Congratulations to Senior Recruiter, Liz Powell, for being chosen as April’s Employee of the Month here at Joseph Chris Partners!
When you ask Google “How to Write a Resume?”, within 0.50 seconds you will have 310,000,000 resources at your fingertips to confuse you even more. Over my almost 6 years with Joseph Chris Partners as a Senior Recruiter I have been able to narrow down the answer to one very simple question. “What are your bonuses, pay raises, and promotions based on?”
Think back to your last job performance review or evaluation. Those successes are what you want to highlight in your resume. How do you compare to your peers and colleagues in similar roles? What makes you stand out? If you were a cashier at your local grocery store would you describe your position as “I scan groceries for prices and collect payments from customers” or would you say “Compared to the average cashier, I have the fastest lines in the store, moving 50% more customers through the lines”?
This is an actual email I sent to a candidate who had all the experience my client was looking for in an employee, but his resume read like a boring job description. Some information has been changed to protect the candidate’s identity.
[Candidate], I’m going to give you some constructive criticism. Your resume does not serve you justice. Remember all the specific numbers and projects you mentioned in our phone call? Those should be mentioned in your resume. Hiring Managers like to see numbers and measurable data rather than an interpretation of your job description. It’s common knowledge in the industry what a Production Manager does. They want to see what made you exceptional at your job. What did you do that was above and beyond what an average Production Manager would do? Numbers, volume, special assignments, etc. are the things that make the Hiring Manager say “I need to interview this candidate ASAP”.
Imagine if you ran into your favorite High School teacher today and was excited to tell them about all the things you have accomplished so far in your career. Would you tell them that you “lead budget review meetings with clients” or would you tell them you worked for a large public home builder who was pushing out 3000 homes a year, and you were responsible for organizing all their processes during the buyout in a new major city?
Being able to paint a picture of your measurable successes in your job performance makes the hiring manager more excited to call you back and learn more about how you may benefit their company.
Now go rewrite your resume then send it to me so I can help you climb the corporate ladder and earn more money!
It is my job to talk with folks who plan, develop, build, and design for a living. The other day I was talking to a candidate who shared more about his personality then about his success in completing projects on time and under budget. He led in with his “emotional intelligence” scores and how he measured his success from understanding his strengths – emotionally. As a recruiter, I find these conversations most intriguing.
Personality tests in the work place are not new. In my experience, I have been measured by Meyers Brigg, Strengthfinders, Enneagram, and DISC to name a few. I may or may not be a willing participant in skewing the outcome of such tests. After all, if I know this is a pre-employment evaluation for a sales role, my answers may be more aggressive in my desire to make a buck so as to appeal to the hiring powers.
One question I like to ask candidates is what you can say about yourself that a LinkedIn Profile or resume does not show? I rarely get answers that relate to a high-end project that is not on the list, or how much money was made at Company X . They don’t share what they did, they share who they are and how they want to be perceived. I notice a positive inflection in their voice when they can share a personal attribute instead of a work-related accomplishment.
e·mo·tion·al in·tel·li·gence (EQ)
- the capacity to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically.
“Emotional intelligence is the key to both personal and professional success.”
So, is this EQ a solid and trustworthy benchmark when determining a good fit with your organization? I am not sure I am completely convinced it is a good thing, but I do value the intent of being sensitive to this dynamic After all, we have a whole new generation who are in position to take over senior leadership in many organizations. My future boss may want to know how I feel about that.
So, is EQ a measure all on its own, or should it be used in conjunction with other personality type tests?
I researched a bit about the topic and noted a dark side of EQ measurement. I found that being vulnerable and sharing one’s emotional vulnerability can lead to social manipulation. At work, we often measure success by achievement. Many times, competition and manipulation become a means at which we gain a place at the top. Are we measuring ourselves strong against the nice guy or the shy girl? Are people to be used as tools to push around or perhaps certain people will use their soft side as an excuse not to succeed? Hmmm.
It may be a bit too soon and presumptuous of me assume how much EQ will be implemented in the workplace, however, I can say that knowing our own emotional intelligence and that of those we associate with is a key component in relationships. And after all, isn’t everything about our relationships?
February’s Producer of the Month at Joseph Chris Partners is Senior Partner Angie Truitt!
Congratulations to Senior Partner David Brown, Joseph Chris Partners’ Producer of the Month for October.
Congratulations to Senior Recruiter Dawn Bahan and Project Coordinator Tiffany Kenton, Joseph Chris Partners’ Employees of the Month for October.
It’s no secret that we are seeing a shortage of proven talent within the real estate development and construction industries in many skill sets. At a time when we need people/talent the most, professionals are seriously questioning whether to make a change because of the timing of the economy, timing in our industry and timing in their own lives.
“Is it time to make a move in my career?” These thoughts, nerves, doubts are making it more difficult today to recruit proven, successful talent for open positions due to growth or vacancy.
Many clients are forced to promote people who aren’t ready to take on more responsibility because of the talent shortage, and starting a leadership program within companies won’t grow the talent fast enough to fill the needs.
In my practice, I speak daily with and recruit Vice Presidents, Division and Regional Presidents and professionals in Corporate level roles. Professionals are asking themselves “should I stay or should I go?” for a few reasons:
- Recent builder acquisitions. Executives who are open to considering opportunities or desire that next step in their career are asking themselves, “Am I going to a builder that is gobbling or one that will be gobbled?” Since company CEO’s or Corporate CFO’s cannot share this information, professionals are left to the worry about the rumors and, therefore, may choose to stay rather than risk being the last person hired when a company is “gobbled.” People do not want to be the less tenured in this case because some say the purchaser will keep most of their own team if in the same market. So be honest with interested candidates. It still may prevent someone taking a position with your company but at least you stayed true to what you know. Also know, even if it doesn’t feel like the case, builders are starting to interview all candidates in like roles within that market seriously so they can build the next best team.
- The next downturn. Those of us who survived the last downturn always have our eye on the future, looking for signs that it may happen again. While economic indicators are still very strong, professionals want to ensure they’re working for a company that isn’t in danger of going under if it does happen, either because of their financial situation or land holdings. But professionals need to remember that the people working at the company they’re interviewing with likely survived the last downturn as well, and everyone in our industry made adjustments to their financial forecasting, land strategy, and processes to weather that storm should it arrive. They are making hiring decisions based on long-term, not just short-term, growth projections.
- Counteroffers. When people are hard to find, companies do what they can to keep the good people they have. So companies making offers should expect counteroffers each and every time. And to prevent the professional from staying put, companies should make their first offer their best offer. The days of negotiating back and forth to save a few bucks are long gone. If you don’t demonstrate to a candidate their value to you right off the bat, you can bet their existing company will, and you’ve lost valuable time in your search to fill that role. It helps to have consultants like Joseph Chris Partners in on the formulation of offers so you can offer competitively based on market conditions and competition.
Our industry will always have mergers and acquisitions and there will be lay-offs during any economic slow down we experience. But that should not stop a strong professional from accepting a new role, proving their worth, and moving up the ladder. If the opportunity is a great one, the company has the culture people thrive in, the team is strong and collaborative, then the normal things that affect our industry should not keep a professional from taking on a new position.
Joseph Chris Partners can help you with your search for the right professional, and we can help them answer “should I stay or should I go” in your favor!
Senior Recruiter Dawn Bahan of Joseph Chris Partners was raised to Back the Blue. The daughter of a Louisiana police captain, Dawn landed her job as Turn Kings Harbor Blue organizer unassumingly. In a round-table discussion with our team about what community service event to host 4 years ago, Dawn and several others expressed their desire to do something to thank our local law enforcement officers for keeping us safe. With a few more brainstorming sessions, Turn Kings Harbor Blue was born.
Joseph Chris Partners is headquartered in Kingwood, Texas, a northern suburb of Houston. Our offices are literally on the banks of Lake Houston in a mixed-used development called Kings Harbor. The first Turn Kings Harbor Blue was a small affair, with blue lights in the trees, some representatives from the four separate law enforcement offices in our area and employees of JCP wearing blue and snapping blue chem-lights at dusk, listening to live music provided by a local music school, and raffling off some donated gift baskets. The second year was bigger, but the third year saw significant growth in the event.
Before August of 2017, the tree-lined sidewalks of Kings Harbor were filled with restaurant-goers and shoppers, but Hurricane Harvey changed all that. Office builders, shops, and restaurants filled with eight feet of floodwater, and while some have returned, many are still rebuilding. So last year’s Turn Kings Harbor Blue took on a whole new meaning: #KingwoodStrong. A community devastated by rapidly rising water rallied together and came out in force, happy to be back in Kings Harbor after floodwaters made the roads here impassible and shuttered beloved businesses. Area businesses and schools clamored to donate time, volunteers, and food and set up vendor tents for our Kingwood neighbors, local law enforcement and first responders enjoyed the evening with their families and friends, and last year’s event topped all expectations.
After such a monumental success, organizer Dawn Bahan knew she had to bring her “A”game and build on the momentum from the post-Harvey gathering. She and Project Assistant Tiffany Kenton started planning for Turn Kings Harbor Blue 2018 at the beginning of this year, and through their tireless efforts, our November 2nd event is slated to be our biggest ever in every way. Police agencies from across the Houston area will be on hand with their rescue vehicles, equipment, and available for meet-and-greets with the community supporters, with special things just for the kids! They’ve found 40+ local vendors offering deep discounts on their products and services to law enforcement officers and their families. The Kids’ Zone is new for 2018, and it’s got several inflatables, a track-less train, a collection of cool Jeeps, Mustangs, and show cars, as well as many other surprises! Live music right on Lake Houston will be provided by a local classic rock band, and as always, we’ll share a moving moment of silence for those we’ve lost along the way, with our signature blue lights adorning all the trees and blue chem-lights glowing at dusk. And the cost for this wonderful family festival: absolutely nothing.
The team at Joseph Chris Partners wanted to show law enforcement officers and their families how much their bravery means to the community, and how lucky we feel to know they have our backs. The event was never intended to cost a dime, and thanks to the overwhelming support of the community and the tireless efforts of Dawn, Tiffany, and the rest of the Turn Kings Harbor Blue team at Joseph Chris Partners, this year’s event promises to be the best one yet!
For more information, or to contact our organizers, check out our event page on Facebook: https://www.facebook.com/TurnKingsHarborBlue/
This event is a lot of work for our team, but it’s so worth it, and has managed to grow and become a community favorite year over year. It’s now one of the largest events in Kingwood, and we look forward to hosting it for years to come.
Congratulations to SVP of Finance and Administration Diana Scott and Senior Partner Angie Truitt, Joseph Chris Partners’ Employees of the Month for September.
Congratulations to Executive/Equity Partner Erica Lockwood, September’s Producer of the Month!