Reflections of a Square Peg

Should I Stay or Should I Go?

When I was in recruitment, one of the biggest 'fears' we had was that a really good candidate would get a counter offer from their existing employer and turn down our clients. All that hard work, phone calls, interviewing, coaching etc and then the number one candidate says NO!

Believe me when I say that many clients (let alone the recuiter) did not want candidate number two!

In fact we developed a whole strategy around the counter offer dilemma, even to the point of having a check box on the file - "Counter Offer Question Covered". There was one recruiter I knew of that even offered to resign on behalf of the candidate so the question never came up!

In the current market, where the talent shortage is even more acute you might well be in the envious (or NOT!) position of needing to consider the counter offer. I had it twice in my corporate career - first time turned it down and it was the right decision, second time took it and that was a bad decision (although eventually led me to do what I do now).

I wish in both cases I had some impartial counsel from somewhere (and believe me you will not get that if there is a recruiter involved - they are being paid by the hiring company so no way do they want your taking the counter offer).

If you are in that situation or expect it soon, check out this list of 10 tips to consider about counter offers that was posted on the 6 Figure Career Management blog by Sital Ruparelia.

Cross posted on the Career Hub blog.

Are You a Guerilla?

I was attending an interesting talk given by David Perry - a recruiter out of Ottawa and author of Guerilla Marketing for Job Hunters.

He had some interesting facts and figures about the whole job search area. Overall his message was clear - differentiate yourself in your job search and career or disappear from the radar.

And if it does not involve something on line - then you really are behind the 8 ball.

Are You Hiding Your Talents?

In a conversation with a senior management client recently it was interesting to observe that even with a list of impressive and significant accomplishments they were very reluctant to talk about them, even admit them and certainly not willing to put them down on paper.

They are currently working for a large Fortune 500 company where a strong internal profile and personal brand is key to getting the next opportunity or promotion, but no-one has even shown them how to do it - authentically.

This was their dilemma. How to brag without appearing brash, arrogant or just plain big headed?

Here are 10 ways that you can market your talents without feeling unclean or sleazy!

1. Know exactly what it is you do to or for others. 

You need to be able to express this in a very short, memorable sentence, so that when people have a particular issue that you can solve they immediately think of you. Most 'branders' will tell you it has to be 12 or less words, some say 7, some say even 2 or 3. Whatever it ends up being make it impactful.......

Read the rest of the article by clicking here

Did you love your last interview?

If you did not enjoy your last interview, regardless of which side of the desk you were on (do people still use desks to interview behind? - I hope not!), then you are certainly not alone according to a recent survey reported in the Globe & Mail (click here for full article).

Someone once said to me - the interview is a lot like dating, you are both a little nervous, unsure of each other, you might have some information about the other but its all either heresay or documented but not yet experienced.

Then you spend time trying to get the other person to talk more than you do, answer your questions and eventually give you enough information for you to make a decision as to whether you want to see them again.

The survey highlights a frustration from both sides toward the other - sounds like a lack of communication.

Both sides can start by following the same rules for interviews:

 

1. Do your research, find out more about the other ‘side’ than what is presented on paper. There should be no excuse for not using the internet.

 

2. Dress appropriately for your industry, culture and level of position. Better to err on more professional, you can always dress down but never up. 

3. Treat everyone equally, you never know who they know or might be talking to afterwards. Be on time and respectful of others time. 

4. Make and keep good eye contact. Show genuine interest in the other ‘side’ 

5. You are not expected to be an expert at this. The interview is a fairly false situation that no-one is completely comfortable with, so remember we are all entitled to be a little nervous – but that is not an excuse to be unprepared. 

6. Make it a conversation, ask and answer questions, do not make it all a one way street – either way. Share information to ensure you are BOTH making an informed choice. 

7. Confirm your interest if that is the case, do not leave either ‘side’ hanging on or getting the wrong impression. 

At the end of the day it should not be viewed as a war or a battle, but a business meeting that might result in a win for everyone.

It never hurts to spread a little love in an interview, especially on Valentines day!

Brand & Culture More Important Than Money

According to a recent poll by SEI (a provider of solutions to the financial services industry) Relationship Managers in the industry are more likely to stay at their current employer based on culture versus compensation.

69% said Culture was making them stay and 56% had said was the original reason they joined - 59% placed brand and reputation as the main reason for choosing.

This is not just going to apply to financial services but many industries. As markets tighten and companies again consider retaining the best and looking for others they are going to have to take in many other considerations in constructing an enticing package.

We are now seeing many companies starting to incorporate the use of personal branding in to their development and training programs as a differentiator - engaging and retaining their brightest and best to the future leaders.

Retire? Me?!!

This is something that you might be hearing more of in the coming years if the results of a recent Ipsos Reid / BMO Financial survey are anything to go by.

Increasing numbers of baby boomers are not ready to pack it all in - 18% of men and 12% of women are expecting to be working in business until they die - and its not all about the money. Other reasons included dreams and nearly half said remaining occupied.

So as a boomer what are your thoughts?

Why Hire Women?

There was an interesting article on the Electronic Recruitment Exchange this week by Kevin Wheeler - No Women at Apple's Top, about the fact that the technology industry in Silicon Valley has the lowest number of women in senior positions (just 9%!) and that Apple, one of the most innovative and forward thinking companies has none!

Many of the women that I work with do not expect (nor want) special or preferential treatment whens its comes to being considered for promotion. But they do expect an employer to be fair.

There are certainly still some inconsistencies when employing women versus men and companies need to continue to work at addressing this. What they seem to be missing in many cases though is the fact that in a wide range of industries women are responsible for a much higher percentage of buying decisions - that alone should be prompting companies to think about getting more women in to the senior roles.

Interested in understanding more about Marketing to Women? - check out these up coming workshops.

How Important Are Your Values as Part of Your Personal Brand?

A recent poll by Monster.ca, the job board, found that 81% of Canadians considered that their employer was “polluting the environment,” “ignoring the need to be environmentally friendly,” or in need of “help to become greener”. Only 18% of employees considered their employer to be extremely green.

In a related survey a staggering 78% said that given a choice, they would leave their current job in favour of a greener workplace. Recruiters are now reporting that candidates are demanding to know a company’s environmental stance before taking a job.

This is a classic example of where peoples personal values (and in some cases passions) are becoming a key part of the selection process when it comes to jobs - and is a foundation part of building your personal brand.

So how important are your values to you? Would you think about moving jobs because of them?

How are recruiters using the web to hire?

As a job seeker or just someone who is interested to see how social computing is starting to be used and is being recommended to be used by companies and recruiters check out Zoominfo's latest FREE on demand webinar.

"Recruiting is a Competitive Advantage - How social computing keeps your recruiting department one step ahead of the competition" - Presented by Zach Thomas, Senior Analyst, Forrester Research.

You have to register, but its FREE. Also if you are not building your on-line personal brand using resources such as Zoominfo you should be - so take the time to start doing that too.

Happy Thanksgiving

A study by the University of Victoria has found that Canadians have less leisure time and more commuting hours - with the average Canadian spending 37 hours a week at work - perhaps not surprising is that the number of hours is rising (so much for more leisure time/ work share etc).

What was surprising was that Americans were working on average 4 hours less a week.

So I am taking my well earned extra day off on Monday - Happy Thanksgiving!