Talent 911

June 24, 2010

It is Time to Get Some Game Film of Your Employees...

The authors of Made to Stick, Dan and Chip Heath, write a monthly article for Fast Company usually targeted at some of the latest marketing and leadership ideas that are out.June’s article: Made to Stick: Watch the Game Film is a great read about how leaders can gain some great insight on their employees – most notably why their best or the best – by really studying them in action. Sports’ coaches have known this for decades – especially football coaches who go over game film watching every player, every assignment and breaking it down to the minutest details.

Doug Lemov, author of Teach Like a Champion: 49 Techniques That Put Students on the Path to College, used the concept of game film to study the top 5% of teachers to get the data to write his book.Over 5 years he taped the best teachers and the worst teachers, and then studied every minute of the film to see what specifically the best were doing differently from the rest.What he found, like what coaches see within their own film sessions, is that the best do many things consistently that bottom performers don’t.This is easy to miss, though, when just looking in occasionally for a few minutes or even one hour on an individual’s performance.At that point, you really don’t see big differences in performance.

While employers might get a bit jumpy about taping their employees – can you say “Surveillance” – there are other ways to get the same data without making your employees feel like there every movement is being watched. From the article:

Businesses tend to get itchy when you talk about filming employees. The word "surveillance" is never far behind. But you don't need videotape to generate new insights. Consider Jump Associates, a nontraditional strategy-consulting firm whose past projects include assisting NBC with its plan for moving the NFL's weekly prime-time showcase from Monday to Sunday and helping Target revamp its back-to-school offerings. Jump consultants like to watch the game film from their client meetings. Video isn't feasible; you can't put a Flip cam in your client's face. Instead, staff associates are asked to watch the action and write down their observations. When was the client very engaged? When did Jump employees seem off their game?

After every client meeting, the staff holds a debriefing, modeled on the Army's after-action reviews. People give each other feedback, offering at least one positive example and one concrete suggestion about how to improve. One pattern uncovered by a debrief was that the firm's gen-Y staffers tended to use "uptalk" -- that vocal tic where, like, a statement? Comes out sounding like a question? The uptalk tended to make the young staffers sound less confident, and they resolved to work on it.

Every one of us has opportunities to improve and get better – it’s a gift to be told what this is individually to make yourself a better Pro at whatever you do.So, maybe it’s time to take another look at what’s really going on – what are your best and brightest really doing that others aren’t – you might be surprised.

Tim Sackett is the EVP of HRU and has over 18 years of corporate HR and Talent Acquisition background working with Fortune 500 companies. Tim speaks nationally on the topic of Talent and probably likes to hear himself speak more than anyone. When he’s not talking, he probably bugging the recruiters on why they aren’t on the phone – and yes, he really does look like Richie Cunningham from Happy Days…connect with Tim.

Posted by Tim Sackett

June 17, 2010

Business is a team sport

I am a big fan of the San Antonio Spurs.As I watched the Spurs playoffs win I really enjoyed the style of basketball that they play.They have some aging veterans and a lot of supporting role players who do their jobs extremely well.There is no Lebron James or Kobe Bryant on their team, and I like it that way.I can’t stand to watch those teams play.It is not exciting to watch four guys stand around and wait for the superstar to take 80% of the shots, if they are on fire that night they win, if not, they lose.

I watched the game and thought about how it parallels a successful long term business model.When you have a great team of role players who all do their part and pick up the slack for their teammates when one person is having an off day you are going to be successful.The problem with having one superstar is if that superstar leaves the company and the other teammates were used to standing around and not having to contribute then they are suddenly unprepared to step up and produce when needed.Look how the Bulls have struggled since Michael Jordan left the team.He is not an easy guy to replace, and when he left the team, the cupboards were bare.Give me a team with no superstars, but great chemistry and that can play as a team any day.That is the formula that will allow a company to lay the foundation for long term success instead of a short run at the top.At HRU we try to follow this model by cross training and keeping the lines of communication between departments and with our clients.If we can keep playing the game right we hope to maintain our successful business model for many years into the future.

Justin Himebaugh has been in Management accounting for 17 years.A Graduate from the Haworth school of business at Western Michigan University, Justin has specialized in systems implementations and streamlining the accounting function with the companies he has worked with.Outside of work Justin enjoys the outdoors, fishing, backpacking, biking and still tries to get in the pool to swim a few days a week to remind him of the glory days when he actually fit in a Speedo (Don’t try to picture him in one now though, trust me). Connect with him here.

Posted by Justin Himebaugh

June 15, 2010

Gone Fishin'

Recently, I took a rare day off to join my Father for a relaxing day on a lake to do a little fishing. We weren’t fishing for anything special. We were basically enjoying a few hours as father and son, doing our best to wash all of the worms that we purchased at a local bait shop that were conveniently packaged in a plastic container of dirt.

I was sitting there patiently watching my brightly painted bobber in the water, when it occurred to me that the business development duties I perform on a daily basis are like fishing. The secret to landing a new client is exactly like landing that big fish. You have to know the fish you are pursuing, the right bait and presentation, patience, persistence, know the right time to set the hook, and be able to get them in the boat once you’ve hooked them!!

Living in the Great Lakes State, I’ve had the fortune of fishing in every conceivable scenario. On the lakes, rivers, ponds and even the magnetic duck pond at the county fair, I’ve fished them all. I’ve fished in heat, through the ice, rain, snow, mosquitoes, there are not too many situations I haven’t seen.I didn’t know these fishing excursions were career training!!

Daily, we spend time researching companies and opportunities to help our businesses grow. Making decisions (industries, location, need) on which ones to pursue. This is similar to what the savvy fisherman does, researching what’s biting, location and chances for success.

After making the decision on what opportunities to pursue, you have to get yourself in the door and make your presentation. Experience and technology provide us with a variety of ways to do this. Social media, calls, referrals, email, sales materials, power points and face-to-face meetings are tools that we use in this process. This is comparable to the various baits that must be utilized before a fish begins to bite. I mean, have you ever looked at a bait box? There are crank baits, spoons, live bait, spinners, rubber worms, flies, spiders, frogs, etc., all used at the right depth in combination with hooks, sinkers, bobbers…..you get my point.

You may insert patience and persistence anywhere.

Next, once a client has begun to show interest, you have to set the hook. This is where the real battle begins to land a fish….errrrr….client and get them in the boat. Order verification (logs), Terms/Conditions (weeds), Pricing (rocks), Invoicing (line breaks), Payment (spit the hook), are things that may cause you to lose a client (or fish). However, if you’re able to successfully maneuver through these obstacles, close the deal and land that client (net them and get them in the boat)!!

Occasionally, all of us get a fish in the boat that is smaller than we hoped and we throw them back but, that’s fishing!!

So if we ever get the opportunity to meet face to face at your company (and I certainly hope to do that) to discuss a potential business relationship, and I happen to be wearing my waders, fishing vest, sunglasses, goofy hat with fishing flies hooked into it, carrying my fishing rod and a net, don’t think I’m nuts and call Security. I’m just doing my job!!

Good Fishing!!!

As a side note...Take a day off and go fishing with your Father (or Mother). You’ll never regret taking the time to do it!!

Todd Briggs is the New Business Development Manager for HRU. He has over 20 years of experience working for the company. He has the special ability to quickly build relationships with our clients, address their concerns, design and implement their unique process within our recruiting team. Let him begin building that relationship with you and your company. Contact him at…here.

Posted by Todd Briggs

June 10, 2010

X-factors

We are at an interesting point in history when you look at our generations.There has been a lot of talk about the differences between the baby boomers, Gen Xers, and Gen Y.The thing I find interesting is the opportunity that us Gen Xers have over the next 5-10 years to implement the changing of the guard.

I have heard many Xers bemoan the boomers for hanging around the workforce too long, hogging all the top level positions in companies and excluding many of our generation from some of the old boys clubs and decision making.Meanwhile the Gen Y crowd has been raised by helicopter parents, played in soccer leagues that don’t keep score and expects a medal just for showing up to work.While obviously these are generalizations, some of these traits are out there and can be frustrating to some of the Xers.

However, I think the opportunity lies in those that recognize those two generations for what they bring to the table.Those that can leverage these strengths and be creative with how to engage them, will become the big winners of the next decade.

Baby Boomers-This generation is in control of things now.They paid their dues and put in the time to get where they are.They have the experience and the knowledge and perspective that would be sorely missed if they were to just up and retire tomorrow.They are sometimes technologically challenged so they may need some help with new technology.Many do not want to retire fully (or can’t afford to because of the economy) and this is a great opportunity to keep them involved.Allowing them to work flexible and reduced schedules to help transition the next generation is a great way we can keep them engaged.

Gen Y-This generation values time and freedom over money in most cases.They want to work on something they feel is meaningful.They grew up using technology and because of this they can be the most productive generation in history.If we can structure a job with their priorities in mind they can be extremely valuable assets to our companies.Telecommuting, flexible schedules, and the ability to be involved in important projects are a few things that will motivate and engage this generation.They probably will never pay the dues Xers or Boomers paid, but they will produce circles around us during their lifetimes, so why not harness that and embrace it to benefit from it.

As Gen X takes the reins over the next few years these are the opportunities we will be presented with at our companies.If we can be creative and innovative in our approaches to integrating these unique generations together we will be setting our organizations up success that is sustainable for a long time.

Justin Himebaugh works in the accounting department at HRU, (or The Necessary Evil Group as he calls it).A Graduate from the Haworth school of business at Western Michigan University, Justin has specialized in systems implementations and streamlining the accounting function with the companies he has worked with.Besides having a well rounded skill set when it comes to accounting he can still hold his own in the pool if a game of water polo breaks out. You can follow him on Twitter, @necssryevil. Connect with Justinhere.

Posted by Justin Himebaugh

June 8, 2010

The Best Leaders Lie...

Being in HR my entire career I’ve been told or over heard in conversation amongst employees, in every company I’ve been with, one of the following statements:

“Well, you know the executives always lie.”

“My boss never tells the truth.”

“You can’t expect leaders to tell the truth.”

I truly believe, that 99.9% of leaders tell the truth, want to be considered trustworthy and want to be viewed as having high integrity – but in the end their own employees don’t perceive them as the leader wishes to be perceived.

Harvard Business Review recently cited a study by Dana Carney “Powerful People Are Better Liars” in which Carney suggests through scientific research that bosses or people in power positions have a better physiological makeup to lie.More specifically leaders don’t show signs of lying when they are actually telling a lie, from the article:

“We measured subjects on five variables that indicate lying—involuntary shoulder shrugs, accelerated speech, the level of the stress hormone cortisol in their saliva, cognitive impairment, and emotional distress. Only the low-power liars could be “seen” as lying; the readings for the liars with power were essentially the same as those for truth tellers on all five variables. People with power lied more easily and effectively, which is troubling. Just as kids don’t touch a stove once they learn it burns them, people don’t like to lie because it hurts them emotionally and physiologically. These data suggest that powerful individuals—CEOs, portfolio managers, politicians, elite athletes—don’t get burned when they touch the figurative stove. They seem to be more physiologically “prepared” to lie, which could lead to their lying more often.”

Carney goes onto suggest that that from the study it is difficult to determine which comes first – the ability to lie without symptoms, or power – but each one begets the other.If you have the ability to lie convincingly enough, you have a greater possibility to gain power.If you have power and can lie effectively, you’ll probably get greater power – Hello Politics!

Here’s where I jump on the grenade for leaders everywhere as an HR Pro.I’ve personally watched leaders, in the c-suite, look right into the eyes of our employees and tell a lie – the leader knew it was a lie, I knew it was a lie, heck – I’m pretty sure the employees knew it was a lie.But it was a lie that had to be told for the betterment of the whole.Calm down, I here you yelling B.S.!Let me give you an example:Employee A comes up to the president of the company and flat out asks (2 months before any layoffs) “is there going to be a layoff, Mr. President?”Mr. President answers: “You know business is tough right now and we need to focus on the business so we don’t have to worry about that.”Good no answer – I coached my executive well!Employee A (has been around the block once or twice) responds “You didn’t answer my question – what about the layoffs?!”Mr. President: “No, we will not have layoffs at this time.”

Ok, you want to know what the lie is – well, we just got out of a meeting detailing the layoff plan – he knows there is going to be layoffs, but he can’t start a panic – for the well being of the company and the operations over the next few months, until we can get to that point.Fact #1: He lied.Fact #2: For the good of the employees who would be staying with the company and all stakeholders – he had to lie.Fact #3: He did it without hesitation or a hint of nervousness.Lying – the next great leadership competency…

Posted by Tim Sackett

June 2, 2010

Don't be a stranger

At the risk of dating myself, who remembers the lyrics to the old Doors tune “People Are Strange”?.....People are strange, when you’re a stranger…Jim Morrison later goes on to say….When you’re strange, No one remembers your name. Listen to these words of wisdom.

Well, I hate to tell you folks, but as Sales/Business Development professionals….WE ARE STRANGE. Why you ask? It is because many of us fall into the far-too-easy habit of relying on technology and social media to talk with our customers. Instead of using these tools to introduce ourselves and our businesses to potential clients that should fill our calendars with face to face meetings, we acquire the bad habit of substituting emails, tweets, texts, blogs and other electronic communication for actual human contact.

I will raise my hand and admit my guilt to this from time to time. Somewhere in my head I rationalize that if I am able to send out 20 emails to different customers that I am far more efficient than spending 30 minutes developing a solid relationship with a new customer by actually meeting with them in their office. It’s that one-on-one time when the foundations of strong business relationships are built. I can honestly say in all of the years that I have had the good fortune to do what I do, my best customers and biggest accounts have been the result of frequent personal visits.

We’ve all heard the phrase “putting a face with a name”. There is a reason for this you know. Most of us tend to be visual learners and are more likely to remember someone/thing that we see. I realize that you “see” emails and text, but are you more likely to remember an email (among the hundreds) that you read yesterday, or the face of someone that you sat down with for the first time? I know that I am much more apt to remember the Human Resources Director at XYZ, Inc. if I have met them personally, and I am betting that I will have a much better chance of standing out amongst my competitors with that same HR Director if we have actually spent some time meeting with one another.

...When you are strange, No one remembers your name. In addition, to being the outstanding front man for the Doors, I think that the “Lizard King” might have had quite a future as motivational Sales speaker. Or, if you subscribe to some theories, maybe he still is.

So….The time to hesitate is through…(I know, that’s from a different Doors tune, but it fits). I am calling for all Business Development and Sales professionals to put down that laptop or Blackberry!! Stop that tweet, text, or typing of email!! Go by plane, train or automobile and meet with your clients. If they are a client worth having, they will give you the time, just be mindful of theirs. Both of you will be glad that you did.

As you are leaving from that successful meeting, and you turn to your client for that final handshake as you head out the door and they say….”don’t be a stranger”. They really mean it!!

….Cue the Doors music!!! Peace!!

Oh!! If you happen to be a current or potentially new client….let’s get a few minutes scheduled to meet with one another.

Posted by Todd Briggs

May 26, 2010

When Prepping 3rd Party Candidates Goes Too Far

Recently, I was forced to think about how we (HRU) prep our candidates for interviews with our clients.Suffice to say, we had an interview with a newer client that we’ve been having some early success with, and our candidate’s expectation or interview prep – didn’t meet our expectations of interview prep. Now I know what you’re thinking – here’s where Tim goes off on how well HRU does interview prep and the candidate wasn’t willing to put in the time – and that’s why HRU Rocks and you should only use us for all 3^rd party searches in the universe – or at least I wish I could have said that…

Our candidate did what we in the business say would be a staffing industry “Cardinal” sin – he bad-mouthed us to the client.Why was he upset?We didn’t prep him enough in his opinion. What is enough?45 minutes to an hour giving specific details about each interviewer in terms of likes, dislikes, types of questions they ask, questions they should prepare for, name of children, favorite color – you get the picture.Our normal candidate interview prep is solid: in and outs of the Job Description, plus what’s not on the JD but expected, who, when, where of the interview, culture stuff about the client – are they formal, laid back, etc. Usual suspects, about 15 minutes and you should be good to go.

Here’s my issue: I get paid by the client, not the candidate (reality check).If my clients want top talent, it’s hard to determine top talent in an interview(s) when the candidate comes in the door already knowing the questions and having prepared answers.To me, there is a difference between candidate prep and dressing up a pig.I/we deliver great talent to our clients door step, but I want to give them a realistic impression through the interview process if this candidate is going to fit their need.Over prepping a candidate can make this very difficult.They should be prepared, but you know what – top talent always is prepared.Give them a name, address and time – and they’ll knock it out of the park.

So, what happened to the above situation?Client understood and agreed with our prep – didn’t want us to “teach to the test” so to speak and they were thankful for allowing a true interpretation of the candidate to come through.The candidate? Our candidate did great. He’s a good talent and didn’t need to be over-prepped.I understand a candidates desire to be prepared, so it’s a fine line we balance as 3^rd party recruiters.In the end we owe it to our clients, those paying the bills to fulfill their desires, not our desire to fill the position and get paid.That’s partnership.

Check out more on prepping candidates over at Fistful of Talent - http://bit.ly/aXXal4

Posted by Tim Sackett

May 24, 2010

Ms. Manners Knows How to Get a Job ... Do You?

Okay so I know this may sound repetitive but I cannot stress how important it is to set yourself apart from other candidates when job searching!Hopefully the information below will help the job seekers out there:

1. Always, Always, Always, FOLLOW UP! No really…Follow Up. Especially these days, withthe Economy in the not-so-great condition it has been.If you do not have their contact information-be creative and Google It!What do you risk? Being called a stalker – but I’d rather be a stalker with a job, than a stalker without a job.

2. Please remember to USE SPELL CHEKC on your resume and do not necessarily worry about the length of your resume, but focus on the content.Ask yourself these questions when reviewing your own resume:

Does my resume answer the questions that the hiring manager will ask – if not you won’t make it past the first step. Looks like you’ve been out of work for 6 months – what happened?If you don’t answer that you allow someone reading it to make-up their own story – don’t allow that to happen!

Did you have someone other than someone who loves you read your resume before sending it out – they’ll give you the best advice.

3. ALWAYS BE POLITE to the HR Representative-even if they are calling from a third party recruiting firm.These people are using their time to help you!You should treat them the same as you would treat the hiring manager at the end client.

4. MAKE SURE YOU ARE PREPARED, if you receive a request for an interview.Ask Questions ahead of time so that you can be confident when going into the interview.Even if you are working with a recruiting firm, ask for tips or specific traits/skills the hiring manager is seeking.

5. PROFESSIONALISM will take you far but a POSITIVE ATTITUDE will get you the job!Don’t be afraid to let your personality show-as long as it is in an appropriate and professional manner.

6. BE HONEST.If the position or company isn’t right, be upfront – Yes you want a job – but it will hurt your career to take the wrong job with the wrong company.

7. ALWAYS SHOW APPRECIATION - and sending an email thank you isn’t enough – take the time to actually write a thank you note – it’s scary how rare this is in today email/text world.

I know the suggestions above may seem like common sense to some people but it is so important to be prepared when starting your job search.Don’t be afraid to ask questions, don’t be afraid to utilize a Recruiter and don’t be afraid to be persistent.Happy Job Hunting!

Posted by Dana Barthlow

May 19, 2010

3 Reasons Corporate HR Hates Staffing Firms

Once upon a time I was the Director of Staffing for a large company.I remember one day sitting in front of the CEO as he looked right at me and told me I had (not suggested, but gave me no choice) to use a staffing firm to fill an important position within the company.Now, as you can imagine, this didn’t sit well with me – I was brought up in the staffing world, I had trained my corporate recruiters to be full-fledged headhunters, I believed I had built the model for modern corporate recruiting departments.We didn’t need any stinking staffing firms!We could do it ourselves.I didn’t use those exact words – but I professionally let our CEO thanks, but we can handle this one internally.And he, even more professionally, said thanks, appreciate the confidence, call a staffing firm. End of discussion.

Why did my CEO force me to use a staffing firm, and why do Corporate HR Pros hate us for it?There are actually 3 answers to that question:

1.Staffing firms are quicker. Again, I know what you’re thinking, because I’ve been the Corporate Staffing person – in multiple companies. Tim – you’re crazy, I’ll put up my recruiters against yours any day.I felt the same way – but he was right. The reason staffing firms are quicker, isn’t because the recruiters are more talented (although in many cases they might be – but only because staffing firms pay more), it’s because we have recruiters we can focus on that one opening – corporate recruiters have multiple openings, interviews, orientations, meetings, etc.A staffing firm recruiter can get pulled to a “major” project, and focus solely on that opening – thus making them produce faster than the corporate recruiter.

2.Your CEO Love’s Us. My CEO’s had a perception that staffing firms had better talent, this was his perception – and that made it my reality.Staffing firms, at least those niched, have built talent networks over years. So, staffing firms might not necessarily have better talent, but they’ve built specialized networks and fostered relationships within certain disciplines to allow them to fish in much larger ponds for talent.

3.Staffing firms have Resources you don’t. Here’s the deal, in corporate environments, HR budgets are slashed every year. One year you have the big job board and access to resumes, the next you only have job postings, the next you only have free job boards, etc.Staffing firms only make money if they make placements, so the better ones stay one step ahead of corporate HR in terms of technology, use of social media, understanding of Boolean search strings, etc.It’s our business – if we weren’t one step ahead, you could do it yourself.

Obviously these are generalizations, as I know some great corporate HR pros who have debunked all of these.The fact remains though; there are times when using hired talent makes sense.Whether it’s timing, expertise or resources the use of a staffing firm has to fit within your talent strategy as an organization to make the relationship beneficial.So, don’t hate the players, hate the game – but either way, we’ll still help you!

Posted by Tim Sackett

May 12, 2010

I Recommend You Read This

About a month ago now, my wife n’ I finally pulled the trigger & purchased our first home (which reminds me – I’ve been meaning to thank you, Suzy P. Blog reader, and all of the other taxpayers out there for the 8 Gs. Much obliged.) :)

Anyway, we’ve had many friends & family over to the new place and I can’t help but notice that nearly everyone has a recommendation/opinion about something:

·“Can I suggest a color for this room? October Sunrise Gold! It’s UN-believable.” – Cousin

·“Have you thought about adding a stone deck? With a fire pit in the middle?” – Wife’s Uncle

·“You’ve GOTTA get your appliances from Lowe’s. Have to!” – Sister

·“I say you forget the new couch and go for the kegerator.” – Brother-in-law

In one of my favorite scenes from the movie Boiler Room – Giovanni Ribisi’s character yells “Reco!” in regards to a prime/qualified client; causing hysteria in the brokerage firm and subsequently leading Vin Diesel’s character to deliver both the goods – as well as a great monologue. These other brokers know what good recommendations can mean to the bottom line. Conversely, in another great scene, we see what euphemism bad recommendations garner – and the disdain they can cause. (“Timber!”)

Long n’ the Short: Recommendations are important. And moreover, people LOVE to recommend stuff. Have you seen the way people convey a recommendation?! It’s as if they’ve got a profit-sharing stake in whatever it is they want you to buy, try, or use. It backs up the umpteen studies stating word-of-mouth recommendations are the most effective form of marketing, expansion, brand loyalty, etc.

On LinkedIn, the Recommendations section has become a nice marketing tool for the profiles. It gives potential employers/clients the ability to delve a little bit deeper – all while allowing them to gather more info then one could typically ascertain from a simple resume or profile. But after being a hardcore LinkedIn-aholic (“Link-a-what?!?”) over the last year or so, I’ve noticed a couple of things – both positive and negative – concerning these recommendations.

·Quantity does NOT equal Quality: Don’t be THAT guy. Asking for recommendations from every single person you’ve ever worked with at any/all prior positions including every different department as well as the after-hours cleaning staff? I won’t name names – but I know of a couple HR peeps who have over 35. Really? 35? I’m just sayin’ that might be akin to being THAT guy/girl on Facebook. Y’know, the one who has 4,000 “Friends” – yet lacks any real plans on weekends because of the absence of tangible/real-life friends? You know what I’m talkin’ about. Basically, the more (quality) the better.

·Sales Recommendations: Is your occupation in some sort of professional sales arena? Then write this down: You need at least a 3:1 ratio of client vs. co-worker recommendations. Joe the Insurance Guy becomes MUCH more plausible (and marketable) when his recommendations include quotes from actual customers espousing the benefits of using Joe’s services. Users will find those accolades much more constructive then the one from Joe’s coworker that states, “Joe always brings in the best cream cheese for bagel Monday.” In Recruiter terms? You should have a majority of your recommendations from people you’ve actually placed – and clients you’ve actually placed for; not 5 from your buddies in the cubes down the way.

·Family and Friends: Speaking of buddies – lets also include the fan damily. You know how embarrassed/annoyed you are when a parent carries on incessantly about how they feel their child may or may not be the next-coming of _________ (add whatever singer, athlete, actress, etc you wish)? Getting recommendations on LinkedIn from your family? Pretty much the same thing… on a grander scale.

·Nothing Wrong w/ a Lil’ Guidance: For your recos, there’s not much worse than doing a GREAT job for someone – asking for a recommendation/quote – and then receiving something like this: “Mary did a great job. I would recommend her.” After requesting a recommendation from someone, don’t hesitate to ask for specifics: “…and I was wondering if you wouldn’t mind tailoring the recommendation to discuss how our services benefited your Quality Dept; or how our process helped you achieve lower overhead in ’09.” Might be a lil’ forward – but definitely worth it; and most people won’t have a problem with it. Some appreciate the direction – instead of having to come up with specifics themselves.

·Reciprocal Recos: This alliterative term refers to the furrowed brow I get when I see too many people who have a recommendation only from those they’ve recommended – and vice versa. Basically, mutual recommendations. What is this? A LinkedIn Lovefest? Let’s face it – a lot of people out there might request recommendations – and some are nice enough to recommend without a request; but not EVERYONE is recommendable. If we get on the “recommend my back/I’ll recommend yours” carousel – then we all have recommendations, signifying nothing.

There are a few more that I could list – diversifying, how to write, how to request, etc… but again, I’ve got a word limit.Maybe in another blog post, I’ll get the soapbox out for my rant on how NO ONE should be able to request a recommendation – people can only recommend you should they deem you worthy – NO requests. But one thing at a time.

Hopefully, you’ll utilize the quick tips listed and apply ‘em to your profile! Cuz recommendations can be important and effective – when used correctly, peeps. Think more substance – Less fluff!

Elijah Beckwith is a Talent Acquisition Manager for HRU and besides ensuring all of our clients have the best talent, he can go yard - no really he can. In fact, you could kinda say he places talent much the same way he places fastballs over the fence. (Anyone else hearing Springsteen’s “Glory Days”??) J ...check him out - here

Posted by Elijah Beckwith

May 7, 2010

Necessary Evil group can add value

Being a corporate bean counter for going on 17 years now I have always been aware that the accounting department is viewed by most departments as pure overhead, non revenue producing, and generally an anchor dragging down profits.Early in my career, I was an Assistant Controller with a software company, and during a particularly tough time where we were making some tough decisions on where to cut staff in order to adjust to a downturn in business, I was told the accounting department was being spared in the cutting because we were a two person department running lean and that we were a “necessary evil”.Even though we didn’t bring any revenue in to the company we were important enough that we couldn’t be removed entirely.I wasn’t sure exactly how to take that when it was said, but since then I have moved on to other companies and led accounting departments with several different companies in different industries.That has always stuck with me and I have always tried to make my “Necessary Evil” group a department that CAN add value to a company.

By leveraging technology and maximizing information systems we have always been able to continually do more with less and really work to squeeze the most out of investments in software, hardware and people.By continually improving your processes you can significantly impact the bottom line.If you are not afraid to make changes and adapt there are real dollars and cents that can be saved.A small example, here at HRU we looked at the weekly pay stubs we were mailing out to hundreds of employees every week.Meanwhile, we had a system that was integrated with our website that allowed people to see their paystubs online as soon as payroll was posted.We transitioned to paperless pay stubs and began saving a few hundred dollars a week in postage, multiply that out for a year and you are looking at a fair amount of money.Nothing earth shattering, but a simple change in thinking and leveraging a software tool we had already paid for and the bottom line just got better.There are a lot of Necessary Evil groups out there today that are afraid to make waves or change what is comfortable and miss out on real opportunities to prove their real value to the organization.

Justin Himebaugh has been in Management accounting for 17 years.A Graduate from the Haworth school of business at Western Michigan University, Justin has specialized in systems implementations and streamlining the accounting function with the companies he has worked with.Outside of work Justin enjoys the outdoors, fishing, backpacking, biking and still tries to get in the pool to swim a few days a week to remind him of the glory days when he actually fit in a speedo (Don’t try to picture him in one now though, trust me).

Posted by Justin Himebaugh

April 30, 2010

Stop Believing Your Voice Mail is Cute

More than anyone I can relate to the need for a little “Journey – Don’t Stop Believing” but when I hear it on a candidate’s voicemail I cringe.I’m saddened by their message – their message to future employers.

It’s a common trend and a “treat” for some to hear music from a band of the moment.As a recruiter or hiring manager I can imagine how it would be mildly annoying if the concert goes on for too long before being allowed to leave a message.Another trend is leave nasty messages for those pesky telemarketers/bill collector calls – “if you’re a bill collector or someone we don’t know – we won’t call you back so don’t waste your time…blah, blah, blah.”Although I couldn’t agree more with this statement, some things are better left unsaid!

I think your kids are cute, your song is great and those telemarketers are annoying too but prepare your voicemail so your creativity doesn’t come across as being unprofessional.It is important to decide what’s right for you while at the same time creating a positive professional impression!

If you are out on the job market it’s time to clean up your (voicemail) act.

A simple suggestion I was given - take the time to call your voicemail or have a close friend/family member call your voicemail.Listen to what it sounds like and see if it sounds approachable, respectful and professional.If it does then you’re in business.If it doesn’t then maybe you should consider making some adjustments to it so it doesn’t scare off potential employers.

Here are few examples of voicemails that get straight to the point!

Example 1)

This is ______. I am currently unable to take your call. Please leave your name, phone number and a brief message, and I will contact you as soon as possible. Thanks!”

Example 2)

“Hi, this is ______. I’m sorry I cannot take your call right now.Please leave a detailed message and I’ll return you call as soon as possible. Thank you!”

So, next time you here your best friends favorite rap song on their voicemail – do me a favor and leave this message “Mike, it’s Bill from ABC Company, I called to offer you a job, but we can see you’re still holding out hope high school will take you back for all of your 20’s”… but what do I know though “I’m just a city girl born and raised in South Detroit!”

Lindsey Kelly is a Technical Recruiter for HRU who spends a considerable amount of time speaking with potential candidates – some of her peers believe she may have come out of the womb talking. Either way you look at it she’s using her “gift for gab” to get the job done – you can connect with her Here

Posted by Lindsey Kelly

April 26, 2010

What Are You Paying Your Employees NOT to Do?

“I like girls who wear Abercrombie and Fitch…” – let’s face it I’m a sucker for some good LFO lyrics – Not! I mention clothing retailer, Abercrombie & Fitch Co. because they made a recent decision to pay their CEO to stop doing something.From the Wall Street Journal:

Abercrombie & Fitch Co. paid its chief executive $4 million to limit his personal use of the corporate jet, according to a securities filing Tuesday.

The high-priced teen retailer amended the employment agreement of Michael Jeffries, long-time chief executive, to limit his company-covered personal use of the corporate jet to $200,000 per year. The CEO would have to reimburse the company for any use over that amount.

Previously, Mr. Jeffries was entitled to unlimited personal use. From 2006 to 2008, he booked an average of about $850,000 a year worth of personal travel on the corporate jet. In 2008 alone, he tallied roughly $1.1 million worth of personal travel on the jet. In exchange for agreeing to the limitations, Mr. Jeffries will receive a lump-sum payment of $4 million. The agreement requires Mr. Jeffries to pay back a portion of that money should he choose to leave the company before Feb. 1, 2014.

Wouldn’t that be nice – to get paid to stop doing something at work?!Call me old school, but when I was coming up through the middle management ranks, if we wanted one of our employees to stop doing something we asked them to stop doing it, or fired them if they made the decision not to listen. I never knew I had it so wrong – I was suppose to pay them for their disastrous bottom-line expensive decision making, to get them to stop.

That’s what I love about life – each day I learn new leadership ideas from big corporations!

Posted by Tim Sackett

April 20, 2010

What would Clooney do?

Finally got a chance to sit down and watch Up in the Air the other day. Which, if you’re part of the 11 people in the country who hadn’t heard about it, is a brilliant film starring George Clooney and Vera Farmiga. The story chronicles the life of Clooney’s character, a “Corporate Downsizer”, who – the long n’ the short of it anyway – flies around firing people 300 outta 365 days a year. Aside from being painfully relevant, deeply engrossing, and nominated for every Academy Award possible; the film does a great job of showing nearly every prospective emotional response an employee can experience – once they learn they’re being let-go. Unfortunately, I know this gamut of poignant emotional reaction – in that the movie was pretty much an account of my Summer/Fall 2009 – minus the jet setting, cardboard cutouts, Clooney’s ruggedly-handsome looks, and the red carpet premiere.

It’s true. About 2 weeks after being promoted to my current position, a program was cut at one of the larger clients we serve – resulting in what turned out to be the downsizing of 42 contractors.

Welcome to your new position! Nothing like baptism by “fire” (bad pun intended)

Now, to be honest – I had actually fired someone in the past. But that termination – firing our busboy when I was a Bartender-slash-Assistant Mgr in college – somehow left me feeling a bit inadequately prepped for the task at hand.

In other words, I was a wreck.

So that was my unenviable assignment: heading down each Friday – for 9 straight Fridays; receiving a list of names; entering each room – 1 by 1; and giving them “the news” as quickly as possible. I should preface that – before heading down the first time – I did seek out the counsel of some HR colleagues, a VP, Google, books, and not The Apprentice – to get any/all info that may be of assistance. Some of the advice included: “be straight to the point”, “quick and painless”, “you’re there to do a job”, “it’s not personal…”, “stick to a script”, “conclude as fast as possible”, and “duck if they throw anything”.

So off I went. Rehearsed condolences, prepped retorts, and game-face in tow. To take care of business.

What did I learn?

Well, nothing can really prep you for a termination – let alone 42. And perhaps, the “rip the band-aid off in one quick motion” all while repeating “don’t shoot the messenger”?? Probably not the best way of handling things. I found that, after the first couple of meetings – people deserved more than that. They deserved more then what I was giving them. They warranted interaction and genuine empathy.

I was finding that the helpful hints and prepared phrases – much like Anna Kendrick’s character in the film exercised – did help to initially communicate what was happening. But after that, most seemed like covert and underhanded tactics to do everything (shift blame, change the subject, deny responsibility, etc) except state what was really happening – a person (yes, human being) was losing their job. What I quickly learned – and what seemed to be most important, was meeting these people on a human level was what needed to be done; a message reflected in the film as well. Affording them the time (and respect) of answering their questions to the best of my ability, listening to them, and displaying some understanding. Too much to ask? I didn’t think so.

And yeah, I know I know… this isn’t a Utopian society, it’s not Xanadu – and people lose their jobs for a million variables up to and including budgets, performance, being an ass, etc. Sometimes “best practices” for terms are just that – carried out to ease transition & eliminate liability. Hell, to be totally honest – with the way some of the contractors responded – the non-genuine, rehearsed schtick I prepared was just the way to go.

But for most, this wasn’t the case. And I can’t help but think that what Up in the Air showed – and books, how-tos, training does not – is the sympathetic side. With the weight of what is transpiring, it’s not only appropriate – it’s human.

A little compassion – A little empathy. Inefficient? Time-consuming? Not the MO of a Corporate Downsizer? That’s fine with me.

What Would Clooney Do?

Posted by Elijah Beckwith

April 16, 2010

HR Policies That Matter .....

You know we in HR love our Policies – let’s face it the HR Gods gave us a little bit of power when they allowed HR to draft corporate policies and we aren’t about to let that power go!I’ve put about 13 seconds into thinking about which HR policies do I think really matter, so here’s my short-list in order of importance:

Dress Code – Really?! Really.The dress code policy is tone-setter for your entire organizational culture, let’s be serious.Coat and tie – and you are a formal organization that doesn’t joke around and takes work serious, and as a client you feel confident in that structure.Shorts and flip-flops and your organization is fun-loving, creative, out-of-the-box thinkers, and your clients will expect energy and ideas to come from you. ***Want to change your culture?Change your dress code.Not, Hey now you don’t have to wear ties – I mean really change it.But, first you better ask yourself why do you want to change?What is it you want to get, that you’re not getting?Will a culture change get me there?
Paid Time-off – Like Dress code, paid time off is another very polarizing policy.You have to write it to be fair to all - singles, married couples with kids, empty nesters, etc.Here is a policy that depending on your age, your personal life,your addiction to vacations – can have a huge impact on how you view the organization you work for.Here you need to ask yourself why do we (the organization) have a need to control this time – there could be very legitimate reasons – can’t have too many people gone at one time, from a certain group, office coverage for client expectations, etc.Balance that, with your employees needs to have time off – Be Fair – sometimes you run short.
Bereavement – Why does this matter most?Think about it.The policies that have the most impact are those you use rarely, but during the most traumatic times.No one cares about Health Care until they have to use it.Same with Bereavement. It might be the one policy that costs the company the least about of money – but makes companies look the worst.“Hey Fred, we know you just lost your wife of 40 years and you’ve worked 30 years for the company – so we are going to give you 3 full days off with pay – sorry, see you Thursday.”Ouch! How about this – “We can’t even begin to imagine what you must be going through – you grieve, call me in a few days and we’ll talk – you take as much time as you need. Don’t worry about your job. Is there anything we can do to assist you and your family right now?”Believe me, Fred will come back to work, and he’ll be more appreciative for how he was treated by the company and he’ll tell everyone who asks him how he’s doing what great care the company gave him during his time of need.

I think sometimes in HR we tend to be so close to writing policies that we sometimes forget the impact that each one can have on our teams.A policy written today, in a bad economy, might be the exact wrong policy tomorrow when your organization is growing – so, dust off that book on the shelf and get ready to be bored into a coma – you might be surprised what was written a while back…

Posted by Tim Sackett

April 13, 2010

Resume not a novel

For candidates, one of the questions I’m hit with most often goes a little bit like this: “I was just wondering – what do you think is best in terms of resume length? How many pages should a resume be?”

And rightly so! Especially in the current state of the economy, where applicable jobs are few and far between – I can completely understand why candidates would want to know. I just cringe when candidates tell me they went to a “Resume Writing Service/Professional” and ponied-up a couple Benjis to find out. I just threw up in my mouth... a lil'.

Many of these self-proclaimed resume “Gurus” will advocate (and in most cases, gladly charge you for) the following info: “1-2 pages for a Junior candidate/3 for a Senior.” While okay advice to get you started, it’s pretty rudimentary – and mosdef not worth the time or expense. Therefore, since I’m already saving you money just from reading this post – I’ll keep it comin’ Billy Mays style – & give you MORE!

So here it is – the answer YOU’VE ALL BEEN WAITING FOR! The response to that timeless question that has plagued many a’ candidate lo these many years. The solution to your how-many-pages-resume-writing quandary is… :

It depends.

What?

Not satisfied?

In the words of Will Ferrell’s Neil Diamond – “Cool out!” …and gimme a minute to explain.

It depends – because well, it really does! The answer is there just isn’t an answer; well, at least not one. When it comes to resume tips – and there are thousands – I believe resume length can truly make/break your chances. According to a Small-poll-of-the-random-Recruiter/HR-peeps-I-could-get-a-hold-of: those individuals reviewing your resume will average about a 37.92 second view of any/all qualifications. By that math, I guess you could say that the shorter the resume – the better. However, I’ve always been a big proponent of quality rather than quantity when it comes to a resume. You’ll find that the “40 seconds” turns into a couple minutes once a reviewer finds the quality, valid, and applicable points they’re searching for.

When considering how long your resume should be – I would hope that you’re taking into account the job you’re applying for – and tailoring your resume to fit. After combing through my share of resumes the last four years, I’d advise incorporating the “so-what” method when reviewing work history, experience, achievements, objectives, highlights, etc. Go through each bullet or attribute and ask yourself, “So-what? Is this information really relevant? Is it pertinent and/or will it help demonstrate my abilities as they relate to the job description?”

No? Then delete.

Yes? Then keep it. And see how long a resume made up of only that which is truly significant info turns out to be. My guess is it won’t be much longer then 1-2 pages.

Sorry if “it depends” is a bit of a cop-out. But it really does. It doesn’t matter – as long as what you’re writing is of relevance. But I hear ya – ya want specifics. How about a handful of generalities – deal? :

·Don’t write a book; because we’ll lose interest.

·But don’t omit parallel information that will help your cause – simply because you’re trying to stay under a certain page limit.

·If you’re an IT expert – you’re going to have a long resume.

·If you’re a UG Designer, you can probably tell me the projects, software(s) used, and duration in a page or less.

·Tell me why your background is a good fit when compared to the job description – give examples – and be succinct.

·Don’t use “filler” language – you know what I’m talking about

·Give me measurables that matter – and do not give me ones that don’t

·Use bullets!

·I don’t need to know about your high school job (I’ll get into content/substance on another post. It’s a WHOLE other story – and I’ve got a word limit here)

·Save the designs – less is more

·No smaller the 10 pt font

So there ya have it – my $0.02 regarding how many pages your resume should be. And it didn’t cost you the arm n’ a leg it would’ve at your local resume guru. Overall, remember – be concise and on-topic with your resume – and the pages/length won’t matter. (One caveat here: I don’t care how much on-topic or germane information your background has as it relates to the job description, if you have to bind your resume – as I’ve had a candidate do (31 pages!); then I stand corrected – & that’s too long)

It’s not an autobiography - it’s not a novel – it’s a resume. Give me the goods.

Posted by Elijah Beckwith

April 1, 2010

First Pitch

Batter Up!! In honor of the first week of the Major League baseball season, I wanted to take a few minutes to share my thoughts about one of the most important aspects of the company/agency relationship.

Now, when looking at the title of this piece, I’m not talking about the first pitch that my fellow Sales types make on a daily basis. I’m talking about the first opportunity when you company folks let an agency work on one of your openings. The irony is as a company, you want your agency to hit a Home Run every time we step in the batter’s box for you. So why is it that you throw us a steady diet of curves and knuckleballs? I want to share a secret on how to toss pitches that we will knock out of the park every time.

In our company, we strive to truly “partner” with our clients. Why? It’s because experience has shown us that the deeper the relationship that we can build with you as a hiring manager and company, the higher the success ratio becomes when you ask us to fill an opening.

How can you build that relationship from your first pitch? It’s actually very easy. Spend a few minutes communicating with us. Let us know the details of the position. Share with us your thoughts on why your company is so great to work for. What makes an employee successful in your company? What is the personality of the hiring manager? Let us know what your benefit plan is. Let us see what your facility looks like from the inside. To borrow the tired line from Jerry Maguire, “help me, help you”. http://www.youtube.com/watch?v=p-oHuogx6_Y

The reason you have decided to work with an agency usually comes down to one or two things that you lack. Time and Resources (i.e. resume networks/databases, job boards, specified professional associations). And since you are working with an agency, doesn’t it make sense to give us all of the tools we need to be successful? I mean if you are a Manufacturer and a customer says “build me this part” wouldn’t you want some specs and application knowledge before you invest the time, money and people power into building it? The same holds true for an agency that is trying to find someone who will be an important part of your team.

So….HR Mangers, Directors, Presidents, VP’s and others with assorted hiring powers. As you step to the mound and prepare to throw that first pitch to the agency you have just decided can help you, do yourself a favor and tell them what’s coming. Take it from this old ballplayer; you will be much better off at the end of the day if you pitch like Charlie Brown and instead of Nolan Ryan. The more Home Runs that your agency can hit off of you, the happier everyone will be at the end of the day.

Good luck….and enjoy the Baseball season!!

Todd Briggs is the New Business Development Manager for HRU. He has over 20 years of experience working for the company. He has the special ability to quickly build relationships with our clients, address their concerns, design and implement their unique process within our recruiting team. Let him begin building that relationship with you and your company. Contact him at…here.

Posted by Todd Briggs

April 1, 2010

How about Customer Service 911?!?

Ok ok…So last night I was heading into the local grocery giant MEIJER at around 9pm. I needed to pick up a few minor things late night. As I walked up to the side entrance doors, I noticed the employee on the other side of the glass had just started locking the “side door entrance” because the clock just struck 9pm. She looked right at me thru the glass (our faces could have touched if the glass wasn’t there) and said “sorry, this entrance closes at 9pm”. I talked back to her thru the glass and said “so I need to walk around to the front entrance?” She replied “Yup, or you can drive” I said, “since your right here, do you think you can let me in”. She replied, “I would get in trouble if I let you in”. Mind you, still talking to her thru the glass door.I said- are you sure you can’t just let me in here? “Nope.”I said, “Ok, I will go somewhere else and spend my money tonight”. I turned around and walked away- back to my vehicle. I couldn’t believe what was happening. Alls she had to do is open the door, it’s not like I was asking her to give me free groceries too?? As I walked away I heard some racket in the background and soon realized that she was hurrying to open the door. (oh and isn’t that ironic) Almost to the car and she raises her voice to say, “You can come in”!! I heard her but it was too late- I got into my vehicle and drove away.

I can’t say it enough to every employee everywhere- and ESPECIALLY in a down economy, you have to go above and beyond for your clients and customers. If you don’t serve them with a smile, believe me, SOMEONE ELSE WILL! I challenge you to try for just a week to take the approach “If I owned this company, how would I treat these customers/clients.” I am thinking that if the employee at MEIJER owned that grocery store- she would have surely opened that door immediately and with a smile. And maybe would have asked my name and try to get to know me!

If you wanna break it down to recruiter talk, fine. Recruiters- just keep your employees and candidates in the loop of what is going on. Maybe tell them to follow up with you (if it’s easier) if they haven’t heard from you in a couple weeks. Follow up on your own job orders with your customers, and follow up even when an order isn’t at stake. What’s that saying “If you don’t do it, it may not get done.” Send your customers a follow up email every Friday of where you are at with their orders (taken from Barb Brunno- she’s a “Godmother of Recruiting”).

So what’s the TAKE HOME LESSON? No matter what profession you’re in (it applies to every employee, customer, and company) one person can make a difference! (And besides- you might as well make work fun and be kind to others along the way.) It’s a WIN WIN- and that’s a NO Brainer!!

Brooke LaBelle is a Technical Recruiter with HRU and has over 7 years of experience.Why should you connect with Brooke? She get's it, no - really - she gets the importance of relationships, follow-up, and the trust our clients require. Connect with her here.

Do what you do so well that they will
want to see it again and bring their friends.
WALT DISNEY

Posted by Brooke LaBelle

March 30, 2010

Got Interview? Now what...

(*Cue “Hallelujah Chorus”)

Congratulations! You’ve done it! You’ve applied to a countless number of positions, networked with any/every person you’ve ever met, lost all hope (twice) – when it finally happens. You receive “the call” from your friendly neighborhood Recruiter – it’s interview time. Kudos.

But as The Carpenters & Chubbs Peterson so softly put it: “We’ve only just begun…”

Now it’s time to remember those good ol’ adage(s) from your childhood.

Y’know: “Always be Prepared” (Scouts) – “Always wear clean underwear in case you end up in the hospital” (Ma) – “Always look on the Brightside of life!” (Monty Python). The following are some interview tips that every candidate should practice – and every candidate should know. They won’t necessarily seal the deal - but can definitely help you pick up some points in that ever-important intangibles category. (Disclaimer: This list is not all-inclusive and certain interviews depend on the variables/capacity of the position you’re interviewing for – but make no mistake, there are a few key points that should always be followed:)

1.Research the company and position: What does the company “do”? How long have they been in business? Do you know anyone who works there or has done business with the company? What sort of employee culture do they have? A company’s website along with social networks can help you dig up helpful information.

2.Practice: You’ll probably feel a bit odd at first – but practicing will make you more composed when the actual interview takes place. Go over common interview questions, re-read the job description, focus on what you want to get across, and do it OUT LOUD. This will stop the “um”s and “uhh”s from slandering the “Dynamic Communicator” accolade you have on your resume.

3.Arrive on Time: Not 20 minutes early. Not late – obviously. The interviewer(s) have scheduled the interview for a certain time. Be no more than 5/10 minutes early – too much more and you risk getting nervous and/or being impolite.

4.Dress appropriately: You would think this would be a no-brainer – but you’d be wrong. Consider the work environment and dress to match. Office? Suit is appropriate for M/F. Shop Floor/Manufacturing Site? Nice slacks or khakis and a long-sleeved button down or blouse should do the trick. And I can’t stress this enough: Hygiene. No specifics or elaboration needed – I hope.

5.Be concise and on-topic: There is a reason the interviewers have brought you in. They’re looking for certain aspects of your background that fit with the skills they desire. They’re looking to cement the specific abilities you’ve listed on your resume; all while making sure you’re not too much of a weirdo. So when answering questions, follow the interviewer’s lead. Don’t be too wordy and don’t take over the conversation. Be succinct and be on-point.

6.Have questions for the interviewer(s): This gives the interviewer the sense that you’re engaged and prepared. Ask for specific duties and responsibilities that are parallel with the job description.

7.Be yourself: There are ENDLESS websites, books, etc – claiming to espouse the “best” way to speak, act, and BE during your interview. Aside from the general etiquette of eye contact, firm handshake, honest answers, etc – be yourself. It’s lose/lose for everyone if an offer is made and 3 months later the company finds you’re not who you interviewed to be.

8.Thank-You note: Handwritten. To each person you interviewed with.

All in all, the preceding are more “musts” – as opposed to just tips – that interviewees should follow. They’ll get you off to a good start; they encompass general interview etiquette. You can find more comprehensive notes, in-depth questions, and interview guidelines on many a’ website as well – but don’t overdo it. Remember, be yourself. (Unless, of course, “yourself” is an unprepared-always tardy-sloppy dresser who rambles incessantly about the skills they don’t have)

Now, following the list or any other tips verbatim – won’t guarantee you’ll get the job; if you don’t know GD&T or the latest version of Cognos, you don’t know it. But it will help you be more prepared for your interview. There are far too many instances where interviewee’s – and other “US Americans” – lack of preparation clearly cost them come interview time.

Always be prepared!

Elijah Beckwith is a Talent Aquistion Manager for HRU and besides ensuring all of our clients have the best talent, he can go yard - no really he can - he's a slow pitch softball legend in waiting...check him out - Here

Posted by Elijah Beckwith

March 23, 2010

How Do You Know If You Sealed the Deal?

I’m always amazed at how difficult it is for new Recruiting Pros/HR Pros/Hiring Managers to make job offers. Seems simple enough process right:

Have candidate you want;
Have competitive offer;
Give offer to candidate;
Decide start date.

Simple. But, somewhere in these simple 4 steps, all hell breaks loose! I know how it goes – you make the offer and now the candidate wants to think about it. Why? What do they need to think about? This is your first warning sign – and not a warning sign on the candidate – a warning sign you don’t know how to do your job. Never – I mean NEVER – should a candidate need anything to think about if you’ve done a proper job closing them on any and all questions and objections they have.

When I hear a candidate say – “Can I take a couple of days to think it over?” – I know I’ve failed, and now I’m playing catch up.

So, how do we stop this? Ask the right questions at the right time – here are some examples –

Upon completion of first phone screen: What would it take to get you to accept this position?

Keep digging for absolutely everything they would need - don't let them off with the nice "no, it sounds great, I'm ready!" So, you an start tomorrow at $27K and work 75 hours per week? "Oh, well, no." So, what would it take?

Upon completion of final interview: Is there anything at this point that would keep you from accepting this position isf offered today?

There is something: I have a vacation planed in two months - can I get that time off; I have a bonus coming in 90 days, I don't want to miss that; I HAVEN'T TALKED TO MY SPOUSE YET!

Upon completion of background screen: Everything has come back clean on your background, as we expected. We've talked about compensation, we've talked about benefits, we've talked about timing, Mommy is onboard - I've got one final conversation to have with the hiring manager - is there absolutely anything standing in your way of accepting this position and starting on XXXX (and give an exact date)?

Getting candidates to accept offers really has nothing to do with compensation, and work schedules and supervisors - it has everything to do with asking quetions and ensuring your chosen candidate, matches the needs and desires of the organization. Are you asking the right questions?

Posted by Tim Sackett

March 5, 2010

Hello World!

HRU Technical Resources is today launching our new Blog - Talent 911. Our goal is to educate and entertain all those who we support in the areas of Talent, Recruitment and all things HR.

Why Talent 911?

HRU is a contingent staffing engineering and IT firm- our partners use us to fill needs they have right now - they need expertise and they need it yesterday! When we get a call from a client, many times it's a Talent Emergency- so Talent 911 was born.

Why should you read Talent 911?

We aren't your ordinary staff firm! Led by Me - Tim Sackett, SPHR (of Fistful of Talent fame)- HRU has assembled a team of Recruiting Pros that see the world as something other than a paycheck (which separates us from 99% of the recruiting industry already!)- We love Talent. We love the fact that there isn't anything- we mean anything- that is more important to an organization than increasing it's talent level.

What should you expect from Talent 911?

To be educated.

To be entertained.

To be challenged.

Over the next weeks and months you'll meet our staff through their posts- please reach out to them with comments and questions- your feedback is the best development tool I could ever imagine.

Welcome to Talent 911.

Tim

Posted by Tim Sackett