Do Perfect Candidates And Perfect Jobs Really Exist?

Our culture strives for perfection on every level, whether it’s sports, entertainment, the arts or the employment market.

Our clients retain us to find perfect candidates and every candidate is seeking that perfect role. Somehow we’ve all bought into the notion that the “perfect” job can be found, and that we can fill our open positions with a perfect candidate if we just look hard enough using the best resources.

The problem is that companies are run by and employ people, and we all agree that once people get involved in anything, there will be flaws and imperfections, as recent news confirms.

Peter Cappelli wrote in The Wall Street Journal that he believes “the real culprits are the employers,” when addressing why companies aren’t getting the employees they need. By dropping the idea of finding perfect candidates and looking for people who could do the job with a bit of training and practice, we could get our economy revving again.

A perfect example of this was Pedro Ndombe’s story of finding employment locally by holding up an “I need a job,” placard, as told in The Tennessean.

Candidates should focus less on being perfect and more on the type of people, companies and cultures they could bring the most value to and then engage with them.

Companies willing to be creative and prioritize their hiring criteria into categories such as Must Have, Like to Have and Deal Breakers are more likely to find the exceptional, yet imperfect, talent they desire.

A Change Is Coming - Are You Ready?

In 1963 Sam Cook sang a song entitled, “A Change is Gonna Come”, and that theme is universal and timeless.

More recently country Music star Tim McGraw had a hit a few years back entitled “Live like you were dying” which has always moved me.  It was inspired by the news he received about the illness of his father which ultimately motivated him to enjoy, and appreciate everything in his life a little bit more.  When the reality of his father’s impending passing hits him, it puts into perspective for him that life and all of the blessings in it don’t last forever and that our lives will come to an end someday.

Have you ever heard someone say “the only two things that are certain are taxes and death”?  I’ve heard it more than once so it must be a commonly held belief.  Interesting that even though this is widely understood, some people still do not properly prepare for either.

As an executive recruiter, I talk to candidates and clients daily who are either considering changes in their careers and who are looking to make changes in their staff.   The Wall Street Journal states that the most commonly held number of career changes a person can expect to make in their lifetime is seven (7).  I’ve seen studies showing the number approaching 10. 

With this in mind, are companies and candidates really preparing for these changes?  In most cases they aren’t.  So what should we be doing to prepare?

If you are managing your own career, you want to 1) Build your network before you need it, 2) Always work like you’re on your next job interview, & 3) Never stop learning and developing your skills and do more than what’s expected of you.

As employers we should 1) Build an employment brand that “attracts” the best talent available, 2) Interview to impress candidates & woo them but back it up with substance once they’re on board, and 3) Build a pipeline of great candidates before you need them.

I’ll write more on these later, but please let me know what else you’d recommend?

Answering The Toughest Interview Questions

We’ve all heard that “honesty is the best policy”, from someone we respected, and we believed them, but then there’s the application of this policy isn’t there? 

The movie “Liar Liar”, starring Jim Carey, found him suddenly able to only tell the truth and he went around hurting himself and others in the process.  For those seeking justification for telling little white lies in the name of not hurting anyone you could point to this movie as an example of the truth gone bad, but what about telling the truth in a job interview?

For example, how to answer a question about your departure from a role when you were let go, which could be considered the toughest of all?  Things sometimes don’t  work out in jobs, and it’s not always someone else’s fault.  We’ll be tempted to explain the change in vague terms with nebulous circumstances, but don’t!

Take ownership of your career search and your past.  Your history isn’t going away, but as my friend Micheal Burt says, “don’t let your past hold your future hostage”.  Here’s how.  Don’t assign blame or be a victim.

You will differentiate yourself immediately when you say, “Here’s why I left, here’s what I learned from it that will make me a better employee for you, and I’d like the opportunity to prove it to you”.  WOW!

Providing every detail isn’t necessary, but facing the truth with candor and honesty is both counterintuitive and refreshing.

Realize that you are not alone if you’ve ever been let go, and that while it is risky to hire someone who’s been fired, your frankness and self-awareness will counterbalance this risk.

Who knows, perhaps your interviewer too, like many others, has been in your shoes before.

7 Hiring Mistakes That Make Your Competition Smile

According to a Wall Street Journal survey, 52 percent of U.S. employers surveyed said they have difficulty filling positions because of talent shortages.

Jim Collins’ statement that “good is the enemy of great” certainly applies to hiring decisions. Great candidates are certainly available today, but know that your competition is smiling if you’re making these 7 hiring mistakes.

#1 Poor communication: Your responsiveness and a candidate’s perception of your company and interests are directly related. Poor follow up could mean you’re not interested or you’re disrespectful. Candidates want to go where they are wanted, so if you are interested in them, let them know promptly.

#2 Thinking the interview is to evaluate the candidate only: Candidates are evaluating you, too, and everyone wants to be made to feel important so treat them special and don’t be afraid to sell your strengths.

#3 Hiring the best interviewee: You’re hiring someone to do a job, not to be interviewed all day, so interviewing well doesn’t always translate into a great hire.

#4 Allowing compensation to drive your decision: Candidates are interested in compensation, but research proves it’s not their No. 1 motivator, so it shouldn’t be yours, either.

#5 Hiring too fast or too slow: When competing for top talent, I have a favorite saying that “time is not your friend”. Candidates are being courted and are evaluating their options too, so take time to properly evaluate them, but not too much time since hasty hires and indecisive hiring managers both lead to failure.

#6 Not establishing key performance indicators for the role: To ensure success, let new employees know what you expect of them and what success looks like before they start.

#7 Poor on-boarding: Recruiting that new superstar is just one part of a successful hire. Not supporting them with the right tools, training and support in their first 120 days will end in disappointment.

Try avoiding these hiring mistakes and you’ll be the one wearing the smile!

Are You Connected Properly?

Have you ever heard someone say “wow that person is really connected”?  Well what they’re really saying is that person has relationships with either a lot of the right kind of people, or they have relationships with very powerful people who can make things happen, … you know the movers and shakers.

We all know people with lots of connections and friends, or who have lots of likes on the pages of their social media applications.

Do you ever wish you were more well connected with others?  Perhaps you’d like to be better connected in your business community, or in your social circles, or with your family and friends.

What’s interesting is that in this social media age, with a plethora of apps to connect better, many people feel less connected in a real and intimate way.  Sure we know more about what others are doing, but do we really know them and relate with them better?  Some of us feel less connected in this digital age than ever, and what we really crave more of is real relationships and connections with those who are traveling with us on this journey we call life.

Why do you think we crave this connection with others? I think it’s something that is within all us, and my faith leads me to believe that this desire was placed inside each of us by our creator who made us in His image, and who Himself craved a connection and relationship with us. After all this is why we were created.

We don’t have to agree on how it got there for us to agree that it’s a real innate desire within us all that when met creates a happier and more fulfilling life.

When I don’t feel connected properly with my creator, or my wife and family members I don’t feel right.  It’s hard to get anything right when this is out of balance.  I think we we’re all made this way, so getting this right is important.

Many of us have grown up without seeing really healthy connections and relationships modeled well for us, and of course nobody teaches us how to do this well do they?  I believe it can be learned as easily as learning how to read or write.

As a professional recruiter, I’m in the business of connecting people for their mutual benefit and seeing it work out well up close is one of the greatest joys in my career.

If you’re like me, and you feel you could improve, and would like to improve in this area of connections I’d like to propose a few ideas to get this right:

• Be present and actively listen to those around you, … no really listen.

• Cultivate a genuine interest in others, & quit thinking about yourself so much.

• Find a way to help, bless, assist, or encourage someone else today.

If you wish you had someone in your life that treated you this way, then go out and be that person for someone else today.  To have friends we must be friendly.

In a word, we could all work on our humility!  Remember true humility is not thinking less of yourself, but thinking of yourself less!

The Most Wonderful Time Of The Year (For Job Seekers)

It’s that time of year again, when we meet and greet our friends, family and associates at parties and gatherings all over town to celebrate the holidays. What a perfect opportunity for getting the word out that you’re seeking that next new opportunity, or are in career transition.

We’ve all heard that the best way to land that new position we seek is through networking, and the holidays are the perfect time to leverage these events that are really nothing more than networking events wrapped in a holiday theme — not to mention everyone is in a good mood.

Our natural instinct is to tell everyone how “great” things are going for us, and how wonderful life is, but if that’s not the case I say that honesty is the best policy. It’s not what you say, but “how” you say it that will make the biggest impression. Keep it brief and upbeat and smile.

This holiday season, keep the following in mind to boost the success of your job search.

• Don’t be afraid to go to as many events as you can, and meet and greet everyone.

• Go early and stay late, maybe even help set up or clean up afterward (demonstrates your work ethic).

• Rehearse what you’ll tell people and how you’d appreciate their help and need it.

• Be confident and excited about utilizing your skills and talents with a new challenge.

• Target key contacts to follow up with, and ask for some of their time in the near future.

• Be inquisitive about helping them and don’t make it all about you.

• Keep your comments brief, and don’t monopolize one person’s time. Work the room.

• Check your dress, hygiene and attitude before going. Make sure they’re all impeccable.

Finally, believe that good things will happen for you, and they will. The magic of the Christmas season will work in your favor, if you only believe!

Top 5 Myths About Your Job Search

The abundance of information available to the job seeker today can be as intimidating as the current employment market itself.

As an executive recruiter, I hear from employers and candidates confronted with misinformation and myths.

Here are a few myths I’ve encountered:

Myth No. 1: It’s a numbers game!

Some think the best way to get an interview is to mail large numbers of resumes out. The numbers don’t favor this game, since for every 1,700 resumes sent, 1,699 senders end up disappointed. Networking is the No. 1 method for finding your next new assignment.

Ask yourself, “What do I enjoy doing, and what am I good at?” and then find companies where you can apply your skills to solve their problems. Companies want “problem solvers,” not new employees.

Myth No. 2: A cover letter and one-page resume is required.

Cover letters aren’t always required and seldom get read, and if your experience is robust enough for two or more pages don’t cheat yourself out of selling the depth of your experience. Just don’t overdo it.

Research found that readers’ eyes focused on an area in the shape of an ‘F’ while reviewing resumes. Place the most important information on your resume across the top and at the start of each sentence. Start with the results you delivered, so employers will wonder if you could deliver those same results for them.

Myth No. 3: Describe your ideal job in your objective.

What will make you happy doesn’t motivate hiring managers. How you can contribute to helping them reach their organizations’ goals does. Explain the value you can bring to them.

Myth No. 4: It’s impossible to change industries.

More people are changing industries today than ever before. We all have transferable skills that are essential to success regardless of our industry, so find yours and sell them.

Myth No. 5: If I can’t find a position, then one doesn’t exist for me.

Many frustrated job seekers feel this way, but studies show that 85 percent of job vacancies are not advertised through traditional sources. Managers create positions for the right people every day, so focus on becoming the type of person they want to have on their team and your gift will make room for itself.