John Rose - Ramblings of a People Person

Are You Prepared for Connecting and Networking?

2012-01-30T16:36:00.000-05:00

Job Seeker and Business Developer (Sales Person to the un-initiated!) are in the same boat when it comes to preparing for a networking event. Preparation is key, so can you answer the following questions - confidently and concisely?

Whoare YOU?

Whatdo YOU have to offer?

Whyshould they consider YOU above others?

Howwill YOU help relieve their PAIN?

Simple instructions for you to follow, that may just help make the event positive:

1. Figure out whichcompanies, career paths, and specific positions would be a good fitfor you. When you network for a job, you should be able to go to your contactswith a clear picture of your strengths and goals.

2. Call your networking contact andset up a time to meet. Give your contact a quick summary of your background,the kind of job you are looking for, and what you can offer your networkingcontact.

3. Be flexible in your scheduling.Try to work around your networking contact's schedule.

4. Remember that networking is notthe same as a job interview. Ask your networking contact for information andadvice, not an interview with your contact's company.

5. Ask your networking contact forreferrals to other professionals who might be useful in your job search.

6. Before a networking phone call ormeeting, write down your questions.

7. Bring a copy of your resume toany networking meetings and ask your contact for suggestions to improve it.

8. Follow up all networking calls ormeetings with a written thank-you letter.

Guilty - now prove you are innocent! - The effect of SOPA & PIPA

2012-01-19T10:55:00.004-05:00

Having just watched the Ted Talk video of Clay Shirky explaining [in understandable terms] why the SOPA and PIPA laws being pushed by the US Congress are really really bad for the WORLD.

Clay Schirk - Ted Talks - SOPA/PIPA is bad!

These laws have the great potential to harm many industries [oh yes and individuals] who use the internet and social media for the livelihoods. Just imagine, you are a Career Strategist or Recruiter or Job Seeker or Other person - and you 'share' information with someone else to benefit or help them, lets say - promotional video of yourself or a company and someone does not like that you have shared the video - You are guilty and can get blacked out, along with the ISP you use and your account could go 'black' [taken off-line] - until such time as you prove that you are innocent [hope you have a lot of money and patience for that].

I would strongly recommend everyone set aside 15 minutes to watch and listen to Clay's explanation and then pass the word around friends, family, colleagues, etc...where ever you live. Because if SOPA and /or PIPA [or any other iteration] get through then:

Read before your submit that resume/cv....

2012-01-16T10:00:00.000-05:00

Today is Blue Monday - it is apparently the most depressing day of the year. This is because people realize that; they have just received larger than expected Post Christmas Bills, the New Years Resolution has gone the way of others and traditionally this day is the darkest day weather wise [cold, damp snowy, blaa, etc...].

I can now add another reason why it is Blue Monday for the Job Seeker / Career Changer / Recruiter / Hiring Manager:

TIME WASTING

We all know how valuable time is during our working day, and Job Seekers / Career Changers [in general] appear to practicing and perfecting the art of 'Time Wasting' to an increased level these days...HOW?

By submitting Applications/Resumes/CV's for position titles that they like or feel they can do, without actually reading and learning about the role, duties, minimum requirements and what the company does!

Just because you 'like' the job title or had something similar in the past does not mean you can or must apply for this one - STOP before you press submit, send or apply now. To prevent 'Blue Monday' [or any other day of the week] read through all the information provided, including checking out the companies website/business profile. then answer the following questions honestly:

Do I meet the minimum criteria [education/experience/background]?
Do I have the skills [actual or transferable] required?
Do I offer them [the company] added value?
Does my Resume/CV reflect all of the above?

If you can answer 'YES' to ALL of the above, then OK maybe you are not wasting time, but if you answer 'NO or MAYBE' to any of them - STOP do not submit, send or apply.

'stop wasting time' image courtesy of Tyler Shields

My record this year [2012] that is only 16 days old, is 8 submissions from the same person for 8 completely different positions, all because some had 'Developer' in the job title - including one that was for a Sales role [Business Developer]. Feeling generous, I phoned the individual and asked the 4 questions above and got 4 'No's' and I asked one other question - Why did you apply for the positions? Answer - I am looking for a job and think I could do them with training, education, and given a chance; result = FAIL. I suspect my advice has fallen on deaf ears with this one due to the individuals parting comment - "I am applying for anything and everything - something might work"

Oh Blue Monday indeed! Now dare I check my email to see....

Top Social Media Tools to use [carefully] in a Job Search!

2012-01-11T15:57:00.000-05:00

Using the list ofreasons to use Social Media provided by Lilach Bullock in her blog on Social-Able of Top 10Reasons to use Social Media I thought it would be a good starting point forjob seekers or career transition people; so, from Lilach’s reason list we have:

Reason To Use Social Media

Build relationships
Network withlike-minded people
Drive traffic to ourwebsite(s)
Sell our service/products
Show our expertise
Get support &motivation
Organise & promoteevents
Integrate with otherwebsites
An alternative to awebsite
Monitor your brandawareness

Some of the Tools to utilizeto support the ‘Reason’

1) LinkedIn, Google+,Quora, Facebook, Twitter, Plaxo, Gist, Blog, Vizualize.Me,

Slideshare, Box.Net,BranchOut, Hootsuite, Bit.ly, goo.gl, Mirror.Me, BeKnown

2) LinkedIn, Facebook,Google+, Twitter, Quora, BeKnown, Gist, Plaxo, Ning, Xing, RSS,

Hootsuite, Tweetdeck,Bit.ly, goo.gl

3) About.Me, Skillpages, Twitter,RSS, Prezi, Tumblr

4) LinkedIn, About. Me,Facebook, Twitter, Indeed, Social-Hire, Wordle, Tumblr, Bit.ly,

Goo.gl

5) LinkedIn (Groups,Answers), Google+,

Blog. Slideshare, Skillpages, Talent.Me,

Quora, Prezi,Tumblr, Mirror.Me

6) Facebook, Google+, Twitter,Quora,

Blog

7) Eventbrite, LinkedIn,Facebook,

Google+, Plancast, Twitter, Box.Net, Bit.ly,

goo.gl

8) Google+, Twitter, BoxNet, RSS, Dropbox, Box.Net, Slideshare

9) Blog, Google, About.Me,Tumblr

10) Google Alerts, iGoogle,Hootsuite, Tweetdeck

The list is by nomeans complete, new and/or improved ones are appearing. If you know of others and would like to sharethem – with your thoughts – please do.

2 Important Areas often neglected on your #IN profile

2012-01-09T15:28:00.000-05:00

Procrastination is my biggest enemy! I have been 'going to write about this!' for the past couple of weeks. And finally I got a kick up the backside by a question from LinkedIn on Job Search and Confidentiality

There are 2 key areas [sections] of your LinkedIn profile that need attention and should be as current as possible;

Firstly: Contact [First Name] for:

When you first create a basic profile on LinkedIn this one area that is paid attention too once and then forgotten about. Big mistake, depending what you allow to be visible here, will determine how LinkedIn allows others to connect/contact you. If you are 'confidentially' seeking another opportunity then make sure you un-check 'Career opportunities' and even consider un-checking 'Consulting offers':

Secondly: Add Skills:
If you have not already done so, Add the section: Skills to your profile - this section is searchable and can be used to enhance your 'find-ability':

You can add up to 50 'Skills' - so utilize and maximize this section.

If you haven't added this section to your profile yet - DO IT NOW!!!

How too: Log-in to your LinkedIn Acct, from the Top menu bar chose Profile - Edit Profile, scroll down until you see NEW Add sections - click on the + symbol on the right

then scroll down until you find Skills, select it then click 'Add to profile' -

Don't be like me a procrastinate - do it now whilst it is still fresh in your mind. :)

LinkedIn Company Status Updates Feature Added

2011-10-07T13:40:00.000-04:00

LinkedIN has released another feature that is primarily aimed at helping a 'the business' to promote updates and news - Company Status Updates, check out SironaSays blog! This feature is great news for a person if they have chosen to 'Follow' the business - on the proviso the business turns on the feature.

The Wind of Change is a Coming!! (For some of us it is already here!)

2011-07-27T12:47:00.000-04:00

The past 3 weeks has been hot, dry and slightly breezy due to a weather bubble that hung over a major part of North America. During this time people and animals spent their days/evenings moping around, sunning themselves, drinking lots of fluids, seeking shade (or an air conditioned places) and/or a cool pool to dive into and the grass/garden became dormant just waiting for the rain to return to help it/them grow an prosper.

During this same period 2 major events occurred that will have a major impact on how Recruiters and HR people handle the finding and filtering people...

Google +

Firstly, If you have been on holiday for 2-3 week, then you could have missed the launch of Google's serious invasion into Facebook's territory. Google+ is still in its infancy, however it is an infant that has grown exponentially, a recent report originally posted July 21, 2011 by Paul Allen he indicates that there are just under 18 million users on Google+ after approx; 4 weeks and 20 million plus users as of July 25, 2011 as mentioned by Mike Vilimek in his blog 'Candidates Can Now Apply for Jobs Using Google+'

Secondly, LinkedIN has launched "Apply with LinkedIn" button that can be added to job postings, thus enabling individuals to submit their LinkedIn Profile for a position, rather than a Resume/CV. This feature has the great impact on companies and how they screen 'applicants'. And, individuals who must now create meaningful and informative 'profiles', without making them read like a traditional Resume/CV.

Promoting your Skills - not just on LinkedIN!

2011-05-09T13:03:00.000-04:00

Today's market require individuals and businesses "...to find and be found"
Several prominent marketeers, including - Scott Stratten, author of UnMarketing and Martin Buckland, principle behind Executive Career Management repeat the message that skills need to be visible, prominent and meaningful.

There are a plethora of 'tools' under the banner 'Social Media' that can be used to help you be found or find others, most unfortunately have been developed for a specific country market place. Whilst LinkedIn was developed initially for the N.American market - the vision was always to be a global product with global value and variances.

I have come across a social media tool that has high potential and should definitely be in your armoury, whether you are looking to be found or are seeking to find:

Tool to help you Find and be Found!

One of the reasons I like this tool, and the long term potential, is that you can select your Country and then specify your skills using multiple headings. For businesses, you can search for people with the skills you seek, and even drill down to a specific geographical area. Check out my Skillpages profile and when you join, I would be very happy to be part of your trusted network.

Small Businesses - To Be or not to Be? That is the question!

2011-03-30T10:08:00.001-04:00

We don't have the time! We don't have the technical know how! It is not in the budget!, blah blah blah!!!!!!

Stop making excuses Small Business Owners! There are numerous components to your businesses success, including; location, customers and people. Can you really afford not to be 'found' by potential customers? So which part of the Bard's famous quote "To Be or Not to Be?" relates to YOU and YOUR business? The answer is clearly 'To BE!" and you need to get your product, service, message out there, with a dedicated web presence.

It is no-longer sufficient to be listed in the phone book or put your business card on a notice board at the local Supermarket/Grocery Store. A recent article in The Globe & Mail noted that '1 in 5 Google searches were for local content'

Help has arrived by way of 'Canada Get Your Business On Line' this is a great place to start and is a collaboration of Google, Yola, Rogers, RBC, Canadian Chamber of Commerce, Canadian Internet Registration Authority, Globe & Mail and Silver Lining Ltd. Importantly this is a FREE service for the first year, and the costing thereafter is very competitive.

Some may be asking how this relates article relates to 'People'? Its simple, to me at least! 99.99% of small businesses are made up of people who have taken the brave step in their career by working for themselves rather than be an employee. And just like the people I help and assist who are transitioning in their career, today's marketplace requires that they have a web presence, thus enabling them to be 'FOUND'

Whether you are a 1 person operation, a family run business, or a couple of friends joining forces to do what you do best - YOU MUST GET YOURSELF FOUND!

Don't Procrastinate - Be Positive - Do it Today!

This service will help you take that first step in a positive direction, and let people know - WE ARE HERE

Light Humorous Reading - Temperature Conversion

2011-01-27T15:04:00.000-05:00

I apologize for those who have seen and read the following, but as I have visitors over from the UK and we got to discussing the differences between Canadian and UK life, this came to mind...

The Official Canadian Temperature Conversion Chart - Hope some chilly morning it makes you smile...

50° Fahrenheit (10° C)
· Californians shiver uncontrollably.
· Canadians plant gardens.

35° Fahrenheit (1.6° C)
· Italian Cars won't start
· Canadians drive with the windows down

32° Fahrenheit (0° C)
· American water freezes
· Canadian water gets thicker.

0° Fahrenheit (-17.9° C)
· New York City landlords finally turn on the heat.
· Canadians have the last cookout of the season.

-60° Fahrenheit (-51° C)
· Santa Claus abandons the North Pole.
· Canadian Girl Guides sell cookies door-to-door.

-109.9° Fahrenheit (-78.5° C)
· Carbon dioxide freezes makes dry ice.
· Canadians pull down their earflaps.

-173° Fahrenheit (-114° C)
· Ethyl alcohol freezes.
· Canadians get frustrated when they can't thaw the keg

-459.67° Fahrenheit (-273.15° C)
· Absolute zero; all atomic motion stops.
· Canadians start saying "cold, eh?"

-500° Fahrenheit (-295° C)
· Hell freezes over.
· The Toronto Maple Leafs win the Stanley Cup (and I'm rooting for them!)

Preparing Generation-Next (Gen Z) with what they need to know about the Workplace!

2011-01-05T14:09:00.004-05:00

Are you interested in helping the next generation preparing to enter the workplace?

Please read below:

Who:

An invitation has been received [and graciously accepted by yours truly] from Gaby @ KCI via the Communitech BEP Coordinator for me to present to and motivate Grade 11/12 students who are preparing for their Summer Co-Op / Intern / Work-placement with local companies.

Helped:

In developing an activity based presentation and seeking input/contents that will assist in preparing the Generation-Next [GenZ] to be valuable during their placement and gain from the experience.

You:

Having been through this experience as an employer or student, we know things we did well/bad, things we should/should not have done, etc... What advise, guidance, ideas, thoughts would you like to impart to the next generation?

If you are inclined to help, please send your thoughts, ideas, experiences, likes, dislikes, view, opinions, etc... to me and I will attempt to incorporate as many as possible into the presentation.

I can be contacted via email: john[at]resourceful[dot]ca or send me a message on Twitter or Facebook.

PMA - We all Need it!

2010-12-07T13:48:00.003-05:00

Talking to a group of recent immigrants who had taken the initiative to learn how to secure employment in their new country - Canada.

During our conversations I emphasized the need for each and everyone of them to possess a PMA - Positive Mental Attitude. Several gentlemen looked quizzically having thought I used another 3-letter abbreviation, the ladies present just smiled and nodded...

After explaining further, and discouraging them from adopting the "Self-fulfilling prophecy" vision, I remembered a video by Zig Ziglar - Attitude and wanted to share it with everyone as a reminder that even during difficult times, the possession of a PMA will help drive ourselves forward and this will translate into growth and benefits for self, family, business and the future.

Today, whether a business seeking growth or an individual seeking new or different opportunities, embrace a PMA

Dear Mr President / CEO / Chief Company Strategist...

2010-09-08T08:34:00.013-04:00

You have made the decision and chosen the strategy of hiring only the 'best' graduates to drive and support the company into being the 'best'! And...

You have issued direction to the appropriate hiring/decision makers that the company will align itself with the 'local' University / College to attract and hire the 'best'! And...

Your HR department (whether internal or managed) and hiring decision makers spend countless hours nurturing contacts, developing a network, schmoozing, attending un-events, building pipelines of potential 'best' graduates for the coming year[s] from the aligned / affiliated establishment. And...

You pick up a snippet of news that the latest recognized and acknowledged World University Rankings have just been released - beads of perspiration appear on your furrowed brow - where are the chosen establishments? Relief at seeing the aligned/affiliated establishment name appear in the list of the Top 200....not bad, pat yourself on the back, send out a link to the rankings to all within the company to promote the strategy. But wait...

If your strategy is to attract the 'best'! Is the direction and execution really delivering 'the best'? Just a question...

As in all things 'business' - everyone involved needs to evaluate the chosen direction and assess the value of the chosen execution with honesty and integrity mindful of the real value/worth to the business...the best will prosper, the strong survive, the diverse grow and become recognised as 'the best'.

Does your Job Search Pass or Fail the 3-Legged Stool Test?

2010-08-10T12:59:00.015-04:00

So you have decided [or been chosen to decide!] the time is now to seek a new career / job / opportunity...

Reality sets in very quickly for some, and takes a little long for others, and intolerable time for a few, before you are able to answer and understand the WHY question [could be: new challenge, promotion, career shift, redundancy, etc...] Now you are ready to move forward and take a positive and realistic approach to:

The 3-Legged Stool Test...

I am told that I am terrible for using analogies to explain my arguments, thoughts, ideas or plain conversations...and the 3-Legged Stool Test is no different...

Before [and during] your job search get off to a roaring pace, you need to imagine sitting on a 3-legged stool, the goal being - achieve a level seat area and not too wobbly. I am going to assume you know to position the stool on level comfortable ground first.

For this I want you to take the following questions and imagine each is one leg of that 3-legged stool...

What? [do what you want to do...]
Where? [geographical or physical location of the What!...]
How much? [do you need to support the first 2 Q's]

To pass the test, each leg must be of equal length [take and apply a realistic, obtainable and deliverable approach]. Easy eh...I don't think so, so many people put unrealistic values to one or two of the answers...here is an example! A new client came to me and he had prepared his 3 answers, and said his stool was level - you decide...

What - Nuclear Physicist - Power Generation (he had PhD and experience from another country)

Where - Rural area of South Western Ontario (likes open spaces and going for walks and decided this was were he wanted to live with his family)

How much - Six figures plus

OK, so what is the problem here... Er-mm! let me see, first - NO companies or facilities employ his What within 200 kms of his Where, his How Much is therefore irrelevant.

He Failed the 3-Legged Test

After identifying his options, he recognized that he could still achieve his What and How much by adjusting his Where and so leveling his stool, not wobbling around and oh yes, did I mention, he would be living in a rural community and satisfy the original reason for his Where...he now re-took the Test and Passed.

If you are conducting a job search, go-on take the test and see if you are level and stable, or leaning and wobbly!

A funny thing has happened at the HRPA!!!

2010-06-18T13:33:00.004-04:00

OK! OK!! OK!!! I know what you cynics are going to say - How can I have "funny" and "HR" in the same sentence? Please allow me to explain! Warning - if you are of weak mind and character? do not read further...nor watch the related video...you know who you are.

The other day, whilst diligently going about my normal work related activities, I was pointed towards a video on YouTube and recommended to watch it. Never one to avoid embracing the plethora of social/multi - media tools, and I am a sucker for a good movie, I dutifully clicked on the link and ...

What is this? Are they serious? Which forward and modern thinking person came up with, and created this?....Awesome!!!

Please, oh Please tell me this is real, not a joke! Have some senior people in the HR world finally realised the need to embrace and engage the present and the future and REALITY. Taking a humorous approach to promoting the profession will and can only change the status and view of HR professionals in the eyes of everyone else, they will be viewed as real people, just like the rest.

Now, I can hear the screams of derision, and see the written 'horror' expressions flooding the local HRPA Chapers, such sentiments as: "I want my membership money back!" or "How can the HRPA sanction this?" or "I am embarrassed – it wasn’t even funny. Clearly they need better writers." and one final item "At times [such as this] I question what value the CHRP really has on my professional career, the true value of membership of the association, and this [video] seems to have given me my answer".

This video so reminds me of the Professional Accountants when they produced a couple of videos that included humour...what ever happened to the peanut and where did it ended UP?

Before anyone starts pulling their hair out, or pulling their membership of the association...STOP and ask yourself a question and be honest and a true 'professional'...Why use humor to advertise the association? What message[s] are the producers of this video trying to convey? Who is the target audience/market?

Not being privy to the inner sanctums of the HRPA or the creators of this video, can I give you my answers to each question: Why - to show an ability for the profession to think outside of the 'norm' and show the membership and leadership can and do embrace change. What - to raise awareness of the association and promote the profession of HR as human, not aloof, stuffy and full of own self importance. Who - to attract the present and next generations into the profession and prepare them to influence.

Members of the HRPA who are on LinkedIN, and after reviewing the video, I encourage you to make your voice heard checkout this discussion.

Members of the rest of the world who are neither HRPA members or on LinkedIN, please add your comments to this blog and I will communicate them to HRPA leadership...with humor and a big smile...

Thank you all, and note I am not having a dig at anyone, just encouraging the promotion of this video and to stimulate discussion...oh yeah! and to have a laugh

Not a good reason for NOT embracing Social Media...

2010-04-26T10:55:00.002-04:00

Guess I need to re-think my objection handling techniques...During the training session, to a group who wanted to learn how to embrace Social Media in their job search, several tried to find any reason NOT to embrace social media.

"What about my privacy - I don't want people finding me and stealing my identity!" The individual was of a generation were communication was conducted in person, via a phone or by writing a letter (by hand and using a postal system) and 'trust' was a value practiced by the majority of people and companies.

Identity theft is very important and you must take every precaution to protect yourself. However, to use this an excuse for not using social media in a job search, the individual missed the 'principle approach' to using social media as a tool.

3-Step thought process I introduced:

Develop: A separate 'personal' and 'professional' presence, use a consistent 'brand' name and write a 'bio' in the 3rd person that sells 'YOU'

Establish: Credibility and reputation by interacting, communicating and updating regularly

Monitor: On-Line Reputation by establish a regular routine for monitoring, reviewing and challenging (as appropriate)

Developing and deploying a professional on-line presence need never compromise ones privacy, by taking basic and simple steps you can promote YOU and attract quality and appropriate attention.

Now, I have to go and practice my objection techniques...

What Title are You?

2010-01-05T13:00:00.003-05:00

During the drafting of my last entry, I had several unrelated thoughts and made a note of them for future entries. What is new in that? well, usually I file them away in my mental notebook, and recall them later. In this case, having learnt from missed opportunities, I decided to write them down on electronic paper, thankfully...Here are a few items that may apply going forward into the next decade and beyond:

If you feel the title fits with your forward thinkingness, then please adopt it/them

Some interesting Titles and Definitions:

Recruiterpreneur: refers to those embracing all mediums during the act for identifying the very best talent for an organization or business.

Talentistry: refers to the practice of impacting organizations performance through Investing In People (extractions, fillings, polishing, crowning, re-alignment, etc…).

RecruitEvangelist: refers to one who inspires others by taking up a cause and convinces others to embrace it. An evangelist promotes the cause through all and every medium available to ensure maximization of take-up by others.

I look forward to hearing any other appropriate suggestions for titles of our profession. Comments, recommendations or thoughts are greatly appreciated.

Spread the word and become a RecruitEvangelist.

Do all businesses give thought to the risk?....

2010-01-04T13:37:00.004-05:00

Being resident in a geographical area that has copious ‘Wannabees’ who aspire to be the next Mike Lazaridis, Jim Balsillie, Steve Jobb, Larry Page, Sergey Brin, Ilya Grigorik or other such greats in the local technology entrepreneurial marketplace.

According to sources, the region has a very strong ‘geek culture’ mainly due to the proximity of a university ranked 113^th overall by Times Higher Education World University Rankings and the region has positioned itself to support through commercialization of innovation, creating economic prosperity by removing barriers to the creation and growth of technology companies.

Despite all the kilowatts of brain power and ideas emanating from these ‘Wannabees” (…and I hope they all work out, succeed and become rich and famous), I am truly amazed at how limited they understand the people side of their business, most often relying upon their financiers (Venture Capitalists, Angle Investors, etc…) to provide people solutions for them.

With all businesses, RISK is a key factor when it comes to any decision making, applying a RISK ANALYSIS approach to your present/future peoples needs, is critical:

Risk = Probability of Event (PoE) x Cost of Event (CoE)

For the Hiring/Recruitment process, the Probability of Event analysis would (or should) have been completed, now comes the often omitted part of the process – Cost of Event analysis. Using the same decision tree/mind map used in the PoE, attribute a true CoE, ensuring hidden/in-direct costs a attributed. When considering the true cost, consider – not only the time spent conducting the event, but the cost of not doing other events/activities. The cost of not doing could very well out strip the cost of doing. So if you are involved with a business/organization that has developed the product/service and are now growing your team, ask yourself: What is the REAL CoE?

So what has CoE to do with the Recruitment? Simple really (don’t let your internal influencer's tell you anything differently!):

Probability of Event is extremely high due to 4 key factors:

The need for additional people to support growth/expansion
The need to replace people who move on to new/different challenges
The need to replace existing people that are not a ‘fit’ for the future culture/needs of the business.
The need to Invest In (the right) People is paramount

Cost of Event (Direct and In-Direct)

Time required to properly scope, define, determine, identify, qualify, solidify and secure consensus on the position and person specifications
Time required to identify and secure the new person
Time taken away from all other duties, responsibilities’ and activities whilst conducting points 1 & 2
Material cost of marketing opportunity to outside world
Material cost of activities related to securing new person
Non recoverable lost time costs
Cost of un-suitable person in the position
Cost of lost reputation with customers, through Inaction/Slow action

Using a simplified weighting chart, lets consider the RISK of using the wrong solution for the on-boarding of your people;

Weighting values – 1=low, 2=moderate, 3=high. Now apply to formula:

R = PoE x CoE

Option 1: Need people = 3 | Using Internal resources = 3 | therefore R = 9
Option 2: Need people = 3 | Using External Professional resource = 2 | therefore R = 6
Option 3: Need people = 2 | Using Internal resources = 3 | therefore R = 6
Option 4: Need people = 2 | Using External Professional resource = 2 | therefore R = 4

A qualifying note here; External Professional resource is 100% focused on the events related to Recruitment, they are not diverted by other duties, responsibilities or activities. Internal resources have their primary functions and recruitment is an also do function.

All professional external resources will always want to make sure that the PoE analysis has been completed and clearly establish the CoE before proceeding to ensure complete and satisfactory delivery to mitigate R.

Similarities between Pest and Talent Management!

2009-11-25T11:44:00.002-05:00

Having just put the finishing touches to my presentation for the upcoming talk to 300+ Golf Course Superintendents on Embracing Leadership, the organizers called and mentioned that the talk needs to comply with certification requirements of the society...can I 'tweek' my presentation please?!!!

TWEEK...re-think is closer to the mark...On reading the 'criteria' I found that there are strong similarities between Integrated Pest Management - IPM (http://bit.ly/5OcjFc) and Talent Management...apart from the obvious. So 'tweeking' it is...

4 Stages of IPM: 1. Set Action Thresholds 2. Monitor and Identify Pests 3. Prevention 4. Control

4 Stage of Talent Management: 1. Develop and Set Action Control Points 1. Identify Talent Requirements 3. Internal Re-structuring 4. External Targeted Solutions

The only area of non-similarity I can see is during the 4th Stage of IPM - Control - when they talk about 'disrupting pest mating'...don't want to consider that even when working with a Family run business.

Who Owns your Resume / Curriculum Vitae?

2009-09-10T08:51:00.002-04:00

In the ever changing world of the Job Search the need to change and maintain your resume/CV is paramount. So the question I ask all to consider is: Who owns your Resume / Curriculum Vitae?

It is a simple answer - YOU - not a career councillor, recruiter, next door neighbour, Microsoft or any other entity who provides input, guidance or advise. It is YOU!!! Remember, the resume/CV is one of YOUR marketing tools, and is used to position you against other 'products' competing for selection by the customer.

Yesterday I was reminded by a recent university graduate of the level of influence seasoned people have on job seekers, when it comes to helping prepare their resume/CV. As any professional, we must be very careful when providing advise and guidance to not loose sight that the resume/CV we are helping the individual prepare is not our property, but theirs. Also, recruiters must not take liberty with resumes/CV submitted and them 'modify' the contents to better present to the client...Ermmm! wonder how many recruiters still do this, I suspect quite a few.

If you are the owner of the resume/CV, make sure that those representing you don't put words into your proverbial mouth. Yes! all those who are openly or secretly seeking other job opportunities should seek input/guidance/advise from professionals to ensure that their market face is the best possible. One caveat, always challenge the person/organisation who is providing assistance by asking a couple of simple questions:

When did you last successfully write and present your own resume/CV?
What final outcome do you expect? once you have finished assisting in my resume/CV preparation!

There are others you can ask, and if you think of them ask away! these show that you are completing your due diligence when it comes to your preparation and determination to WIN with YOUR resume/CV.

Finally, your resume/CV has achieved its marketing purpose - once you get an interview...from then on it is up to you. Your resume is then a written document that can be used to 'hang you' if the contents are found to be untruthful.

Are we losing the art of the written word?

2009-07-28T12:54:00.003-04:00

With the active encouragement of the media, more and more people are using 'Social Media' to communicate their wants, needs, thoughts, opinions and just plain 'tittle-tattle'. This is greatly encouraging, but is this 'explosion' impacting on an individuals ability to write proper English?

Having just read an interesting article in the local newspaper (electronic version at least) on declining standards in English communications [link to The Record article: http://tinyurl.com/kqswrx] this made me wonder about the overall standards of both written and verbal English communications within the talent management world?

My mind travels to the title words of Bob Dylan's song ~ 'The Times They are a Changin' and how it is so true, even more so in the present day. The written word (CV or Resume) is a key tool in the marketing and presentation of the individual, so correct and appropriate usage of English is one of the keys to success. The reliance by individuals on spell and grammar checkers, coupled with increased utilisation of templates for document layouts is pushing people further away from using their own abilities to present their own written word.

As more and more companies rely upon 'parsing' software to pre-screen submission documents, the less people are able to write and present themselves. They just increase their ability to present what the 'software' requires. Example...how many people noticed my spelling of 'utilisation' and thought - "That's wrong!"? People program and populate the date of on-line dictionary's that the 'parsing' software use to 'check' the a person qualifications and qualities against the specification. If these people don't have good awareness and knowledge of the language! How reliable are the results of 'parsing'?

In every profession, the need to communicate is essential, the importance in correct, appropriate, relevant and quality verbiage will help position the individual ahead of others. Believe in the power of the written word, resist the habit of communicating in your professional life, the same way as you do in your 'social' life...In Talent Management, I do not just check out your written word, as you present to me, I look and find other examples of your 'communications'...Big Brother/Sister is here and can check you out...be consistent and be true.

Soft Skills by nature has always been important!

2009-07-06T10:11:00.007-04:00

With a plethora of new methods, solutions and gadgets being unleashed onto the market from the Technology generation, I must have missed the product that could 'Read the mind of a Procrastinator - and then publish his thoughts'...I know the title is long but you get the idea.

Since attending a presentation on why new immigrants struggle to land a job in their 'profession'? I have been rattling around with several versions of this rambling...my draft folder can attest to this fact, so here goes...

Whether you are a Start-up or Established business, the people you engage and represent you is a direct reflection on your company/business/product. The make up of the people is key to your success, the make up [of each individual] contains both hard and soft skills...all to often the traditional focus has been on hard [technical] skills with a little on the soft skills. But when you get down to the nitty gritty, the soft side of the person was important, e.g. How many times did you ask behavioural focused questions?

In a recent article in ITWorldCanada website (http://tinyurl.com/kkd7s6) entitled 'Soft skills are sexy' recognition at last that the tech-market people need to embrace the soft side of people skills for their future careers.

During my screening and interviewing process, I keep in mind the chart above and use it to develop a 'picture' of the person, this better enables me to provide guidance and advise on the areas the person needs to develop or work on - this can be for a specific position/business or in general...my goal is to aim for Utopia (Green), and I'm still waiting to get there but have been close numerous times...just a little bit more effort required.

Using the chart, I recommend you carry out a compression of New applicants [Immigrants] v New employees v / Existing employees, and workout were each category fall...Does your present process reward High Technical Skills at the deference to Soft Skills?

Final note, the development [training] of Soft Skills is far less expensive and gives greater ROI than not hiring/team building based on Technical Skills alone.

When is an Agency - Not an Agency?

2009-07-02T13:45:00.003-04:00

Getting my time management skills honed, practising what I try to preach, and then along comes an email that blows my planned schedule away...I had just finished dealing with my emails, had eaten my 'live frog' (checkout Simple Truths and the video @ http://www.eatthatfrogmovie.com/ and you will understand)...lol

OK, so, up pops a new email from what I thought was a new competitor or an existing one who was taking a different approach - the Subject line was 'Need a reliable source for Your Staffing Needs - Call Us!'

Like an old fool I opened the email, and whow...it was from a Local Union Hall promoting themsleves to me...well to me as a potential employer...Interesting eH!

This got me thinking...under present and future legislation (in Canada at least) Recruitment/Staffing Agencies are not permitted to charge individuals for any or part of their services to the individual...BUT...Union Halls can, they charge a membership (Union Dues) fee and present them to employers, and place the individual - singularly or as part of a team...but the Union is not classified as an agency and therefore are not covered by the same rules/legislation...they (Union Hall) are a 'Club' - this term comes from the MOL (Ministry of Labour).

So to answer my own question - 'When is an Agency - Not an Agency? When they are a Trade Union...

I have sent a request to clarify to both MOL and ACSESS, and eagerly await their replys...

Leadership - Upcoming Seminar/Presentation - Who Me?

2009-06-03T14:57:00.002-04:00

Where has the time gone?…just checked my diary [well…electronic version] and realized that the time is fast approaching June 15^th for my presentation on ‘Monday Morning Leadership’ [click to download PDF] at Bingemans in Kitchener, ON. Presently have around 40 people attending, from a good cross section of industries and levels. Still got approx; 20 places left, if interested let me know at johnrose[at]bell[dot]blackberry[dot]net

The good news is that some companies who are unable to attend (on the date) have booked ‘On-Site’ presentations…

During my preparation for this subject I have become more aware that the Millennial [Gen Y] group amongst us are far ahead in the use of, and benefits of technology and social media when compared to BB, Gen J [Generation Jones] or Gen X’s, but, due to an ‘entitlement’ attitude, they want to climb the ladder quicker, without all the tools required to handle the role and responsibility of leading and managing people. Without doubt, they [Gen Y’s] have the hard [technical] tools – but are short in the soft [people] tools.

Is it their fault if they are weak in the soft skills department? NO, they were promoted to a position of leadership because the company/business does not want to lose a great technical person. It is the companies’ problem when the leader cannot ‘manage’ the team through lack of life/soft/people skills, knowledge, experience, etc…

Take an example from a recent conversation I had with a Senior .NET Developer – he felt that because he had proven his abilities with a company in doing his job, he should get a ‘substantial’ [20%] pay raise! Knowing the company in question (and the individual), the 3 options open to the company are: Pay the monies and cause all others in ‘like’ positions to demand the same, or Promote the individual to a management role which achieves the dollar value expected, or thirdly lose a skilled team member to another company willing to pay. When I pointed out these options to the individual, the answer was obvious – make me a manager then!...Now I adopted my recruiter head and said “What management/leadership qualities do you offer and would bring to your team”?...stunned silence…long pause…then “I have been doing the senior role for 4 years and feel I have earned the position”. End of argument

Moral of this – person with Ooddles of technical skills and Zero soft skills means promotion on merit and abilities…NO…next person please!

And what you might say has this to do with the presentation, well! the leaders and managers of today are the ones selecting the leaders/managers of the future…it is never to late too learn something that will help ‘lead’ from the front!

What is the difference between a Sourcer and Recruiter?

2009-04-28T16:07:00.002-04:00

‘Positioning’ and ‘Social Media Footprint’ are terms the marketing industry is banding around as the way for Recruiters and Talent Management professionals to get the word out that they exist…’Got to have people following you! connected with you! able to Google you! and find you’!...Yep, all very true and essential in today’s technology just look at: Facebook, MySpace, LinkedIN, Twitter, Ning, Xing, Digg, etc…etc…etc…and the list goes on. But what about the making sure the users understand the difference between functions in the People industry?

From the explosion in the use of technology and the expediential growth of Social Media in the toolkit of Job Seekers and People Finders, these essential tools have spawned and increase in the numbers of people do not know their history of the Recruitment Profession. Take yesterday as an example;

In a meeting with a ‘Director of Human Resources’ for a technology company, the person is bright, high energy, technologically astute, tuned in the use of social media tools and connected locally and across the Province…wonderful, after we chatted for a few minutes, I was asked “What is the difference between a Recruiter and Sourcer?” After picking my chin up and removing the dumbstruck expression from my face…I presented my interpretation of the difference between them as:

Sourcer (Name): individuals, operating by themselves or for a business, who through the use of technology, including social media, Directories, Hoovers, LinkedIN, etc…generate a list of peoples names, against a predefined criterion e.g. Skill – Marketing, Company – IBM, Location – Toronto. Another I saw recently was: Skill - Six Sigma Black Belts, Location – Montreal - this Sourcer shared their success (they had found 500+ names) and asked “Anyone what to buy them?” Sourcers’ get paid for ‘generating’ names. One such Sourcer is Maureen Sharib, a well recognized name in the industry, check out the sample at http://www.techtrak.com/sample.html

Recruiter: Fall under 2 main categories (practitioners’) in this profession – First is a professional who deals with Search and Placement of an individual against a specific requirement, for a specific position for a specific company…sometimes they are called Headhunters, Executive (Niche) Search Consultants, Placement Consultants, etc…these individuals will use and engage a multitude of tools, resources and connections to meet the clients requirement. (not to be mistaken with Internet Recruiters who just use Job Boards and the telephone). Second, is a person who Staff’s a requirement from a list of names/profiles in a pre-screened database and present resumes of people to the client for selection…some even just inform the client who has been selected and placed…

...After my explanation, the client was amazed at the difference, then admitted not knowing there were different ‘Recruiters’ out there either. Glad I did not have to go into comparing Corporate Recruiters v Agency Recruiters v Independent Recruiters…time was ticking along and I could hear the patio calling…J

Spread the Local Word...Twibes

2009-04-28T15:17:00.002-04:00

As a Professional Amateur in the Social Media world, I am looking to develop areas of business connectivity...one focusing on Professional Canadian Recruiters, the second for more targeted Professional Recruiters in the Canadian Technology Triangle around Waterloo, Ontario.

I have made the first little step, by setting up 2 groups (twibes) for those who are, or will be on Twitter. I am asking those who are engaged in the profession of Recruitment/Talent Management across Canada and the Tech Triangle to join either or both groups.

As the group/s grow and expand, others will follow and the Social Footprint of the profession, country, location and skills will reach a wider audience...So, if you already have a Twitter Account, click on the links below and Join the Twibe.

Canadian Recruiters: http://www.twibes.com/group/CanadianRecruiters

Technology Triangle Recruiters: http://www.twibes.com/group/TechntriangleRecruitment

If you don't have a Twitter account yet, no problem click on the link below and complete the simple registration form, Viola....you are ready to go Tweeting and Twibing and learning...

Twitter Sign Up: https://twitter.com/signup

Happy days are here and promise to only get better, embrace and enjoy...

What do they have in common?

2009-04-15T14:19:00.002-04:00

Yippee...manged to get my client and candidate to sitdown and agree on everything...wonderful! now it was time to complete the paperwork and close the process loop...not that I need any excuse to be distracted, but in this case, well worth it, so wanted to pass the following links along and hopefully people will start to think and consider how they do [our] business, when it comes to people...

The first article link looks at Recruiters and how they can fail their candidates: http://tinyurl.com/dmfyvj

The second article looks at HR and why they are seen as failing applicants: http://tinyurl.com/czssbb

Both these are curtosy of www.careerealism.com

Best Practices over Bad Behaviour Part 2

2009-04-13T16:55:00.001-04:00

So now imagine us [Professional Recruiters] have got ourselves organized, regulated and out of the doghouse with various industry segments…what is the next step in the re-evolution process? Possibly ‘learn from the old, use the present and develop the new’! Whether it is technology or the people engaged in its use for the purpose of filling the open positions…not just to keep a pipeline full of names and contact details for future use…as if this ever happens :-J (TIC)

A discussion took place this morning, on the merits of a major technology firm [located in the Technology Triangle] having a very large HR department and yet having troubles attracting and hiring the people they need. Often, being on the outside it is easy to comment, criticize, and identify the issues/challenges. In this case, 2 of the people in the discussion have experienced the ‘firms’ process first [and 2 and 3 times] hand, with a common thread coming to front and centre…The process appears to be more important than the people! Qualifying statements have been heard from the ‘firms’ people saying – “that is how we do it here and it works well”…Guess what folks [at the firm and others who think the same] if you are having problems attracting and hiring people and retaining in this market...something is wrong with your process!

People create, design, develop, deploy and deliver…and funny enough use the firms’ product(s), so why are you having trouble? Could it be that you have taken the ‘people’ out of your process and apply the ‘technology solution’ of Web 2.0 to your process. Or, is that most in HR departments are made up of individuals with a CHRP designation [or CHRP Candidates]? I am thinking that I need to go back to my old [edition 7 is currently being used on courses] HRM publication to see if HRM still focuses on the strategic aspect of businesses, and Personnel/Resource Management is responsible for the day-to-day operational aspect of people [business] …

Professionals in the recruitment, retention and training aspect of business have kept abreast [often taking a leadership role] in attracting and delivering the best people for the needs of the business and position…because that is what they do! Not the other 20+ functions a businesses HRM person is responsible and paid to do…

A common sense approach would be the use of dedicated, regulated and registered professional, who’s focuses is on Recruitment, this would be the same as if a business was looking to fill a specific position in their organization, a specialist or Jack of All Trades/Master of Non. Surely it is better to identify, select and engage the best focused skilled person for the role…not someone who has 20+ other functions to do…just thinking out loud…

Best Practices over Bad Behaviour Pt 1

2009-04-06T13:32:00.003-04:00

How frustrating must it be [for businesses] to source reliable and trustworthy information about the 'Recruitment Company' that are calling on them 20 times a day, by phone, email or in person...sometimes even a combination of 2 or more...

On moving across the pond [Great Cold North Atlantic] I was surprissed to find out that anyone can set up [in their basement or sub-let desk somewhere] and call them selves a Recruitment Agency/Company, and operate legitimately...Their in not even a need to be licensed to practice the profession that deals with peoples careers, employment, job search, future life...WOW!!!

For me, as a Professional in our industry [I am not perfect, some will say far from it, and who am I to argue with my mother...;)] firmly and strongly believe the Industry has allowed [or in the process of allowing] itself to fall back into the same category as the Used Car and Insurance Sales People of old...un loved, un respected, un valued and un wanted...

The used car and insurance industries recognized this, and changed the market places perception of them into regulated and disciplined practitionaires - Yes, there are some un ethical and un licensed practitionairs still operating in these industries...so! 'Caveat Emptor' and by asking a simple question like...Are you Licensed to Practice? often points you towards a seat or the exit..and pretty darn quickly...

Why am I rambling on about this....today in 10 phone calls to companies...each one came out with the same statement..."Agencies [Recruitment]are all the same!", have I missed something...has a seminar or webinar recently been made on 'How to annoy a Recruitment Professional...tell them they are Not Professional because of others Bad Practices!"

More to follow on this subject, need to go and get a used car without insurance and run over the line-up at the Williams Coffee Pub drive thru...

Only kidding!...

Tomorrow here already!!!

2009-04-01T14:40:00.002-04:00

Arrrrr! Intranet network crashed and lost connectivity to our remote server (both database and CRM program)…fingers crossed it is not the Conficker worm virus…Phew! Not a problem…tech support are replacing our server, apparently it is 5 years old and out of date, but working fine...lol

Compounding the issue of accessibility was the inability to get on the internet and remotely access the system…what a shame…will have to go and work from home and hope my internet is working from there!!! So a quandary to pose…What happens to businesses that wholly rely on these technologies for their everyday operations, when the technology is not available?

Recently, on LinkedIn, a question was posed at to the future of ‘e-cruiting versus traditional recruiting’ (no definition of what the author means)…Which one would survive beyond an event such as ‘catastrophic failure of technology’?

I guess both questions are seeking the same answers…and are asking a generalized question of….What will tomorrow bring?

A cynic would answer: Death and Taxes!
An optimist would answer: Prosperity for all!
A pessimist would answer: Nothing good!
A pragmatist would answer: Changes for all involved!
Me, I would answer: An opportunity…

My answer to the question of ‘What happens to business…?’ The opportunity to review practices and processes and people, build the team (with the right people) for today and the future – not yesterday, who will; resolve the issues, tackle the challenges, overcome the obstacles.

As for ‘the future of e-cruiting versus traditional recruiting?’ those who have a full toolkit of skills, abilities and value the role of the profession in yesterdays’, today’s and tomorrows’ market place will flourish and prosper. Others will wither and drift onto another profession…just look at how many recruitment businesses or people have disappeared from your market place, look and see how many big players are reducing and consolidating their service centre’s into the larger metropolis...

All businesses should be taking a positive approach today, think of the implosion of the economy the same as catastrophic technology failure! NOW is the opportunity to resolve the team issue, by reviewing what you have, decide what you need (for the future) and remove, replace or re-train individuals (willing and capable too be!) for the bright future ahead.

Twit and Twitterer or is it Twit and Tweeter?

2009-03-13T14:11:00.005-04:00

Friday March 13th and I felt a 'right one' this morning - TWIT - definition: Noun - informal; a foolish or stupid person (Free dictionary)...there I am talking with a client who just advised that they had not received the e-mailed proposal document we were going to review...Could I find the original email...NO!...the network took that precise moment to 'go slow' and then freeze.

With apologies sprouting forth, whilst feverishly trying to re-boot my machine, we fell into a general chat on the current trend and tools for sourcing good people... you guessed it ...TWITTER came up as a subject of common interest...

The embrace (of Twitter) by all ages and from different walks of life is of great benefit to 'Talent Spotters'...the explosion in the use of social networking tools means the world is getting even smaller (figuratively speaking...please don't ask me to join-in on the 'State of our Plant' debate - enough said :-) and 'spotters' can seek out people with skills or background to help fill a companies hiring needs.

I remember when SMS on your cell phone was introduced and it (they) claimed to be the next great communication tool...tried it, saw my cell bill against quality of results...decided not for me thank you. Twitter is SSMS (Social Short Message Service) and well worth the effort to learn and use...As I am still a newbie (so new in fact, I am not sure of the Twitter name for newbie...there is one for sure). Whether you would consider using it for social or work networking, I would recommend that at the very least you take a honest and open view of what it is about. The following are just a few of links to check-out and read up on Twitter and would like to thank the people on Twitter who provided the links:

17 Ways you can use Twitter: A Guide...

How Twitter Can Help at Work

New on Twitter? tips and Hints

Twitter for Recruiting Part 1 and Part 2

...the list could go on and on!!!

Enjoy the journey into 'Twitter World', and please feel free to post your comments, thoughts and views...

Have a happy and uneventful Friday the 13th for those of you not superstitious!...

2009-03-09T13:22:00.000-04:00

An interesting and enlightening day was had at the Global Skills Conference 2009, held in Kitchener recently (http://tinyurl.com/bkjyd2). The event reminded me of the numerous training and enlightenment programs I attended when I first started out in Personnel Management, dealing with multiculturalism and just how confusing the beloved language of English is!

Even with the present challenges facing businesses in the current economic climate, Diversity (the quality of being different – definition from Wiktionary) in the workplace is an issue and faces an uphill battle. In Canada, there is a positive push to ensure workforce diversity by improving the cross-cultural hiring practices and better preparing the individual for the Canadian workplace culture. The keynote speaker at the conference was Lionel Laroche, now I know those who know me will have trouble accepting this but, I can highly recommend Lionel if you need a presenter on Cross Cultural issues, originally from France now living in Toronto, he provides his services to a global audience…Yes an Englishman is recommending a Frenchman!

He really opened attendees’ eyes and hopefully their minds to the fact that cultural differences are alive and prevalent and that the individual needs to recognize that each of us must adapt and focus ourselves on the needs and expectations of the business, not the other way round, as many ‘individuals’ believe should be the case. He gave wonderful examples of miss interpretation due to the English language, now how many synonyms’ can you think of for PROBLEM? Check these out: http://tinyurl.com/8btynq

Being that English is my language of birth and practice, I miss-interpret written words, just because my birth and early upbringing was in ‘Kings English’, being from the North, ‘Queens English’ being from the South and then there is Canadian English, US English, etc…I clearly appreciate how difficult, confusing, mind-boggling and frustrating it, is for individuals who are learning and developing the new working language, must be. Check out the author and writer – Bill Bryson – notes "English is a dazzlingly idiosyncratic tongue, full of quirks and irregularities that often seem willfully at odds with logic and common sense." He has 2 books that are well worth reviewing, including: ‘The Mother Tongue: English and how it Got that Way’ and ‘Bryson’s Dictionary of Troublesome Words: A Writers Guide to Getting It Right’, he also has a new book out in May ’09: ‘Bryson’s Dictionary for Writers and Editors’, I have already pre-ordered a copy…

In terms of Human Capital, Lionel reminded us all that we must not only read between the lines of a resume/cover letter, but also consider the possibility of a different interpretation by other cultures as to what is being sought…reduce ambiguity in your presentations, advertisements, job postings, evaluations, assessments, etc…and any documents that require others to read, comprehend and understand…

Check out this website and campaign for Plain English: http://www.plainenglish.co.uk/, they even have a nifty tool called ‘DrivelDefence’.

Reading between the lines...

2009-03-04T16:35:00.000-05:00

Why am I not surprised with the failings of people who’s role within a company [business] is to review the applications / submissions for a position? Usually with HR in their title! What is going on? Have these people forgotten that human resources means ‘people assets’ and not themselves! As a professional, it is incumbent upon us to read every submission and interpret the information being presented to see if there is synergy with the needs/wants. Remember the person making the submission is not provided with a crystal ball that shows all the terms, words, expressions, wishes, dreams or even requirements’ for the advertised position…irrespective of the level or role or company.

Are you one who takes the same view as the HR person, who was recently promoted on a Canadian government sponsored youth organizations website? Here is what is being quoted:

“When applying for a job, someone's cover letter should be very descriptive, said Xxxxxx Xxxxxxxxx [hidden to avoid embarrassment and for privacy sake], human resources co-ordinator for Xxxxxxxx [company name hidden as well!]. "If people think a recruiter can read between the lines (they're wrong)," she said. "The more detail you can provide (then) I'll know what (you) mean."”

Whilst I acknowledge that cover letters are completely different from resumes, they serve the same purpose, marketing the individuals’ candidacy for the position. A cover letter should follow a simple and pointed format, concise, to the point, and short! The above person is encouraging the ‘War and Peace’ version, and not ‘Readers Digest’ version, hope they have lots of time to spend reading the fine details…maybe they rely upon ‘technology’ to reduce their workload in other areas!!

I have a strong belief that if you are not able [or have the time too!] to read and elicit a persons ‘roadmap’ from the supplied cover letter and resume, then you should not be the person conducting the review and filtering of applications…the ability to read, and over time apply ‘glance interpretation’ skills, are essential when working in human [people] management, the same must apply too ‘Recruiters’, many of whom simply forward varying quantities of resumes to clients with the hope that they hit the target.

With present and upcoming technology [the use of web-based resume screening services/software] has now affected the way hr professionals are doing a key aspect of their function. Services/software programs are only as intelligent as the programmer makes it, and then only as good as the individual who set-up the search/filtering parameters’! The ability to extrapolate ‘variations of key word searches or phraseology’ to filter out suitability is good for time ROI, but also leads to missing good people, with both the skills and background being looked for. People,

Please do not lose the ability to ‘interpret’ the written words or lose the ability to ‘read between the lines’ when it comes to resumes. Whether you are working within a corporate or agency or independent [sole consulting] environment, remember that we are in the people business and only by talking with people can we find out if they are really suitable.

Wot's in a DoB?

2009-02-24T16:09:00.000-05:00

The politically corrected days of discrimination is being (some say ‘has already been’) thrown out with the ‘bath water’ under the guise of ‘market pressures’, ‘the credit crunch’, ‘financial restructuring’ or just plain downsizing.

My updated version of ‘Ageism’ is: ‘the applied or inferred adoption of practices or systems that due to the current climate; encourage inappropriate actions based upon abilities and seniority, or lack off’

Business applied ageism philosophies are growing and affecting everyone. And before you send your comments or criticism…NO! I am not getting on the ‘generations’ kick again…I got a message from an associate who is traveling the world attempting to drum up business for his company and he asked me “What about Ageism in selling to other businesses?” Not a clue! Had never thought of it as an issue worth looking into…

Back to my ramblings…I took the plunge and made calls to several ‘businesses’ to find out what their thoughts, feelings, experience and approach is to the subject, and YES, ageism is well and proactively being applied to business practices. With the financial pressure that is being put on established and new venture companies, they are looking to get a greater ROI from their people, especially the ‘new hires’. This is being accomplished by offering lower salaries with longer periods before performance reviews are conducted…makes great financial sense, but is it really beneficial for the medium to long term for the company business?

With the abundance of human resources in the market presently, two things are a reality today:

Individuals with greater level of skills and experience are applying for lower-level positions just to keep working and to pay bills;
Businesses are growing frustrated with the flood of ‘inappropriate’ applications.

So, it can be seen, that ageism is going to be a factor when selecting and hiring individuals. Caution needs to be the watch word for both the individual and company to reduce the risk of ‘Ageism Exposure’. For the individual, only apply to those companies that meet your employability factor and experience, simply sending your resume to every position/posting will lead to frustration on your part and downright annoyance to the business. For businesses, don’t automatically delete the individual from your ‘Inbox’ or ‘database’ because they are inappropriate, how are you going to ‘prove’ that you do not have an age discrimination practice? If the only individuals you have on file are those who are ‘junior’. Litigation only makes ambulance chasers money and brings pain and heartache to businesses.

Ageism in selling has never gone away, and is more readily accepted as an acceptable practice. How often have we heard – “I can’t connect personally with that sales person! (or company contact)” and never had the courage to tell them? I know I have, but am learning to say, ‘lets try someone else to try to connect too (with)!”. At a recent Trade Show, there were 120+ exhibitors, all vying for peoples attention; afterward I was approached by a company rep; who asked “How did I manage to draw so many people to the booth?” After agreeing that our display was no better or worse than others at the show, I simply said – “I talked to and with the people, not AT the people”. The retort I got was “Oh! Is that because you have been doing it so long?” NO!!!, because I asked a question, listened to the answer, and then talked at that person’s level. Oh I nearly forgot, I added humor and personality to all the conversations, this must be because of my AGEism!!!!

Systems and People!

2009-02-18T15:57:00.000-05:00

"Systems run the business and people run the systems."

And absolutely every frustration you experience in your business has a solution. "Every frustration?" you ask. "But my frustration isn't about systems. I just can't find good people."

Yet good people are everywhere. Some may even be working for you right now, and although they're good, maybe they're not good at what you're asking them to do. There could be several possible reasons for that frustration:

They're good people who don't have the minimum required skills to do what you're asking them to do. Whose fault is that? Begin by discovering where their skills could be applied – this is called Employee Development.

They may have the skills required to do the work, they don't know how that work is to be done. They don't know what "done" looks like – people don’t posses the innate skill of “ability to read an others mind".

I suggest that's not their fault. It's yours and your managers. Even with fact that you have told them ‘What is to be done, and even how to do it’ is not enough. How often and in what manner have you “Told them”? What systems do you have in place to reinforce and remind them, and to make it possible for them to train someone else on what you want and how to do it?

When you look to systems to run your business, your thinking has to become systemic. You don't get results by blaming people. You only get intimidated people. So before you call in that employee for a little talk, make sure you have a system in place that makes it possible for them to successfully understand and achieve the result you're seeking.

A third reason you may not be finding good people may lie in your recruiting and hiring system.

What is your recruiting and hiring system?

Is it simply a sign that says "Help Wanted" or "Now Hiring"? If so, then you're getting exactly who you deserve, although probably not who you want.

Like your good employee who doesn't know what “done” looks like, your job applicants haven't a clue from your recruiting system what "help" looks like either! Give them a system that describes what you're looking for, and an opportunity to demonstrate in advance that they have the minimum required skills to make you happy.

A recent client adopted this approach, after 4 months of advertising and interviewing, the only achievement was the delivery of a high level of frustration and hours of lost productive time and no hire. Here is a summary of the example of the recruiting system implemented into their growing portal solutions development business:

The ad read:

"In need of a Business Development person to help the CEO move the business forward in these tight times. No related experience necessary. Must enjoy talking and meeting people, documenting deliverables, following written procedures and have a passion for organization. Please include with your reply a presentation on selling YOU as a product or service."

The CEO received dozens of responses, and considered only those that completely complied with his written instructions. One stood out. The individual sent a PowerPoint presentation entitled "Action Plan for Hiring the Best Fit", describing "Definitions”, a roadmap with milestones achieved, lessons learned, the system and information on ‘How too’ hire the individual, and finally, examples of non tangible qualities of the individual. The individual provided all supporting documentation/information required to ‘Hire the Best Fit’.

The client had found his Business Development person.

Is 'Generations' simply a Number? or Do the letters mean something?

2009-01-28T12:30:00.000-05:00

Let me first declare my hand...I am of actual age (at least numerically speaking) to be classified as a 'Baby Boomer' (BB). I do fall into the 'Gen X' classification for my early learning, development and business experiences.

Embracing the Technology Generation (Gen Y'ers)...In generalization, the majority of 'Baby Boomers' have moved out of the hiring/decision maker roles in companies and Gen X'ers have moved up the ladder. The Gen Y'ers are now in the enviable position to influence present and future hiring-firing-promoting requirements of businesses. Their tolls now include - Job Boards, Social Networks, Electronic Media, Blackberries...and list goes on. All generations need to embrace and engage these tools efficiently and effectively, whether seeking employment or seeking people to employ/engage.

As individuals who are involved in the people aspect of business, we must not rely solely on these technologies, they are not the solution to resolving and overcoming our future people needs - they are just a tool...learn to use them, learn each ones strengths and weaknesses, then adapt those that can to suit the tasks at hand, and recommend changes to those that are not right for tasks at hand.

Let all generations - 'BB, GenX, GenY or the Next Generation' - not loose sight of the purpose of Recruitment (or Talent Management, Headhunting or Human Capital Management) .. to find the right quality of person for the position in the specific company, culture, environment and business model. to use a 'Quality' analogy - 'Fit for Purpose - Fit for Use'...over simplified but gets to the point! This statement can be applied to the person being sought, the process being used to obtain them or the tools being used.

Each generation, and therefore each person, have their own unique strengths, weaknesses and qualities when brought to the table...select the right one that is for the business, not for the generation. We all must resist the urge (and in some cases - practise) of using a number (age) as an early criterion of un-suitability of a person. If this does occur in your hiring practice, be advised you will statistically miss out on the 'Best Fit' for the business. Companies want the 'Best People' to drive the business forward - in all weathers and conditions. Like wise, as professionals involved in the business of 'people', we must only do our 'Best' for the people (individuals we are presenting or companies we are representing).

Now I can just imagine some peoples 'hackles' rising, with comments such as 'Why should I change the way I have always done my work?' or 'I can get 8 hours of work done in 6 hours using the technology and will have more time to do what I want to do!' both are wrong...Change is inevitable - some for the good...some for worse . We are paid for 8 hours, not speeding through and getting it done in 6 then sliding off for 'Me Time'.

Some will argue that the technology of today's selection process does not offer flexibility or humanity, and encourages discrimination by using quick and easy filtering attributes of the tools to help screen out unsuitable people, this then helps to speed-up the process. (Truth hurts, face the facts - discrimination happens and is practised by all in our profession one way or another - generation classification is not exempt). Improved efficiencies or time lines do not necessarily mean improved results or effectiveness; they deliver on quantity, not necessarily quality.

Learn from our parents and children, some things have not changed and still are the best, others have been improved and a few have changed irrevocably...Embrace the change, respect the past and learn for the future...discard anyone (or tool or process) at your peril. Generations are here to stay, live it and succeed.

Who is your customer?

2008-06-18T15:46:00.000-04:00

I sat through a meeting today, with a potential new client who had asked that I sit in on a 'future resource needs' planning session, and for me to learn their business.

The attendees consisted of Senior Managers, Project Leaders, Human Resource Specialists, The Controller and yours truly...it became very obvious to me that each person viewed and approached the meeting with a 'this is only about me' attitude. Eash person only wanted to input on how it would affect (or is it effect!? not sure so will go with affect)...them and their work load. After about 1 hour, a question was possed by the VP of strategic Planning...'Who are we doing this Resource planning for? You could have heard a pin drop...stunned silence comes to mind, with completely blank looks, even looks of sheer panic and horror on several faces...

After what must have seemed like an eternity to some, but was only 15 seconds in reality, the VP answered his own question...'Our Customers!'

With that laid out on the table he then asked each person present to say, in the context on the meeting subject, how they were going to help 'the customers'. By the VP reminding everyone that the customer is the most important focus, all roadblocks and any resistance were removed and only good positive input was forthcoming for the rest of the meeting.

Lesson #1, remove any barriers early in a meeting, clearly define who your target audience is, and what your expected outcomes are...by doing this, you will prevent a meeting that should only take 40-50 minutes turning into a 2 hour mind numbing, non achieving meeting.

Getting myself aware of the surroundings!!!

2008-06-06T16:29:00.000-04:00

The hardest thing about being the 'new boy on the block' (sorry not gender biased, just quoting from olde english!) is difficult when the market is good...when things are 'slow' in the eyes and minds of others...this boys head is on the block and working to make sure it does not chopped off...plenty of swipes at, but always manage to duck out of the way.

I am starting to build a network of people, who will and can use my services and my connections

I am learning that my people have different opinions on a 'quality' service...lets go back to the original statement when conversations first started on the subject of quality. Quality can be defined as 'Fit for purpose, Fit for use, Priced to satisfy'. My approach continues to be based on:

understand the problem,
review and define solutions,
agree on the outcome expectations,
review the progress against identified solutions,
deliver the expectations,
resolve the problem.

In terms of the service and people, if all the steps outlined above are embraced and acted upon, then, quality will be delivered to all your customers...

Happy quality working, and sleep restfully, 'cos people will come looking to knock your block off the proverbial perch.

John

Starting to build a new environ!

2008-05-27T11:48:00.000-04:00

My first 2 weeks have been spent in company orientation and training, it was nice to see that being associated with a 'Quality' registered company really meant they take quality seriously...

Being able to provide a quality service to both types of customers has always been my benchmark and what my reputation has been built upon. Not only do we in the recruitment industry use the words, we must also 'walk the talk'...how many times has that not happened...

Until I could 'prove' that I was on speed and conversant with the systems and processes I was not allowed to present myself or represent the 'company'... Now it is up to me, even for someone who has all those years of experience, it is still a daunting challenge, filled with excitement, enthusiasim, ambition, drive and determination...

Watch this space for updates on how I am progressing, or if you wish to add comments or ask questions, please do so ... remebering 'good etiquiette and manners reap the greatest rewards'.

Lets make Recruiting a regulated profession!

2008-05-01T11:13:00.000-04:00

It is the start of a new month and the next challenge along lifes ever changing pathway...

Having just joined a new comapny, it is strange how the 'corporate world' has not really altered, not even the perception of 'recruiters' by companies and individuals. More people/businesses have entered the market and claiming to be 'recruitment specialists'...and offering there services to all and sundry, infact anyone who will let them send a resume out...

LISTEN UP PEOPLE!!!

Let us all rid the market place of these pretenders. The industry of 'Recruitment' is a major player in the workplace today and for a long time to come, we are PROFESSIONAL and operate by a very stong code of ethics and standards. In Canada we are not regulated...WHY NOT? For all of us who have a passion for our business and the people involved, lets' educate both those seeking the right opportunity and the businesses seeking the right people to only use recognised and regulated (albeit voluntary through the likes of ACCSESS, NAPS, etc...) 'Recruitment Specialists'.

Talent Aquisition / Recruitment

2008-04-25T12:35:00.000-04:00

This being the first entry in my new blog, don't expect anything startling or uplifting or amazing revelations, I'll leave that for later on and as I progress.

I am a professional recruitment specialist, from a technical background who has found my niche in life, that of Personnel Management. The career niche of personnel management focuses on 3 main areas, Industrial Relations, Recruitment & Retention and Training & Development. Since moving to Canada in 1997, I realised my passion was for developing people and helping individuals find the right opportunity for them and their circumstances, and businesses to find the right people engaged in the right positions for the right reasons...hence...'A Recruiter'

Do not view the generic title 'Recruiter' as one of those people who is only interested in making money from you...I call those types of people 'resume recruiters'...with a little 'r' and apply the ethos of 'place and forget'. Today, there are many people who assert that they are a 'Recruiter' when all they really do is get your resume and sell to who ever will buy it, there is little or no thought (and in some cases - no caring) for the person in the resume.

Whether you are an individual looking to make a career move (or the first step in a career) or you are a business seeking professional help in finding 'the right person' for your business, please select the 'Recruiter' with care and due diligence...would you let just anyone into your house and sit at your dining table with you and your family?...the same applies to a 'Recruiter' and you.

What is the aim of this blog, well to be honest, I just want to create a portal to promote myself, my passion and for anyone to view and comment on the thoughts displayed. Please feel free to add your comments, the only thing I ask is that you keep it civil and do not use any language that would offend or abuse anyone. If you come across an article that you think might be of interest then please include a link in your comments and be sure that I will review it and post a blog reply on my findings, views or opinions...

Cheers for now,
John