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What You Don’t Ask Could Cost You!

There are always those dreaded questions you hate to ask a potential candidate. It’s difficult at best to ask and talk about the “hard questions” but you have to do it.
Why? Because if you don’t…you are doing a disservice to your client, candidate and yourself. Sometimes we are so concerned about making a placement that we forget that the client who hired us and the potential candidate look to us to advise them. All we want to hear, is YES, YES, YES but in reality it’s OK to hear NO because it is your job to be subjective, truthful and thorough and no isn’t always a bad thing.

Does your current employer know that you are looking and/or unhappy?
Gaps in employment?
Why did you leave your previous positions?
Who have you interviewed with or submitted your resume to on your own?
Current compensation?
What is the compensation you need to make a change?
Have you thought about a counter offer?
Tell me why you are a fit for this organization/position?
The company requires a background/credit check and drug testing…are you willing?
Are you working with any other recruiters
Ask the questions and be prepared…if not…it could cost you the placement and respect of your client.

Welcome Cecile Moore to Joseph Chris!

Please join us in welcoming Cecile Moore to Joseph Chris Partners! We are excited to have her on board and look forward to a successful future together!

Cecile’s career has produced over 11 years of training and leadership development skills within a variety of different industries. The past 5 years she has worked in the retail industry focusing on recruiting and operations; where Cecile established a reputation for increasing operational and talent performance in client-centric and highly competitive environments. Cecile is committed to building highly motivated teams by supporting growth opportunities for both clients and their employees seeking advancement, ownership, organizational vitality, success and empowerment. Cecile strives to live her life by this motto, “All mankind is divided into three classes: those that are immovable, those that are movable, and those that move” – Benjamin Franklin. Cecile recently graduated with a Masters of Business Administration and feels knowledge pays the best interest! She combines her love of knowledge with her passion for results in everything she does.

Cecile is passionate about politics, her dogs and her family. She also loves to volunteer and learn new things.

Please join us in welcoming Cecile to the JCP team!

One “Bad” Apple

We have all heard the old saying “one bad apple can ruin the whole cart.”

The same is true concerning employees, especially small businesses. One negative employee can be like a cancer that sucks the life out of your other employees, making the environment tense at best for all. It is especially damaging in the workplace when there is even one person who is always complaining and negative about everything. Your first instinct might be to fire this person; but if they are a high performer, it might be worth the employers time to try to create a harmonious environment for all. But, sometimes even high performers have to be fired.

The first thing you need to do is figure out who this person is. A good manager probably already knows this, but in small businesses, the owner is normally so stretched for time that they may be out of the loop as far as what’s going on behind the scenes with employees. If you don’t have one already; implement an open door policy. Example: everyday from 4:30 – 5:00 pm, have this time set aside for all employees who need to come in and “talk personally or off the record.” Talking out situations in a nonconfrontation environment will help to maintain problems from getting out of control. An employer really needs to take the time to get to know their people; this will in turn make the employee feel comfortable enough to speak with you directly about “office politics.”

Second, find out what motivates “each” employee. Don’t use “blanket motivation”, what works for a visual employee may not work for an auditory employee. Managing by motivation and understanding your employees will help you deal with the “bad apple” a lot easier.

Third, deal with the “bad apple.” Talk to them, find out what is going on. They may have personal problems, health problems or they might be upset about a promotion they didn’t get, or a work assignment they are having difficulty completing. It could be a number of things and then it could just be their personality. If the reason for their “negativity” is situational, it can be corrected. If not, and it is their natural disposition, you can not correct or change this. If it is situational, offer to help them, “get help.” If it is their natural disposition, you have the option to let them work from home, or in an area where there is no team involvement. If those suggestions are not options, then it may be time to fire them, for the sake of the rest of your employees. Legally, you can not fire an employee for a bad attitude but you can fire them due to organizational changes.

Sometimes and only sometimes, the ‘bad apple” is actually the boss or small business owner. Look within yourself, are you breeding negativity? Are your employees feeding off your own bad attitude? Sometimes an employees “bad” attitude might be due to how they are being treated by their boss and the boss doesn’t even realize that they are putting this bad attitude out there.

Communication, communication, communication! Just like the saying regarding business; location, location, location. You can never go wrong with either one!

Why should I use a recruiter?

By: Evelyn Amaro

You are at your desk, or at home watching TV when you get a call from a recruiter who has found your contact information using the many secrets of the trade (sorry – that’s one secret I intend to keep). Before you hang up the phone, remember that recruiters can hold the keys to the hidden jewels of the job market. Use them and they may just open the door to a new career opportunity. I am not saying this because I am a recruiter, because I’m not – I just work for them. What I have learned working behind the scenes is the important role a recruiter can play in a persons career path. Even if you are not looking now, you may need their help later, so this applies to those who are blissfully happy with their careers, as well as those looking for a new opportunity. Here are the top 5 reasons why you should use a recruiter.

Hidden Job Market. I said earlier that recruiters hold the hidden jewels of the job market, and here they are – undisclosed jobs. Many times, especially with Sr level positions, companies have confidential roles that are for restricted eyes only. Companies then turn to recruiters for help with these positions. You cannot find these positions listed on Monster, or the various other job sites on the web. Imagine – your dream job may just be a recruiter away. This point goes hand in hand with #2.
Connections. Recruiters have clout with hiring managers and sr. level executives – many of us do not. You send your resume to numerous companies, and post your resume on various job sites to no avail. You still haven’t heard a peep. Recruiters have the connections to not only get you in the door, but also get feedback – whether positive or negative – rather quickly. Think of how many others are applying to the same job you are.tons. Hiring managers and HR personnel simply cannot and do not have the time to review every resume. A recruiter can guarantee that you won’t be just another resume in a pile; you will be sent to Sr manager who will review your resume. Don’t you love recruiters just a little bit more now?
Expertise. Are you underpaid? Overpaid? Are you ready for a Sr role? Are your technical skills up to par? There are a number of questions that can help you make an informed decision when it comes to strategic career planning, and a recruiter is a great resource to utilize. They can help you find answers and ask questions that will guide you to the right job and the right steps to take in order to advance your career. Best of all, this information is free, unbiased and essential when determining your position and worth in today’s job market.
End Game is the same. You and your recruiter have the same goal, and that is to make sure you are putting your best foot forward, meeting the right people, and hopefully getting you an ideal role that is a perfect fit for both you and your future employer. Their on your side. This leads me to point #5.
Long-term ally. Let’s say you found a recruiter, you find a job (whether it was their role or not), and you are now perfectly content, remember this may not always be the case. Come 3-5 years down the line you may decide to try your hands at a new company/role again. Or you may spend the rest of your days in the company you are working for, but may need advice when it comes to compensation, employee rights, etc. You now have an ally that is there for you to utilize. Recruiters (meaning legitimate, professional recruiters) are in it for the long haul. They are in the business of building relationships with both candidates and clients, and making sure both parties are equally satisfied. Therefore you not only gain a new role, but you also gain an important ally to guide you through your current and future career path.
So the next time a recruiter calls you, you just might want to pick up the phone.

Hardcore Recruiting

Stop doing what does not work!
Sounds simple, but how many of us go through the day doing the same things over and over with the same results?
You might think, I’ve always done it like this and if it isn’t broke, don’t fix it. Stop kidding yourself.
The bottom line is filling the position for the client and if you are not making as many placements as before, then maybe you do need an “adjustment.”

Tactics for keeping it real:

1. The telephone: The oldest form of “social networking” and, it still works! Recruiting is about connecting, selling, listening, negotiating and closing. Email and social media are good, but they do not influence and persuade like you do!
2. Focus on what’s closest to the $$$: Talking to and meeting with potential clients, established clients, candidates and prospects. These are $$$ activities. Checking your email 10 times a day, tweeting and re-tweeting 20 times a day and doing administrative functions do not bring you money, they just keep you busy. Bottom line, turn your computer off and remove the distractions.
3. Candidates: Everyone is a candidate and we all know that the perfect candidate is the passive candidate. So, go out there and convert them, do not wait for them to come to you.
4. Focus on the things you control: There is doom and gloom everywhere, TV, internet, radio, bad economy, the election, and the middle east, need I say more? Do we control it from our recruiting desks…NO! So, while you are at your desk, focus on what you control and can impact.
5. Social Media: There are benefits, but it can also waste your time if you are not careful. Social media is a recruiting tool that is necessary but use it wisely. Have a plan, set the timer and get on and get off. Don’t drift to your email and the local news, stay focused.

How to be found on Linkedin

We all know that Linkedin is a great site for networking, gathering information about companies and finding candidates. It is, in my opinion; one of the most professional site’s for doing the above mentioned. So, with that being said, here are some tips on how to make yourself much more accessible to recruiters!

1. Update your status regularly. Let people know what you are doing, what positions you are working on, or post a link to an interesting article. Be professional but personable. Social networking is about being “sociable.”

2. Follow companies. A lot of companies are using Linkedin as a platform to sell themselves. They also post news releases as well as let you know who has left the company and who has joined.

3. Follow people. Use the “Signal” tool to set up searches, this will allow you to follow the latest news, job postings and most importantly changes. Don’t be a stalker.

4. Join Professional Groups. This will allow you to message other group members, and jobs postings are sometimes listed in the careers section. Take part in discussions, this will help to show case your knowledge.

5. Connect, Connect, Connect. Build a network, upload your connections from your email address book. Don’t try to connect with people you do not know, if they are a friend of a friend, ask to be introduced and try to connect with people that are relevant to what you do.

6. Get recommendations. Ask your clients, ask your co-workers but make sure they know you well. This is a great way for prospective employers to see how respected you are.

7. Embrace other social media sites. Twitter and blogs can interact with Linkedin. Just remember to keep it professional. Employers are using these site’s to screen prospective hires.

8. Add Applications. My Travel, Box.net, and Events are just a few that let people know what you are doing professionally.

9. Adjust your settings. This allows you to receive what you want to receive and filter out what you do not want to receive.

10. Make sure your Linkedin profile is 100% complete.

“The Dreaded Salary Discussion”

We are very comfortable asking someone what they do for a living, but we would never say, “That sounds interesting, how much do you make?” That’s in a social situation, but in an interview, it is perfectly acceptable to talk about compensation and expectations.

It is unbelievable how much stress there is regarding “The dreaded salary discussion” during the interview process. Personally, if you ask me, it should be the easiest question to answer. It’s factual, there is no right or wrong answer.

A good recruiter should ask, in the first interview, for the candidate’s current compensation package. And the candidate should respond directly. As part of the screening process, it is the recruiter’s responsibility to make sure the candidate is within the guidelines the client has established for the position.

If a candidate is currently making a total compensation package of $150K and the client has set a compensation range of no more than $125K, it would be a waste of time for all parties to move forward. Most people will entertain any reasonable offer but, not many are willing to go backwards in their compensation.

Please be honest when sharing your compensation. Frankly speaking, we know the approximate compensation range for positions. We are not here to judge you, and nobody is going to laugh and say, “Wow, you sure are over-paid or under-paid.” Also, be prepared, we have had clients ask for a candidates W-2 and if you are not truthful up front, it could cost you the job in the end.

As your recruiter, we are also acting as your advocate in the process. Having an open and frank conversation about compensation on the front end puts everyone in the best position to get the most fair and equitable salary when an offer is presented.

Learning to love your job

Have you ever talked to someone who has said, “I make great money, I get along with “most” of my co-workers and the management team and the work I do is interesting but, I hate my job!” Most of us, would respond and ask, “why?”

In our current economy, it’s not all that easy to change jobs and most people know they would not make as much somewhere else. Failing companies, limited advancement opportunities and toxic work environments are a few of the compelling reasons people quit jobs.

So, since you know you can’t really change other people, why don’t you work on yourself? Commit to yourself, to make your work situation the best you can. Career experts say that many workplace problems that an employee thinks is irreconcilable can be improved or even resolved with some action and a change of attitude. One of the easiest ways to get along with a co-worker or manager who annoys you, is to control how you respond to them. Align yourself with their demands, instead of questioning them, it will make your life a lot easier!

Find out if your problems are unique. Reach out to co-workers in other departments, peers through industry associations or even call colleagues at other companies to compare notes. Do not go on a witch hunt or call people out by name. Reference yourself as the one having the problem. A lot of times, it’s an individual’s perception that leads to people believing that others are receiving better treatment than themselves. When it actuality, they are not.

Separate the demands of work from your own expectations of yourself. We all know that most of us are our own worst enemy. If you feel as though you aren’t meeting your career goals, break your goals into smaller more realistic achievable ones. This alone can improve your morale by reinforcing small successes.

Do you need autonomy? Some do and some don’t. For those that do, try to encourage your boss for a more goal-oriented environment. As results improve, agree that you will get more autonomy. It is well known that people are generally happier at work when given more freedom to do their jobs and take ownership.

Are the operational processes of your job just not working? Alter your approach, if you can and offer a “solution” to the problem. There is nothing more that impresses a boss, than the ability of an employee to offer solutions and a take charge attitude.

Remember, happiness truly does start from within!

Do your Clients take you seriously?

We call them clients’ and think they consider us an extension of their organization. We bring them the best and brightest people to enhance their bottom line.

Read the statements below and see if any apply to your relationship with your clients’. I hope not, I hope they consider you a trusted partner.

If they do, then maybe you might want to “work” on a better client relationship.

They don’t return your calls.
They give you positions that other recruiters’ are working on and you weren’t the first.
They do not give you a job description or job requirements.
They don’t give you feedback on the candidates they declined to interview.
They demand urgency, but are slow to get back with you in a timely manner.
They don’t give you feedback on the candidates they do interview.
They ask for your opinion on salary and other requirement for the position and then ignore your advice.
They tell the candidates information regarding the position/company that they did not share with you.
They try to re-negotiate the fee after the candidate has accepted the position.
They ask you out for a date – not a business meeting.
Most of our clients’ do not fall into any of these categories and we are thankful for that!

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