
Search For: "web design" and htmlUsing: Boolean SearchThe results would be everyone who has the phrase "web design" in their resume and the word "html."
Tuesday, September 29, 2009
Burned Badly by Reference Checking
I was involved in a search recently that ended abruptly after the hiring company went through an exhaustive reference checking process.
After the second interview the candidate provided references and the HR Manager only did his job when he reached out to those references and began asking questions about the candidate. Those questions stimulated a deeper discussion about the position the candidate was interviewing for and then into a discussion about career path and so on.
When the call was over the professional reference called the candidate and said "what are you doing? and what would make you consider a job change in this current market?", the candidate immediately pulled themselves out of the process!
The learning experience was that references have always been and always will be a delicate and tricky process. You just never know what is going to happen. When the war for talent was on, the professional reference would call the candidate and try to hire them back versus in this case- tell them to stay put and wait it out. Beware out there!
After the second interview the candidate provided references and the HR Manager only did his job when he reached out to those references and began asking questions about the candidate. Those questions stimulated a deeper discussion about the position the candidate was interviewing for and then into a discussion about career path and so on.
When the call was over the professional reference called the candidate and said "what are you doing? and what would make you consider a job change in this current market?", the candidate immediately pulled themselves out of the process!
The learning experience was that references have always been and always will be a delicate and tricky process. You just never know what is going to happen. When the war for talent was on, the professional reference would call the candidate and try to hire them back versus in this case- tell them to stay put and wait it out. Beware out there!
Monday, September 28, 2009
Job Hunting After a Medical Absence: A Delicate Balance
by John Rossheim, Monster Senior Contributing Writer
It’s a nightmare scenario for all too many Americans.
You fall ill, say, with cancer. You undergo months or even years of debilitating treatments and finally emerge with a good prognosis. Or maybe a family member becomes catastrophically ill, and you take an extended leave from your career to be the caregiver.
Meanwhile, you exhaust your Family and Medical Leave Act benefit, quit your job and find yourself in a deep financial hole. Now that you’re able to work, you need to land a well-paying job pronto.
Your dilemma: How do you explain this employment gap to hiring managers, without compromising your privacy, exaggerating your return to health or leaving lingering doubts that could taint your candidacy? “You’re walking a fine line of integrity,” says Shawn Desgrosellier, CEO of recruiting firm Vitality Group. “What do you say and not say? What can help you and what can hurt you?”
However you choose to deal with this difficult job-hunting circumstance, you must face it head-on. “It’s bad if you come in unprepared to talk about the medical issue,” says Cy Wakeman, an independent human resources consultant.
With that in mind, we share some experts’ opinions on what to say to employers and how to shift the emphasis to your qualifications for the job at hand.
What to Say About Your Medical Leave
First, keep it simple, advises Desgrosellier. “Say, ‘I had a medical issue and took care of it, and now I’m ready to get back to work,’” he says. “You need to think about the issue in advance and almost script it out for the interview.”
You can boost your appeal as a candidate by bringing forth relevant facts about your leave that aren’t too personal. “Do get detailed about details like the dates of your time off work,” Wakeman says. “But don’t get specific with the medical issue. Instead say, ‘I made the very difficult decision to leave my job; now I’m eager to get back to work.’”
You have the right to draw a line on revealing personal medical information that is not critical to the specific job you’re applying for. “The Americans with Disabilities Act certainly protects the prospective employee from having to divulge sensitive information,” says Michael Hoffman, director of the Center for Business Ethics at Bentley College.
But be aware that prospective employers may weigh the bottom-line consequences of hiring someone who’s had a serious illness. It may be unethical or even illegal, but some employers, especially smaller ones, could consider how adding you to their health insurance rolls might drive up the group premium.
Which brings us to this hard truth: “Being forthright may backfire,” says Desgrosellier. So be honest, but try not to say more than you need to.
Be Bold About Highlighting Your Strengths
With skill and luck, you’ve been able to swiftly put the issue of your medical leave to rest with the prospective employer. Now it’s time to switch gears and promote your superior qualifications for the job. “Your candidacy has everything to do with your work history, whether you’ve worked for the right companies and had the right responsibilities and success,” Desgrosellier says.
Do beware of overpromising what you can deliver given your physical and mental condition. “The prospective employee does have a responsibility to respond truthfully when asked whether he can do the job and the tasks that go with it,” Hoffman says.
Answering Objections, Dispelling Doubts
Do you worry that your prospective employer still harbors concerns about your health? “Ask the employer, ‘What have I left you to wonder about?’” advises Wakeman. “Don’t defend against the employer’s concerns; acknowledge and respond to them.”
And accept this reassurance: Even leading candidates rarely come to a job opportunity entirely unencumbered. “Human resources isn’t looking for a risk-free bet; it’s looking to know and mitigate the risk,” Wakeman says.
Finally, be mindful of the employer’s point of view. “The employer is in a difficult position,” Hoffman says. “The company has responsibilities to stockholders, and is responsible for the safety of other employees and even customers.” These responsibilities may come into play if the employee falls ill again at work, for example.
Leave to Care for a Family Member
When your leave is for the sake of a sick relative, the job-hunting issue is perhaps less difficult.
In the case of a family member’s illness, be specific about your plan, Wakeman says. “[The employer will] want to know what you’ll do if you need to be out of work again [to provide care],” he says.
What if a family member has succumbed to a long illness? Wakeman advises: “If a relative passed away, it’s OK to say, ‘I did what I had to do, and now I’m clear. I didn’t want to cheat my employer.’”
It’s a nightmare scenario for all too many Americans.
You fall ill, say, with cancer. You undergo months or even years of debilitating treatments and finally emerge with a good prognosis. Or maybe a family member becomes catastrophically ill, and you take an extended leave from your career to be the caregiver.
Meanwhile, you exhaust your Family and Medical Leave Act benefit, quit your job and find yourself in a deep financial hole. Now that you’re able to work, you need to land a well-paying job pronto.
Your dilemma: How do you explain this employment gap to hiring managers, without compromising your privacy, exaggerating your return to health or leaving lingering doubts that could taint your candidacy? “You’re walking a fine line of integrity,” says Shawn Desgrosellier, CEO of recruiting firm Vitality Group. “What do you say and not say? What can help you and what can hurt you?”
However you choose to deal with this difficult job-hunting circumstance, you must face it head-on. “It’s bad if you come in unprepared to talk about the medical issue,” says Cy Wakeman, an independent human resources consultant.
With that in mind, we share some experts’ opinions on what to say to employers and how to shift the emphasis to your qualifications for the job at hand.
What to Say About Your Medical Leave
First, keep it simple, advises Desgrosellier. “Say, ‘I had a medical issue and took care of it, and now I’m ready to get back to work,’” he says. “You need to think about the issue in advance and almost script it out for the interview.”
You can boost your appeal as a candidate by bringing forth relevant facts about your leave that aren’t too personal. “Do get detailed about details like the dates of your time off work,” Wakeman says. “But don’t get specific with the medical issue. Instead say, ‘I made the very difficult decision to leave my job; now I’m eager to get back to work.’”
You have the right to draw a line on revealing personal medical information that is not critical to the specific job you’re applying for. “The Americans with Disabilities Act certainly protects the prospective employee from having to divulge sensitive information,” says Michael Hoffman, director of the Center for Business Ethics at Bentley College.
But be aware that prospective employers may weigh the bottom-line consequences of hiring someone who’s had a serious illness. It may be unethical or even illegal, but some employers, especially smaller ones, could consider how adding you to their health insurance rolls might drive up the group premium.
Which brings us to this hard truth: “Being forthright may backfire,” says Desgrosellier. So be honest, but try not to say more than you need to.
Be Bold About Highlighting Your Strengths
With skill and luck, you’ve been able to swiftly put the issue of your medical leave to rest with the prospective employer. Now it’s time to switch gears and promote your superior qualifications for the job. “Your candidacy has everything to do with your work history, whether you’ve worked for the right companies and had the right responsibilities and success,” Desgrosellier says.
Do beware of overpromising what you can deliver given your physical and mental condition. “The prospective employee does have a responsibility to respond truthfully when asked whether he can do the job and the tasks that go with it,” Hoffman says.
Answering Objections, Dispelling Doubts
Do you worry that your prospective employer still harbors concerns about your health? “Ask the employer, ‘What have I left you to wonder about?’” advises Wakeman. “Don’t defend against the employer’s concerns; acknowledge and respond to them.”
And accept this reassurance: Even leading candidates rarely come to a job opportunity entirely unencumbered. “Human resources isn’t looking for a risk-free bet; it’s looking to know and mitigate the risk,” Wakeman says.
Finally, be mindful of the employer’s point of view. “The employer is in a difficult position,” Hoffman says. “The company has responsibilities to stockholders, and is responsible for the safety of other employees and even customers.” These responsibilities may come into play if the employee falls ill again at work, for example.
Leave to Care for a Family Member
When your leave is for the sake of a sick relative, the job-hunting issue is perhaps less difficult.
In the case of a family member’s illness, be specific about your plan, Wakeman says. “[The employer will] want to know what you’ll do if you need to be out of work again [to provide care],” he says.
What if a family member has succumbed to a long illness? Wakeman advises: “If a relative passed away, it’s OK to say, ‘I did what I had to do, and now I’m clear. I didn’t want to cheat my employer.’”
Tuesday, September 15, 2009
What to Say to Customers (When You Don't Know What to Say)
By Paul Nunes
We've all had the experience. We see someone going through a difficult time and we just don't know what to say. Or, we sit down to write a note of condolence and our mind goes blank.
These days, with millions of jobs lost worldwide, and trillions of dollars of personal and business wealth vanished, it is easy to have the same reaction when communicating with customers. What can we say that can make a difference given all that has happened?
There are no easy answers, but insights from a sociological approach called "Conversation Analysis"--which examines the rules and patterns behind human conversation--can help. For example, learning about "interactive reciprocity," just one component in the mechanics of conversation, helps to explain why people shut down when others provide too much, or even too little, information about themselves.
We have observed that good marketing conversations--those created through customer "touch points" such as advertising, sales people and call centers--are defined in many instances by the same attributes that make for good conversations in any setting.
In planning what to say to customers today, then, keep five things in mind:
Be empathetic--without being pathetic. No need to don sackcloth and ashes: Despite the troubles that everyone faces, you don't want to drag your customers down further by striking an overly somber tone. Positive messages help convey real empathy. Bringing in terms to the conversation like "value," "sensible," "secure" and "affordable" can demonstrate you're on the same wavelength as your customers and buoy the conversation without being Pollyanna about it. Demonstrating real empathy also means putting one's own needs aside for a moment. So even if your business is in survival mode, it is best to forgo messages that imply the customer should help you reduce inventory and instead suggest the chance for them to obtain a well-deserved bargain.
Offer real assistance--not happy talk. Telling someone to call if they need anything is far less constructive than offering specific help. Likewise, companies that can make their proposals tangible can gain an advantage. Hyundai's recent offer to customers who lose their jobs that it will take back their cars was a powerful statement, and one that built affinity to the brand in millions more customers than those who actually purchased the Korean company' cars (though Hyundai's sales did increase, too, up in January from a year before, while other automakers experienced severe declines).
Adjust to your customers' changed behaviors. Not only have customer attitudes changed, but so too have their behaviors. They may be at work longer; they're probably shopping for discounts and eating out less. So bring the conversation to your customers: advertising in elevators and on everything from coffee cups to pizza boxes can reach people at the office, for example.
Address people's attention deficit. Not everyone will want to emulate Miller High Life's one-second Super Bowl commercial, but time-starved, on-edge consumers are likely to value advertising that's quick and to the point. Last point: You should make use of new technologies to gauge customer receptiveness and response--just as you would with body language in everyday conversation. Doing so is becoming significantly easier, as the number and quality of software tools that allow companies to measure the engagement of online site visitors and their reaction to Web advertising, for example, is rising daily.
Say something. Silence in a conversation conveys a message, too, and customers who hear nothing at all are likely to either forget you or to feel forgotten. Research shows that up to two-thirds of companies that "go dark" during a downturn diminish their relationships with customers. It also shows that those that continue to communicate with customers see a greater uptick when the upturn comes.And the upturn will come. Having a good heart-to-heart with customers today may well help it come a little sooner for your business.
Paul Nunes is the executive director of research at Accenture's Institute for High Performance.
We've all had the experience. We see someone going through a difficult time and we just don't know what to say. Or, we sit down to write a note of condolence and our mind goes blank.
These days, with millions of jobs lost worldwide, and trillions of dollars of personal and business wealth vanished, it is easy to have the same reaction when communicating with customers. What can we say that can make a difference given all that has happened?
There are no easy answers, but insights from a sociological approach called "Conversation Analysis"--which examines the rules and patterns behind human conversation--can help. For example, learning about "interactive reciprocity," just one component in the mechanics of conversation, helps to explain why people shut down when others provide too much, or even too little, information about themselves.
We have observed that good marketing conversations--those created through customer "touch points" such as advertising, sales people and call centers--are defined in many instances by the same attributes that make for good conversations in any setting.
In planning what to say to customers today, then, keep five things in mind:
Be empathetic--without being pathetic. No need to don sackcloth and ashes: Despite the troubles that everyone faces, you don't want to drag your customers down further by striking an overly somber tone. Positive messages help convey real empathy. Bringing in terms to the conversation like "value," "sensible," "secure" and "affordable" can demonstrate you're on the same wavelength as your customers and buoy the conversation without being Pollyanna about it. Demonstrating real empathy also means putting one's own needs aside for a moment. So even if your business is in survival mode, it is best to forgo messages that imply the customer should help you reduce inventory and instead suggest the chance for them to obtain a well-deserved bargain.
Offer real assistance--not happy talk. Telling someone to call if they need anything is far less constructive than offering specific help. Likewise, companies that can make their proposals tangible can gain an advantage. Hyundai's recent offer to customers who lose their jobs that it will take back their cars was a powerful statement, and one that built affinity to the brand in millions more customers than those who actually purchased the Korean company' cars (though Hyundai's sales did increase, too, up in January from a year before, while other automakers experienced severe declines).
Adjust to your customers' changed behaviors. Not only have customer attitudes changed, but so too have their behaviors. They may be at work longer; they're probably shopping for discounts and eating out less. So bring the conversation to your customers: advertising in elevators and on everything from coffee cups to pizza boxes can reach people at the office, for example.
Address people's attention deficit. Not everyone will want to emulate Miller High Life's one-second Super Bowl commercial, but time-starved, on-edge consumers are likely to value advertising that's quick and to the point. Last point: You should make use of new technologies to gauge customer receptiveness and response--just as you would with body language in everyday conversation. Doing so is becoming significantly easier, as the number and quality of software tools that allow companies to measure the engagement of online site visitors and their reaction to Web advertising, for example, is rising daily.
Say something. Silence in a conversation conveys a message, too, and customers who hear nothing at all are likely to either forget you or to feel forgotten. Research shows that up to two-thirds of companies that "go dark" during a downturn diminish their relationships with customers. It also shows that those that continue to communicate with customers see a greater uptick when the upturn comes.And the upturn will come. Having a good heart-to-heart with customers today may well help it come a little sooner for your business.
Paul Nunes is the executive director of research at Accenture's Institute for High Performance.
Saturday, September 12, 2009
Top 10 Job Posting Tips for Employers
Best practices for optimizing your job postings by: Career Builder
1. Add Keywords
The primary job search method performed by job seekers is keyword. Many systems use some sort of relevancy when matching keyword searches to job listings. It is important to enter relevant keywords throughout the job title, description, and requirement sections. When these words are entered, it helps make sure that your job is appearing in the most relevant searches and you are attracting quality candidates. For example, if you are searching for a Claims Adjuster, you should make sure to include the following keywords: liability, insurance, claim, coverage, adjuster.
2. Use Familiar Job Titles
Make sure your job titles are clear and succinct. This is your first chance to tell candidates about the job so make sure they understand the job title the first time they read it otherwise they may pass over your job. Think as a job seeker and ask yourself “would I enter this into a job search?” If the answer is NO, then you probably will want to avoid using that term as a title. Essentially, use a spelled out title and be sure that it is simple and easy to find in a search. For Example: Business Analyst is a good, searchable title.
3. Proper Use of Abbreviations (In Titles)
Adding value to the title, you may want to provide an abbreviated title to compliment your spelled out title. It is recommended only if you are using titles that have widely recognized and frequently used abbreviations. The reason this is recommended is because there is ALWAYS a percentage of job seekers who will use the abbreviated term to search for jobs. If in your title you have that term, it helps the frequency of your job appearing in relevant searches. Make sure that you use a hyphen or forward slash when separating the terms so that the system you are using does not read the title as one complete term. For Example: Call Center Representative – Call Center Rep
4. Give ’Em the Details
Describe Position and Requirements-Provide the job seeker with a description of the position using your company perspective and definition. This quickly will let the job seeker know if they are meeting the requirements necessary to obtain the position. Also, list all other authorization, certification, skill sets, education and or specialty experience needed to obtain this position.
Explain Duties- Leave no stone unturned!!! Use this opportunity to provide as much information about the duties associated with this position. This information will also set the expectation for the position. Include such things as:
a. Hours and shifts required
b. Make Industry and Job Type Selections
Do Not Select (Other Industries/Other if possible)
c. Management requirements
d. Day to day operations of position
e. Travel requirements
f. Department position reports
g. Function and role position holds
h. Clients or customers this position will come in contact
Sell the company and opportunity- This can be done by providing a brief description of your company or the client you are recruiting for. This is a 2-3 line company overview that can include information about industry success, company background, and more.
Add Benefits and Intangibles- Not only are job seekers trying to sell themselves to you with their resumes; your company is selling itself to potential candidates. Providing a brief overview of benefits, travel, 401k, and other intangible offerings will go far in creating a positive image for your company.
5. Expand Your Location
Make sure to include surrounding cities and metropolitan areas in your searches. Sometimes jobs are located in suburb or rural areas. By adding declarative information about surrounding areas, it will help job seekers with a clearer vision of the actual location of the position. Furthermore it helps them determine travel/commute time. For example, if your job opening is located in Smyrna, GA, you should also mention Northwest Atlanta in your posting. That way, candidates who search in Atlanta will also understand the area the job is located.
6. Structured: Easily Read Posting
At one sitting, job seekers, as do employers, have limited time allotted to spend searching and posting jobs. For this reason, your job postings need to be structured in a way that is easy to read. An easy to read job posting directs the job seeker through the posting quickly and effectively. Using HTML, bullet points, italics, underlines, paragraph breaks, centering and other formatting features will help create postings that are comprehensible and well structured.
7. Add Compensation
Any time you can add pay or compensation information within the posting, it is highly recommended to do so. However, it is understood that at times, you may not be able to provide the job seeker with the exact hourly or annual pay information. When this is the case, please find an appropriate area within the posting to develop a benefit statement. This will let the job seeker know that you are cognitive and understand that ‘PAY’ is a heavily sought after piece of information. Especially adding compensation, especially when the salary is higher than the industry average, will boost applications to the posting. For Example: Great Pay, Commensurate Upon Experience, Bonuses Paid Every Quarter, Competitive Pay.
8. Show off Your Brand
It takes seven exposures before an individual begins to get familiar with a company. By placing or adding a company logo to your job posting, it will help increase your company branding while getting you added exposure. Placing your logo on your job posting also gives your company more credibility. Including your company’s website address is a great way to supplement the logo. Sometimes candidates are a little leery of recruiters. By showing off your professional company identity, you may be able to put some candidates at ease.
9. Associate with Multiple Industries
To take advantage of any system you use to post your job, it is recommended to associate the job with multiple and relevant industries. At times, job seekers will use industry searches to narrow searches and find jobs fast. By linking your job to multiple industries, it essentially will help the job appear in more industry searches. For example: If you are recruiting for a Public Relations Manager for a hospital, you should link your job to the Healthcare, Marketing, and Public Relations industries.
10. Check for Typos
Nothing says unprofessional like typographical errors in a job posting. Don’t just spell check your job posting; make sure it is free of grammatical errors. Read it aloud so you catch any strange words and confusing sentences.
1. Add Keywords
The primary job search method performed by job seekers is keyword. Many systems use some sort of relevancy when matching keyword searches to job listings. It is important to enter relevant keywords throughout the job title, description, and requirement sections. When these words are entered, it helps make sure that your job is appearing in the most relevant searches and you are attracting quality candidates. For example, if you are searching for a Claims Adjuster, you should make sure to include the following keywords: liability, insurance, claim, coverage, adjuster.
2. Use Familiar Job Titles
Make sure your job titles are clear and succinct. This is your first chance to tell candidates about the job so make sure they understand the job title the first time they read it otherwise they may pass over your job. Think as a job seeker and ask yourself “would I enter this into a job search?” If the answer is NO, then you probably will want to avoid using that term as a title. Essentially, use a spelled out title and be sure that it is simple and easy to find in a search. For Example: Business Analyst is a good, searchable title.
3. Proper Use of Abbreviations (In Titles)
Adding value to the title, you may want to provide an abbreviated title to compliment your spelled out title. It is recommended only if you are using titles that have widely recognized and frequently used abbreviations. The reason this is recommended is because there is ALWAYS a percentage of job seekers who will use the abbreviated term to search for jobs. If in your title you have that term, it helps the frequency of your job appearing in relevant searches. Make sure that you use a hyphen or forward slash when separating the terms so that the system you are using does not read the title as one complete term. For Example: Call Center Representative – Call Center Rep
4. Give ’Em the Details
Describe Position and Requirements-Provide the job seeker with a description of the position using your company perspective and definition. This quickly will let the job seeker know if they are meeting the requirements necessary to obtain the position. Also, list all other authorization, certification, skill sets, education and or specialty experience needed to obtain this position.
Explain Duties- Leave no stone unturned!!! Use this opportunity to provide as much information about the duties associated with this position. This information will also set the expectation for the position. Include such things as:
a. Hours and shifts required
b. Make Industry and Job Type Selections
Do Not Select (Other Industries/Other if possible)
c. Management requirements
d. Day to day operations of position
e. Travel requirements
f. Department position reports
g. Function and role position holds
h. Clients or customers this position will come in contact
Sell the company and opportunity- This can be done by providing a brief description of your company or the client you are recruiting for. This is a 2-3 line company overview that can include information about industry success, company background, and more.
Add Benefits and Intangibles- Not only are job seekers trying to sell themselves to you with their resumes; your company is selling itself to potential candidates. Providing a brief overview of benefits, travel, 401k, and other intangible offerings will go far in creating a positive image for your company.
5. Expand Your Location
Make sure to include surrounding cities and metropolitan areas in your searches. Sometimes jobs are located in suburb or rural areas. By adding declarative information about surrounding areas, it will help job seekers with a clearer vision of the actual location of the position. Furthermore it helps them determine travel/commute time. For example, if your job opening is located in Smyrna, GA, you should also mention Northwest Atlanta in your posting. That way, candidates who search in Atlanta will also understand the area the job is located.
6. Structured: Easily Read Posting
At one sitting, job seekers, as do employers, have limited time allotted to spend searching and posting jobs. For this reason, your job postings need to be structured in a way that is easy to read. An easy to read job posting directs the job seeker through the posting quickly and effectively. Using HTML, bullet points, italics, underlines, paragraph breaks, centering and other formatting features will help create postings that are comprehensible and well structured.
7. Add Compensation
Any time you can add pay or compensation information within the posting, it is highly recommended to do so. However, it is understood that at times, you may not be able to provide the job seeker with the exact hourly or annual pay information. When this is the case, please find an appropriate area within the posting to develop a benefit statement. This will let the job seeker know that you are cognitive and understand that ‘PAY’ is a heavily sought after piece of information. Especially adding compensation, especially when the salary is higher than the industry average, will boost applications to the posting. For Example: Great Pay, Commensurate Upon Experience, Bonuses Paid Every Quarter, Competitive Pay.
8. Show off Your Brand
It takes seven exposures before an individual begins to get familiar with a company. By placing or adding a company logo to your job posting, it will help increase your company branding while getting you added exposure. Placing your logo on your job posting also gives your company more credibility. Including your company’s website address is a great way to supplement the logo. Sometimes candidates are a little leery of recruiters. By showing off your professional company identity, you may be able to put some candidates at ease.
9. Associate with Multiple Industries
To take advantage of any system you use to post your job, it is recommended to associate the job with multiple and relevant industries. At times, job seekers will use industry searches to narrow searches and find jobs fast. By linking your job to multiple industries, it essentially will help the job appear in more industry searches. For example: If you are recruiting for a Public Relations Manager for a hospital, you should link your job to the Healthcare, Marketing, and Public Relations industries.
10. Check for Typos
Nothing says unprofessional like typographical errors in a job posting. Don’t just spell check your job posting; make sure it is free of grammatical errors. Read it aloud so you catch any strange words and confusing sentences.
Thursday, September 10, 2009
How to Motivate Today
The current state of the economy has affected everyone in America. Some have felt it like and earthquake and others have felt merely trembles and aftershocks. This dramatic set of events in our financial markets created unexpected changes in business and with these challenges have brought cultural shifts and changes among corporations worldwide. Renowned thinkers like Aristotle and Freud struggled with the nuances of motivation and human behavior centuries ago and in times like this; it has become even more complex to understand. As this business climate changed so did our corporations, some moved quickly made cuts and changed business strategies and just some stood fast and pressed on. Most corporations did not prepare and did not move quickly enough trying to thankfully protect the overall welfare of their employees and workforce. Most companies started with a positive approach and attempted to out run it and out work it. This caused a necessity for increased performance, market and customer diversification, early mornings and late nights. When that was not enough then the alternative had to occur, it was time for cost cutting measures that impacted people, salaries, hours, shifts, jobs, and business closures.
So here we are today on the other side of it. We are humbled, we remain uncertain, and want to be optimistic more than anything else. Attitude is everything right? I often hear, this thing will turn or the market is beginning to turn around again and when it does things will be different. So we sit here and wait it out and hope to get a glimpse of what our future may hold for us. We may be motivated to “not lose out job” but surely are not inspired to take over the industry with a new innovative product or service- we have been humbled too much and are realists more than ever before.
Managers are challenged with the responsibility to gradually and delicately create a strategy to begin improving the morale and attitude of the organization. It will not be easy; however that is why you need to understand how to motivate more than ever before.
The most effective way to change a company, department, or team is through camaraderie and promoting a culture that derives from teamwork, collaboration, synergy, and friendships. I have heard cases of task forces, committee’s, or SWAT Teams that were created to allow participation and buy-in from the entire organization where they discussed and implemented cost-saving and revenue-growth projects.
Employees are also motivated by their specific job or role in the company- can be referred to as job design. A hard look at every position in the company and making some sort of modification can invigorate and give an employee a higher sense of meaning and challenge. Allowing employees to learn new skills and accommodating their need to be trusted and challenged can provide a big impact.
Performance management is also important for motivation. If each employee is fully aware of the expectations of management and the process is transparent, open, and fluid there is a higher sense of obligation and commitment to perform.
Lastly, the secret is the combination of all three- camaraderie, job, and commitment or expectations. A change in one area will make an improvement but in no way will provide the same impact as the combination of all three working together. Each manager implementing the change can make even a larger impact by rolling up his sleeves and getting to work right alongside the rest of the team or department. Managers need to get out of their offices and out on the floor or out with the customers and out of their offices- that alone will change the attitude and motivation organizationally.
So here we are today on the other side of it. We are humbled, we remain uncertain, and want to be optimistic more than anything else. Attitude is everything right? I often hear, this thing will turn or the market is beginning to turn around again and when it does things will be different. So we sit here and wait it out and hope to get a glimpse of what our future may hold for us. We may be motivated to “not lose out job” but surely are not inspired to take over the industry with a new innovative product or service- we have been humbled too much and are realists more than ever before.
Managers are challenged with the responsibility to gradually and delicately create a strategy to begin improving the morale and attitude of the organization. It will not be easy; however that is why you need to understand how to motivate more than ever before.
The most effective way to change a company, department, or team is through camaraderie and promoting a culture that derives from teamwork, collaboration, synergy, and friendships. I have heard cases of task forces, committee’s, or SWAT Teams that were created to allow participation and buy-in from the entire organization where they discussed and implemented cost-saving and revenue-growth projects.
Employees are also motivated by their specific job or role in the company- can be referred to as job design. A hard look at every position in the company and making some sort of modification can invigorate and give an employee a higher sense of meaning and challenge. Allowing employees to learn new skills and accommodating their need to be trusted and challenged can provide a big impact.
Performance management is also important for motivation. If each employee is fully aware of the expectations of management and the process is transparent, open, and fluid there is a higher sense of obligation and commitment to perform.
Lastly, the secret is the combination of all three- camaraderie, job, and commitment or expectations. A change in one area will make an improvement but in no way will provide the same impact as the combination of all three working together. Each manager implementing the change can make even a larger impact by rolling up his sleeves and getting to work right alongside the rest of the team or department. Managers need to get out of their offices and out on the floor or out with the customers and out of their offices- that alone will change the attitude and motivation organizationally.
Wednesday, September 9, 2009
Revitalize your job search
Here are a few ideas on revitalizing your job search:
Have a plan: Create a daily set of tasks that are sequenced in priority. 7-8AM review all new postings on the job boards, 8-10AM Customize your resume for the new positions and apply for those positions, 10-12PM Call every company you have applied to and leave a unique and provocative voice mail, 1-3PM call every company that does not have a listed available position, request to talk to an Officer or Manager and sell yourself, tell your story and how you are very interested in joining that firm regardless if they are looking or not currently. 3-5PM send your resume to potential contacts through social networks and contact executive search, recruiting, or staffing agencies. In the evening time, you conduct any new research and create your job seeker plan for the following day.
Have a custom and accurate resume: Always make adjustments to your resume to ensure that you are aligning your skill set with the position of interest and incorporate key words or responsibilities that are critical for candidate consideration. Make sure your resume is accurate and that all of your employers are listed. Your integrity is critical in a job search and you are better off explaining multiple job changes than the potential employer uncovering a falsified resume and not inviting you in for an interview.
Persistence is the most important aspect of revitalizing a job search: In corporate sales training programs, the teachings preach that most sales are closed after the 5th call. That is very true in a job search. As a job seeker, if you fail to call the hiring point of contact at least 5 times you may not get the opportunity you so badly need and want.
Have a positive attitude: If you have a positive attitude and are an optimistic person the chances of you landing that job you want rises significantly. Be prepared, ask great questions, smile, and ask for the opportunity.
Have a plan: Create a daily set of tasks that are sequenced in priority. 7-8AM review all new postings on the job boards, 8-10AM Customize your resume for the new positions and apply for those positions, 10-12PM Call every company you have applied to and leave a unique and provocative voice mail, 1-3PM call every company that does not have a listed available position, request to talk to an Officer or Manager and sell yourself, tell your story and how you are very interested in joining that firm regardless if they are looking or not currently. 3-5PM send your resume to potential contacts through social networks and contact executive search, recruiting, or staffing agencies. In the evening time, you conduct any new research and create your job seeker plan for the following day.
Have a custom and accurate resume: Always make adjustments to your resume to ensure that you are aligning your skill set with the position of interest and incorporate key words or responsibilities that are critical for candidate consideration. Make sure your resume is accurate and that all of your employers are listed. Your integrity is critical in a job search and you are better off explaining multiple job changes than the potential employer uncovering a falsified resume and not inviting you in for an interview.
Persistence is the most important aspect of revitalizing a job search: In corporate sales training programs, the teachings preach that most sales are closed after the 5th call. That is very true in a job search. As a job seeker, if you fail to call the hiring point of contact at least 5 times you may not get the opportunity you so badly need and want.
Have a positive attitude: If you have a positive attitude and are an optimistic person the chances of you landing that job you want rises significantly. Be prepared, ask great questions, smile, and ask for the opportunity.
Burn Your Boat By: John Boe
This was one of the best written articles I have ever read on the power of commitment. It is when you decide in your heart, there is no going back. You can't retreat- it is not an option. May this inspire you to pull up your boot straps, man-up, and get after it. It is written by John Boe.
The ancient Greek warriors were both feared and respected by their enemies. In battle, the Greeks established a well-deserved reputation for their unsurpassed bravery and unshakable commitment to victory. The key to their overwhelming success on the battlefield had far more to do with how the Greek commanders motivated the warriors than it did with issues of tactics or training. The Greeks were master motivators who understood how to use a "dramatic demonstration" to infuse a spirit of commitment into the heart of every warrior. Once the warriors had been offloaded from their boats onto their enemy's shore, the Greek commanders would shout out their first order…"burn the boats!" The sight of burning boats removed any notion of retreat from their hearts and any thoughts of surrender from their heads. Imagine the tremendous psychological impact on the soldiers as they watched their boats being set to the torch. As the boats turned to ash and slipped quietly out of sight into the water, each man understood there was no turning back and the only way home was through victory.
I believe that the great NFL Hall of Fame coach, Vince Lombardi, had it right when he said, "The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor." Do you agree with Coach Lombardi, or are you the type of person who has difficulty staying focused and keeping commitments? Do you allow the negative influences of fear, anxiety, self-doubt and worry to dominate your thinking and sabotage your results?
Sadly, most people fail to achieve their goals, not because they're lazy or lack self-motivation, but because they were never "fully committed" to succeed! I can't think of a single great achievement that has ever been attained without first a plan of action and then an unshakable commitment to its accomplishment. Walt Disney was arguably one of the most creative dreamers and determined men of the twentieth century. Walt understood the power of commitment and would frequently tell those around him, "When you believe in a thing, believe in it all the way, implicitly and unquestionably."
In your sales career your battles are not fought with weapons on foreign shores, but within the confines of your own mind. A truly committed salesperson does not have the luxury or the time for the self-indulgence of negative thinking. The true underlying motivation for all success is a deep and unwavering commitment to the task at hand. The sales profession is a demanding and challenging career, but it is also personally rewarding and financially lucrative for those who are fully committed to becoming successful. If you are being pushed around mentally by thoughts of fear, anxiety, self-doubt and worry, it's time to "burn your boat" and become fully committed to your sales career!
"Until one is committed, there is hesitancy, the chance to draw back, always ineffectiveness. Concerning all acts of initiative and creation, there is one elementary truth the ignorance of which kills countless ideas and splendid plans: that the moment one definitely commits oneself, and then providence moves too. All sorts of things occur to help one that would never otherwise have occurred. A whole stream of events issues from the decision, raising in one's favor all manner of unforeseen incidents, meetings and material assistance which no man could have dreamed would have come his way. Whatever you can do or dream you can, begin it. Boldness has genius, power and magic in it. Begin it now."- Johann Wolfgang von Goethe
The ancient Greek warriors were both feared and respected by their enemies. In battle, the Greeks established a well-deserved reputation for their unsurpassed bravery and unshakable commitment to victory. The key to their overwhelming success on the battlefield had far more to do with how the Greek commanders motivated the warriors than it did with issues of tactics or training. The Greeks were master motivators who understood how to use a "dramatic demonstration" to infuse a spirit of commitment into the heart of every warrior. Once the warriors had been offloaded from their boats onto their enemy's shore, the Greek commanders would shout out their first order…"burn the boats!" The sight of burning boats removed any notion of retreat from their hearts and any thoughts of surrender from their heads. Imagine the tremendous psychological impact on the soldiers as they watched their boats being set to the torch. As the boats turned to ash and slipped quietly out of sight into the water, each man understood there was no turning back and the only way home was through victory.
I believe that the great NFL Hall of Fame coach, Vince Lombardi, had it right when he said, "The quality of a person's life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor." Do you agree with Coach Lombardi, or are you the type of person who has difficulty staying focused and keeping commitments? Do you allow the negative influences of fear, anxiety, self-doubt and worry to dominate your thinking and sabotage your results?
Sadly, most people fail to achieve their goals, not because they're lazy or lack self-motivation, but because they were never "fully committed" to succeed! I can't think of a single great achievement that has ever been attained without first a plan of action and then an unshakable commitment to its accomplishment. Walt Disney was arguably one of the most creative dreamers and determined men of the twentieth century. Walt understood the power of commitment and would frequently tell those around him, "When you believe in a thing, believe in it all the way, implicitly and unquestionably."
In your sales career your battles are not fought with weapons on foreign shores, but within the confines of your own mind. A truly committed salesperson does not have the luxury or the time for the self-indulgence of negative thinking. The true underlying motivation for all success is a deep and unwavering commitment to the task at hand. The sales profession is a demanding and challenging career, but it is also personally rewarding and financially lucrative for those who are fully committed to becoming successful. If you are being pushed around mentally by thoughts of fear, anxiety, self-doubt and worry, it's time to "burn your boat" and become fully committed to your sales career!
"Until one is committed, there is hesitancy, the chance to draw back, always ineffectiveness. Concerning all acts of initiative and creation, there is one elementary truth the ignorance of which kills countless ideas and splendid plans: that the moment one definitely commits oneself, and then providence moves too. All sorts of things occur to help one that would never otherwise have occurred. A whole stream of events issues from the decision, raising in one's favor all manner of unforeseen incidents, meetings and material assistance which no man could have dreamed would have come his way. Whatever you can do or dream you can, begin it. Boldness has genius, power and magic in it. Begin it now."- Johann Wolfgang von Goethe
Monday, September 7, 2009
Blaine's creative and relentless job search
It was a Fall day in 1992 and I was working for my Father's recruiting firm, that afternoon I had a meeting with a candidate that was seeking employment that I will never forget, his name was Blaine. Blaine's story changed the game for me- he was a daring, courageous, and coachable candidate. He executed the most brilliant job search strategies that ultimately landed him his dream job in a very bad job market.
Blaine was a six-foot four, dark haired, young sales representative who looked the part and had a solid resume. He did however have one major challenge, he did not have a college degree. In a tough job market this can be deadly, an employer has all the control and if your resume is not perfect you are not considered, period- end of story. We quickly learned our first step from trial and error. After sending his resume to 12 companies all who said they were hiring, they all passed after seeing his resume. They were dead set on not meeting him and the part I couldn't believe was that he was a SALES PERSON for gosh sake. Meeting all potential sales people should be mandatory! The best sales people I have met in my career rarely are the most formally educated. It is all about interpersonal skills, trust, warmth, character, chemistry, and work ethic. You MUST meet them in order to say "go" or "no go", and not by reviewing a resume and making judgements.
At that point we decided to put his picture on his resume and instead of faxing or e-mailing his resume we came up with a great idea. Blaine hand delivered his resume to the hiring manager in person. That's right, we set up an appointment for 5 minutes to meet and greet the hiring manager and drop off his resume so they could see him and meet him in person. When we rolled out the idea, each hiring manager resisted but after it was all over they thought it was a smart first step. One company literally changed their interview process to incorporate the "in person" resume presentation. It took the edge off for both the candidate and the company. Think about it, everyone would rather prefer a five minute meeting over an hour long formal interview as a first step in the process.
His five minute meeting were suddenly lasting 15 or 20 minutes and one "five minute" meeting lasted almost an hour! It was working!
Once a potential employer was interested, we did not want to lose them. It was like fishing, we had them on the hook and did not want to let them get away. Our focus was all about moving the process forward, if the process went cold already lost them. If they kept moving forward with the process everything else could fall into place, that will be when we could talk about details like compensation and career path.
After his first meeting, we decided to go with the unorthodox approach and send his thank you note in a small little box instead of an envelope. Inside the box was a note thanking them for their time and a comment about "thinking outside the box" and if he was hired, they could count on him to be innovative. They all loved it, and each company was drawn to his creativity.
When he identified the company he without a doubt- wanted to work for, he became relentless!He had already hand delivered his resume, sent the thank you note in the box and it was time to close the deal. He told me "what do I have to lose, a job I don't have?" and he was right!
He called at 5AM and left a message for the hiring manager saying he was an early riser and did not expect to reach her however wanted to leave her a message saying that he was very interested in the opportunity and looked forward to hearing back from her regarding the next step. The hiring manager thought the the call was great- probably the best move so far in her opinion and being a sales manager she understood his approach and she respected his effort. She was still not ready to hire him- she was 100 percent on the fence. Her entire sales team had college degrees and this would be her first non-degreed hire in a bad job market.
Two days later, he got up early, dressed as if he was going to work and drove to the companies office. Once there he waited until the sales manager arrived and greeted her just after as she walked into the office. Being a parking lot stalker will get you arrested even back in 1992. He said he was going to stop in this morning and see if he can have a cup of coffee with her and talk about the industry, so she agreed. They went into her office as she got settled for the day they started chatting and then he suddenly said something brilliant! He said "Linda, I know you may have reluctance to give me a chance, and I very much respect that and understand, but I want this job more than anything else. So let me ask you this, when in your life have you been given an opportunity you wanted and fought hard to get slip through your fingers?" She said, "after a hard fight to get what it was I wanted I held on tight and worked hard to keep it, I never let it go". He said, "Exactly- I am certain I will out-work, out-smart, and out-deliver my colleagues and you have my commitment the decision to take a risk and hire me just might be the best decision you make this year." She said, "okay Blaine, here is your shot. When can you start?"- he said "RIGHT NOW".
These are tough times, get creative, get aggressive, but don't stalk anyone or corner them in a parking lot. Be professional, be relentless, and be unique. Do not just send a resume and hope in a market like this. You have to get up early and get after it! It is WAR out there!
Blaine was a six-foot four, dark haired, young sales representative who looked the part and had a solid resume. He did however have one major challenge, he did not have a college degree. In a tough job market this can be deadly, an employer has all the control and if your resume is not perfect you are not considered, period- end of story. We quickly learned our first step from trial and error. After sending his resume to 12 companies all who said they were hiring, they all passed after seeing his resume. They were dead set on not meeting him and the part I couldn't believe was that he was a SALES PERSON for gosh sake. Meeting all potential sales people should be mandatory! The best sales people I have met in my career rarely are the most formally educated. It is all about interpersonal skills, trust, warmth, character, chemistry, and work ethic. You MUST meet them in order to say "go" or "no go", and not by reviewing a resume and making judgements.
At that point we decided to put his picture on his resume and instead of faxing or e-mailing his resume we came up with a great idea. Blaine hand delivered his resume to the hiring manager in person. That's right, we set up an appointment for 5 minutes to meet and greet the hiring manager and drop off his resume so they could see him and meet him in person. When we rolled out the idea, each hiring manager resisted but after it was all over they thought it was a smart first step. One company literally changed their interview process to incorporate the "in person" resume presentation. It took the edge off for both the candidate and the company. Think about it, everyone would rather prefer a five minute meeting over an hour long formal interview as a first step in the process.
His five minute meeting were suddenly lasting 15 or 20 minutes and one "five minute" meeting lasted almost an hour! It was working!
Once a potential employer was interested, we did not want to lose them. It was like fishing, we had them on the hook and did not want to let them get away. Our focus was all about moving the process forward, if the process went cold already lost them. If they kept moving forward with the process everything else could fall into place, that will be when we could talk about details like compensation and career path.
After his first meeting, we decided to go with the unorthodox approach and send his thank you note in a small little box instead of an envelope. Inside the box was a note thanking them for their time and a comment about "thinking outside the box" and if he was hired, they could count on him to be innovative. They all loved it, and each company was drawn to his creativity.
When he identified the company he without a doubt- wanted to work for, he became relentless!He had already hand delivered his resume, sent the thank you note in the box and it was time to close the deal. He told me "what do I have to lose, a job I don't have?" and he was right!
He called at 5AM and left a message for the hiring manager saying he was an early riser and did not expect to reach her however wanted to leave her a message saying that he was very interested in the opportunity and looked forward to hearing back from her regarding the next step. The hiring manager thought the the call was great- probably the best move so far in her opinion and being a sales manager she understood his approach and she respected his effort. She was still not ready to hire him- she was 100 percent on the fence. Her entire sales team had college degrees and this would be her first non-degreed hire in a bad job market.
Two days later, he got up early, dressed as if he was going to work and drove to the companies office. Once there he waited until the sales manager arrived and greeted her just after as she walked into the office. Being a parking lot stalker will get you arrested even back in 1992. He said he was going to stop in this morning and see if he can have a cup of coffee with her and talk about the industry, so she agreed. They went into her office as she got settled for the day they started chatting and then he suddenly said something brilliant! He said "Linda, I know you may have reluctance to give me a chance, and I very much respect that and understand, but I want this job more than anything else. So let me ask you this, when in your life have you been given an opportunity you wanted and fought hard to get slip through your fingers?" She said, "after a hard fight to get what it was I wanted I held on tight and worked hard to keep it, I never let it go". He said, "Exactly- I am certain I will out-work, out-smart, and out-deliver my colleagues and you have my commitment the decision to take a risk and hire me just might be the best decision you make this year." She said, "okay Blaine, here is your shot. When can you start?"- he said "RIGHT NOW".
These are tough times, get creative, get aggressive, but don't stalk anyone or corner them in a parking lot. Be professional, be relentless, and be unique. Do not just send a resume and hope in a market like this. You have to get up early and get after it! It is WAR out there!
Sunday, September 6, 2009
During these times- filling your bus with the right talent is still a priority
"If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could. I'd put off everything else to fill my bus. Because things are going to come back. My flywheel is going to start to turn. And the single biggest constraint on the success of my organization is the ability to get and hang on to enough of the right people."
Jim Collins, Good to Great: Why Some Companies Make the Leap...And Others Don't
This quote is a reminder to corporations worldwide that even in a downturn, there lies incredible opportunity to get access to the people who will be the future of your organization. These people are still not sending their resumes to you directly, they are having discreet conversations with executive recruiters who are market specialists. The trigger just happens to be either a recruiter who calls a hiring manager with a candidate that has an interesting background or someone within an organization who communicates to the market maker in the recruiting business, in a specific industry, that you are interested in top talent and top grading.
Jim Collins, Good to Great: Why Some Companies Make the Leap...And Others Don't
This quote is a reminder to corporations worldwide that even in a downturn, there lies incredible opportunity to get access to the people who will be the future of your organization. These people are still not sending their resumes to you directly, they are having discreet conversations with executive recruiters who are market specialists. The trigger just happens to be either a recruiter who calls a hiring manager with a candidate that has an interesting background or someone within an organization who communicates to the market maker in the recruiting business, in a specific industry, that you are interested in top talent and top grading.
Saturday, September 5, 2009
Say "No" to Short Cuts!
Stop Looking for Lightning Bolts!
by Dave Anderson
In a recent interview with the Wall Street Journal the reporter asked what I thought the difference between good and truly great companies were. I responded that it was the difference between interest and commitment and elaborated that good companies are interested in reaching their potential while the great firms are committed to doing so. When you are merely interested in something you do the right things on the good days, when you feel like it and when it is convenient. But when you're committed you exercise the right disciplines day in and day out without excuse.
The trouble with many good companies endeavoring to become great is that they're looking for lightning bolts: quick fixes and shortcuts that put them on top fast. They trek from seminar to seminar and fad to fad looking for the potion that moves their enterprise to the next level. In the process they exhaust resources, demoralize their people and lose their focus. Here are five thoughts on developing the discipline and commitment necessary to consistently move your organization forward. They do not embody glitz or glamour: just plain old common sense that delivers results:
1. The longest distance between two points is a shortcut. Neither life nor business is easy and the sooner you accept that they are both hard the easier it will be for you to develop the discipline necessary to build a foundation that enables you to excel.
One reason people hop from one fad to the next is that they're looking for the quick kill and when they don't hit the lottery overnight they wring their hands and move on to the next “new” thing. Nothing about business or life was intended to be easy. This doesn't mean they're complicated; just plenty of hard work. Accept this and setbacks and frustrations are easier to accept as you work through them on your journey to greatness.
2. It takes decisions and discipline to move to the next level. Decisions get you started and discipline gets you finished. Think of this as goal setting and goal getting. Frankly, decisions are the easier of the two. It's simpler to decide what you're going to do than to actually roll up your sleeves and do it. Need convincing? Recall your last five failed New Year's Resolutions.
3. The best recipe in the world doesn't make you a chef. You still need to execute. Books, tapes and seminars are filled with the necessary ingredients to elevate you personally and as an organization. But consistent, tenacious execution is where the rubber meets the road. The biggest gap in the world is between knowing and doing. It's like losing weight. There are no secrets for how to do it. Everyone knows what they must do to become successful. It's like losing weight. There are no secrets for how to do it. It's the “doing” that causes so many to fail. Which diet works? The one you stick with and the same goes for the disciplines necessary to move you forward in business.
4. Success depends less on the brilliance of your plan than the consistency of your actions. When you put your plan together to hike to higher heights, here's some good news: you won't have to do anything extraordinary. You'll just need to do the ordinary things extraordinarily well. The best strategy is simple because if you can't articulate it you sure can't execute it. But you will have to become brilliant in the basics of the “ordinary” aspects of daily execution: ordinary tasks like giving feedback to your people, holding them accountable, continuing to grow personally and engage yourself in the trenches of your business rather than retreating and roosting in the ivory tower.
5. Most people don't connect their lack of success to their poor decision making. It is your inside decisions more than outside conditions that determine your forward motion. Wherever you are at in your organization today is the result of choices you've made in the past: personnel, strategic and the like. And the catalyst to improving your position is to improve your choices. As Einstein said, “The significant problems we face today cannot be solved at the same level of thinking we were at when we created them.”
Leaders that move their organization from good to great are disciplined, focused, and determined. They keep slugging away at a handful of daily and weekly non-negotiable disciplines they know will take them where they want to go. They realize that their journey is a marathon and not a sprint.
You don't become great overnight but you can become great over time. But you must stop looking for lightning bolts and devote yourself to the disciplines necessary to steadily accelerate your growth. Identify the critical issues you know are required to move your organization. Settle these critical issues right now and begin to manage them daily. Because while there are no lightning bolts, when you stick with your program and do the right things long enough and the day will come when you do find yourself on an elevator- going upwards quickly!
by Dave Anderson
In a recent interview with the Wall Street Journal the reporter asked what I thought the difference between good and truly great companies were. I responded that it was the difference between interest and commitment and elaborated that good companies are interested in reaching their potential while the great firms are committed to doing so. When you are merely interested in something you do the right things on the good days, when you feel like it and when it is convenient. But when you're committed you exercise the right disciplines day in and day out without excuse.
The trouble with many good companies endeavoring to become great is that they're looking for lightning bolts: quick fixes and shortcuts that put them on top fast. They trek from seminar to seminar and fad to fad looking for the potion that moves their enterprise to the next level. In the process they exhaust resources, demoralize their people and lose their focus. Here are five thoughts on developing the discipline and commitment necessary to consistently move your organization forward. They do not embody glitz or glamour: just plain old common sense that delivers results:
1. The longest distance between two points is a shortcut. Neither life nor business is easy and the sooner you accept that they are both hard the easier it will be for you to develop the discipline necessary to build a foundation that enables you to excel.
One reason people hop from one fad to the next is that they're looking for the quick kill and when they don't hit the lottery overnight they wring their hands and move on to the next “new” thing. Nothing about business or life was intended to be easy. This doesn't mean they're complicated; just plenty of hard work. Accept this and setbacks and frustrations are easier to accept as you work through them on your journey to greatness.
2. It takes decisions and discipline to move to the next level. Decisions get you started and discipline gets you finished. Think of this as goal setting and goal getting. Frankly, decisions are the easier of the two. It's simpler to decide what you're going to do than to actually roll up your sleeves and do it. Need convincing? Recall your last five failed New Year's Resolutions.
3. The best recipe in the world doesn't make you a chef. You still need to execute. Books, tapes and seminars are filled with the necessary ingredients to elevate you personally and as an organization. But consistent, tenacious execution is where the rubber meets the road. The biggest gap in the world is between knowing and doing. It's like losing weight. There are no secrets for how to do it. Everyone knows what they must do to become successful. It's like losing weight. There are no secrets for how to do it. It's the “doing” that causes so many to fail. Which diet works? The one you stick with and the same goes for the disciplines necessary to move you forward in business.
4. Success depends less on the brilliance of your plan than the consistency of your actions. When you put your plan together to hike to higher heights, here's some good news: you won't have to do anything extraordinary. You'll just need to do the ordinary things extraordinarily well. The best strategy is simple because if you can't articulate it you sure can't execute it. But you will have to become brilliant in the basics of the “ordinary” aspects of daily execution: ordinary tasks like giving feedback to your people, holding them accountable, continuing to grow personally and engage yourself in the trenches of your business rather than retreating and roosting in the ivory tower.
5. Most people don't connect their lack of success to their poor decision making. It is your inside decisions more than outside conditions that determine your forward motion. Wherever you are at in your organization today is the result of choices you've made in the past: personnel, strategic and the like. And the catalyst to improving your position is to improve your choices. As Einstein said, “The significant problems we face today cannot be solved at the same level of thinking we were at when we created them.”
Leaders that move their organization from good to great are disciplined, focused, and determined. They keep slugging away at a handful of daily and weekly non-negotiable disciplines they know will take them where they want to go. They realize that their journey is a marathon and not a sprint.
You don't become great overnight but you can become great over time. But you must stop looking for lightning bolts and devote yourself to the disciplines necessary to steadily accelerate your growth. Identify the critical issues you know are required to move your organization. Settle these critical issues right now and begin to manage them daily. Because while there are no lightning bolts, when you stick with your program and do the right things long enough and the day will come when you do find yourself on an elevator- going upwards quickly!
Zone and Block Planning will change your life!
Have a dedicated time to focus on goals, tasks, objectives, principles.
Have a schedule with a systematic approach to managing your tasks and projects throughout each day. Be specific and allocate time to long-term projects each day to make the effort for less concentrated and potentially last minute. Add into the schedule your professional and personal blocks of time.
Scheduling key appointments that you actually keep with yourself!
Set a specific time of each day you have just for you- to work on a specific project that is important to you- I know many people that will take their lunch break as an appointment with themselves and this is where they think, dream, read, and sometimes just digest the events of the morning and refocus for the afternoon.
Turn off your automatic email notification.
Why do you have it set to come in every minute? This is the most irritating and distracting feature of Outlook today. You can turn off that little preview notification window that pops up when you get a new e-mail- that is if you wanted to stay more intentional with your time allocation each day.
Ever thought of using the DND (do not disturb or out of the office) button on your office phone? Ever thought of turning off your cell phone for an hour or two- you may think this is crazy today, but yes---DURING THE WORK DAY.
Use email folders and filters.
We can be organized and intentional with our time allocation and by creating a systematic e-mail management plan your e-mail can stay organized and the records can be set aside automatically so you do not have to manually move them to a folder. Set up folders, use rules, and place a copy in the folder that way it will go you’re your “in box” as well as the right folder so if it is not urgent you can delete it right away and check those folders at a set time or after prime work hours. Check those only at dedicated times.
Stop multi-tasking and start focusing on one type of task for no less than 30 minutes at a time.
Multi-tasking is ineffective and there has been study after study that will tell you attention management today is a problem. Focus, take your project or task from start to finish and do not allow yourself to deviate from your agenda. You will soon see how quickly your checklist of tasks and projects are completed and the sense of accomplishment and satisfaction.
Create a time budget. Where did your time truly go? You need to know how to manage how your time is allocated.
The act of saying no can make your yeses so much more valuable. You can call it “The Power of No”. Evaluate your day, be honest with yourself and do not try to convince yourself that the task that interrupted your plan was more important- be tough on yourself. It is no different than a food diet, it is a time management diet and the first few hours, days, and weeks will be very tough on you- stay strong and follow a plan and you will get more done in a week than you used to get done in a month!
Lose the electronic leash! Cell phone, iPhone, Blackberry, etc.
They will own you if you allow them to- do we really need to go into detail here? PUT IT DOWN…WALK AWAY…
Educate your environment.
Let your friends and colleagues know what you are doing and why. They will support you if they understand and may even join you!
Use time for communication effectively.
Some things can be done in person, by email, by notes, etc. You must decide how to efficiently and effectively communicate.
Reward yourself!
After each day of following your plan and using block or zone planning you will not only feel incredible you will have accomplished so take off early on Friday and enjoy your weekend or set aside time the next week to go out to lunch with an old friend. Small rewards are huge motivators
Have a schedule with a systematic approach to managing your tasks and projects throughout each day. Be specific and allocate time to long-term projects each day to make the effort for less concentrated and potentially last minute. Add into the schedule your professional and personal blocks of time.
Scheduling key appointments that you actually keep with yourself!
Set a specific time of each day you have just for you- to work on a specific project that is important to you- I know many people that will take their lunch break as an appointment with themselves and this is where they think, dream, read, and sometimes just digest the events of the morning and refocus for the afternoon.
Turn off your automatic email notification.
Why do you have it set to come in every minute? This is the most irritating and distracting feature of Outlook today. You can turn off that little preview notification window that pops up when you get a new e-mail- that is if you wanted to stay more intentional with your time allocation each day.
Ever thought of using the DND (do not disturb or out of the office) button on your office phone? Ever thought of turning off your cell phone for an hour or two- you may think this is crazy today, but yes---DURING THE WORK DAY.
Use email folders and filters.
We can be organized and intentional with our time allocation and by creating a systematic e-mail management plan your e-mail can stay organized and the records can be set aside automatically so you do not have to manually move them to a folder. Set up folders, use rules, and place a copy in the folder that way it will go you’re your “in box” as well as the right folder so if it is not urgent you can delete it right away and check those folders at a set time or after prime work hours. Check those only at dedicated times.
Stop multi-tasking and start focusing on one type of task for no less than 30 minutes at a time.
Multi-tasking is ineffective and there has been study after study that will tell you attention management today is a problem. Focus, take your project or task from start to finish and do not allow yourself to deviate from your agenda. You will soon see how quickly your checklist of tasks and projects are completed and the sense of accomplishment and satisfaction.
Create a time budget. Where did your time truly go? You need to know how to manage how your time is allocated.
The act of saying no can make your yeses so much more valuable. You can call it “The Power of No”. Evaluate your day, be honest with yourself and do not try to convince yourself that the task that interrupted your plan was more important- be tough on yourself. It is no different than a food diet, it is a time management diet and the first few hours, days, and weeks will be very tough on you- stay strong and follow a plan and you will get more done in a week than you used to get done in a month!
Lose the electronic leash! Cell phone, iPhone, Blackberry, etc.
They will own you if you allow them to- do we really need to go into detail here? PUT IT DOWN…WALK AWAY…
Educate your environment.
Let your friends and colleagues know what you are doing and why. They will support you if they understand and may even join you!
Use time for communication effectively.
Some things can be done in person, by email, by notes, etc. You must decide how to efficiently and effectively communicate.
Reward yourself!
After each day of following your plan and using block or zone planning you will not only feel incredible you will have accomplished so take off early on Friday and enjoy your weekend or set aside time the next week to go out to lunch with an old friend. Small rewards are huge motivators
Friday, September 4, 2009
Avoid these things when writing your resume
Resume Flaws- Don't be the Blooper
Resumes are a necessity for almost every job -- CEO, Human Resources, Operations, and Sales in every industry! But unless you carefully and objectively examine your resume before sending it out, it will end up in the recycle bin instantaneously!
Before sending your next resume, follow this advice:
1. Appearances Count -- Clean, crisp, and remember less is more! The look and feel is almost as important as the content so make it give you a superb first impression. Check for spelling errors and grammatical errors and then get two other sets of eyes to review it.
2. Does Size Matter? -- If your career warrants a two-page resume, then go ahead and create a document that reflects the full range of your experience and accomplishments. Don't cram the type size to a degree that your resume becomes difficult to read trying to get it all on one page.
3. Truth or Consequences -- Be honest and truthful but to a point, in this job market you need to match the job description to your resume and integrate key phrases and terminology if approriate and factual but no need to tell all. You need to get the interview first. If a prospective employer conducts a background check and discovers that you lied, you can kiss the job good-bye.
4. State Your Case -- Your opening Career Objective must match the job- you have any idea how many resumes are sent out without at the very least changing the objective? There is nothing worse than someone who uses a standard resume for every company and every position for which they apply. It will amaze you, take the time and customize as it will pay off in your search!
5. Put Your Best Foot Forward -- Do not just copy your job description and add it to your resume- expand and sell! To show that you are more qualified than the competition for the positions you are seeking, you need to do more than simply list your job responsibilities. Present specific accomplishments and achievements: percentages increased, accounts expanded, awards won, etc.
6. No Excuses -- Don't include the reasons you are no longer working at each job listed on your resume. The phrases "Personality Conflict," "Personal" and "Better opportunity" have no place on your resume.
7. What Have You Done Lately? -- While it is certainly acceptable to have a two-page resume, don't list every single job you've ever held. HR managers are most interested in your experience from the last 10 years, so focus on your most recent and most relevant career experience.
8. Target Your Audience -- Don't send out your resume to every posting you see. If you are not even remotely qualified for a position, don't apply. Read the posting, determine if you have the right background and save both you and them the time- please!
9. References, Please -- When you send out your resume with the addition of letters of recommendation or awards, it can separate you from the competition. It is all about getting the interview!
10. Don't Get Personal -- Personal information does not belong on a resume. Don't include information on your marital status, age, race, family or hobbies.
Resumes are a necessity for almost every job -- CEO, Human Resources, Operations, and Sales in every industry! But unless you carefully and objectively examine your resume before sending it out, it will end up in the recycle bin instantaneously!
Before sending your next resume, follow this advice:
1. Appearances Count -- Clean, crisp, and remember less is more! The look and feel is almost as important as the content so make it give you a superb first impression. Check for spelling errors and grammatical errors and then get two other sets of eyes to review it.
2. Does Size Matter? -- If your career warrants a two-page resume, then go ahead and create a document that reflects the full range of your experience and accomplishments. Don't cram the type size to a degree that your resume becomes difficult to read trying to get it all on one page.
3. Truth or Consequences -- Be honest and truthful but to a point, in this job market you need to match the job description to your resume and integrate key phrases and terminology if approriate and factual but no need to tell all. You need to get the interview first. If a prospective employer conducts a background check and discovers that you lied, you can kiss the job good-bye.
4. State Your Case -- Your opening Career Objective must match the job- you have any idea how many resumes are sent out without at the very least changing the objective? There is nothing worse than someone who uses a standard resume for every company and every position for which they apply. It will amaze you, take the time and customize as it will pay off in your search!
5. Put Your Best Foot Forward -- Do not just copy your job description and add it to your resume- expand and sell! To show that you are more qualified than the competition for the positions you are seeking, you need to do more than simply list your job responsibilities. Present specific accomplishments and achievements: percentages increased, accounts expanded, awards won, etc.
6. No Excuses -- Don't include the reasons you are no longer working at each job listed on your resume. The phrases "Personality Conflict," "Personal" and "Better opportunity" have no place on your resume.
7. What Have You Done Lately? -- While it is certainly acceptable to have a two-page resume, don't list every single job you've ever held. HR managers are most interested in your experience from the last 10 years, so focus on your most recent and most relevant career experience.
8. Target Your Audience -- Don't send out your resume to every posting you see. If you are not even remotely qualified for a position, don't apply. Read the posting, determine if you have the right background and save both you and them the time- please!
9. References, Please -- When you send out your resume with the addition of letters of recommendation or awards, it can separate you from the competition. It is all about getting the interview!
10. Don't Get Personal -- Personal information does not belong on a resume. Don't include information on your marital status, age, race, family or hobbies.
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