HireThinking

ECC Hiring Solutions, LLC Receives 2011 Best of Flower Mound Award

2011-09-13T08:03:00.005-05:00

Press Release
FOR IMMEDIATE RELEASE

ECC Hiring Solutions, LLC Receives 2011 Best of Flower Mound Award

http://www.ecchiring.com/

U.S. Commerce Association’s Award Plaque Honors the Achievement

NEW YORK, NY, September 6, 2011 -- ECC Hiring Solutions, LLC has been selected for the 2011 Best of Flower Mound Award in the Business Consulting category by the U.S. Commerce Association (USCA).

The USCA "Best of Local Business" Award Program recognizes outstanding local businesses throughout the country. Each year, the USCA identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and community.

Various sources of information were gathered and analyzed to choose the winners in each category. The 2011 USCA Award Program focuses on quality, not quantity. Winners are determined based on the information gathered both internally by the USCA and data provided by third parties.

About U.S. Commerce Association (USCA)
U.S. Commerce Association (USCA) is a New York City based organization funded by local businesses operating in towns, large and small, across America. The purpose of USCA is to promote local business through public relations, marketing and advertising.

The USCA was established to recognize the best of local businesses in their community. Our organization works exclusively with local business owners, trade groups, professional associations, chambers of commerce and other business advertising and marketing groups. Our mission is to be an advocate for small and medium size businesses and business entrepreneurs across America.

SOURCE: U.S. Commerce AssociationCONTACT:U.S. Commerce AssociationEmail: PublicRelations@uscaaward.comURL: http://www.uscaaward.com/

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I Do

2011-03-04T17:49:00.011-06:00

I love the business of recruiting. I love talking with candidates and learning more about their backgrounds and career goals. I love hearing from hiring managers and listening to the vision they have for their companies. And above all, I love making a great match between the two and seeing “happily ever after” take place (or at least for the next several years).

I have to admit though, it drives me a little crazy when the commitment is not there on either side. Typically managers stay committed as long as the candidate holds up his/her end of the bargain. But candidates? Where’s the love?

As recruiters we know sometimes things can happen to prevent candidates from being able to make an interview or the start date they’ve committed to. But those occasions should be few and far between. If you, as a candidate, tell a recruiter or a manager that you can be available at a certain time for an interview, then be available. Barring emergency surgery or serious injury or death, there should be nothing preventing you from making the appointment you committed to.

Your recruiter is your friend. Granted there are a few out there just in it for the money, but most truly want to make a good match that can last for a while. But we can only do so much from our end. We will do whatever it takes to help you get the job you want, but you have to “help us help you.” No one likes to go to their manager with their tail between their legs saying their candidate has decided to quit after they’ve started a new job or they want to pull out of the running during the interview process. So what do we need from you? Try this for starters:

· Courtship takes time. If you don’t have time to dedicate to your job search, that’s ok. You won’t hurt our feelings if you say you’re not interested when we call you. We’d rather hold off until you’re ready.

· Don’t back out at the altar. If you choose to move forward with your search, then understand it requires time on your part. Managers interview during business hours, not usually during evenings and weekends (they have families, too, you know.) Give us times you can commit to interviews and avoid cancelling at the last minute (this includes phone interviews).

· Don’t expect your partner to change. We understand sometimes you may feel the job requires additional compensation should you discover the responsibilities have increased from your original conversation. But $10K worth? Not usually. There’s a budget for every job opportunity that often can’t be changed. Renegotiating after you’ve committed to a range doesn’t typically bode well with managers and could cost you the job entirely.

· Till death do us part. OK, maybe not death, but at least stick with it for a while. Everyone knows the first months of every relationship can be tricky, but it’s after you get to really know one another that things get good. Hang in there. Loyalty is a great trait to have.

Commitment to a new job may not be as crucial as commitment to a spouse, but that doesn’t mean it isn’t important. Take it seriously and it could end up being one of the best relationships you’ve ever had.

There’s No Crying in Business!

2010-11-05T08:18:00.018-05:00

I just read a good blog about crying at work, specifically as it relates to HR personnel crying/being sad when they have to let people go (http://hrringleader.com/2010/11/03/crying-at-work/). It basically said some people with firing authority are more emotional than others, but it all boils down to personalities.

But what about employees who cry over general management direction? How does that affect their managers and what can/should be done about it? I remember one woman who worked for me years ago who would cry whenever she received any type of constructive criticism – regardless of how delicately it was delivered. Since I was training her and her supervisor, it became a point of frustration for me because I felt I couldn’t provide direction without the water works starting up.

Now I’m a pretty nice, tactful person. I have a heart – I promise. And I’ve been in management long enough to have built up decent soft skills, so I can deliver just about any message in a professional, tactful way. But when you have employees who are extremely sensitive to direction, how do you handle it?

If you’re in management, hopefully part of the reason is you like helping people. So when you see someone more junior than yourself who needs a little career advice, is it your job to try to help them along? I personally think so. The catch is, not everyone will like it.

Working in a professional environment means this: be professional. Now I’m not talking about someone going through a really difficult time who sheds a few tears, I’m talking about people who boo-hoo at the drop of a hat. If you are the “cryer” please realize that although you may feel emotional about something, it’s not appropriate to constantly break down in the office. It distracts others and makes them feel uncomfortable. Excuse yourself and take a walk down the hall or outside until you can pull yourself together. You’ll be glad you did.

So what about my tearful employee? I finally sought advice from one of my mentors who suggested this: “Whenever she starts crying, tell her, ‘I can see you’re upset, so let’s take a 10 minute break and then we’ll meet here again to continue.’ Then get up and walk out.” It worked like a charm.

Getting Back in the Saddle

2010-11-04T17:20:00.002-05:00

My grandpa’s funeral was rough. Not in the “we had it on a prairie with a storm brewing” rough, more in when it actually hit home for me. He was cremated and as a World War II veteran, the Navy had two servicemen who did the flag ceremony and presented the American flag to my grandma. It was very touching and the meaning really registered when you saw how important this was to my grandma. “On behalf of the President of the United States and the Navy, we thank your husband for his dedication and service to our country. And we are truly sorry for your great loss.” It meant a lot.

The brutal side was when the marble slab was laid aside and an empty space was made bare for my grandpa. Later there would be a plaque with his name and time on this earth that would forever immortalize him to church goers out in the courtyard. I hadn’t shed a tear until we said our last goodbyes, and when we kissed our fingers and laid them on the small golden box where Grandpa’s ashes lay, it all came out. We lived for 26 years in Texas, and they lived in Michigan, but we have great memories in the way of phone calls, emails and cards. Some visits, but not enough.

Very tough thing for us to go through, and yet, what about Grandma? How does she move forward when her husband and best friend for 62 years was no longer by her side? How, when every action, every morning day rings with the memories of a life broken by cancer? How does one move on from that?

Grief hits everyone in different ways. Whether it be a lost loved one, a lost opportunity, or even a lost sense of self. We all handle it in different ways, but one thing is certain: Life goes on and we must, too.

From a business perspective, an example could be losing a long time customer or a new technology makes our once great product obsolete. When it comes to things like that, how do you let go, move on and make the changes required to get ahead?

Sure, I could give you the old “put one foot in front of the other” cliché, but that would do a disservice to my Grandma and to you. So, when it comes to business at least, here are some key points you should consider to get moving in the right direction (another cliché?):

• Recognize the success of the past. It is perfectly acceptable to reminisce about the good old days and how great you had it. Go ahead, but just know there has to be a stopping point when it comes to grief, regardless of what capacity it comes in.

• Identify the key factors that were successful. Call this “Thinking Time” or “Lonely time” as I like to say. Why was your product successful? Was it product quality, marketing/promotions, industry leadership, research and development, team dynamics, advertising, bonus and incentives, or a combination? What were the top five areas (these are the ones that help with the next step)?

• What do we do next? Now let’s use our strengths we’ve identified to determine the next course of action. Oftentimes, we tend to focus only on what went wrong. While it is good to minimize mistakes in the future, it’s not so good in determining a course of action focused on your best foot forward. Spend time identifying 5 key focus areas over the next 30, 60 and 90 days to get you on track. List 3 activities, max, per focus area that are measurable and can be used to track progress. Remember – you want to move forward quickly and efficiently.

• Laser focus. I cannot stress the importance of staying focused on the task at hand. With everyone’s busy lives, it is easy to get sidetracked. Assign accountability and ownership, then have weekly meetings tracking progress, changing course when you need to, and making key decisions. Keep your eye on the ball!

• Finally, celebrate your new success. It is important to recognize a job well done, so do it right. Give your team a bonus, take the team and their significant others to dinner, hand out awards, promote deserving leaders, etc. Everyone likes a pat on the back, and being recognized for a job well done is vitally important.

As I’ve said before, my grandpa gave me a lot of sage advice and wisdom over the years, and I feel it’s something worth passing on.

So Tell Me What You Want, What You Really, Really Want

2010-10-29T11:52:00.004-05:00

My new favorite show is House Hunters International. My poor husband has seen more episodes than he’d care to admit (I love you, Honey!). Since I rarely get out of the country, it allows me to live through others and learn about incredible places in the world. Sure, places like Rome and the Caribbean are big draws, but Portugal?? Granted, as I mentioned, I don’t get out much, but who knew?! (Note to anyone Portuguese: no offense was meant here. I’m just seriously clueless when it comes to Portugal.)

In case you haven’t seen it, the premise is potential home buyers provide criteria to a realtor, who in turn shows them three properties, from which they choose one. What I find interesting about the show however, is that often the realtors ignore some of the criteria provided to them by the potential home buyers. They say they want three bedrooms or close to the beach? They get shown one or two that way, but also one that’s two bedrooms half an hour from the beach. Granted that’s not always the case, but it happens more often that you would expect. Sometimes the buyer loves it and purchases the home, other times they stick with what they originally wanted.

So here’s my question: as recruiters/client executives, do we focus only on what our customer tells us they want or do we go outside their prerequisites and show them what we think they might want? And how many times have we personally thought we wanted something, only later to discover it’s not at all what we want?

My favorite House Hunters episodes are ones where the buyer goes with a home that will need a total renovation. Those are the ones where someone can dream big and incorporate changes they want, versus living with someone else’s dream. When it comes to jobs, shouldn’t it be the same way? There truly aren’t any perfect roles or companies or people out there, so if you’re a manager looking for a new employee, why not be a little more flexible when it comes to the job requirements and look for GREAT candidates vs. PERFECT candidates? If you’re a recruiter, talk with candidates and help them come up with realistic expectations based on the current market. And if you’re a job seeker, start looking outside of your criteria, and at something you can ultimately customize to your own liking. Or, better yet, before you jump ship, see what you can do to make your current job better.

Maybe it’s just me, or maybe it’s from running my own business and being able to call the shots, but I believe you can really get what you want out of life. Whether it is for business or personal reasons, if you’re realistic and can dream big, you just might achieve the goals you have for yourself. What can you do today to set things in motion?

American Lung Association Names Steve Conwell Volunteer of the Week

2010-10-25T15:47:00.004-05:00

Steve Conwell is a salesman with a mission. Imagine the surprise on the faces of clients who, instead of the usual sales pitch, receive information on the importance of the mission of the American Lung Association. He still makes the ask on behalf of his company but he also makes an ask on behalf of the Lung Association. He first questions clients about how they are involved in the community and then tells them about his work with the association.

According to Peggy Nolan, the association’s Regional Vice President, Resource Development in Dallas/Fort Worth, “Steve is a networking giant. At every networking session he attends, everyone in the room knows of his involvement with the ALA, and he will try to get each of them connected to our mission.”

Steve’s personal mission is to make the Dallas Leadership Council as strong as possible. He works very hard to get the right people on the council in order to accomplish the association’s goals. Under his direction, the Dallas Leadership Council has increased not only in size but in stature. He has helped to identify the needs of the Council in terms of diversity and areas of expertise and leadership.

He is committed to furthering the mission through funding research, raising awareness, and producing quality events. He leads by example, being the first volunteer to sign up for everything. He works shoulder to shoulder with volunteers and staff, making calls and carrying out any assignment given.

Steve’s consistent commitment to the American Lung Association is personal. His sister-in-law struggles with asthma and both of his wife’s grandfathers lost their lives to lung disease. The Asthma Walk became the launching point for Steve’s participation. He wears many hats including Dallas Leadership Council Chair, Dallas Fight for Air Climb Committee, and he represents the association at Clean Air meetings around the area. Peggy Nolan says, “As a volunteer, Steve Conwell gets it and runs with it.”

http://www.lungusa.org/get-involved/volunteer/this-weeks-volunteer/

The 10 Most Unwanted List

2010-10-14T17:45:00.012-05:00

Do you like your coworkers? Do they like you? Obviously no one will get along with everyone on the planet, but TRYING to get along with others really is a soft skill that is worth its weight in gold.

Getting along with the people you work with is critical, especially if you’re in tight quarters. If you’re the “loud talker” in the office, for example, and you’re in a cube environment, your peers will probably not only dislike you, but complain about you behind your back. There are tons of traits that people have that grate on other people’s nerves, even if that person doesn’t mean it in a bad way. Here are some qualities you DON’T want to have:

1. The Mooch. If you forget to bring something to work and ask to borrow from someone, they probably won’t mind. Just pay them back or return the favor. But do this every week? You’re a mooch. Be more responsible and bring your own stuff.

2. The Brown-Noser/Kiss-Up. Everyone recognizes when someone is brown-nosing (buttering up the boss to get what you want), and as far as I can tell, no one likes it, including the boss. Don’t you brown-nosers know that? If not, now you do.

3. The Idea Thief. When you hear someone else’s great idea, tell them congratulations, but don’t steal it as your own. Better yet, give them credit in a meeting or in front of their boss. If someone keeps stealing your ideas and “impressing” the boss with them, it’s a tricky situation to get the credit you deserve. I would suggest keeping your ideas to yourself until you can present them to the boss directly.

4. The Know-It-All. No matter what you say, they always have more “insight” to add and consistently project an air of superiority. There are multiple ways to address this, but unfortunately none that I can think of that are nice. If you have ideas, I’d welcome them.

5. The Procrastinator. These are folks who wait until the last possible minute to get their project done. Or worse, they consistently miss deadlines that impact you or your work, forcing you to pick up the slack. If you work on your own, maybe it doesn’t matter, but if you’re in a team environment, you are causing unnecessary stress on others. Don’t we have enough stress in the world already without adding to it?

6. The Intimidator. I wrote a blog about this, but bullies in the workplace are common and totally unacceptable all at the same time. Just like your parents told you not to take it growing up, don’t take it now either. (Middle School All Over Again)

7. The Gossiper. I know no man is an island and you have to interact with others, but do you really have to become their best friend and tell each other secrets? Anyone remember Bill Rancic from The Apprentice, season one? I believe part of the reason he won was he didn’t get involved with all the gossip and pettiness. And remember: If you’re hearing the “gossip news” about a coworker, you can be sure they’re talking behind your back, too.

8. The Slacker. You know who I’m talking about. The same people who sat back and let others do their work all through school and seem to think they can continue that pattern. Stop being lazy and “Get ‘er done!” And bosses, yes you – be consistent with your performance reviews and address this behavioral issue. 360 degree feedback reviews will catch slackers, too.

9. The Whiner. My thoughts on this? Don’t complain about something unless you have a solution. Period.

10. The Rule Breaker. I’m a rule follower, which is a bit ironic if you knew about my teenage years. However, I do believe there are times when there are other ways of doing things that can work better. The catch is why you’re breaking the rules. If it’s because you think you’re above the rules, you will earn enemies and earn them fast.

Basically if you remember the Golden Rule and treat others as you would like to be treated, you will be a shining star in your organization and not the person everyone dreads being around.

Cover Letters – A Waste of Time?

2010-10-13T10:34:00.013-05:00

I’ve heard a lot of opinions from people about cover letters over the years, both in the recruiting business and from “regular Joe’s.” Some hiring authorities say it’s not needed, and some job seekers just don’t want to take the time to write one. But most people agree it’s worth it and it can set you apart from your competition. (Trust me, as good as you may feel you are, you always have competition.)

Cover letters can explain things in your resume and be more precise as to why you’d be a great hire. Just remember a few things so you achieve that goal, rather than hurt yourself in the process.

1. Try to address it to a specific person rather than “Hiring Manager” or “To Whom It May Concern.” Don’t have a name? Look online or call the company.

2. Do not have spelling or grammatical errors. Just like errors in your resume, the reviewer will view you as sloppy, lazy, unprofessional or just not very bright (code for dumb, either literally or dumb to miss that). You should NEVER have errors in either document since these are two of the most important descriptions of yourself you will ever have.

3. Explain away. Tell why you’re looking/leaving your current company, why you have gaps in your resume, why you’re open to lower-level positions, etc. Look at your resume objectively, then explain anything you would be concerned with if you were the hiring manager.

4. Express why you are interested in their job/company and why you are a fit. Use bullets to highlight accomplishments that would apply to this job as well.

5. Don’t repeat your resume. They are in a hiring position presumably because they are smart, so assume they can read and put two-and-two together.

6. Keep it to one page.

7. Reiterate why you’re a great fit and then ask for an interview. Tell them times you are available, and be sure to include your contact info.

8. Wrap it up by telling them you’ll follow up with them. Name a specific day, and stick to it.

Most of this is pretty obvious, but when it comes to whether or not to even write a cover letter, apparently it’s not so obvious. But, hopefully you now see the importance and advantage you will have if you do.

As an Entrepreneur, When You Hear No, Do it Anyway

2010-10-12T11:42:00.000-05:00

“You can’t do that.”

I hate that statement. Just plain drives me nuts as a business owner. Now I know you’re thinking, “Well, there really are some things you can’t do. I mean, you can’t walk through walls or drink a gallon of motor oil, right?” So let me explain.

As your business starts to grow, you will come up with a new way of doing things -- something truly original. Innovation and creative spirit flows from your entrepreneurial pores. And when that happens, you are going to hear the “nay-sayers” tell you it can’t be done, it’s never worked before, all those businesses fail, or it’s a dumb idea. Maybe all of the above.

When you put on your “gut meter” and entrepreneurial “hat,” here is what is actually being said:

• This is different from how we’ve done it before.
• This is going to take a lot of work.
• I’m jealous because I didn’t think of that.
• (and my favorite…) That’s not how things are done.

There’s a reason why you’ve decided to take a risk with your business. It’s the same reason you love your customers and think about ways to make their lives better. It’s what keeps you up at night when others are sawing logs.

So…with that said, here are some gems that could go virile. Just don’t say no!

1. Hologram Mobile Apps – These are probably on their way with 3-D TV. Wouldn’t it be cool to “press” three dimensional buttons and other figures? Pretty cool!

2. Sushigo (think sushi “to go”) – It would be great to go through a drive thru and get sushi. Sounds like a terrific franchise to me.

3. Veggie Gum – I’m talking V8 for your teeth. If you could figure out a way to make them tasty and give people a serving of veggies, you have a winner. No Brussel sprout gum, please.

4. Sweat-Free T-Shirts – Sweat rings are a beating. Why can’t we have insulated fabric in the arm pits that prevents a sweat ring from forming? There’s nothing worse than taking off your suit coat and “letting them see you sweat.”

5. Watch Face Skins – You’re wearing your blue power suit today, and your brown tweed on casual day. Why not have a digital skin for your watch that matches what you are wearing? This would have to be high-quality to work, and it could be a popular item.

6. Virtual Trainers – With cameras abounding and on-demand TV, why can’t we have personal trainers who take us through work out programs like yoga, lifting weights, calisthenics, etc. all via our televisions or internet? They could jump in and encourage us, help with form, chat and more, all from the comfort of our homes. This could allow personal trainers to have a global business without actually having to be there. And you’d still be getting a personal connection.

Remember – it is the entrepreneurial spirit and tenacity that has forged the greatest companies and the newest ideas. Keep the faith, and let me know what great ideas you have. I’d love to hear from you!

Interviewing the Interviewer

2010-10-05T18:14:00.006-05:00

There are many things people should do for interviews:

· Gather information about the company/interviewer beforehand
· Be on time
· Dress appropriately
· Hygiene, hygiene, hygiene (obvious and somehow overlooked)
· Come prepared with a few extra copies of your resume
· Prepare a list of questions to ask during the interview

For some reason, this last one seems to stump some folks. They either don’t go prepared with questions or can’t think of any on the spot. The best way to combat the latter is to do the former. Sure, you’ll most likely think of several questions during the interview you can ask (hint: bring a notepad/portfolio), but the Boy Scouts have it right with their motto: Be Prepared.
It is 100% all right to pull out your notepad at the end when they ask if you have any questions. If you take notes about their responses, it just shows you are serious about the position. In fact, I’ve heard lots of managers state they typically pass on candidates who don’t ask any questions at the end. So, with that in mind, below are some questions (in no particular order) you can jot down prior to your interview so you don’t blank out while there.

· Why is this position open?
· Of the other candidates you’ve interviewed, what’s been missing?
· What does a typical day look like for the person in this role?
· What are the greatest challenges in this role?
· What are the performance expectations for this position?
· How many others are on the team?
· What is the training like for this role?
· What are the company’s short-term and long-term plans/goals?
· What is the company culture?
· Who would I report to?
· What is their background?
· What is your background?
· Why do you like working here?
· What is the job progression/career path for this position?
· When do you need someone to start?
· How does my background and experience fit what you’re looking for?
· What is the next step in this interview process?

There are many more you can ask that will be specific to the role you’re applying for, and you can have those ready prior to the interview as well. If not, you can try to remember as you go along and ask them before you leave, or it’s perfectly acceptable to ask additional questions when you send them an email thanking them for their time (hint, hint).

Just remember to go armed with questions and you may just be one step ahead of your competition. Good luck!

Do You Like Me? Check YES or NO

2010-09-24T12:25:00.017-05:00

I’ve been trying to eat healthier, just like everyone else, but occasionally I “fall off the wagon.” Such was the case recently when I walked into a restaurant with every intention of eating something good for me, until I saw the day’s special: chicken fried steak. Now, I’m a southern girl, born in Alabama and raised in Texas, so it’s just about a sin for me to never eat anything like that, so before I knew it, I heard myself ordering, “Chicken fried steak, please.” “Gravy, ma’am?” he asked. Ha! Chicken fried steak without gravy?! Now that would be a sin!

The gentleman (who appeared to be the manager) then proceeded to tell me that it’s their “new and improved” chicken fried steak and assured me I would love it. But guess what? I didn’t. In fact, it was so bad, I only had a few bites. So did I tell them how terrible it was and ask for a refund? No. Should I have? Maybe. Rarely am I in those situations as I’m pretty easy to please, but when I am, more often than not, I usually wait until the waiter asks if something was wrong with the food. (Again, I’m a southern girl and my mama taught me to be polite.) But what if the person who told me how wonderful it was had asked me to tell him afterwards what I thought about it? Would I have then felt more comfortable giving him feedback? Absolutely.

Sometimes in business our products or services aren’t as great as we think they are, but few people provide us with that feedback unless we ask for it. Most people don’t want to take the time to deal with a product or service they’re unhappy with, so they just go to a competitor. But if we had have asked them for feedback, the situation could have had a completely different result.

Do you have a feedback form you supply to every customer? If not, you should. Ask them the same types of things you’d see on any other survey, such as their overall satisfaction with the product or service, the timeliness, the customer service, etc. Heck, even a form as simple as the little notes we had in elementary school is better than nothing at all:

Knowing if you are delivering a quality product or service is key to winning repeat business. You may not like all the feedback you get, but at least it gives you a chance to improve and address issues as they arise. You can also use the positive feedback on your website and social media sites to help promote your business. And if they check, “NO,” they don’t like you, do what you can to change their minds, but then move on. Remember, you can’t please all the people all the time – hopefully your mama taught you that, too.

Wisdom from my Grandfather...

2010-09-17T12:20:00.003-05:00

My grandpa passed away this Tuesday – 11:14 in the morning. I know because my mom called, and I just knew. I looked down, for some reason marking the time. “Grandpa Up North” my kids called him. He had pancreatic cancer and a host of digestive problems, and sadly it came back last week, and he couldn’t fight it anymore. He was a great man, served on a diesel sub in the Navy in World War II, and we really miss him.

I know my memories of him will always be happy ones. I honestly cannot remember any time with my grandparents that were awkward or difficult. When I talked with my dad yesterday, he said it best – they were very accepting of everyone in the family, all their friends, everyone really. Grandma and Grandpa were married for 64 years and loved each other dearly. And my beautiful wife of 17 years and I want to be just like them when we’re in our eighties.

It’s weird when you reflect on things, and how sometimes through the tears and memories, something becomes crystal clear. As much as we wanted Grandpa to live forever, it was his time. We all pass on at some point, some earlier than others, and it’s a decision that is made for us. Sometimes in business it’s the same way. We hang on to service offerings, underperforming employees, bad branding, and so on well past when we should. Why?

It’s okay to “remember the good times,” to reminisce about that huge client we landed, or about our star performers. There comes a time, though, when we have to step back with fresh eyes and brush off the emotions on our sleeves. We have to recognize that the direction we’ve taken or the employee we are paying is not working out anymore. We have to let them go, let them “pass on.”

This may sound harsh, but I don’t mean it that way. Early on in our business, we hired a high-level VP, who happened to be a friend of mine I’d known for awhile and who I’d also worked with previously. Less than six months in, we knew this was not the job for him, but we languished and fretted and spent an inordinate amount of time with him (and behind the scenes) trying to make it work. We should have let him go, and he would have been able to move on to a role that he would have been more successful in.

We also held on to our consulting practice for much too long, and it impacted our working capital for the recruiting division, with which we had loads. By the time we sold it, we’d spent way too many dollars and salaries in a business that was too competitive at the time, especially with the economy worsening with each passing day. But live and learn, right?

My grandpa always had great advice. He owned several companies, had been broke twice in his life and had also come back strong. He said you have to always be true to your word, and a handshake is your bond. He was honorable and wise, and I’m so glad I was able to have him in my life for so long. He would have wanted me to follow this and learn from my mistakes, and I will always have that advice as one of many happy memories to take with me.

Love you, Grandpa!

Nice Guys Should Finish First

2010-09-16T17:38:00.031-05:00

I remember interviewing for my first recruiting job about 15 years ago. One of the oddest questions I got during the interview was, “Do you speed when you drive?” Huh?? My first thought is, “Yes, but should I tell you that?” My second was, “I don’t lie, so I guess I’m going to have to just fess up.” So I said, “Yes, I have quite a few speeding tickets actually.” Well, that got me the job since she was looking for folks who were aggressive.

Thankfully the environment at that job was great and there were just a handful of people who were so assertive that they rubbed others the wrong way. And, thankfully, I have not worked in offices that were extremely cut throat, but I’ve heard they’re out there, and I’ve certainly met some people who I’d deem as being overly forceful in how they approach business. But are those the types of people who are most successful or do nice guys ever finish first?

My husband and I started our agency back in 2002, and we purposely looked for people who could “play well with others.” We wanted a culture that could be successful, but also pleasant. Sure we had opportunities to bring on “sharks,” but we opted to hire people who worked hard, but also had decent soft skills. Our preference was direct and ambitious; tactful and considerate.

WHY MUST IT BE ONE OR THE OTHER?

I’ve always been all those things. I’m also aggressive, but not in an “aggressive” sort of way. I believe it’s important to push your clients / coworkers / employees / etc. a bit when you feel strongly about something (such as a terrific candidate), but when you come at it from a true desire to help and are respectful, you won’t usually make enemies.

Nice guys may not always finish first, but they certainly should in my opinion. And regarding the speeding tickets, I do have plenty under my belt, but hey, that was back in college and I now pay my own insurance, so that makes a world of difference.

Get Smart. Get Good Advice.

2010-09-15T10:56:00.001-05:00

You’re supposed to be the shining example, the solid rock your company was built on. The mighty King of your castle. Why does it not feel that way sometimes? Ever feel lonely, closed in with no one to share your thoughts and concerns?

A few years back, we sold our consulting operations arm to a Top 10 public accounting firm. Initially, only the partners knew what was going on, and we later brought the team into the loop. Thankfully things went well through the process, due in part to our own experiences, as well as having some good advisors. This is key. Do you have someone to go to when you have big decisions to make? If not, here’s what I’d suggest:

1. Build an Advisory Board. This is critical. I’m not talking about the super formal, fiduciary responsible, Board of Directors. It is good to set up an agreement freeing your Board members from fiduciary responsibility, perhaps even getting Directors and Officers Insurance (“DNO”). Five to eight members is a good number.

2. Meet with your Board quarterly if possible. Strong board members like to get together with other “big boys.” Open your books, let them blast you with advice and help you steer the ship. Then, take them golfing, eat a steak dinner, have some drinks to show you appreciate them.

3. Talk to your Pastor and to God. Yep. I said it. Regardless of your faith, this is a great way to pour out your heart and get some good advice. God exists whether you believe in Him or not, so maybe it’s about time you have a chat with Him. And talking with a pastor/priest/rabbi/etc., can’t be a bad thing. After all, you’d be talking with His right hand man, right?

4. SCORE. No, not a touchdown. I’m talking about the Counselors to America’s Small Business (http://www.score.org/). The site is chockfull of business advice, tools and templates, and SCORE mentors can assist and mentor you as your business grows.

5. The Small Business Administration. Whether you’re thinking Uncle Sam is a beating right now or not, the SBA (http://www.sba.gov/) is an excellent source for your business. If you are thinking about getting a loan, building a business plan, etc., they can offer good advice.

6. Entrepreneur’s Organization (EO). This is a great way to meet entrepreneurs just like you. Join a group of business owners that are not in your industry (so you don’t have to worry about what you say) and bounce ideas off of each other. You can join the group by going to http://www.eonetwork.org/ and be on your way to greater success.

7. Vistage Coaching and Leadership. Vistage (formally TEC) is a worldwide executive coaching organization with chapters you can join to meet with CEO’s in small group settings. Each CEO is from a different industry to prevent competition and to allow you to “speak freely.” The monthly sessions are confidential, and the groups are usually led by an executive coach (http://www.vistage.com/).

8. Talk to Fellow Entrepreneurs. You can get insight from your grocery store manager, your lawn service owner, insurance executives, CPAs, IT support companies and more. Every industry has common problems like human resources challenges, technology issues, hiring / firing scenarios and more.

9. Listen to You. As you build a company, you’ll need to learn to rely on your internal compass. Some call it your conscience; others call it your gut. Whatever you call it, sometimes you have to make the call when the path is not clear, and if you bog yourself down in countless hours of indecision, you may miss the boat.

10. Google It! There’s nothing like a search screen and “I’m Feeling Lucky” to do some quick and dirty research on what you’re looking for.

11. Go to the Library. I know … it takes so long, you don’t have time, blah, blah, blah. However, remember the library isn’t just for your kids. Your local librarian has a wealth of knowledge and a penchant for research, so dust off your school shoes, grab your backpack and climb the steps to your library. You’ll be amazed at what you find.

12. Talk to your CPA or your Attorney. This goes without saying, and you can add financial advisor, insurance executive, wealth manager and others. You pay for their advice, so get good ones and let them help you. Just remember that ultimately, you make the decision.

There are countless of ways to learn, and the wisdom of millions of others who have gone before you is available to you if you’ll seek it. Stay grounded, open to new ideas and always harvest your thirst for knowledge. It will take you far. In the meantime, if you have other ideas, please send them my way. I’m always open to others’ insight!

Meatloaf for Dinner

2010-09-13T17:43:00.011-05:00

Ever get in a rut and repeat the same patterns in your life over and over and over? You know you want to try other things in life that sound interesting, but you never actually do it? Take that awesome recipe your friend gave you after you raved about dinner. How many times have you made it? Once? Twice? The majority of us would probably answer none. Instead, we whip up another meatloaf while dreaming away about lobster tail sautéed in buerre monte (I must admit I had to look that up, but apparently “buerre monte” is more or less melted butter in case you’re wondering).

Which would you prefer?

When it comes to work, or in life, sometimes what we’re doing just isn’t working or it isn’t any fun. Dr. Phil says, "My definition of insanity is doing the same thing repeatedly, and expecting different results." If you are in sales and you’re pursuing clients without actually winning them, then change up your strategy. If you keep butting heads with the boss/a co-worker/your spouse, rethink your approach with them. If you go to work, come home, repeat the same pattern the next day, and are totally bored to tears with your life, then get a hobby. You only get one life and times a’wastin’!

Sticking to the same ol,’ same ol’ in a job may be working just fine for you. If so, good for you. If not, you’ve got to step out of the box and try other things. Not sure what to do? Google it! I have no idea what we did before Google, but we all know that now you can find anything on the internet for any situation. Don’t wait for a better time, because we also all know sometimes that never comes. Carpe diem! (“Seize the day” in case you missed Dead Poets Society).

I don’t know if this blog applies to you, but I, again, must confess. I don’t know if I’m the pot or the kettle, but I’m definitely pointing to myself in the mirror on this one. Now I have to go make dinner. Meatloaf. Nothing against meatloaf, but man that lobster sure sounds good! In all fairness, I don’t have any lobster lying around right now, but I do think I’ll try something new this week. How about you?

ECC Hiring Solutions Receives 2010 Best of Flower Mound Award for 2nd Consecutive Year

2010-09-09T11:48:00.004-05:00

Press Release

FOR IMMEDIATE RELEASE

ECC Hiring Solutions Receives 2010 Best of Flower Mound Award

U.S. Commerce Association’s Award Plaque Honors the Achievement

NEW YORK, NY, September 2, 2010 – ECC Hiring Solutions has been selected for the 2010 Best of Flower Mound Award in the Business Consulting category by the U.S. Commerce Association (USCA).

The USCA "Best of Local Business" Award Program recognizes outstanding local businesses throughout the country. Each year, the USCA identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and community.

Various sources of information were gathered and analyzed to choose the winners in each category. The 2010 USCA Award Program focuses on quality, not quantity. Winners are determined based on the information gathered both internally by the USCA and data provided by third parties.

About U.S. Commerce Association (USCA)
U.S. Commerce Association (USCA) is a New York City based organization funded by local businesses operating in towns, large and small, across America. The purpose of USCA is to promote local business through public relations, marketing and advertising.

The USCA was established to recognize the best of local businesses in their community. Our organization works exclusively with local business owners, trade groups, professional associations, chambers of commerce and other business advertising and marketing groups. Our mission is to be an advocate for small and medium size businesses and business entrepreneurs across America.

SOURCE: U.S. Commerce Association
CONTACT:U.S. Commerce AssociationEmail: PublicRelations@uscaaward.com

###

Listen First, Follow Instructions, Complete Task. Repeat Often.

2010-09-07T18:53:00.002-05:00

Do you have kids? I’ve got two wonderful kiddos, and I wouldn’t trade them for the world. They each have their gifts and talents, and just a small handful of “areas for improvement.” Specifically, the younger one has a focus and attention span problem. He’s a boy – go figure, right?

The other day we’re doing the nightly drill. Here’s how the conversation goes -- verbatim (he’s nine by the way):

“It’s time to get ready for bed, bud. You need to take a bath – wash your hair with shampoo and bath your whole body, including under your arms. Can you repeat that to me? Great. Be sure to dry your body and hair off with your towel and then hang it up. Oh yeah, and you need to put your clothes in your hamper, and make sure the bathroom is clean. Son, what did Dad say? Ok, great – see you in a few. You need to be done by 8 o’clock, so get going!”

My wife and I have had this conversation probably 1,000 times. Same drill, same words, same results. Without fail, however, he comes down with soaking wet hair, and soaking wet clothes, considering he forgot to dry off. He still smells faintly of something “outside,” and upon inspection, the bathroom is a war zone. His clothes are on the floor in his room, always inside out, and they’re mixed in with the books and toys that are strewn all over the floor. Mind you, his room was clean 30 minutes before, but who am I to judge?

So what happened? Granted, he’s nine, but I’ve also seen this same production over and over at work and in life (ok, maybe not the exact same, but hopefully you get my point). Have all those video games, iPhones, “CrackBerries” and 50 voicemail boxes distracted us from being razor focused? Why is it so hard to convey a message and get things accomplished correctly the first time? “Well, it just is, you knucklehead, and move over – I can’t see the TV!”

Huh? Listen, I know it’s hard, and frankly your boss may the problem (really?). But if you’re going to be a rising star in your company, you need to be able to get things done quickly and accurately, and you need to go the extra mile.

Here are some tips that may work in business and in life:

1. Clear your mind. Literally – you have to stop all those thoughts racing around in your head and save room for what you are about to hear. This can be hard when you have a ton of deadlines looming, your kids have that science project due tomorrow, and your wife needs you to cut the grass. But try it, ok? It helps a lot.

2. Look people in the eye and focus. People get annoyed when you don’t look them in the eye when they are talking to you. It comes off as disrespectful. Close your laptop, turn towards them with pen in hand, and give them your attention.

3. Listen and repeat back what you heard. Simple, right?

4. Carry a small notepad in your back pocket with a small pen. When your boss hits you up at the water cooler with something to do that “just can’t wait,” you can write it down so you won’t forget.

5. Ask questions so you understand what you need to do and perhaps why. The “why” part is your call depending on the nature of the task. If your boss asks you to weather strip his house, a why question is definitely in order.

6. Learn to say “No.” Yes. I mean, yes, you heard that right. Sometimes, there are things that you don’t need to do right now or ever. If you are always saying yes to every request that comes your way, people will take advantage of you. You have to protect your time.

7. When appropriate, delegate the task to someone else. This is Leadership 101, and your boss and others will look to see how you handle your workload. People want to see how you can manage the work effort amongst your team, and the way you do that is by delegating tasks to others so they can grow and learn.

8. Prioritize. You don’t have to do everything now. That goes without saying, but sometimes you get frazzled because it seems like everything is piling up with no place to go. List out all your tasks in your favorite planner or your trusted notebook, assign an A-B-C priority to each one, and give them a deadline. Remember to delegate those tasks to others that you see fit, then determine what you need to accomplish today. Voila.

9. Just Tune Out. “I’m sorry, what did you say? Seriously, are you nuts?” No, this is great advice. Sometimes, you don’t have to pay attention (I’m not referring to your boss, of course). This is not your fight. So go ahead, think about your weekend plans, your tennis date, or don’t think at all. Feels good, doesn’t it?

10. Don’t tune out your wife, either. (Had to put that since she reads my blog.)

Hurry Up and Wait

2010-09-03T09:42:00.008-05:00

I love my hiring managers. As a recruiter, I’m supposed to say that, right? Well, if we’re being totally honest here, I do love some of my hiring managers, but others … not so much. Being in the recruiting business requires you to work with hiring managers, whether you are a corporate recruiter, agency or independent. They are the ones who give us the job orders / descriptions to work with, and ultimately the money for our paychecks, but not all of them do it the same way. For example:

Hiring Managers We Love:
· Provide detailed information about the job beyond just the required skills, responsibilities and education. This includes things like company history and culture, team dynamics, manager styles, career path, reason the role is open and how long it’s been open, what type of personality that works best there, etc.
· Give feedback on resumes within 24-48 hours.
· Make time to interview candidates.
· Make decisions quickly.
· Make fair offers.
· Have a tried and true on-boarding process.
· Get involved in the hiring process to help “sell” their position/company to “A” candidates.

Hiring Managers Who Need Improvement:
· Provide a job description that does not include everything listed in the top bullet above.
· Tell recruiters the job is urgent, then go MIA (missing in action).
· Take what seems like forever, or never, provide feedback on resumes or after interviews.
· Miss or repeatedly reschedule candidate interviews after they’re already set.
· Want to continue interviewing more people after they’ve interviewed a candidate they like.
· Make low-ball offers.
· Don’t have everything ready for the candidate’s first day (e.g. computer, assigned cubicle, mentor, etc.).

The “hurry up and wait” syndrome seems to be a reoccurring trend right now. Several job orders are deemed urgent where the manager expects you to jump through hoops, but then never gets back to you. That happening once in a while may be understandable, but on almost all job orders from that manager? Hmmm…. So what can be done?

I attended the annual TalentNet Live (TNL) conference this past week (which was great by the way: http://wordpress.talentnetlive.com/), and one of topics covered was about partnering with your hiring managers. Below are just a few ideas of theirs and my own for preventing these problems from arising:

· Ask manager up front things like:
- “What keeps you up at night?”
- “What projects are coming up that we can be proactive on with our searches?”
- “What can I do to improve the recruiting process for you?”
- “Why do you work here?” (helps to sell the role to a candidate)

· Tell him you hope to build up trust so you can set up interviews for him even if he hasn’t seen the resume yet.

· Get times the manager is available to speak with you, as well as to interview. Be sure to find out what’s the best way to reach him and get a backup contact for when he’s not available.

· Set up a post-interview feedback meeting before the interview even takes place.

· Find out the process for gathering feedback from multiple interviewers. If it seems unstructured and/or that it could slow down the process, provide them with a simple feedback form that can be filled out quickly and returned to the hiring manager.

· Tell manager if he doesn’t provide feedback within 24-48 hours, you will assume the role is no longer urgent and will go ahead and close it. (Bold, I know, but I love this idea!)

Again, just a few ideas, but these could get you started if you’ve encountered hurdles. Remember to present yourself as the expert up front and spend some quality time with your managers. This will allow you to partner with them rather than just be an order taker. If they balk at meeting with you, remind them that it will save them time and money on the back end. Good luck!

“Make Your Hiring Managers Your Partners”
Michael Goldberg, Freeman’s Talent Acquisition Leader
Mark Sullivan, Time Warner Cable’s Director of Talent Acquisition (TX region)
Marianthe Verver, NeoSpire Managed Hosting Recruiter

Making Money the Old Fashioned Way

2010-09-02T11:21:00.006-05:00

I talk to hundreds of business owners every year in industries such as recruiting, consulting, advertising, technology, insurance, wealth management, and the like. We all discuss the typical things - the economy, healthcare, the Dallas Cowboys (doesn’t everyone?). Then we get to how business is doing.

Here are the top five things I hear the most – do any of these sound familiar?

“We can’t get enough business in the door.”
“If we could just get some qualified leads, we’d be able to close them.”
“We have some strong leads in the pipeline, but nothing seems to close.”
“Our margins are getting squeezed to the point it doesn’t make sense to win.”
“I’m having trouble with my mother-on-law.” (Not really. Just seeing if you’re paying attention.)

Even though we’re starting to see some life come back into the economy, times are still tough. Most people have not been through a down cycle this long, and they’re not sure what they should do to keep their business running. Sure, we had the tech bubble crater along with the Internet meltdown, and, of course, 9/11 brought things to a halt. However, things had gone along so well for so long that some people forgot how to win customers, build relationships and hunt for business.

Here are 5 sure-fire methods that will help you do just that. They're all number one in my book, so I numbered them that way (which is my way of saying the numbering function in blogspot does not work well with spaces, but I digress). I’m not saying these are a guarantee mind you, but they are sustainable best practices in any economy.

Be the Expert. At something. I know someone who is known as “The Recruiter Guy” in the blogging world. Your company, and you, should be known in the industry as the Go-To organization/person for information on the topic. If you’re a wealth management recruiting firm, then start a newsletter and/or blog to share relevant information for wealth managers.
Be a Connector. I’m not talking about connecting the dots (even though that’s fun with the kiddos). I’m talking about people. I am a 100% believer you have to connect people you meet with people you know. Not just some of the time, but all of the time. For example, let’s say you meet an IT vendor at a trade show, and you introduce him via email to a consulting firm CEO you know. Here’s a great way to do this:
“Gary, it was a pleasure seeing you at the event last night. It’s always good to connect, and when you mentioned you wanted to meet recruiting firm executives, I naturally thought of John Smith with XYZ Staffing. John is a friend and colleague I’ve known for years, and he’s an expert in the technology staffing arena. His company, XYZ, focuses on all things IT, and they provide IT staff to Fortune 100 and middle market companies in the Southwest region. John, Gary and I met at TechNet 2010, and I was impressed with his IT management services knowledge. He helps companies just like yours with their IT needs. I hope this is a great connection for you both, and regardless, you will have met a new colleague in the industry. Make it a great day, Best Regards, Steve”
Be Disciplined. This goes without saying, but how many times have you started a sales campaign only to have it peter out after a week or two? If your strategy is to mail a letter first, then a brochure, then a compelling case study, etc., then by all means do that. If you are supposed to follow up with a phone call introducing yourself to see if they got the information you sent, do that. See a pattern forming? And be sure to document every contact attempt, every result, and every follow-up activity. I know it’s no fun, but it’ll be worth it. And when those alarms go off that you’re supposed to follow-up via an email or phone call, do it, and while you’re there, set up another follow-up task. There is truth to Nike’s tagline “Just Do It,” but it goes further. Just Do It Often and Over and Over and Over.
Be Compelling. Buying a car is a beating. It is, and I hate it. They know you want to buy a car, you know they know, and who the heck goes in there to shoot the breeze anyway? You think they’re screwing you somewhere no matter how much research you do, right? But there are those car sales professionals who compel you to buy. They ask the right questions, let you take a test drive, even keep the car over the weekend. They learn what you like, what’s important to you, and they answer any questions you may have. Even the ones you don’t. They might even take out your trash for you, wash the dishes … wow, you’re still with me after this LOOONG blog! The point is this – you have to give a person a reason to buy, paint a picture of value, and how your product/service will benefit them. Then you have to ask for the sale. Don’t forget that, right?
Tri-Networking. What the heck does that mean? And no, I didn’t misspell it (“try networking”). I’ve coined a new phrase for networking, because I believe it takes a three-pronged approach to build the right relationships.

First, you have to network at events and industry organizations where your target customers will be. That’s a no brainer, but typically your competitors will be all over that, too. Go a step further though: sponsor events, speak at meetings, and volunteer to help the organization. It helps.
Second, attend trade organizations and networking events where your target customers’ vendor partners will be. These companies do business with your customers, and they are not competitors of yours. Take recruiting for instance. Recruiters need CPAs, attorneys, property & casualty agents, health insurance agents, technology vendors, and more. Help them out, refer them to potential customers of yours, and they’ll do this in return.
Third, attend networking events, trade shows and seminars/meetings where your customers’ customers will be (that’s a mouthful I know). It’s a great way to get referrals once you build a relationship with them.

I know it’s hard to do all this, and even harder to stick to a plan. Keep it simple and stay the course, and good things will follow. Now hop to it.

Job Seekers - How to Get Your Resume Noticed

2010-08-30T14:03:00.009-05:00

Whether you’re looking for a job for yourself or you are a recruiter trying to place a candidate, your only goal is to get your resume noticed and ultimately get an interview. Since today’s managers are inundated with resumes, how can you make sure that happens?

Well, there are resume services out there that you can pay for, but with a little effort, you can save your money and do it yourself. If you’re a candidate looking for work, however, I would highly recommend working with a recruiter since that’s part of their job, and it’s free.

1. Make it 3 pages MAX. No manager wants to spend more than a few minutes reading a resume, and if yours takes 10 minutes, it may end up in the “I’ll get to it when I can” pile. In other words, no man’s land. If you’ve been in the working world fewer than 5 years, it should be even shorter. Remember, they don’t need to know every single thing you’ve done ever – save some things to talk about during the interview.

2. Tailor your resume for each job. I know, it’s a pain, but it makes all the difference in the world. No two jobs are exactly alike, so by changing up your resume slightly to indicate why you’re a great fit for the role gives them little reason not to contact you. And if you’re a candidate working with a recruiter who tells you to do this, stop grumbling and just do it. They know it’s a pain, too, but they’re trying to help you help yourself.

3. Be specific. Use action words that concisely describe what you’ve done. If you managed something, tell how big the project was in terms of dollars and/or people. If you were responsible for training, how many people and/or classes did you train? And just as important, what were the results of what you did? Avoid using words like “handled” or “familiar with.” Handled could mean you brought a piece of paper that discussed the topic from one desk to another. Familiar with could just mean you’ve stood next to someone who was talking about it. Be detailed but not verbose.

4. Show your accomplishments clearly. If you won awards, consistently hit or exceeded quotas, or anything else you’re proud of, make a separate section under each job specifically to point that out. Title it “Accomplishments” (creative, huh?).

5. Bold, underline or italicize key points in the resume. That way they are immediately noticed. Remaining focused while reading anything in plain text is challenging when you have a million other things on your mind. By using these features, you make the manager’s life easier, thus gaining his/her immediate affinity.

6. Visually spell/grammar check. Errors in someone’s resume indicate errors on the job. Take the time to make sure everything is spelled correctly by actually reading the resume vs. just using the spell check feature. I’ve seen a lot of words that, although they are actual words, were not meant to be used in a resume (e.g. Public Accounting vs. Pubic Accounting. ‘Nuff said).

7. Consistency is important, too. Are all the indentions/tabs consistent? Bullets? Periods at the end of some and not others? Do some of the dates use all numerals (e.g. 9/2006 – 12/2009) and some use words (e.g. April 2000 to February 2003)? It’s fine to use either, with or without abbreviations, just pick one and stick with it.

8. Speaking of dates, make sure there are no gaps in the dates on your resume. It’s okay to have a few months, but if there are 6-month+ gaps, consider adding something there to indicate why. For example, “Full-time caregiver to ailing relative 6/2005 – 2/2006.”

9. If you have moved around a lot, add “Reason for leaving:” under each job. Hopefully you have valid reasons, such as “Relocated for spouse’s job transfer” or “Company-wide layoffs.” If it was just for more money, I’d strongly suggest not putting that. The manager will just assume you’ll leave again for more money as soon as you have the opportunity. “Opportunity for career advancement and to learn new skills” sounds much better.

10. Have someone else review your resume before submitting it. Do they think it’s good? Did they understand it and feel it was visually interesting and structured? If not, try another stab at it.

I realize there are a ton of sites dedicated to how to write a good resume, so why one more? Honestly, until I no longer see typos, date gaps, and 23-page resumes (yes, you read that correctly), I will keep preaching on this topic. A person’s resume is their most critical, important written description of themselves and needs to be done with care and precision. If you just aren’t sure about yours and you have no one else to review it, feel free to send it to me as I’m happy to help. But please, take the time to review/revise it based on the above suggestions first. On behalf of recruiters and managers everywhere – thank you!

What am I? Chopped liver??

2010-08-12T09:38:00.003-05:00

You work your tail off on a project and get it completed under time and under budget, and in response your boss tells you … well … nothing. Maybe he will next time. But wait, he didn’t the last few times and quite frankly, it’s getting a little irritating. I mean, you always do your job because that’s what you’re getting paid for, but what about when you go above and beyond? Where the heck is that pat on the back??

Employees who receive no recognition for a job well done may eventually cut back on making the extra effort. And according to U.S. Bureau of Labor statistics, the number one reason people leave their jobs is that they "don't feel appreciated." So as a manager, what can you do that won’t cost you an arm and a leg, especially in this economy? Here are some ideas that won’t break the bank:

1. Create a recognition board to publicly display names and/or photos of stellar employees.
2. Randomly hand out gift certificates ($5 – 20) to those who deserve it.
3. Allow a hard worker to leave an hour early every day for a week.
4. Leave a hand written thank you note or funny thank you greeting card on someone’s desk chair.
5. Come back from lunch with an employee’s favorite drink and/or candy bar and personally deliver it.
6. Ask the employee to be a mentor to new employees coming into their division.
7. Establish a monthly STAR award: Simply Terrific Attitude Recognition and rotate a trophy around (or something silly, like a smiley face clock).
8. Give a great employee a two-hour lunch break.
9. Stick a Post-It note on the computer monitor of a super employee saying, “I appreciate your hard work!”
10. Toss (literally) candy to people who give great ideas during meetings.
11. Send flowers to an employee’s home as a thank you.
12. Send an email to your boss praising the employee and be sure to copy the employee.
13. Give a personalized coffee cup or water bottle (http://www.designhergals.com/ is terrific and a portion goes to charity).
14. Write “I appreciate ____” on an index card, list several reasons, and post it at a hard worker’s desk.
15. Tie a “Great job!” or “Thank you!” helium balloon to the desk chair of someone putting in a lot of effort and/or time.
16. Throw a monthly/quarterly/annual party for the top 3, 5 or 10 employees.
17. In smaller offices, surprise the team for an afternoon outing to the latest hit movie, bowling alley or whirly ball center (loads of fun!).
18. Recognize exceptional employees in the company newsletter.
19. Write “Great Job, ____!” on the conference room white board right before the next team meeting.

20. Call fantastic employees into your office just to tell them thanks.

24 Hours Simply Isn’t Enough

2010-08-06T14:28:00.004-05:00

My sister says if she could bottle time and sell it, she’d be a billionaire. I totally believe her.

Regardless of what time I get up or what time I go to bed, there are still a million things that I won’t be able to accomplish. I’m not talking about dream and goal-type accomplishments like going to Paris, performing on Broadway or climbing Mount Everest (none of which are my personal goals by the way, just ones a lot of people seem to dream).

I’m talking about little things like returning emails I’ve had in my in-box for two days, writing up an employee review that should have been done weeks ago, updating our business blog, etc. On the personal front, things like making it to the grocery store for milk, washing my son’s soccer uniform for his game tomorrow night, or returning overdue library books. I just can’t seem to get it all done in 24 hours!

So, I decided to carry around this little book I’d been meaning to read called TIME! 105 Ways to Get More Done Every Workday, by David Cottrell, president and CEO of CornerStone Leadership Institute. I figured if I didn’t have time to sit down to read it, I’d try to skim parts while waiting for my laptop to boot up or sitting at a stop light. Turns out, the book had some terrific tips, many of which you may already know, but perhaps a few you don’t. So, here are some of my favorites in no particular order:

1. Set your alarm clock 15 minutes ahead. Yes, it’s kind of like playing a practical joke on yourself, but you’ll be surprised how it can help you get going in the morning if you just wake up and pretend it’s 15 minutes later than it actually is. Just don’t run any red lights on your way to the office.

2. Plan your day. Do this before getting involved in anything – or anyone – else, especially tasks that consume a lot of time, such as answering your email. In just 20 minutes of uninterrupted time, you can accomplish the same amount of work as you can in 60 minutes of work with interruptions.

3. Limit your time on Facebook, LinkedIn, Twitter and such. Social networking sites are great ways to keep up with your extended network of contacts, but they also extract a huge penalty on your productivity. Pay attention to how much time they take and make sure you‘re getting a good return on that investment.

4. Be decisive! Being decisive usually means, “Seize the moment!” When someone says to you, “Call me later and we’ll set an appointment,” respond by saying, “Let’s save ourselves a call and make the appointment now.” Then it’s done…and you won’t have to spend another 15 minutes on a phone call just to arrange a meeting.

5. Manage your paper and keep it moving. Move paper from your in-box to your desk, then to a To-Do file, someone else’s To-Do file, an archive file or the circular file – that’s right – the trash can. Ask yourself, “What’s the worst thing that could happen if I throw this away?” Gather what information you need from it, process the information immediately (enter business card info into your computer, clip an article from a magazine, etc.), then discard what you no longer need.

6. Keep your computer running as efficiently as possible. When your computer is running slowly, run a maintenance application to clean up your old files and to defragment and reorganize your hard drive. It will immediately increase your computer speed. Keep up with application and system upgrades and don’t neglect computer security. Nothing can ruin your day faster than a computer virus.

7. Avoid getting trapped into small talk if you work in an office environment that’s overly social. When someone approaches you, immediately ask, “What can I do for you?” This gets the visitor straight to the reason he came to you…or if he has none, it subtly gets him moving along with minimum chit-chat. And hide your candy dish – it’s a major interruption magnet.

8. Make meetings short and always start them on time. If someone comes in late, ignore them and keep going. Better yet, appoint them as the person responsible for taking the minutes. I assure you they will show up on time for the next meeting. If you’re not running the meeting, take initiative and say, “Hey, it’s 8:40. Let’s get started. I’ve got a job to go to.”

9. Rest. The more rested you are, the more you can accomplish when you work. If you’re tired, you work slower, make more mistakes, and fail to see obvious solutions. Work hard and efficiently, but try to leave your work at the office.

10. Continually ask yourself the number one time management question of all time: "What’s the best use of my time right now?"

I must say that I really enjoyed reading this book and garnering some great tips from it. I may not get to Ireland anytime soon (one of my dreams), but I do think I’ll at least have time to grab milk from the grocery store today.

To order this book, call 888-789-5323 or visit http://www.cornerstoneleadership.com/

2010-08-02T16:22:00.001-05:00

ECC co-founder, Steve Conwell, named American Lung Association 2010 "VOLUNTEER OF THE YEAR" for the North Texas Region!

So … What's it Like Working with Your Spouse?

2010-07-27T17:05:00.002-05:00

That is the question we are most often asked. Having any type of family-owned business can be tricky, but it can be done with a concerted effort.

For those family-owned businesses, the below dinner table conversation can be a familiar one. Never mind the kids’ wanting attention, a dog that needs to be walked and other husband/wife roles that come into play.

Wife/CEO: How come you weren’t at the meeting today?

Husband/President: I’m sorry, which meeting?

Wife/CEO: Our staff meeting – the one we have every week? (“Why do I have to remind him of this? It’s like every Thursday morning putting the garbage out!”)

Husband/President: I told you we had a new client visit – don’t you remember? (“Why does she always nag – I’m her husband, not her employee!”)

Wife/CEO/Husband/President: UUGGHHH!

When we first started our company in 2002, my wife and I had no idea the number of surprises we were in for. No idea! It’s amazing when you wear every hat under the sun, how easily those roles can take over all facets of your life. Suddenly, roles start to jump over one another, and the Dad role takes second fiddle to employee relations, sales, contract reviews, lease agreements and the like. The Husband role bleeds into President, Wife into Events Coordinator, Daughter into BD Exec, and Son into Chief Dishwasher! How many of you small-business or family-owned business leaders feel the same way?

So, how do you juggle it all? How do you place boundaries around the business, home, family, friends, church, “alone time” and more? How do you get the roles to work together well, whether at work, at home, or at a client site? We’ve spent years refining our approach and keeping what works, and we think we’re pretty good at the juggling act. You can have a life and a business too, and your marriage can be as strong as ever. You can also keep the executive hat on around your employees, even when having varied discussions amongst your team members. So go ahead, throw the ball with your boys in the cul-de-sac and don’t feel guilty about the phone buzzing with the latest “fire” you have to put out. You’ve read our blog, and you’re good to go!
So what’s the secret? Here are some gems we’ve collected over the years that have done wonders for our company and our marriage. They just might help you regardless of what company you work for. Here goes!

1. Turn the phone/computer off when you get home. This sounds so simple it’s almost silly. And yet, many of us cling to this like we’re being weaned off our binky! We have to answer that email NOW – no waiting until tomorrow. We must read that text, stop what we’re doing, fire up the box and work. No matter that it’s family game night or Sunday right before church. This is ridiculous America – we need to lower stress and remember what is important.

2. Uh-oh – Trouble in Paradise. Not really, but if a husband/wife team have a difference of opinion in front of employees, the water cooler’s a buzz even though this may be a normal discussion between executives. Everything is amplified when brainstorming sessions get lively, and no matter what you say, folks will assume that the “husband and wife” are having issues or “something is going on.” That’s not the case, but you do have to carefully keep your boss hat on and logically, nicely and tactfully discuss the issue at hand. It helps prevent the grapevine from running rampant. Or at least keeps it pruned!

3. The 30-Minute Debrief. This is a lifesaver, and it has worked wonders in our marriage. Shoot, it worked great when we had our first kid, and Mom needed to hand off our bundle of joy to Dad – immediately! My bride and I used to talk work 24/7, and it dominated the day when we had a 5 and 2 year old. We worked together at the office, at home, in the evenings – it never ended. We made a rule and have stuck by it most nights. We get home, debrief about our day, make any decisions that need to be made, then that’s it. Thirty minutes tops, no if’s, and’s or but’s. Leave today what can be handled tomorrow, and all that. Enough said!

4. Top 5 at 5. It goes without saying that you should plan ahead for what you’ll do tomorrow, but few do it. Pick the top 5 things that you absolutely have to do and write them down. Use your planner, a note pad, or a journal. And don’t write the time wasters down like email, phone calls and the like. You can manage that with quick flags, follow up tasks and to do lists. This is what Stephen Covey calls the big blocks of effort that help you achieve your goals. Check how you did with the goals you wrote down yesterday, write your top 5 for tomorrow, and put it to bed. You’ll feel better, your mind will be at ease, and you’ll be able to listen to Sports Radio 1310 The Ticket all the way home without any stress. Greatness!

5. Um – How Are You Related? Prospects and customers alike ask this a lot, and it seems to follow us in networking events, client meetings and even black tie affairs. When you both own the company, people get this image of Lucy and Ricky Ricardo – constant bickering. They’re not quite sure how you fit together and run the company. My wife and I have learned that we each play a vital role in the company, and we explain how we started the firm and the experiences we both bring to the table that helped us build a great company. This makes questions easily answered by either myself or my wife, or both of us, because we’re married, and we know what the other is thinking. Isn’t that right, Honey? Honey??

How to be Employee of the Month

2010-07-23T20:15:00.006-05:00

Nowadays everyone seems to be either looking for a job or concerned they might lose the one they have. With unemployment at an all-time high, it’s no wonder. In the words of Cherry Valance from The Outsiders, “Things are tough all over.” (On a random note, anyone else cry when Johnny died? Sniff, sniff.)

So what should you do if you have a job and are worried it may not last? Here are my thoughts for what it’s worth:

· Work a full day. Don’t show up late, take long lunches, or leave early. If you think your boss won’t notice, he/she will. If not, I guarantee you someone will rat you out. Even if you are the top salesman/producer/whatever, it doesn’t matter. Business owners are looking to trim some fat and the folks who work the hardest and show the most loyalty rank almost as high as those bringing in the dough. There really is value in work ethics.

· Bring in the bacon. (In keeping with the food analogy) money definitely matters, too. If you aren’t paying for yourself and then some, your name will be on the chopping block at some point. No one wants to work a 60-hour week, but in days like these, you just might have to for a bit. So put the kids to bed, bring out your laptop, turn on some music, and get to work!

· Offer solutions. All companies have problems from time to time, and complaining about them does absolutely no good. But providing solutions … now that’s another story! Everyone loves someone who can help, so before you grumble to your boss, think of a solution that’s win-win for everyone.

· Volunteer. For internal projects, to write white papers, to mentor a junior associate, etc. You might think it’s brown-nosing, and it is to a point. But if you have the genuine desire to help, it’ll show through. By being your boss’s “right-hand man,” you can almost render yourself indispensible.

· Get educated. Now is a great time to expand your knowledge about your craft. Impress your boss with valuable input on your industry by discussing current events that may affect your company or share some great information from a recently read book (I mean one that applies to your industry, not the latest book by Stephen King).

· Network. This one serves two purposes. Sure, network for your company to help with sales, but also to promote yourself and get your name out there. The phrase, “It’s not what you know but who you know,” is incredibly true. Let me repeat that, it is incredibly true. Meet people, pass out your business card, connect on LinkedIn and at association meetings, send emails of congratulations to people who get promotions/awards, etc. In other words, become a face and name that everyone recognizes.

These are not sure-fire guarantees of course, but they certainly won’t hurt. And if your colleagues aren’t doing any of these, you WILL stand out. And hang in there. The economy is bound to turnaround one of these days, and when you’re in your boss’s mind come promotion time, it’ll all be worth it.

Empowerment Power

2010-07-22T11:17:00.002-05:00

Almost sounds like a tongue twister doesn’t it?

I recently came upon a quite long but highly interesting article from the Harvard Business Review (HBR) on Empowerment. It talked about how empowered employees have created significant innovations in ways to serve their customers better. Most innovations have been facilitated by the use of technology that is readily available, easy to use, and for the most part, free – social media sites and online communities, cloud computing, online video, etc. Or the innovations are included in existing services that people already have, such as camera phones and mobile access everywhere. Using these same technologies, consumers are empowered as well: the article describes situations where consumers have had bad customer experiences and have shared with, in some cases, thousands of their Twitter followers.

So how is this relevant in the staffing and recruiting world? I believe just as relevant as it is on the consumer examples the article talks about. The fact is, empowered individuals come up with technological solutions they have access to. Any organization that empowers their employees to innovate, that provides access to the tools they need, will spur innovation from any area of a company – the administrative support staff, clerical staff, etc.

Empowerment also works for job seekers. In this competitive environment the only way to stand out is to be innovative. A former colleague in a consulting organization was telling me about his frustrations with a recent hiring process he is running. Within a week of posting the job, they had received over 100 resumes. A cursory scan of the resumes did not reveal any potential candidates. Those that did stand out happened to include interesting departures from the typical cover letter-resume combination, such as video resumes. There are a couple of services out there that let people record a video resume, create a link for it, and then include the link as part of their response. A more simple approach could even be to record a simple introduction with the webcam software, save it as a video file, and attach it as a document when submitting a resume. Some recruiters are actively encouraging this practice from their candidates.

An additional fact that the HBR article points out is that most companies aren’t set up to harness technological innovation that comes from outside technologies. It takes management commitment to make these changes. It often means a change or adjustment in the culture of an organization, no matter the size.

Is your organization ready to embrace empowerment? Are you?

The referenced article can be found at http://ht.ly/21Rf2

Be Your Own Boss!

2010-07-19T09:16:00.002-05:00

Be your own boss! Set your own hours! Make as much money as you want to!

Ha, ha, ha, ha! Isn’t that funny? It’s a joke if I ever saw one.

Every new business owner knows that starting a business requires more time than you have ever worked before, and almost every dime has to stay in the company so you can keep it running. Starting out there is no work/life balance and certainly no windfall of cash for sunny vacations. Granted, there are exceptions to every rule, but more often than not, new business owners work their fingers to the bone and are forced to live as frugally as possible just to keep their business afloat. That’s why most businesses fail long before they ever hit the 5-year mark.

Let’s address the work/life balance dream. Unless you live in a place like Italy, you probably won’t have the opportunity for leisurely two-hour lunches and ending your work day at 3 p.m. Instead, you’ll rise long before your kids wake up so you can get some work done, have your lunches with potential clients or clients you’re desperate to keep (usually on your dime), and then work again after the kids go to bed. In fact, if you do have kids, you’ll probably find yourself trying to sneak peeks at your BlackBerry when they’re not looking so you don’t have to feel that guilt that always seems to come. (Or is that just me? Nah, come on, admit it. You do it, too!)

You have to spend money to make money. That’s no truer than when you start a business. We all know nothing’s free in this world, so forking out cash for technology, marketing, those client lunches, gas and tolls, etc., is just to be expected. What isn’t expected is how fast it all adds up. Tracking receipts and spreadsheets until your eyes are red and your stress level skyrockets will typically be the norm for some time. And to make matters worse, making money for your business often goes hand-in-hand with how much time you put into it.

Now don’t think I’m saying starting a business is a bad thing. It’s actually one of the most fun, most rewarding things a person can do. Just don’t go into it blind.

For time management, have a cutoff point at least a night or two a week and stick to it. If not for your family, for your own mental health. We both know you won’t stop checking your emails, but do you really have to respond immediately? An incoming email at 8:30 p.m. truly can’t wait until 7:30 a.m.? Say it with me now, “Yes, it can.” My wife and I have a dear friend who has a successful business he’s worked hard for. As much as we’re happy for him, we just don’t get why he will answer his business cell phone regardless of the hour (we’re talking 3 a.m. and you would get a, “Hello?”). We all want success, but at what price? Do we really want to have to walk out of our kid’s ballet recital or get that glaring look from our spouse all for a stranger on the phone?

The old adage, “work smarter, not harder,” really rings true when running a business. Use the internet, your friends and your noggin before making business purchases. Research like crazy to make sure you’re getting the best bang for your buck, ask people you trust for recommendations, and finally use the brain God gave you to decide if you really need top of the line products when you’re just starting out. Don’t go cheap, of course, but middle of the road usually works just fine and you can always upgrade when you’re rolling in it.

We all want to be successful. We all need money to live of course, and most of us want some cushion beyond just paying our bills. But keep your priorities straight. Regardless of what Gordon Gekko says in Wall Street, greed isn’t good. Putting the almighty dollar above all else may buy you a nice house and cars, but if it costs relationships and/or your ethics, it’s just not worth it in the end.

Starting a running a business is like a marriage. It seems all flowers and romance at first, but then you realize there’s more to it. It might be a challenge sometimes, but the rewards are worth it. Just be sure to take off your rose-colored glasses before you answer, “I do,” to the county clerk when she asks if you’re there to file a new business name.

2010-07-14T11:06:00.003-05:00

Become a fan of ECC Hiring Solutions on Facebook to learn more about today's job market. Latest entry: Most Embarrassing Office Moments.

Um ... You Stink.

2010-07-12T09:35:00.008-05:00

How many times have we, as recruiters, interviewed someone who is fabulous on paper, but in person needs some, shall we say, career guidance? Perhaps the candidate wore a green suit, or shakes hands like a dead fish, or reeks of cigarette smoke. Whatever the situation is, it needs to be addressed prior to the client interview, no matter how uncomfortable it makes you feel.

Anyone who tells you presentation doesn’t matter is lying. No, we absolutely cannot and should not discriminate based on EEOC laws, but offering suggestions in other areas is not only helpful to the candidate, but the responsibility of the recruiter. Just be delicate and tactful.

Here are some issues you may encounter from time to time with your candidates:

· Always ask what they plan to wear to the interview. If it’s a suit, ask what color. I cannot tell you how many times I’ve heard the colors red and canary yellow (not together, mind you). If they’re going to a typical professional office, tell them it’s imperative they wear a dark colored, conservative suit with shined shoes. Better to be a little over dressed than too under dressed. If they don’t own a suit, smile and tell them, “Everyone needs one good suit for weddings and funerals,” and be prepared with store names/addresses that would have some at reasonable prices. Slacks and a coordinating jacket isn’t a bad substitute, but jeans and shorts are never acceptable unless they’re interviewing for a very casual job (think Lifeguard).

· If their hand shake is too limp or too hard, smile and say, “Let’s try that again.” Nicely explain it’s important they need to have a firm (not hard) handshake with whomever they meet during the interview. It shows confidence. Remember, some cultures naturally shake women’s hands gently, so you have to be careful not to offend anyone – hence the word “nicely.”

· Ever held your breath during a candidate interview? It’s amazing how we take for granted that everyone showers, brushes their teeth, and combs their hair daily. Thankfully most of us follow a hygiene routine, but apparently some people missed out on that training, and it can absolutely prevent them from getting the job they want and you from making a placement. Since it’d be rude to hand them a bar of soap or toothbrush during the prep, try stating things like, “Now I know it goes without saying, but be sure to smell good for your interview. Shower, use mouthwash, and use a little cologne/perfume (or none at all). If you’re a smoker, do not smoke on your way to the interview because you will smell like a cigarette, and you never know if the person interviewing you is a card-carrying board member with the American Cancer Society.”

· Younger candidates feel that proudly displaying their nose ring or tattoos shows their self expression and the manager should just accept that. Oh, our deluded youth! Ask if the jewelry and/or tattoo is more important than an income. If they truly want the job, explain they will be competing against other candidates who appear more professional and based on your experience, the “self-expressed” appearance rarely wins out. They will need to lose the nose ring and/or cover the tattoo for their interviews. After they’ve proven themselves on the job, maybe the manager won’t care if they have a pink faux-hawk and six earrings in one ear.

Finally, have an “Interview Tips” handout for each candidate – tips for both in person and over the phone interviews. Cover the obvious (don’t chew gum during the interview) and the not-so-obvious (avoid typing during phone interviews – take notes on paper rather than your computer). Have anything and everything covered in this document, so things you just can’t bring yourself to cover will still come to their attention. When you call to wish them luck before their interview (you do do that, right?), ask if they’ve read it, or better yet, which tip they got the most out of. In all my years of recruiting, even the most seasoned executives have told me they learned something new from the tips. It may be uncomfortable discussing some of these things with a candidate face-to-face, but I guarantee you it will be more uncomfortable when your manager is unhappy with the candidate you sent over.

Middle School All Over Again

2010-06-11T09:14:00.007-05:00

I loathe bullies. To me, they’re just insecure jerks who like to torture people they consider weaker than themselves. Everyone remembers someone from their childhood who was a bully, and as I recall, no one really liked them. Sure, they had followers, but that was usually because the followers were scared of them and figured, “If you can’t beat ‘em, join ‘em.” As I watch my kids grow up, I’m astounded at how early bullying starts in the schools. And what’s even more astonishing is how many people remain bullies into adulthood. Instead of the playground, they use the workplace to find their targets.

It can be in-your-face or subtle, but workplace bullies tend to use belittling, manipulation or intimidation wherever they find an opportunity. According to KickBully.com, more than 30 million Americans have reported being bullied at work. Again, astounding! If you are one of those people, below are some tips to help. If you are one of the bullies: Grow up already!

Be a great employee. If the problem escalates to upper management, you want to have a solid reputation with the bosses for being someone who can deliver.
Avoid trying to get people “on your side.” Some experts suggest discussing it with your co-workers; however, sometimes that can backfire and your comments could get back to the bully, thus inflaming the situation. Your peers will likely separate themselves from the drama anyway, and the less you discuss it, the more they will see you as the mature professional.
Avoid public confrontations if possible. Should the bully yell or behave aggressively towards you, calmly say, “I can see you’re upset, so we can talk about this later,” then walk away. He will likely be so stunned he won’t follow you, but if he does, you can walk to a private office or conference room and eliminate the public display.
Should he follow you… calmly tell him that you’d like to buy him a drink so you can understand why he feels the way he does. This will also throw him off his game and he’s apt to accept if only for the free drink. It will give you time to get to know him and vice-versa, and your relationship might immediately change for the better.
Remain cool, calm and collected. Remember how your mom used to tell you, “If you don’t give them the reaction they’re looking for, they’ll give up?” She was right. That’s not always the case, but more often than not, they’ll get bored and move on, sadly, to another target.

I used pronouns implying bullies are male, but studies show female bullies are a growing concern. Regardless of gender, if the problem continues to escalate, there are many steps you can take. Please visit these websites for more information:
www.kickbully.com
www.bullyfreeatwork.com
www.howtohaveabullyfreeworkplace.com
www.bullyfreeatwork.com

Business Networking….is it for me?

2010-06-10T10:55:00.000-05:00

On a plane ride last week I ran into a former colleague who had worked for the same company for 25 years, and then was laid off. His business network consisted mainly of his co-workers, many of them still in the company, and some had moved on. He shared with me that he never really thought about building a diverse network while working for this company because he did not need to, and he is now struggling for referrals to help him get a job.

The number one advice I have given people that I have coached or mentored has been to build, nurture and maintain a solid and diverse business network. This is true regardless of industry, experience, type of company, or line of work. This is especially true for small business owners and entrepreneurs. In fact, for many businesses, both large and small, their business network is the main, if not the only, source of leads and referrals. I have come across many business owners who do not do cold calling at all – they get all their business from referrals, which they get through their network.

The type of network I am talking about here is the old fashioned, face-to-face business network where you meet people and interact. Sure, there are great technology tools that help you be more efficient in communicating with your business network, such as LinkedIn. The lines blur a bit with social networking, and the use of social networking tools for business, but that is a subject for another day.

So what is the most effective way to build, nurture and maintain a diverse network? In my experience I follow three simple rules, and even after 23+ years of business experience after college, I pick up new tricks and learn about this every day. These are:

Keep it diverse. Reconnect with former colleagues at past jobs, and with college friends to find out what they are doing. When meeting people at events, seek people working in areas of business other than your own, as they can provide good insight. My college alumni group, for example, is a great way to meet people in different industries, and with different backgrounds and experience, but all united by a common bond.
Keep it simple. Building and maintaining your network can be overwhelming, just as all the social networking options to use for your business. Stick to one tool and get advice from your network – that is what it is for.
Keep it focused and manageable. If part of your strategy is to go to networking events to build your network, focus on the events in your industry or trade group. Do not try to go to every single event you can find. Sure you will meet people at all these events, but the key is to go to the ones where you will meet people that can help you grow your business.

So to answer the question: Is networking for me? My answer is: Absolutely! It is an essential tool for your business, whether you are self employed, or work for a company – big or small.

Starting a Recruiting Firm #2 - Get your Ducks in a Row!

2010-06-08T11:36:00.001-05:00

I was resting after three sets of tennis this past Saturday, and I noticed the beautiful pond that lines the courts. A mallard and her baby ducklings were lined up on the running path, crossing a small bridge to swim in the lake. I watched as Momma made sure her little babies were lined up behind her, and as she waddled across the bridge, she corrected course a few times, quacked an order or two, and successfully got her flock into the water. It made me think about the recruiting world and how to successfully get your ducks in a row to begin a new venture. Here are five absolute musts to get you started, and see if you can guess the movie quotes used for each:

“You’re the expert. I just work here.” Line up the right experts - this is critical. Strong, seasoned advisors and partners can guide you through the process and answer key questions. You’ll need a CPA at the partner level, a small business banker with some skins on the wall, an attorney, a benefits broker (health insurance, business insurance, life insurance for later), a printer for marketing collateral, and a financial advisor to get you pointed in the right direction.
“You complete me.” Opening and running a successful business is no small feat, and according to the Small Business Administration, 90% of new businesses fail within the first year. With that said, you need a blend of talents. Finding the right people to bring on the bus is crucial. Blend risk taking with the voice of reason, strategy with the rock and roll types. Complement and augment your strengths with others whose talents are your weaknesses and vice versa.
“My name is Zeus!” (Bet you thought I was going to say Bond. Too easy!) Unless you’re going with “Your Name” & Associates,” the company name should be something that will never need to change, even if your business does. Let tag lines describe what you do so your name can live on regardless.
“A truly great structure, one that is meant to stand the tests of time, never disregards its environment.” You’ve heard of them all, but what a confusing mess. Each of these structures has significant legal and tax benefits and consequences: LLC, PC, LP, LLP, Inc, S-Corp, Sole Proprietorship. Ugh! Make these decisions with the advice of your attorney and CPA. These advisors went to school specifically to provide you with the expertise you need. I recommend you also get your tax and legal advice from a CPA AND attorney, and do your homework to find the right fit for you. They’ll set you up properly, file the right forms, and make sure you are doing things legally.
“God bless the internet.” What does hanging your shingle on the information superhighway entail? Getting a web address that is small enough to brand your company is getting harder to do as everything under the sun seems to be taken. Register your domain name with an online service (just type “domain name registration” and you’ll be on your way), and consider grabbing other extensions besides “.com” (such as .org, .us, .net, etc.). Lastly, partner with a web design company - and I mean design company - because you are going to spend hours and hours answering questions, thinking about your strategic direction, your service offerings, your contact page, your web presence and more.

These are just some of the things to get you started. And by the way, who can name the movies that the quotes came from in the list above? “You complete me” is easy, but what about the rest? Let me know! To finish, I’d like to quote Coach Orion from the movie “The Mighty Ducks.” Keeping with the duck theme, right? Check out the movie quote in this video - Quote from the Mighty Ducks Movie

Father Knows Best

2010-05-21T10:10:00.007-05:00

I recently read an article about how awful Applicant Tracking Systems (ATS) are and how difficult it is to find candidates in those systems. My first thought was, “Maybe the searcher is not doing it correctly or wasn’t trained thoroughly.” Sure. That could be it. Or perhaps the ATS really is awful. However, more often than not, finding candidates in any ATS could be a challenge simply due to user error during data entry. I know documentation and data entry is no fun. Raise your hand if you enjoy it … I’ll wait. That’s what I thought. I’m sure there are those out there who really do like it, but I’m betting they are not recruiters.

I recall one of my employees saying they didn’t have time to enter much candidate information since placing them took higher priority. I agree to that last part – as a recruiter, making a placement is your ultimate goal. But where has quality and due diligence gone? Isn’t it true a database is only as good as its data (remember “garbage in, garbage out”)? How many other placements did that recruiter miss out on due to failing to enter a candidate’s information correctly? Misspelled names, incorrect categorization, forgetting to attach a resume, failing to input contact information, etc., can all cost that recruiter a placement. These mistakes can also cost the recruiter’s coworkers, and ultimately their candidates and hiring managers. There’s nothing worse than finding an A+ candidate, and then discovering there’s no way to contact that person. (OK, lots of things are worse, but you get my point.)

Everyone makes mistakes. I have. You have. It’s understandable and expected since no one’s perfect. But there’s never an excuse for apathy or laziness. When I was a teenager, I was responsible for kitchen duty after dinner. I remember my dad would sometimes drag me out of bed at night to make me wipe up the kitchen counters properly since I had clearly hurried through the cleaning process. All the while he would tell me to, “Do things right the first time.” I hated that, thought he was being “so mean” (muttered under my breath, of course), and didn’t understand why he didn’t just do it for me. I get it now. By taking that extra couple of minutes to do things right, I could have saved myself a lot of time and energy and prevented some headaches for those around me. More importantly, I would have learned the value of responsibility, diligence and quality work. I later did, mind you, but it would have been better to have learned it with a good night’s rest!

In the grown-up world, I’m not sure when these traits began taking a back seat to sheer expediency, but I sure wish they would return. Yes, speed matters in the fast-paced world of today, but sometimes the best way to beat your competition is to slow down and focus on quality vs. quantity. Since we’ve all seen quality and excellence diminish in many of today’s products and services, perhaps by focusing on these you’ll be the one who stands out to your customers and ultimately gain more business. In the words of legendary basketball coach, Bobby Knight, and my dad, “Learn to do things right and then do them right every time.” Truly words to live by.

Hello world - I'm learning about this blogging thing!

2010-05-18T10:10:00.008-05:00

Corner Bakery, a Diet Coke and free wifi. Greatness! I'm sitting here in between meetings and got to thinking about my new blog. Actually, I was up at 2 in the morning thinking about it, too, but let's not go there (sleep - gotta get some soon). So what am I going to write about? Concentrate on? Focus, focus, focus.

I've got 17+ years experience in a wide array of affairs - public accounting ("audit"), controller ("bean counter"), and operations/sales management. And I’ve been around the recruiting space for 10+ years, founding a recruiting and consulting firm, then ECC Hiring Solutions, LLC (www.ecchiring.com). My strongest skill - my sweet spot, if you will - is building companies. It's so much fun - it's like bringing a baby into the world, watching them sit up, then crawl, walk, then run. Of course, they spit up and say things like, "Dad said a bad word, Mommy!" But I digress :)

I'd like to bring you some depth and breadth into the entrepreneurial space. Particularly focused on the recruiting industry. How do you start a recruiting firm and what should you be thinking about? How do you hire someone for the first time? Banks, funding, marketing, sales, social media, payroll, stress management and more. I've got some interesting stories from our first recruiting company. Like the time one of our employees decided to eat peanut butter in her cube, and how that peanut butter migrated to her LAN cable, her desktop, her laptop. Or the time we had two days to collect $515,000 from our best client or we’d miss payroll. We collected, but yikes! Or how we beat out 600 vendors to win a national contract with a Fortune 500 company – when we only had 7 employees at the time. How'd our little company do that?

This should be fun. I’m excited to get out there with you, so hello world! Hello recruiting friends! Hello business partners, friends of the recruiting space and vendors alike! I look forward to being a part of your lives. Let's build our firms together, one blog at a time.

Hello? Anyone out there??

2010-05-14T10:55:00.004-05:00

Wide awake. Just after midnight, and I can’t shut my brain down. Way too many things to do, catch up on, think about. Now I can’t stop thinking about why I can’t sleep. Oh yeah…caffeine late in the day. That’ll do it.

This is my first blog, so I’m also awake thinking of how I’m going to do this, what I want to blog about, what you want to read. I have 15 years of experience in the recruiting industry, so between tips and tricks geared towards candidates, hiring managers and recruiters, I figure there’s at least some grand wisdom I can impart. If nothing else, funny stories about interviews-gone-wrong are always a hit.

I’m planning to cover things like how to find great candidates (vs. perfect candidates), how to convince your hiring managers that there are no perfect candidates so they don’t interview 30 applicants over six months for the same role and then reply that “nobody seems to be what we’re looking for,” how candidates should prepare for job interviews (which includes interviewing with the initial recruiter – they really are gatekeepers that everyone should be nice to), and so on.

Hopefully these types of topics will contain some new information for you that will help in your career. If you’re looking to gain more clients or expand existing ones, get promoted to a leadership role, make a bigger commission or start your own business, perhaps it will be of interest to you. If not, I guess I’ll have to shift to the story about the candidate who ate mashed potatoes with his hands during the lunch interview. Seriously. Or the one about… oh wait, I’ll save that for another day.

Thanks for reading, and I hope you’ll come back soon.

Latest Employment Report (Apr 2010): What does it mean for recruiters?

2010-05-11T21:55:00.004-05:00

The Bureau of Labor Statistics published the latest employment report last week - 290,000 new jobs added in April 2010, the largest monthly gain in the past 4 years.

What does this mean for recruiters? - solid and broad opportunities for growth.

This is a great sign that business is picking up. Trade organizations predict hiring "Heat Waves" starting in May, and trends indicate that temporary staffing will lead this wave. The trends also show services, IT and finance jobs to take the lead. Are these early indicators a sign of full recovery?

The bottom line is that companies have definitely started to hire again and staffing firms will see an increase in business from this increase in hiring, both for temporary and permanent jobs.

Are you ready to meet this new demand?

Those that prepare their own teams and organizations by increasing their sales and recruiting capacity will most effectively take advantage of the new demand being seen in the marketplace right now.

Is your team of Recruiters and Business Development personnel working at full capacity? Do you have dedicated staff to do "backoffice" work - instead of recruiting? Are there opportunities you may be missing due to lack of working capital?

Check out our services - we can help recruiters and staffing firms get ready - http://www.ecchiring.com

Starting a recruiting firm is a slam dunk. Isn't it?

2010-05-11T16:23:00.012-05:00

If only life were that simple, right? Heck, all you need is a phone, a call list and a client or two, and you're off to the races. Business built. No problem.

Of course, there might be some things to consider, like business insurance, client and candidate contracts, website design and development, employees (yikes - hiring folks to help). Wait a minute - building a recruiting firm might be tougher than we first thought.

It's a journey of self discovery, a melting pot blending gumption, risk taking, an idea (or two) and the fortitude of the owners to get the train running (and staying on the tracks - focus, focus, focus).

The challenges recruiting firm owners face build as their firms gain momentum. What was once the fear of landing that first client and making a placement grow to managing cash and bringing the right folks on the bus to get to the next level.

How these challenges are addressed, both successfully and sometimes with a punch to the noggin, are more often based on the strength of the owners. Their collective experience, their networks, their gut reactions to opportunities (and problems) - all of these contribute to the building and proliferation of a thriving business.

I like to think of it as the acceleration effect - how quickly can you accelerate your business from concept to reality to revenue generation to established business. What was once difficult in the beginning are lessons learned as new challenges are dissected, discussed and overcome. Quickly and nimbly. Chalk that up to a white board, some roudy discussions, and the making of decisions without all the answers. The life of an entrepreneur. You gotta love it!

Let's take this journey together. We'll explore the challenges, the successes, the trends and the skills it takes to build a successful recruiting firm, at all levels. It's going to be a fun ride. I look forward to taking it with you.