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September Employees of the Month

Congratulations to SVP of Finance and Administration Diana Scott and Senior Partner Angie Truitt, Joseph Chris Partners’ Employees of the Month for September.

Things That Annoy a Hiring Manager

1. Do your homework about the company – don’t ask questions that could have been answered if you had looked at their web site
2. If they request that you apply online – do so – don’t send your resume through the mail, personal email or fax
3. If the ad says “No phone calls” – don’t call
4. If the ad requests a cover letter or salary requirement – include them – don’t leave them out
5. Make yourself available when they can interview you – don’t dictate your schedule
6. Respond to emails/phone calls in a timely manner – don’t wait a week
7. Arrive 5 – 10 minutes early – don’t arrive 30 minutes early AND don’t be late for phone interviews
8. Ask questions about the position, responsibilities, expectations – don’t ask questions that focus solely on salary and benefits
9. Follow up – but don’t call repeatedly AND leave a message if you get voice mail, most companies have caller id and can see how many times you have called
10. It is frustrating and disappointing when you are not selected for a position – don’t show it, be gracious, ask for feedback and ask that they keep your resume on file for future positions

The Dreaded Recruiter

Unless you have been living under a rock or just started recruiting yesterday (for your sake, let’s hope not) most people have come into contact with a recruiter at some point in their lives. They have either called you at your desk while your boss is telling you how great you did on your last project or they’ve called you for a referral and we all know a referral is “code word” for “are you really interested without me directly trying to recruit you” and last but not least, they have called you trying to help you fill your positions within your organization.  Ughhh…the dreaded recruiter!
People love to bash recruiters. Some people do not think it is a real profession. Some people detest recruiters worse than an IRS Agent or even criminals.
You would think that recruiters would be some what respected. We help people get jobs and we help organizations build their teams…simple enough…right?!
Recruiting is a tough job. Harder than it was 5 years ago. There are a lot of unemployed people right now seeking employment, and there are just as many people who are employed and for some reason, they want to make a change. Recruiters are fielding
far more resumes than ever, yet we have less positions to fill due to our economy. Recruiters are also receiving more calls due to the higher volume of resumes.  Yet, eventually we end up getting a black eye.  Why? Because some recruiters don’t give valuable feedback or any feedback at all or they don’t return phone calls.  Being a recruiter myself, please let me try to explain the above:
 
1. We work for the client; they pay the fees.
2. We submit many candidates and the client usually only wants to talk about the ones they want to interview.
3. With unemployment at almost 10%, recruiters are working twice as hard, fielding twice as many people and unfortunately not everyone is a match.
4. We don’t always get feedback, I know you can’t believe it, but more times than not; we don’t. And, then the times when we do…and you really don’t want to know what they said.
Now with all that being said, please try to remember we are looking for an exact fit based on our clients expectations. We don’t like to hurt anyones feelings…so if you didn’t get a return phone call or feedback; please email us and gently remind us and we will do our best to call you back.  Email us…it is fast, easy and hardly ever ignored.

 

A Good Attitude in a Down Economy

“Obstacles are those frightful things you see when you take your eyes off the goal.” ~ Henry Ford

Ok…yes, it has been really tough in the recruiting world compared to 5 years ago but things are tough all over.
Here are some simple “rules” to work by that I was taught many years ago when I was just a “wet behind the ears recruiter.”
When you read them, you will probably think, “I know all this” but are you doing them…living by them…working by them?

1. Stay off the internet – it will drain your results and waste your time
2. Arrive on time/or early – Stay until quitting time/or a little later – enough said
3. Attitude – keeping a positive attitude in a slow market is a necessity
4. Five calls before 9:30 – just grit your teeth and do it
5. Daily planner – it helps to keep you focused and all top producers do it
6. Reading in the office – read emails twice a day (first thing in the morning/last thing in the afternoon) industry articles should be read after hours
7.Skill Improvement – read industry related articles, listen to CD’s about improvements during your commute, participate in a Web training
8. An interview a day – a daily push for an interview will yield results
9. Goal setting – make a new one weekly and post it on your phone so you can read it daily
10.10 meaningful conversations a day – measure your results daily
11. 5 New Prospects a day – lack of prospecting means you will not have new business
12.Reward yourself – whatever goal you have set for the day, once you achieve it…take a walk outside, get a cup of coffee or whatever motivates you
13. Limited Non-Business Conversations – these conversations interfere with your concentration and take time away from your work – pleasantries are good but no more than 5 minutes

I am sure you can add your own “rules” to this list and I hope you do.
Remember…instead of focusing on the end result, focus on doing things right and results will follow.

Happy Recruiting!

Happy 9th JCP Anniversary Mark Hall!

Please join me in wishing Mark Hall a Happy 9 year Anniversary with Joseph Chris Partners! Mark has brought in $1,626,046 in sales over the last nine years and is staying on a strong pace! Mark joined the company with a vast amount of business savvy which proved to be an asset coming into the recruiting industry. He is known for “no baloney” communication when speaking with clients in which “frank truth” proves to be appreciated. Mark is also known for his repeat business and loyalty. Happy Anniversary Mark and I thank you for your determination in getting through this challenging shift in the industry and I look forward to us continuing to grow together as a team!

Veronica

How to Deal with Clients who Procrastinate

We all know it is taking longer and longer for hiring managers to fill direct-hire positions in their “search for the perfect candidate.”
It is also well known that recruiters typically do not get paid until the candidate has been placed and/or started; therefore obviously impacting
the recruiter in a negative way. And according the Recruiter Training Center, companies that drag their feet on the hiring process are hurting themselves as well.

There is a perception that candidates are so desperate for jobs that they will jump through any hoop to get one. The truth be known; candidates will not wait forever and companies need to understand that. The companies are risking good candidates by doing this and they’re losing them…we see this happen all the time.

It has been noted that if the entire process takes over four weeks, the candidate will then move onto the next opportunity without ever looking back.  As recruiters, it is up to us to speed this process along:

1) Set the expectation up front by advising the client of market conditions and get them
to give you an estimated timeframe before taking the job search on.
2) Be so bold to include the time frame in your contract.
3) If the client has an interest in a candidate but isn’t sure and really wants to wait on the
“perfect candidate”, offer the candidate on a contract basis. Kind of like a “try before you buy”
concept where they can evaluate the performance of the candidate before they commit to a direct
hire.
The client may very well come to realize that they had the perfect candidate all along.

“Follow Up”!

After doing all the hard work of preparing for the interview, researching the company, dressing properly, arriving on time, answering all the interviewers questions and asking your own questions, the final and most important step is to “follow up”.

Following up shows not only your interest in the position but your enthusiasm for the position and that as an employee you will follow up on projects and with clients. Sending an email or a hand written note are both acceptable. Make sure you thank the interviewer for their time, re-express your interest in the position and reiterate your specific skills and experience that make you the best candidate for the position.

When writing your thank you letter/email; make sure you have the person’s correct title and correct spelling of their name…there is nothing worse than receiving a letter/email and your name is spelled wrong. Send your letter/email the night of the interview, promptness counts. Follow up with a phone call in 3 – 5 days after the interview, again this shows your interest.

Even if you think the interview did not go well or you are not qualified for the position…follow up…they may have another position you are perfect for.

Hiring authorities note who follows up and who doesn’t and this is one of the easiest ways to make a lasting impression.

Interview Questions

Great interviews can not be wrapped up like a present with a pretty bow on top. There are a combination of things the interviewer can and should do to make the candidate feel at ease, such as by listening, observing, talking and asking the “right” questions. You should always be prepared with a list of questions that all candidates are asked, but by listening and observing you should be able to ask questions that encourage the candidate to express their progression and their thought process that brought them to where they are and where they want to go.
There are many different types of “interviews”, the get to know you phone interview, meet the team interview, final interview and full time vs part time and contract interviews. There is not a “hard and fast” that determines how great an interview goes, but if you have the opportunity to sit in with other people while they interview, do so, so you can listen to and observe what works and what doesn’t.
There are two questions that should always be asked at any type of interview:
1) Can you give me an example of how you….? Finish the question with…solved a problem, brought in new business, led a marketing campaign, disciplined an employee. The candidate who gives you a hypothetical example is the one who talks about getting things done. The candidate who gives you a specific example of what they actually did is the candidate who gets things done.
2) Can you give me another example….? There is a good reason to ask this question twice. If the candidate is vague or does not answer exactly in the manner you were hoping the first time; they may have been nervous and can now elaborate the second time around or they may not have the real experience you are looking for and can not come up with another example. You are not trying to “catch” people off guard so allow them time to think on their feet and say so by saying “take as much time as you need to answer”. The candidate who has the experience you want is the one who will have many examples and is passionate about them.
We are not saying these questions are the “make your final decision” questions to ask your candidates but they should definitely be included in your list of questions.
Happy Interviewing!

Happy 11th Anniversary Erica Lockwood!

Please join me in wishing Erica a Happy 11 year JCP anniversary! Erica has brought in $2,368,166 of sales into the company since that wonderful day that seems like yesterday when she was hired! I still remember her visit to Houston and it just felt like we clicked! We have been through much growth in the last 11 years and I have always appreciated Erica’s resilience, passion, desire for success and interest in further education which have been critical attributes, especially during the downturn in our industry. I still remember during the interview process she stated “I want more” “I can do and be more”. Well, She has! I thank you Erica for your commitment to the company, ability to look at our company from an owners standpoint, managing our JCP Linked In group, and bringing JCP your gift in recruiting and retaining clients. Happy Anniversary!

Veronica

What makes a “GREAT” recruiter?

There are many different opinions about what defines the meaning of a “great” recruiter.

Is it:
1) The number of placements they make?
2) Superb negotiation skills?
3) Attracting and closing candidates?
4) Amount of production/revenue brought into a firm?
5) Exquisite marketing skills?

While I believe each of the traits listed above are of importance…the skills listed below are what I would attribute to a “great” recruiter.

They are:
1) Perseverance – on research, phone calls, networking, social media, negotiation, marketing and closing deals
2) Enthusiasm – smiling through the phone
3) Goals – making clearly defined goals and committing to them
4) Excellent listening skills – being able to fully listen to the client and candidates needs
5) Trust – doing what you say you will do, follow-up and follow-through, trust is at the core of every lasting relationship

And one final thought…the “great” recruiter is proactive and is seeking the passive candidates before they us!