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Joseph Chris Admin

Traits of a Successful Recruiter

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Have you ever thought about what it takes to be a recruiter, not just a recruiter…a POWER-HOUSE recruiter?  The one who can negotiate contracts and not compromise on fees, the one who can find that one in a million professional that eludes everyone else and the one who nails closing a deal?

Here are a few of the traits, that I have observed in what I would call successful recruiting outcomes:

1. Excellent Phone Skills – The phone is our friend and if you are not on it…you will not make any $$
2. Tenacity – This trait will serve you well…you have to always keep your eye on the goal and get there…any way you can
3. Personable – You want every client and candidate to feel like they are the only people you are working with
4. Detail Oriented – Besides crossing every T and dotting every I…you have to be very exact in all details concerning preparation, sourcing, and negotiating an offer
5. Time Management – This is by far the most critical skill a recruiter must possess, you have to be able to keep all the balls in the air, while having the ability to stop and start at the drop of a dime and the adaptability to roll with in and move forward
6. Strategic – This trait is essential in marketing, sourcing candidates and knowing where and who to recruit in the most efficient process, it is being able to throw out a wide net, yet hone in on the exact fit, it is the ability to anticipate all needs for both the client and candidate
7) Excellent Follow-up and Follow-through – Do what you say and say what you mean, your reputation lies within this trait and separates the good recruiter from the Power-House recruiter
8) Coaching Mentor – you must have the ability to give good advice, honestly, directly and tactfully
9) Control – The trait that keeps everyone on track, controls communications, and keeps everyone engaged in the process
10) Closer – One who has mastered negotiating with a client and candidate, knows what buttons to engage with the client and candidate, and realizes that you are selling an intangible opportunity with suave persuasion

I am sure you can add your own “traits” that you think separates the recruiters from the POWER-HOUSE recruiters!

Joseph Chris Admin

Keeping your Key Employees

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It is no secret that everyone has been affected in some way by the recession. Turnover of key employees should be a huge concern for business owners. As an owner, you know that you are stressed about the state of our economy and what it has done to your business, so it would be safe to assume your employees are feeling stressed as well. Rieva Lesonsky, CEO of GrowBizMedia is quoted as saying “If you are not concerned that the toughest employees to replace are the most likely to bail on you; you should be.”

What to do to remedy the situation? Are your employees working 50+ hours a week? Are your employees doing the work of 2 people because of elimination of positions? Did they lose benefits? Did they lose pay and bonuses? Bringing pay/bonuses back can “undo” some of the damage that the recession has caused but ultimately your employee money does not take the worn out and stressed feeling of not having a good work life balance.
How can you as an owner help to reduce the stress? Here are a few tips:

1. Ask your key employees what you can do “specifically” for them. It might be as simple as letting them come in late once a week or leave early on a Friday.
2. Find low cost ways to provide support. Hire an administrative person at minimum wage to do the administrative side of your employees job.
3. Bring healthy treats for breakfast or breaks. Pay for them to go and get massages once a month. Take them out of the office on a “play date” as a group.
4. Start to bring back any benefit the company can afford.
5. Cross train and shift responsibilities; this will ensure if you do lose someone, that another employee can step up to the plate.
6. Talk to your key employees and let them know how how much you value them and that they are a part of your strategy for success. They need to know there is light at the end of the tunnel.

Awareness that your employees are stressed is the first step. Make sure you know which ones are feeling the most stress and do what you can to ease it. You may not be able to eliminate all the recession damage but attempting is worth a try.

How do I know these tips work…because our CEO, Veronica Ramirez has used them and we are a cohesive team moving in the right direction together.

Joseph Chris Admin

Happy Holidays! (And things to complete before the year is over)

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The Holidays are HERE!

There is shopping to do, foods to prepare and gifts to be wrapped.
But…before you take off to enjoy all the festivities with your family,
here are a few things to get done to ensure you start the New Year
off on the right foot.

1) Clean out your computer – get rid of anything that does not have any importance
2) Update your contacts list – people move, change organizations, retire
3) Clean your desk out – if you have not used it in 6 months, toss it or file it
4) Finish any projects or other correspondences that need to be addressed before the year is over
5) Make a list of things you would like to accomplish next year – both professionally and personally and keep it real so you will do them
6) Make a plan for the month of January – having a plan of action ready when you return will help you to focus and accomplish
7) Reach out to clients, candidates and organizations – wish them a “happy holiday season” and let them know that you appreciate their business and will be ready to service their needs immediately in the new year
8) Clean out the refrigerator – don’t want anything to grow legs and let itself out!

Happy Holidays!

Joseph Chris Admin

Things That Annoy a Hiring Manager

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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

Joseph Chris Admin

Remembering Pearl Harbor Day

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Joseph  Chris Partners would like to take a moment to acknowledge those who made the ultimate sacrifice for their country at Pearl Harbor 70 years ago today, December 7, 1941

Joseph Chris Admin

The Profile Picture…

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Oh the dreaded Profile Picture! Everyone these days uses various sites for networking and most,
if not all, allow you to post a Profile Picture. Some people don’t post Profile Pictures because they
would like a little anonymity and some people think they don’t take good pictures. If you are going
to be on a networking site…post a picture…it makes you human and to some degree..real.
People always wonder if they are dealing with a person or a spammer…your picture states that you
actually use the site and you are serious about networking with others.

Here are some simple rules to follow when you post your profile picture:
1. Do not change it all the time: people identify you by your image and if it changes too often, it is distracting
2. Use a current picture: We all looked better when we were 25…don’t use an out of date picture; post one that is current
3. Simple is best: Face shot of you smiling at the camera…don’t need a side view of you gazing at the sunset
4. Special Effects: Photo shop is a wonderful tool, just don’t do it to your picture, if you meet people in person, they will notice
5. Body Shot: Not necessary; it’s your face they want to see; it makes you human
6. Avatars: Do not use them, you are trying to present yourself as professional and personable not silly and goofy

Just remember that you want to promote an image that will encourage employers, clients, candidates and recruiters to call you.

Joseph Chris Admin

“Extreme Makeover: Home Edition”, New Home Star Highlight Bellamy Homes for Charlotte Build

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Emmy award winning show and national sales management company team up with local builder for new edition.

November 18, 2011 – Charlotte, NC – When New Home Star Division President, Kyle Rush, met with producers from “Extreme Makeover: Home Edition” at this year’s International Builders’ Show, he had one builder in mind. Next month, Bellamy Homes, a local Charlotte Builder and New Home Star client, will be the featured builder on the hit show. For New Home Star, a national sales management and outsourcing company that works with builders and developers, the pairing of local builder and community-focused show was a natural fit.

Rush, a North Carolina native who has been on the builder side of two previous “Extreme Makeover: Home Edition” builds, knows firsthand the value of the program. With New Home Star, Rush now works with builders to help them sell more homes and understands the importance of visibility in a challenging market. With “Extreme Makeover: Home Edition”, Bellamy will have the opportunity to not only give back to the local community, but also expand its presence in the market.

“At New Home Star, we’re always working with the builders we represent to promote their brand. With Bellamy Homes being locally owned and community service-driven, this partnership just made sense. We are excited to bring this opportunity to them and look forward to being a part of the project every step of the way,” explains Rush.

The idea and purpose of the show’s gift of housing also resonates with New Home Star president, David Rice. Having founded New Home Star in late 2007, Rice did so with the intent of aiding an ailing home building industry. As a child, Rice watched his own home burn to the ground, giving him a special appreciation for the mutual benefit the show provides both new homeowner and current client.
“As a child, my family lost everything in a house fire. We saw the community around us come forward with great generosity and support.” Rice says, “It moves me to see the people in Charlotte already exemplifying that same kind of generosity for this Extreme Makeover project.”

About ABC-TVs Extreme Makeover: Home Edition
The Emmy award winning reality program “Extreme Makeover: Home Edition,” now entering its 9th season, is produced by Endemol USA, a division of Endemol Holding. It’s executive-produced by Brady Connell and George Verschoor. David Goldberg is Chairman, Endemol North America. The show airs Fridays from 8:00-9:00 p.m., ET on ABC.

About New Home Star
New Home Star is a national sales and marketing company, providing builders and developers with comprehensive management and outsourcing services for today’s housing market. New Home Star partners with builders spanning 3,000 miles across the United States. For more information on New Home Star, visit www.newhomestar.com.  Joseph Chris Partners is proud to be Partner’s with New Home Star.

Joseph Chris Admin

Happy Veteran’s Day from Joseph Chris Partners

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Joseph Chris Partners proudly recognizes Veteran’s Day with pride, gratitude and thankfulness for all veterans – past, present and future. It was not without much sacrifice that we could freely live in the land of liberty still today as wars continue abroad. Many blessings will be poured upon such courageous men and women. Thank you!

“Freedom is never free.” -Author Unknown

Joseph Chris Admin

The Dreaded Recruiter

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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.

 

Joseph Chris Admin

We will miss you Bob Jacoby!

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The homebuilding industry lost a great man last week.  I for one considered him a personal friend.  I know Lennar and many others in the Washington DC area will miss him even more…Our thoughts and prayers go out to all of his friends and family.

Please click here for obituatry and funeral information: http://www.legacy.com/obituaries/washingtonpost/obituary.aspx?n=robert-j-jacoby&pid=154427365

Claire Spence/Joseph Chris Partners