Recruitment Its Not All Champagne

Recruitment Its Not All Champagne… We recently secured a director level candidate in India. It had taken us 43 weeks. Congratulations followed with high 5’s in offices across the region. Wasn’t Talent Acquisition wonderful! Notice periods in India are often 3 months… We endured the wait. 1 week before his start date, the candidate emails; it’s all over, he’d been counter-offered and already signed. Internal or External, all recruiters know this  feeling. I saw the attached picture in Gurgaon from the window of a  painfully  slow taxi shortly after hearing this news and desperately held myself back from taking control of the car and applying the accelerator. A call came through last week from an obviously disgruntled candidate regarding positions in Australia. My raised eyebrow and I, noted almost immediately that his name appeared against every role  we had advertised in that country for the last month. He could apparently do them all. Yes, he had the received the email indicating that we would contact candidates if we were interested in their  application but why hadn’t I called? A short pause followed after which I responded. ”Why, if I may ask, did you think it was appropriate to apply for the financial controller, mechanical engineer  and the trades role in a single day, despite not having a single requisite qualification or experience in any of the roles?” Needless to say, this was not the response he was expecting. Recruiters get a lot of attention for the wrong reasons, particularly recently. Caught between candidates and their sense of entitlement, stakeholders who think that recruiters produce talent in a manufacturing facility and our buddies in HR (one day someone is going to insist this dark art becomes measurable and its going to be awkward for everyone), it’s become a particularly challenging craft to master. The trend I’m seeing is specialization within what is already a specialized field. Instead of corporate recruiters making the leap into Compensation and Benefits, Learning and Development or HR, they can now branch into areas such as sourcing (campaigns, critical roles, boolean searches, web-mining, advertising), business partnering (workforce plans, job briefs, interviews, talent management), executive search and leadership.  Of course, I’m referring  to  larger organisations; in smaller enterprises recruiters are expected to do the lot. And why the need to master the craft?   A  hiring mistake is a complete disaster.  You let a lunatic through the doors and the knock-on effects go far beyond the realms of simply having to tolerate incompetence or cultural clashes. It can destroy teams, lose customers and the costs to manage are high particularly when you involve the local HR sage who offers vague advice and some electronic templates. Those recruiters that are smart enough to elbow their way into interviews know that this time is precious. Behavioral competency interviewing or not, the clock is ticking and you have precious little time to discover what you need and quality check the specimen. You’re looking at micro-expressions, body language, asking probing questions, being serious. And don’t get me started on the ‘pro’ HR crowd and their interview styles. It takes hundreds of interviews to get this part right so leave it to your  recruiter particularly if they are responsible for quality Talent is literally the most important resource in an organisation and recruiters are wired to find it. Its what we  do. Pretend your organisation is a sports team; million dollar swaps, buyouts, drafts, tv coverage etc.  Its important right…? Because everyone knows that without the best players you aren’t going to win anything. Adopt this approach with your hiring and you’re on the right track. Human beings are unpredictable and as a consequence recruiters become suspicious of motives and wary of overtly friendly or ”expert” candidates. In recruitment you see an awful side of humans; greed, lies, entitlement, anger, guilt and the odd sprinkling of psycho. Its a tough gig, but finding the right person can turn company’s and team’s around,  close  multi-billion dollar deals and galvanize shareholder interest and value. In time, organisations forget though that it was you the recruiter  that sourced this talent. It was you, the recruiter, that picked up the phone or sent the first prospective email, which led to the interview and it was likely the same recruiter who successfully negotiated the offer and shook the new hire’s hand on their first day. So put a skip in your step on your way to work tomorrow, you’re kind of a big deal. That painful person that can’t take a hint and  keeps calling you asking for feedback? Give them a straight answer, people always appreciate it and if they don’t, be blunt because they won’t fit in. That hiring manager that wants you to find that magical candidate in a couple of weeks? Say no, because you aren’t an administrator and you know best. Challenge them on the ridiculous below market salary they are offering; ask them why they can’t manage to retain  their existing team; tell them which companies are hiring and what they are paying; push back, dig your heels in and tell them what you are going to do, don’t ask… Author: The Aquirer-  No small dose of healthy HR skepticism. A career in Talent Acquisition leadership in global companies from the heat of the Asia Pacific to the crisp air of Europe.   Pragmatic, strategic, and every now and again serious.

The Seven Habits of Lackadaisical Job Seekers - Personal Branding Blog - Stand Out In Your Career

The Seven Habits of Lackadaisical Job Seekers - Personal Branding Blog - Stand Out In Your Career WARNING: Occasionally I lapse into tough love mode when trying to get the attention of those  who are carelessly hurting themselves and their loved ones. This is one of those times. Over the years,  I have seen more than my share of  job seekers lose their marriages, their homes, and more due to being lackadaisical.  So, I broach this subject  not in a spirit of criticism or judgment, but rather in a spirit of wanting to help as many people as possible gain the careers and incomes they desire. Heres  a question I  ask that you consider  carefully: If you are currently looking for a new job, whether employed or unemployed, are you a lackadaisical job seeker? If you are not familiar with this unusual word, here is what the website http://www.worldwidewords.org says: This word is delightfully evocative, bringing to mind some languid person lolling on a couch while all around goes to ruin, so accurately evoking its modern idea of somebody who lacks enthusiasm and determination or is carelessly lazy. Avoiding  common behaviors of lackadaisical job seekers will improve the attractiveness of your personal brand, contribute to your job search results,  and make you feel better about yourself and your future prospects. Here is a short list, off the top of my head, of lackadaisical  job seeker behaviors: 1. Returning calls days later rather than hours or minutes later. 2. Losing self control in conversations and either talking too much or not answering questions. 3. Spending the majority of time  at home applying for jobs online. 4. Sending out mass emails asking for help. 5. Finding escapes from working at it, such as television or shopping or golf. 6. Attending group networking events, job fairs, etc. 7.  Wasting time  and precious energy blaming a boss (or the economy or a spouse or others) for the  current situation. The self absorbed job seeker is a familiar stereotype. Let me share an example of  #2 that happened to me this week I was speaking with a financial executive who left his last full time job in 2011. For the last two years, he has been working freelance projects.  Early in our  discussion, one of my  questions evoked a long-winded response  that dance around the point rather than addressing it.  My advice: Dont frustrate  people who can help you  by droning on and on. And stop and consider for a moment that, although someone may be  expressing an interest in you, this doesnt mean  they are OK with you  monopolizing the conversation in self-absorbed bliss, ignoring the fact that they  are  a fellow human being who also has needs. I know this sounds harsh, but I speak with multiple job seekers each week who fit the stereotype. This example is  particularly relevant to job search networking. As noted  in the networking chapter of Fast Track Your Job Search (and Career!), Once you have gotten to know each other a bit, your next goal is to identify how you may be able to help them. Don’t skip this step! If how you can help them is not clear, then you can be direct and ask, “How can I best help you?” This seems obvious, but you would be amazed how many networkers fail to ask a question  such as this. If you are offended by my example  and are sure you dont do #2  on people, then please dont  string me up by the thumbs via  a critical comment. Im not talking about you. I am, however, talking about the majority of  job seekers who  dont recognize that they do this. My seven item list could be a lot longer. But, this is a good start. As a job seeker, avoiding as many of these behaviors as possible will definitely contribute to your future success which is what I want for you. Good luck and happy (job) hunting!

Learning to Dance

Learning to Dance Embed from Getty Imageswindow.gie=window.gie||function(c){(gie.q=gie.q||[]).push(c)};gie(function(){gie.widgets.load({id:'nP0GsR0GT9Zqal9z8mdU9w',sig:'maYJN8JvNrdpPM6LdYb7bOrobAr7gnpqpA4PwVmJRXE=',w:'508px',h:'337px',items:'174657620',caption: false ,tld:'com',is360: false })}); Sorry of the title of this post faked you out â€" I’m really going to write about having better conversations.    I explored how to form deeper connections with people in a previous post. Now I’d like to teach you a bit about being a better (conversational) dancer. Achim Nowack is the author of Infectious: How to Connect Deeply and Unleash the Energetic Leader Within. His book outlines the principles of connection and how to connect with the energy of people we know and care about or people we have just met. Chapter Two is titled “Language is an Aphrodisiac.” He writes: “Each conversation is a dance that we discover as it unfolds, with its own rhythm, flavor, flow. The pleasure we and our partners derive from this dance will depend in no small measure on how well we improvise, moment by moment, phrase by phrase, instinct by instinct. And yesâ€" on how well we talk!” Anthony Robbins has said: “People with rich vocabularies have a multihued palette of colors with which to paint their life’s experience, not only for others, but for themselves, as well. That sounds like something everyone wants for themselves. I know I do. Here’s how to improve your conversation. Every dance begins with an invitation, and Nowack says invitational language is a great way to start better conversations.   Most people, he writes, start with “procedural” language. “Hi â€" I’m Joe. I’m here today to…” Getting right down to business skips a step that matters to our dance partner: letting them know you are excited to partner them. “Thanks so much for meeting with me today.” “I’m so excited to be speaking with you.” “I’ve been looking forward to this conversation.” Simple phrases, but these emotional words have an immediate impact. They open up your conversation partner and make her feel valued. Nowack recommends using emotional cues regularly throughout your conversation. “That’s a great observation.” “I never thought of it that way before.” “You really made me think.” If this language feels foreign to you, you’re not alone.   It takes practice and time   to develop the habit, but the investment is worth it. Your conversations will be richer and more interesting when you make your partner feel interesting and valued. Great dancers are focused on their partner, watching for and responding to small cues that indicate a change in direction or tempo of the movement. Great conversationalists do the same.  Nowack writes: “When someone throws out a cue that is unexpected or surprisingâ€" notice it.” He calls that action “the art of true interest,” and says that very few people practice it. Part of the art of true interest is asking the right questions. Nowack says that “what” and “how” questions invite clarification. They yield details. “What” and “how” questions are easy questions that are not intrusive. The other person remains fully in charge of just what he reveals. Better yet, he says, are “why” questions, which go beneath the surface of the conversational cue to learn more about the person you’re speaking with. “Why” is a question about values, beliefs, and intentions. It signals that you care about getting to know someone better. It signals that you see them and that they matter. Everyone is interesting if you know how to look below the surface. Author Mark Manson once said, “Every new conversation, every new relationship, brings new challenges and opportunities for honest expression.” Employ some of these tips and enjoy the dance.

Drive Sales Exponentially to Exceed Year End Goals - Personal Branding Blog - Stand Out In Your Career

Drive Sales Exponentially to Exceed Year End Goals - Personal Branding Blog - Stand Out In Your Career The last week of August and beginning week of September normally sees people vacating their offices headed for vacation. It becomes a smart strategy to spend ample time anticipating what may be achieved upon everyone’s return to work. New Projects What new ideas do you have in mind for the last quarter of the year? Make a list along with initial steps for each. Getting a handle on all that needs to be done ahead of schedule will help you to avoid having to scramble upon your own return from vacation. New Business Review Promise yourself to always keep an eye on current and prospective clientele. Use your database to track when you need to follow-up to schedule meetings and continue conversations. Last Quarter Goals Sales professionals are familiar with the fact that most business is conducted the last quarter of the year. The reason for this is that companies are careful to not spend their entire budget during the year. However, the remainder of the budget will be lost if isn’t entirely spent by the end of December. So the last quarter of the year seemingly becomes the holiday season all month long per buying and selling. Prospects and Clients Reconnect with every single person previously contacted  and  who expressed some interest earlier in the year.   Create a primary and secondary list of people to contact.   To build momentum and excitement about the “have-to” follow-up, call the secondary list first. The idea is to become very comfortable with this activity before you approach the serious prospects. The important factor is to further build relationships with everyone you meet.   As you begin to feel confident about the sound connections being made, call those on your primary list. Meetings The calls should lead to 2-3 serious daily meetings for the month of September. You might suggest coffee with entrepreneurs or formal meetings with an executive’s team of decision makers at the corporate site. Plan the Agenda Upon exchanging pleasantries, briefly recap why you asked to meet. Next, suggest you exchange updates and then have the prospective client speak first.   This allows you to recognize a match and potential new ideas they might try.   By the end of the updates, you will know how to position what you have to say to their interests. Your goal is  to obtain an official date to begin doing business. Empathy in Meetings By December, pressure is felt with the countdown to build your own business or make quota per the corporate requirement prior to the holidays.   But with the holiday spirit in the air be sure to project  a  cheerful image  while in meetings.   The first question in this case should be, “Do you have special plans for the holidays?”   This puts the conversation on a relaxed footing yet you may bring it back for a serious discussion. As everyone comes to agreement on the benefits of what you have to offer, specifically ask to get started in December.   Seeing a nod, present the already prepared paperwork. Using time efficient strategies as well as focused follow-up will increase the popularity of your personal brand.  Best of all, you will be celebrating during the holidays as you experience the  Smooth Sale!

Tips For Making a Good Resume References Page

Tips For Making a Good Resume References PageA resume references page has to be well planned, professional and positive. In a resume references page, the interviewer asks for several professional names and also brief contact information of potential employers, in addition to some awards and commendations, if any. It is important that a person has the right personal traits in order to provide them in a unique way, that their references have probably not seen before.Resume reference's page should be done keeping in mind that you should provide your employer and reference sources with pertinent information. Such information can include educational background, work experience, and even experiences that you might have had in the past that is still fresh. Another thing that should be included in this page is an objective statement, as well as any educational certificates, certificates of experience and accomplishments. Some employers prefer to see at least three references, so if the perso n is already a director, or head of a department, make sure that there are other relevant work associates that he could refer them to.Your resume references page should be properly organized. The information that you provide should be clearly printed out, and it should be easy to read. The information that is provided should be specific and give the reader an idea of your skills, qualities and capabilities.One thing that should be noted is that your resume should always be current. This means that the previous employment of your references, and the dates of their employment should be included, whether they are retired or active, as well as the starting date of their employment, in addition to the termination date. It should also indicate the average years of experience of these references. Also, it should be noted that they were retained on the basis of performance, as well as time and contribution, and that they are very much eager to be retained.Apart from detailing your education , work experience and the details of your responsibilities, the resume references page should also list any awards and commendations, and which organizations they have been involved in. Usually, when you are working with a new organization, you will be asked to explain and list the achievements, services and projects that you have contributed to, prior to getting on board. This gives your prospective employer a feel of your skills and abilities.You should also be able to supply a short description of the qualities that you possess in a variety of aspects. An effective resume references page must contain the essential information regarding your work experience, education, certifications, prior work associates, and the work that you have already achieved. This will help you and your references to understand your skills and the value that you bring to the organization.In a resume references page, your job title should be in bold font, along with your name. The phone number and e-mail a ddress of your references should also be noted in bold letters and are printed out on a separate sheet of paper. It is essential that you keep the address and the phone number of your references in a safe place, because they may be called upon by the employer and need to call you to confirm or add you as a reference.An impressive resume references page should not be just a list of accomplishments. If you have significant achievements, you can highlight them. If you have proven your competence and dedication to a particular project, you can mention it in your resume.

This Japanese high school marching band is RIDICULOUSLY happy - The Chief Happiness Officer Blog

This Japanese high school marching band is RIDICULOUSLY happy - The Chief Happiness Officer Blog I just cannot stop watching videos of the Kyoto Tachibana high school marching band. Their energy is SO contagious. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

[INFOGRAPHIC] Jobvites State of Social Media Recruiting for 2012 - CareerEnlightenment.com