the jobless give up

Do you know someone out of work?  Maybe several someones?  Do you know anyone who has been laid off or who has had their hours or pay reduced? Have you, yourself, suffered in the current recession?  I hate to say it and I really do not want to believe it, but we are not out of the woods yet.

Have jobseekers given up? Have you given up?  Have hopes to secure employment been dashed upon the rocks? Recent studies have stated that some of the jobless have given up, their despair is so great that they have flat out just stopped looking for jobs, they have a new-found freedom. A desolation some have never known.  A freedom no one seeks, the freedom from a paycheck.  Grim Freedom.  Thanks, been there, done that.

What responsibilities do we have, as citizens of the world, to police this new liberty with whom so many have recently become acquainted?  The songs of freedom don’t really fit in with this most recent fight. Tipperary is indeed a long way, the land of cotton has dried up and is all but forgotten, and cymbals crash no more. We may need more than an inside-out rally cap.

A couple years ago, I read an article about an executive recruiter-turned-counselor whose search firm has transformed into more of a guidance counselor’s office with squelched hopes sticking to the walls better than most résumés. The Recruiting Animal‘s show sometimes houses a couch full of coaches ready to sell their goods to job seekers et al. I suppose you will be able to draw your own conclusions. And that picture will look a lot like a sea of stick figures standing in lines, submitting applications, reworking their LinkedIn profiles or sleeping on sofas while General Hospital  drones in the background and fades into syndication.

Do we, as keepers of knowledge and seekers of men/women or even just human beings, owe a certain amount of give back/charity to the jobless? To the huddled masses tired of their current grips on reality?  What about our own grip? Occupiers? Does charity begin at home?

Do you believe in fate? Do you believe in karma?
We all have something, some small thing to give.  Whether it’s simple advice, a pat on the back, or a even a kind word — for each of us faces our own grim freedom at one point or another.

Does the man in the mirror look back at you or is he too ashamed?

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

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The digital world, we live in an ever-increasing digital world. Customer service ain’t what it used to be. What does it take these days to speak with an actual human voice over the phone? I typically just keep pressing zero until a recording finally states, “Hold on, while I connect you with a customer service representative,” or the undefined, “I’m sorry, you have pressed an invalid number.” Then of course, there is that lovely hold music.  I  never walk into a bank anymore, my banking is done on my computer or at an ATM.  I do not pay bills in person or even write checks.  Bills are paid on my mobile device or on a website.

So, what exactly does customer service entail today? What drives you to leave greater than 15% for a tip? Are you even cognizant of good service? I recently took my family out for a nice meal. The food was good, the atmosphere was nice, the wait staff was friendly and attentive, as they should be.  When the check arrived, there was a list of suggested gratuities, ranging from 15%, 18% and 22%.  So, is that customer service?  Providing information, a glass of iced tea, and some chopsticks?

Do you want to be remembered? I recently read a marketing case study about the Blue Whale Moving Company out of Austin, Texas. This successful moving company was born out of good service.  A young college graduate, who had worked his way through school had impressed a hot shot attorney during a move. The attorney told the kid, “Call me when you graduate.”  He did and, together, they launched Blue Whale Moving Company, they saw revenue of $1.7 million by year five. All resultant of good customer service.

Do you go that extra mile?

Do you tailor your services? What is your differentiator? Where is your level of service? Are you deserving of that 22% tip? Or will your customers grumble at the thought of leaving a whopping 15% tip?

One of my recruiter friends consistently asks himself, “Why should they call me?”  This question motivates his efforts for providing value and the greatest value you can offer is to serve your customer.

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

There was a reporter for the local paper who covered the local professional football team and the National Football League. He made a great statement once about mediocrity. He said, “Many years ago, there were 12 National Football League teams and 12 good quarterbacks. Now there are 32 teams and 12 good quarterbacks.” Wow. What a comment on mediocrity.As a job seeker, and I’m sure I speak for almost all job seekers, we tend to downplay recruiters and HR professionals in our job searching lives. We all have had the situation where an executive recruiter never returned our call even after they recruited us for a job opening. It’s so disappointing.

To us, they’ve been mediocre performers.

It’s partially a sign of the times. It seems like nobody returns calls these days. We also have to realize that the executive recruiter works for their clients and not for us.

It seems that there so many recruiters and so few good ones.

Executive Recruiters in a Whole New Light

Quite some time ago, an executive recruiter was helping me to change my resume for a job he had. He gave me a statement which, to this day, is one of my major branding statements and a substantial part of my 30 second speech!

I have had quite a few recruiters contact me and remain interested despite my never quite fitting their opportunities (at least yet). It really is incredible to see their level of interest when so many others won’t even take our calls or respond to our e-mails.

I had an executive recruiter, after hearing about a company that interviewed me rejecting me, go back and make an offer to the company to try to get me hired as a temp with an option to hire so they could see how good I was. That’s innovative thinking!

Advice for Job Seekers

So my advice for job seekers is to network with recruiters. Follow up with them. Keep yourself in their minds as they receive new positions. Make it so they are always thinking of you. I try to let those executive recruiters who have been good to me know every week or two that I am still available for work and am looking. They really appreciate it and it keeps me fresh in their minds.

For me, there has been such a payoff because I have had recruiters remember me and call with opportunities that otherwise may have not been sent to me.

So recruiters can be a great friend to someone looking for a job. No, there aren’t great recruiters on every agency or company team, but if you look some are out there. Find them, stay in touch, treat them well, and good things will happen.

Henry Motyka is a guest blogger for Blogging4Jobs.  His work experience is very eclectic covering fundraising, finance, & consulting.  Plus, he’s an MBA.  Connect with Henry on Twitter @henrymotyka or on LinkedIn.  

Photo Credit Preview-Property. 

PIVOTAL QUESTIONS

We often see lists of questions the candidate/job seeker/applicant should ask during an interview, as well as lists of questions the interviewer/recruiter/hiring manager should ask.  Maybe there is a better way.  Maybe they can work from the same list.

This list was devised to prevent last minute candidate fall-out and control the spin of the interviewing and hiring process.  So, either side can use this list to streamline the process and ask or answer pivotal questions.

1. Tell the applicant why the position is open. The job seeker should know whether or not this is a newly-created position or why the previous employee is no longer holding that position. Were they fired or let go? Did they quit? Were they promoted? Were they recruited to another company? Are there any residual hard feelings that may affect a new hire? These questions have important answers that should be shared with an invested candidate, from the beginning.

2. Tell the applicant about any challenges that a new hire would face in this role. Has the job function recently expanded for this role? Has the territory been increased? Decreased? Did the last employee leave a mess behind? Is there sufficient administrative support? What type of management style will a new hire be reporting to? Transparency is imperative for retention.

3. Describe “a day in the life” for a new hire. Will the placement need to be a road warrior? What are the hours and days expected to work? What is the work space like? How often are there mandatory staff meetings? A candidate who knows the job is more likely to make a clear and educated decision about moving forward or backing out before the last hour.

4. Divulge expectations for this hire. What is expected for the first week? The first year? What will success look like for a new hire? How is that success measured? What would be considered outstanding? Allowing the candidate to really view and fully understand the job description eliminates not only issues at negotiation time but also the probability of having to redo a search at no additional fee, not to mention the time required.

5. Expose any reservations about the applicant. Is the candidate less than enthusiastic about the position? Do they lack the required education? Will they fit in with the company culture? Is there a concern about personality clashes? A candidate deserves to know these things; these types of apprehensions do not just vanish into thin air. Again, this speaks to retention.

With both sides of the process in the know, a right decision is more likely to be made.  And isn’t that was everyone wants?

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

Last week I read a blog post by Seth Godin called, “Are you doing math or arithmetic?” Mr. Godin stated his respect for mathematicians and the work they do – a cross between art, science, and music.  While arithmeticians are merely plugging numbers into a calculator – they are neither bold nor adventurous.

I was rather disappointed in this look at both sides of math work.   Not all work is glamorous or groundbreaking.  I am a marketer, like Seth Godin.  Not all parts of my work are thrilling or edgy.  Much of it is arithmetic – adding numbers, balancing budgets, and planning.  Some of it is exciting and thrilling:  the design and execution portion of my work is why I struggle through the arithmetic.  No one makes it to their peak without a lot of eraser marks and crossing out wrong answers.

When I was a dental assistant, it was all arithmetic – except for the “caring for the patients” part.
There needs to be dental assistants in the world.

When I was a junior high coach, it was all arithmetic – except for the “caring for the students” part.
There needs to be junior high coaches in the world.

When I was a full-time recruiter, it was all arithmetic – except for the “caring for the candidate” part.
Recruiters are not going away any time soon.

When I was a consultant, it was all arithmetic – except for the “caring and client” part.
Consultants are not going away anytime soon.

All work contains mostly arithmetic  – “the work that is tedious and must be done”.   Sometimes, we get to enjoy the mathematics  part – the design and strategy, the implementation and finale, the pomp and circumstance.   The trick is to find the job that brings you the most all-around joy, that brings you fulfillment and highlights your strengths – your talents.   And we can’t all be strategists or designers all the time.

Frankly, I am thankful there is an arithmetician on the other side of my paycheck or adding up my groceries.  I am grateful that someone measures the flavors of my salted caramel mocha exactly accurately.  I am appreciative of the countless hours that go into mixing paint or cement or cookie dough.  I admire those who measure fabric or cut leather to produce shoes or clothing.  That is art.  That is ability.  That is talent – not the person who sits back and defines or admires art.

So I am proud that my work includes arithmetic and lots of it. Be proud of the your arithmetic, the repetition that you perfect.  It is the part that hones your talent, that paves the way for design,  parts the sea for the magic we each make happen – whether it’s a smile or a donut.

Never underestimate the power of arithmetic.   The most talented rely on it.

part 1

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.  

Recruitment or Sales, for that matter, can be described as an enlistment of sorts. Who is enlisted in hiring efforts?

The first portal passed through is that of the Hiring Manager or Customer. Getting their buy-in is key to accomplishment and must be thought of first and foremost in order for success to be achieved. The “buyer” is the gateway to bringing a recruitment or sale to an appreciated and successful close.

How can you, as a business person, seemingly keep dissatisfaction at bay?
                              Learn to speak with assurance and limit failure.

During the famed Apollo 13 mission, Gene Kranz of NASA said, “Failure is not an option.”

How did he put those words into action? He reached out to his team for help in bringing the mission to a triumphant conclusion. The definition of success in this particular instance was altered considerably from what its primary focus had been. Doing what needs to be done and learning to be flexible during difficult economic times or challenging business are not only insightful but necessary endeavors and will lead to greater than expected outcomes.

Knowing when to ask for help is probably one of the most difficult abilities to master. It is driven into our business make up to be self-reliant and just get the job done. It is never easy to say, “I need help.” Think about it, when was the last time you said that in a business setting? For most, it is far easier to say “Can I help you?” We live and work in a society where we are led to believe we can have it all, but in order to have it all, you must be able to do it all. Not an easy task when time is divided between work, family, work, friends, more work, church, activism, volunteering, promoting, blogging, commuting, conferences, errands and still more work… the list is truly endless.

Diversification has become one of my favorite buzz words over the last couple years and what it produces may just be the key in muddling through a trying time. Expanding your scope of business offerings or paying a bit closer attention to client needs are steps toward success. Prying the communication door open and then keeping it open will manage expectations and align procedures with what is anticipated.

Expectations lead to the unfortunate risk of being let down.

However, lowering expectations or having them lowered for us is not the right answer, either. The best way to manage those expectations is to be prepared and stay in constant contact with the parties involved in any given recruitment or business transaction. By asking for help from Hiring Managers, they are kept in the conversation loop and part of the active process. Put on your armor, sharpen your sword, and be ready to conquer a deadline or delinquent feedback.

Unfortunately, failure is bound to occur but if you do not risk failure, you most certainly risk growth. Learn from failure and know that even the greatest leaders have suffered at the hands of risk, yet even more have benefited.

“Success is the ability to go from one failure to another with no loss of enthusiasm. -Winston Churchill

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.