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How To Let Go And Embrace New Beginnings

One of the toughest things to do is leave behind the familiar. Unless you have your own business, job change is, at some point, inevitable. Times are different. It’s not like it used to be years ago when people stayed at one job for a lifetime. Sometimes to get ahead, and to gain balance in your life, it’s necessary to make a change.

Intellectually, we know when it’s time for a change and we go through the motions to make it happen. We might even get excited about it because we know in our hearts it’s what’s best for us. There’s definitely something tantalizing when envisioning new possibilities. But when it comes right down to it, any type of job change can wreak havoc on our confidence and self-esteem.

How do we make peace with letting go and embracing new beginnings? Studies show that our subconscious is what controls absolutely everything in our lives. To truly let go and embrace change, we need to immediately tackle what our conscience mind is telling us because in reality, it’s our subconscious thoughts that are surfacing. Even though we may realize that change is necessary, those little voices are putting doubt in our minds and giving us reasons / excuses to hang back.

Job Change(1a)

Let’s take a look at some of the most common thoughts and feelings that surface and how we can turn the real and “perceived” challenges and negative thoughts into something more positive.

  • Culture – Yes, a company’s culture is very real. No matter how much we research a new company, they will have their own unique culture. Are they high energy and fast paced, quiet or bustling, employee driven, etc? Even if “similar” to your current culture, it’s going to be an adjustment since you’ve become such an integral part of your office. Cultures are no different than individuals having unique personalities … no two are alike! After you start your new job, be an observer. Different isn’t necessarily bad so take your time and don’t try to jump in all at once. 
  • People – Ah, the people. As in all facets of life, not just work, people can be a challenge. Having a multitude of personalities under the same roof for eight hours a day requires tolerance. The best you can do is “manage” the interaction. You will feel a connection with some people right off the bat but be careful, not all who appear to be your buddy will actually be buddy material. Don’t project, but don’t fall prey either! Remember, politics exist in EVERY environment.
  • Policies & Procedures – Even if your new opportunity has you doing the same type of work, the policies and procedures are going to be different. Be gracious during your transition. You may know your stuff, and that’s good, but you need to learn how things are done in your new environment. There’s plenty of time down the road to introduce new ideas of your own. Your first priority is to learn! You never know, you may be introduced to a few ideas that improve upon what you’ve brought to the table.
  • Feeling Inferior – I believe most people enter into any new position with the fear of looking like they don’t know what they’re doing. After all, you’re leaving a situation in which you could do your job blindfolded. It’s easy to be comfortable being the expert! But we all know, you can’t grow if you’re not being stretched. Now you find yourself in a new situation where no one knows you and you’re starting over. I can’t stress this enough … you wouldn’t have been hired if the hiring manager didn’t believe you’d add value to their team. Period! So, suck it up, embrace your training and STRETCH yourself right back into being an authority. Give it time, it WILL happen if you set your mind to it!
  • Losing Relationships – Leaving your job means saying goodbye and that’s never easy. This is something I have to counsel people on a lot. The bottom line is that you are NOT losing relationships … you’re gaining new ones! Anyone you’ve met that is meant to stay in your life, will stay in your life. You now have a wonderful opportunity to forge new and lasting relationships that can be just as rewarding. Take it slow and observe those around you. Finding “good chemistry” is accomplished by initially allowing others to do most of the “revealing” talk. You will find people that are honestly welcoming in any new situation.
  • Comfort Zone – Let’s face it, you’re accustomed to personal and professional routines and habits that are “comfortable” and familiar. For example, when do you confidently take initiative, with whom will you take your coffee break, who will be your go-to person when you need support, who stimulates and appreciates your creativity, etc. That “alone” feeling starts to surface just thinking about leaving and it can be frightening for the best of us. Again, relax and take it slow. Throw yourself into your training, and get to know who the people are that you’ll interact with most. A rewarding job offers challenges that are outside-your-comfort-zone. Being stimulated keeps you on your toes.

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CONCLUSION: I have this discussion with everyone at some point, and I’m going to be frank. Chances are when you first start your new job, you may have buyer’s remorse and think to yourself, “this sucks.” Different people have different reasons for feeling this way! It happens. New jobs typically do suck, at least initially. But have patience because that feeling passes rather quickly. Once you’re in, develop a routine and regain confidence in what you’re doing, it will all start coming together. Give it a chance … it’s your opportunity to be a shining star!

Job Change(3)

 

Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


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Are Cover Letters Effective Or Necessary?

Okay, so you’ve got your resume professionally updated, you have your follow-up tools, and now you’re ready to start your job search start. What’s missing? A cover letter? Some say you need one, others say you don’t. And if you do use one, what do you say? Let’s find out!

YES … I am of the professional opinion that you should have a cover letter, especially if you’re conducting your job search on your own. The reality is that in this job market, you need every possible advantage that you can get. And, a cover letter is a key piece of your marketing arsenal and further conveys your brand and value! The ONLY time I’d recommend you not send a cover letter, is if you’ve been instructed not to (some online submissions, etc.).

For many people, writing is not their claim to fame and they find themselves stuck. The good news is that while you want your cover letter to be professional, it shouldn’t be “stiff” … you can be a “bit” less formal and show some personality. You should include things in your cover letter that directly relate to the position for which you are applying, as well as “speak” to the person reading it. And remember, make each cover letter unique and personalized for each position. Start with a draft and revisit it a few times before finalizing it!

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GETTING STARTED

  • Do your research on the company first. More often than not, a company’s web site will talk about their “corporate culture.” A cover letter is a perfect opportunity to include personal notes on your interests / philosophies that show a potential employer how you well you’d fit into their environment.
  • Research the position … read the job description thoroughly and understand the requirements. A cover letter is an opportunity to show a potential employer why you are qualified.  Not everything you’ve ever done can be on your resume, so your points of interest can speak directly to the position for which you are applying.
  • Include a couple of your outstanding accomplishments that don’t appear on your resume but would mesh well with the needs of the position / company. Maybe even briefly mention a challenge that you overcame that would make you uniquely qualified.
  • Make sure your cover letters convey a sense of “energy and personality.” You want the reader to get a sense of who you are and what you’ve accomplished. Before any face-to-face meeting, all a potential employer can do is get a mental picture of you. So, make sure it’s the image you want to convey. Let them imagine you in the position!
  • If appropriate, you can name drop in a cover letter, something that you can’t do on a resume. If you’ve been referred or have a mutual contact in your network, mention them and what your relationship is.
  • Don’t be afraid to “tell your story.” More and more studies are showing that stories make you “engaging and memorable.” Are you forging new ground, returning to the workforce, relocating, etc? Briefly tell your story and make it positive and exciting. Invite people into your world. Showcase your successes!
  • Whatever you do, PERSONALIZE your cover letter(s)! Do NOT say, “To Whom It May Concern.” Ick!!! Again, READ the job description and then figure out to whom your letter should be addressed … Dear Mr./Ms. XXXX. LinkedIn is a great tool to use. Search for the company name and job title / department. If the instructions say to submit to HR, then search for the person in HR!

HOW TO STRUCTURE YOUR COVER LETTER

  • I believe it goes without saying …ALWAYS type a cover letter. They should NEVER be handwritten!
  • Your cover letter should not be more than one page. Offer enough, but don’t write a book. People are simply too busy to read lengthy letters.
  • Just like on a resume, you have but a few opening lines to catch the reader’s attention. Don’t make it boring! Lead with a positive comment from a performance review or something that highlights relevant skills or work ethic. Tell them why you’ve chosen their company! This is even a good place to name drop! 
  • The middle of your cover letter is where you bring attention to your skills. Know the difference between soft skills and hard skills. Soft skills such as communication, organization, time management, etc., are all important and a part of the bigger picture, but they don’t show an employer “why” you’re qualified. They are bonuses! Here’s where you need to highlight your technical skills and ability, with the added bonuses of your soft skills. Also, it’s always helpful if a potential employer knows what industries you’ve worked in. If not included on your resume, include this information in your cover letter.
  • Your closing should always thank the readers for their time and consideration. Express your interest in the position and company and state your desire for next steps. If appropriate (independent job search), make sure you let them know that you will follow up to verify that your submission was received.

Signing the deal
CONCLUSION:

A successful job search requires a lot of attention to detail. You ALWAYS want to be organized and professional. Everything that you do from start to finish speaks to an employer. It’s your “brand.” Make sure you know your audience and that you’re giving them the tools they need to recognize the value that you can bring to their team. I always tell people that I’d rather have more than less, but follow directions. Less means you run the risk of not having done enough. More, as long as it’s professional, means you’ve got it covered. Finally, be careful not to come across as needy or a pest. Not every submission will get a response, even if you think you’re a perfect fit. The right opportunity for you IS out there waiting to be found!

Cover Letters(4a) 

Do you have career or life questions?
If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warmest regards…. Debra

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The 11th Hour Of The 11th Day of the 11th Month – Armistice Day / Veterans Day

Having grown up in a military family, there’s a special place in my heart for the people who give so freely of themselves, during peacetime and wartime, to keep our world safe. Many of these fine men and women make the armed forces their life’s work. It’s a demanding life, a submissive life, a selfless life!

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Do you know the history behind Veterans Day? Many people don’t. On the 11th hour of the 11th day of the 11th month in 1918, Word War I officially ended. Legislation was passed in 1938 to dedicate November 11 to the cause of world peace and was known as “Armistice Day” in honor of World War I veterans.

In 1954,  veterans service organizations were successful in getting Congress to amend the Act of 1938 to change the name from Armistice Day to Veterans Day in order to honor all American veterans of all wars. After all, we had now been through World War II and the Korean War.

This “holiday” has not been without controversy. In 1968, Veterans Day was moved to the fourth Monday in October so that Federal employees could enjoy a long weekend. Really?!?! Well, there were a lot of people that didn’t like this idea for obvious reasons. So, in September of 1975, President Gerald R. Ford signed a law to return the annual observance of Veterans Day to it’s original date of November 11, beginning in 1978. Yay, George! The rest is history!

Note that there is a difference between Veterans Day and Memorial Day. Memorial Day honors our military men and women who died in service, or as a result of injuries incurred during battle. Of course, we remember ALL veterans on Veterans day, deceased or living. However, Veterans Day is a day dedicated to thanking and honoring our living veterans who are or have served honorably in any branch of our military at any time.

I’ve provided a brief video which is about two minutes in length, as well as a link below with more information. This is a really important day so make sure you take a moment to hug or thank a veteran or service member. It will make their day!

To learn more about the historical importance of Veterans Day, click here> The History of Veterans Day

 

CONCLUSION:  I might be a bit biased coming from a military family, but I can recognize the fact that without our military men and woman choosing a career of service to our country, we wouldn’t enjoy the freedoms that we’ve been so blessed with. Among many other freedoms we enjoy, we are free to choose our life path, our careers, military or not. We are free to to search for greater fulfillment in our lives. We need to be thankful and appreciative of what we have, and we need to take what’s already good, and strive to make it better. Today’s a day to not only honor our veterans, but to make sure we honor their gift to us! To all of our brave men and women….

Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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How To Fail Without Being A Failure

I’ve mentioned before that I’ve certainly had my fair share of challenges this year. That might even be an understatement. Be that as it may, it’s my journey and I must deal with it. I do my best to remember that everything we experience is an opportunity to learn and grow. Looking for the lessons in our challenges isn’t always easy, but when it comes right down to it, we have two choices … rise or fall / succeed or fail. And, sometimes failing isn’t “failure,” as long as we own it. I saw a quote today that really spoke to me. (To subscribe to our “Quote of the Day” list, follow this link and opt-in at the bottom: Quote of the Day.) 

“A man can fail many times, but he isn’t a failure until he begins to blame somebody else.”
~John Burroughs~

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How profound! In the workplace or in our personal lives, we’ve all met them … people who refuse to take responsibility. As I reflect on this, it becomes crystal clear that some of the people I admire the most have made a LOT of mistakes. Somehow, they’ve risen above it all. The fact is, their mistakes don’t really stand out to me, their successes do. Along the way, they didn’t try to blame anyone or anything else for the challenges they faced. They simply owned them and worked through them. This isn’t to say that they never felt beaten down. That’s just part of life. It’s not the load, it’s how you carry it!

Maybe you screwed up a project, completely dropped the ball, missed a deadline, or maybe even got fired … whatever the case may be, take a deep breath and own it. My prediction is that it will be hard for anyone to ride you about something you’ve taken responsibility for. Sure, you’ll probably get a reprimand but so what! It’s so much easier to move on if you’re not trying to talk your way out of something by naming all the reasons why it happened in the first place. No one really cares why it happened, they simply want a solution.

Frankly, the best time to take responsibility is BEFORE a situation becomes obvious to others. That’s true integrity. Look at it, analyze it and come up with a solution / remedy! Sure, your first attempt may have failed … but don’t let it be a “failure.” 

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CONCLUSION: I have a friend battling cancer and she’s in for the fight of her life, literally! Never once has she said, “Why me?” She did say, “Why not me!” She’s facing her journey head on with the attitude that there’s a purpose for what she’s going through … whether or not it’s for her, or for someone else. She’s certainly not happy about her situation, but she’s determined to make something positive come out of it. She has faith, and she looks forward to a bright future regardless of what she has to endure! I mention my friend knowing that hers is probably the most extreme of examples, but if she can face each day with a smile and complete ownership, so can I!

 

 

Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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How To Organize An Effective Job Search

The other day we talked about how to package yourself for your job search. It is so important to take a professional and organized approach when seeking a new position. It doesn’t matter if you’re already employed, or if you’ve found yourself among the ranks of the unemployed. Knowledge and preparation are key to your success!

Having worked with job seekers and employers for so many years, I realize that not everyone has the financial means to enlist the services of a career counselor or coach (which Quality Source does offer). To that end, I’ve been working on digital products that are packed with value yet affordable. These important tools will add a professional touch to your job search efforts and have you one step ahead of your competition. Our newest E-book, “My Job Search Toolkit,” provides a lot of value on its own, but works very well with “My Resume Toolkit.” 

*Is your job search keeping you up at night?*
*Do online searches for tools have you frustrated?*
*Not enough time to sift through 1,000’s of choices?*
*Are you unsure about reliable sources?”*

There’s something to be said for convenience … everything you need all in one place. The resume toolkit provides you with detailed information on what should or should not go into your resume, the types of resumes, examples of resumes, as well as an interactive workbook and skills checklist. The job search toolkit has all of your post interview instruction and advice, thank you letter templates, a resignation letter template, as well as interactive job search tracking documents.

 PERFECT

 SEPARATELY 

OR

TOGETHER

 

A few comments from satisfied users:

  • “Love your e-books on resumes and interviewing, great info and easy to use templates, thank you!” Wendy N.
  • “Information is easy to understand & use. Beneficial tool that will help job seekers find employment quickly.” Jeff S.
  • “Thank you so very much. I did do the toolkit and reworked my resume. I actually had more people contact me! It works, it works great!” Jena T.
  • What I want people to know is that you have done my resume 3 times in the last 20 years, always producing several job offers and many comments by employers on how impressive my resume is. You are so very professional, fast and ahead of your time when it comes to the latest trends and techniques. You are by far the best recruiter and resume writer around. Continued success…  Fred S.

CONCLUSION: When it comes to your career, there’s absolutely no reason to leave anything to chance. Yes, you can get advice from friends and family, and it’s well-meaning and sometimes very good. But, unless they have been in the trenches on a daily basis working with job seekers and employers, they might not be giving you the “best” advice. I’m excited to offer these two toolkits, and more are in the works. Investing in yourself is never a waste! Need a question or two answered, let me know. It’s my pleasure to be of assistance!

Do you have career or life questions?
If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warmest regards…. Debra

We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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How To Package Yourself In Business And Solidify Your Brand

There are so many moving parts to a successful job search or business development efforts. Way too many to cover in a single blog post or conversation. Even if you think you’ve got it covered, there are things that you never even thought of. Self-employed people, this applies to you too!

Think about packaging for a moment. When you’re in need of purchasing something, what is it that initially attracts you? For most, it’s the packaging. It’s only after being drawn to the packaging that you start breaking things down into smaller categories like price, terms, convenience, etc.  The same is true for employers when reviewing candidates for open positions.

Let’s talk about how you’re packaging yourself. First it’s your resume, which “brands” you! Next is another important aspect of your branding … your follow-up. Following up on your resume submissions or interviews can make or break you. Think for a moment if an employer has two candidates that for all intents and purposes are equal. What do you think might tip the scale in your favor? Well, if you sent a thank you note / letter after your interview and the other candidate did not, then your “packaging” screams “detail oriented, organized, thoughtful, and most importantly, invested and INTERESTED!

First thing to do when concluding interviews is to ask for business cards from those you’ve met with! You ALWAYS want to have proper names, titles, E-mail addresses, company names and addresses, etc. If you blow this part on a thank you letter, kiss the opportunity good-bye!

Second rule of thumb when we talk about thank you notes / letters … DO NOT have one prepared to drop in the mail after you walk out of the interview. That’s really tacky. Yes, it’s important that you’re timely with your follow-up, but don’t do something so “canned” and transparent.

Third, I’m often asked which is better for thank you letters … E-mail or snail mail / hand-written or typed. Honestly, it really depends on several factors. Let’s cover a few.

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1) How have the interview arrangements been handled by the company? Has everything been via E-mail, or have the arrangements been handled more formally?

  • If the process has been informal, then by all means utilize E-mail. I would, however, follow up with a typed letter. This gives you two opportunities to get your name back in front of the employer; once immediately following your interview, and again when they receive a copy in the mail.
  • If the company is conservative (traditional / formal), then I’d recommend snail mail.

2) Should thank you notes / letters be typed or hand-written? Personally, I always recommend a typed thank you letter.

  • It allows you to show off your composition skills.
  • It showcases your business savvy in how to put together a formal, business-like letter (formatting, etc).
  • Hand-written notes … if the receptionist or assistant helped you, then hand-written notes for them are appropriate, and appreciated!

3) What should you say in a thank you note / letter?

  • Thank the interviewer(s) for their time and the opportunity. After all, this IS time out of their busy day!
  • Recap the discussion and highlight your skills, and how your experience is a good fit for the opportunity
  • Cover anything that you feel you didn’t have a chance to discuss during the interview and want to highlight (make sure it’s important / relevant)
  • Close by reinforcing the good fit and, most importantly, ask for the job!

CONCLUSIONThank you notes / letters are a great way to keep you connected with a potential employer after interviews. Most people are very uncomfortable trying to follow-up to see where things stand. This is a great way to follow-up without being pushy or a “pest.” With that said, it is imperative that you check and re-check everything before you send your letters out. Typos, poor composition and bad formatting are not the kind of branding you seek! Taking the time to compose a well-done thank you letter is welcomed, appreciated and remembered! Set yourself apart!

Thank You(1)


Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

 Need Resume Help?
“My Resume Toolkit”

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Who Or What Are You Allowing To Steal Your Time?

As we usher in a new week, I’m thinking about how much I have to do. As a matter of fact, I took advantage of the gloomier weather yesterday (Sunday) to try to get a head start. You know what I mean, all of the little “administrative” things that have to get done that don’t “individually” take a lot of time, but collectively they do. The stuff that some of us tend to “put off” until later.

If you’re like me at work, you are so focused on your bigger tasks / projects that you just don’t want to break from them for the small things that crop up. You’re on a roll and fear that if you stop, you’ll lose your momentum and your focus. If you have a lot of irons in the fire, you need to keep a good pace to effectively manage them all. We all know that distractions are responsible for many errors in our work so focusing is a good thing. But what do you do about all of the other “smaller, more tedious” tasks that need your attention? 

I had a couple of months where my desk got so “messy” because I would look at things and say to myself, “that can wait until later.” Well, later always becomes tomorrow, which then turns into next week, etc., etc. Before I knew it, I was spending more time looking through the piles on my desk than I would have if I’d just taken care of those smaller tasks as they came in. Talk about added stress … I really, really dislike a messy desk!

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So, what did I do? Well, you know that old saying about when you clean the garage you first have to make a HUGE mess? Well, that’s exactly what I had to do. Once I sorted through everything, I made a new pact with myself … if it’s in my hand, deal with it right then and there. If I put it down, I’m going to fall back into the trap of “I’ll get to it later.” 

You know what else I’ve had to do? I’ve had to learn to say no, which is extremely difficult for me! I really love helping people, but when helping others gets me so far behind with my own responsibilities, I need to re-evaluate my priorities. I tend to “give away” a lot of my “chargeable” time. In turn, I end up putting in a lot of late nights to make up for it. An exhausted Debra can do little to truly be effective.  

Something else I’ve started doing is managing when I take calls. Again, back to the focus thing. How can you stay focused if you stop to answer the phone every time it rings? So, instead of just leaving my name and phone number, I’ve started letting people know when a good time to call me back would be. In addition, I’m using the text capabilities of my office phone system (not my cell). Person to person communication is the best way to develop relationships, but there are a lot of times with established relationships that it’s not needed. All too often calls end up being much, much longer than anticipated. As it turns out, I don’t have to chase people as much when I text them … I usually get a text right back and I can put that particular task to rest! And you know what, the other person tends to appreciate it because it’s saving them time as well.

Use your digital calendar, folks. Some of the piles on my desk were “reminder piles.” Ick! Instead of keeping a small piece of paper on top of a pile, create a note in your calendar / planner. Most of us have our calendars synced to our smartphones so this is an ideal way of staying organized, on time and pile free!

CONCLUSION: I’ve always been a pretty organized person, but even organized people can easily fall into a pattern of bad habits. If you want to stay on top of things, quit wasting time by constantly revisiting the same tasks. Putting tasks to the side will eventually have you “cleaning the garage,” so to speak. For example, we all know when the mail comes, right? Well, you’re already being interrupted with the mail delivery, so you might as well take care of it right then and there. Chances are it will only take a couple of minutes to organize what you’ve just been handed. Don’t create “to do” piles on your desk … they are daunting, especially when you’re busy … and things tend to get lost in the shuffle. Purge, baby purge, and then create a system. The reality is that piles are simply a procrastinator’s excuse to avoid organizing their desk.

Piles(2b)


Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


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Have You Missed Your Chance? Is It Too Late?

All I can say is, WOW. I really, really like the guy I’m featuring here. He gave me quite a boost today and my first thought was to share the experience with you! This was by far the best six minutes that I’ve spent in a long, long time. No matter where you are in life, you can’t help but be energized and motivated by his rant. Yep, it’s a rant … one that many of us need to hear. A bit of a kick in the hiney!

Personal growth never has to stop. We hold the power in our own hands. It just depends on what action we take to develop that which has been ours all along. There are many seeds that we plant along the way that we’ve forgotten about. Those seeds are waiting for us to give them the attention they need to flourish.

Suffice it to say that nothing’s over until you say it’s over. Gary takes no prisoners in his rant. Disclaimer: he did swear a couple of times, but it worked. I didn’t mind at all and I don’t think you will either. So, stop what you’re doing right now, close your door and give yourself this six-minute gift. It just may change your life.

Here’s an introduction to the video below from Gary Vaynerchuk:

“I want to talk about something that I think isn’t addressed enough. It has to do with everyone who is in the later years of their life and feeling like they’re in the wrong place.

Maybe you’re reading this and you’re 45. Or 54. Maybe you had one goal in life, one set dream, and you’re starting to think it’s too late. You missed your chance.

I am writing this with one sole purpose: to tell you that it is not.

If you have it in you, if you have the fire, the drive, the want…it’s not over.

I want this video to give you the audacity to just go and do it.”

Gary Vaynerchuk

 

To learn more about Gary, click here> Gary Vaynerchuk

 

Impossible

 

CONCLUSIONI don’t know about you, but there are times when I can lose sight of how much the world has to offer. I see a video like this and I’m jumping out of my chair, ready to go after it. Some of my happiest and most fulfilling times are when I’m being creative and forging new paths. It’s very exciting and rewarding when pulling things together that I’ve only dreamed of and never thought I’d have the opportunity to do. But we all can, and we should. It’s all there … waiting for us! It’s never too late!

Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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Backroom Discussions … The Inside Scoop! Don’t Shoot The Messenger!

Today we’re going to look at how your company’s recruiting efforts might be negatively affected by old standards. Stay with me as I take you behind the scenes into the backdoor discussions among professional recruiters. I’m going to show you how good recruiters choose their clients, and how you can be one of them. Yep, we DO get to choose! And for anyone else tuning in, this message easily translates to all vendor relationships!
 
Employers and hiring managers, I know many of you struggle with finding good, solid recruiters that you can depend on. Like with any profession, there are good and bad recruiters and firms. But it often goes beyond whether or not they are good or bad. Let’s start with the statement I often hear when I speak with new clients, followed with how the statement might be completed (brace yourself).
 
1) We’ve had such a hard time finding a good recruiter or search firm.
2) We’ve had such a hard time finding a good recruiter or search firm, “because we dictate the terms of their contract.”
 
Okay, harsh? Maybe. But, don’t shoot the messenger! Let’s examine this by focusing on why you might not be seeing the success you’d like on your searches. Some of you may be surprised when you see the statistics below, but the intent is to help you by bringing the information to your attention. These survey results were gathered by a well-known national recruiters’ network.
 
Which best describes your refund/replacement policy?
 
(0.9%) No refund and will NOT find replacement
(3.7%) Prorated refund and will NOT find replacement
(8.3%) Full refund
(14.8%) Prorated refund and WILL try to find replacement
(64.8%) No refund but WILL try to find replacement
 
As you can clearly see, nearly 2/3 of the firms out there offer no refund, but WILL try to help you refill a position if a candidate doesn’t work out. I can hear it now, “Well, then, I’ll just work with the firms who offer me more security.” There’s generally a catch, or two, to that kind of thinking. Now, on to the backroom discussions.
Contracts(3)
1) If you want your searches to be a priority, then you need to rethink how you’re structuring your contracts because the bottom line is this; the majority of businesses prioritize based on Return on Investment (“ROI”). If you truly must have a long, pro-rated guarantee (or full refund), understand that you are likely to end up at the bottom of the priority list. Some of you might not mind this and simply use multiple recruiters to try to make up for it, but that ushers in a whole new set of challenges (conflicts) to be discussed at another time.
 
2) If you want to reduce fees, you are likely to end up at the bottom of the priority list. Again, the ROI issue is at play. For example, when you’re personally searching for a new opportunity, which offer are you generally more inclined to lean toward (with all else being equal)? The higher paying offer, or the lower one? In other words, businesses are generally going to prioritize based on ROI. Wouldn’t you?
 
3) If your company has internal recruiters, are they required to refund their paychecks if a candidate they source doesn’t work out? Of course not. You simply ask them to source another candidate. Both internal and external recruiters are performing the same job, but many hiring managers expect the external recruiter to shoulder the entire risk of a new hire. Hiring managers, as a hypothetical … are you willing to give up your bonus if you make a bad hiring decision, with or without recruiter involvement? Would you shoulder the burden for your company? That’s a lot to ask!
 
4) If you’ve followed my blogs, I’ve explained the differences between agencies and search firms. Agencies will market candidates to source jobs, search firms source candidates to fill jobs. Either way, the following scenario can come into play. When a recruiter sources a superstar candidate, what clients do you think are introduced to the candidate first? You’ve got it! The clients with more “equitable” contracts. Wouldn’t you do the same? Superstar candidates are hard to find, and are presented to priority clients first!
 
5) Recruiters source candidates at the direction of an authorized representative of the client company. The client tells a recruiter what they’re looking for (job description); the clients choose which candidates to interview from those that have been sourced, pre-screened and presented by the recruiter(s); the clients put candidates through their own interview / screening processes; the clients make the hiring decision; and the clients ultimately have full control and management of the candidates once hired. Most recruiters are very involved through the whole process, and will follow up after a hire to make sure things are going well, but beyond that, there’s really nothing more they can do. It’s completely out of their hands … so where does the recruiter’s responsibility end?
 
So the question comes down to this … are your expectations of external recruiters’ responsibilities beyond the hire reasonable? Only you can answer that. Recruiters are contracting their TIME, EXPERTISE and RESOURCES to source candidates for you. It’s a professional service, not unlike that of an attorney or CPA. Guarantees are “insurance,” and insurance isn’t free. So when negotiating contracts, thinking along those lines will help you a great deal.
Trust(1)
CONCLUSION:  You now know a bit about the backdoor discussions among recruiters. Opinions vary, of course, but the statistics are clear. Today’s business climate is just not the same as years gone by. We’ve ushered in a whole new era called “relationship selling.” We’re talking about people doing business with people because of the person, someone they can trust. You can find a particular service or product just about anywhere, but it’s the “trust factor” that draws people in. If you want the best possible service, then go with a true partnership. Hammer out an agreement that is “mutually beneficial.” If you have an equitable agreement in place, you will ultimately spend less time on your searches, and have greater results. In the end, this all translates into an increased ROI for your company. You’ll be spending more time doing what you do best … conducting / running your business, while the experts do the leg work for you! You can buy a widget or engage a service just about anywhere, but even then, don’t you generally go to someone you have a good relationship with, even if it costs a little more?

Trust(3)


Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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How Many Perfect Candidates Do You Really Need?

Hiring managers, heads up! This one’s for you … whether or not you’re working with a recruiter!
Finding the “perfect candidate” is a difficult task, to say the least. There are times when I can talk to 100 people just to find one person that is a “solid” fit for a client when it comes to skill set. Then let’s add in the “it” factor (soft skills) … personality, communication skills, chemistry, etc. Finding good people is SERIOUS business, folks!  When we get a candidate that is stellar, we need to hustle! Sometimes it takes weeks, maybe even months just to find one!
Candidates(3a)

So, let’s talk about some of the possible reasons for the “let’s see additional candidates” syndrome that we are faced with all the time. And, let’s be real about it. What is preventing you from pulling the trigger when the solution to your problem is right in front of you? Here are some possible reasons.

1) You’re simply indecisive
Okay, if this is you, be honest. No offense intended! If you can’t get past being indecisive, then you need to pull someone else into the process and keep it moving. Otherwise, you could cost the company a great candidate. Chances are you look for candidates that are decisive, so be an example!

2) Fear of failure – you’re averse to making an independent decision
Fear of failure is a bit different than being indecisive. If your managers have you involved in the interview process, it’s because they believe in you and value your input. Every hiring manager has made a bad hiring decision at one time or another. It happens. Don’t be paralyzed by it. You have far more to lose by being fearful than you do by pulling the trigger on someone that your gut is telling you is the right fit.

3) You don’t have confidence in the job description hence, hesitation on the “right fit”
There could be a couple of reasons for this. Either you started out with a bad job description (shame, shame), or you saw a candidate that made you rethink the job description. My advice is that if it’s the latter, HIRE THEM! Anyone that is good enough to make you rethink the structure of a position is someone that you want on your team. Pull the trigger!

4) You didn’t complete your own internal processes before opening the position to external candidates
Pet peeve here! This isn’t fair to anyone. The best thing you could ever do for employee morale is to have a policy of promoting from within. My advice, NEVER turn to external resources until you’ve exhausted your internal evaluation of talent. If you don’t have someone on staff that is qualified (for whatever reason), then, and only then, expand your search.

5) Something is going on internally that you cannot discuss and you’re trying to buy time
Okay, this is a tricky one. Of course, you never want to give any candidate an uneasy feeling about your culture. But, delay tactics are already giving candidates an uneasy feeling. You need to have a plan, something that is agreed upon internally. Share this information with those already in process, and / or with your external resources.

6) Someone on the “panel” is waffling
While I understand the need for panel interviews in certain situations, some companies take this way too far. The old adage, “you can’t please 100% of the people 100% of the time” rings true. (A) If you have people on your panel that are really not going to have much to do with the person you’re hiring, you need to reevaluate the panel. (B) Another thought would be to assign a point value to each panel member’s input. The closer they will work with the candidate of choice, the higher the point value. Determine a “passing” point value to help you reach decisions on your finalists.

CONCLUSION:  I’ve touched on just a handful of reasons why the “let’s see additional candidates'” syndrome happens. And, if your working with a recruiter (internal or external) I understand the thinking. It goes something like this; “WOW, she found us a GREAT candidate. If she found one, she can find more.” Now, as a recruiter, I’ve suddenly risen to superstar status and you want to compare a handful of stellar candidates. After all, I did find you one that is perfect so there have to be more, right?!?! Trust me, I love being your superstar. I really, really do. But I’m not going to maintain that status very long if I have to talk to another 100 people in hopes of finding TWO perfect candidates. By the time we “might” find an additional “perfect” candidate or two, that 1st perfect candidate has moved on to another company that recognized their value and snatched them up before anyone else could. You lose!

Hiring managers, for the sake of all involved, stop being a weak manager and doing this…. 

 

Candidates(1)

 

Do you have career or life questions?

If so, comment below and I’ll be happy to respond!

 

Thanks for sharing your time with me and reading my BLOG!

Warm regards…. Debra


We love providing you with value be it in our blog with up-to-date information about what’s going on in the workplace, tools you need to create and maintain your own success, daily quotes to keep you motivated and moving forward, options on career paths and, of course, a little fun along the way.

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