Connecting People with Opportunity

Make Expertise Look Easy

2012-02-08T10:52:00.000-05:00

I've often wondered how people wind up in their chosen occupation. Many people havea clearly defined focus. They work hardwith the intention of attaining a particular skill and, ultimately, stay the coursetowards their goals.

Doctors,for example, don’t just stumble into their profession. They work hard over time, from coursework andpractical experience to interning and specialization, to reach a pinnacle wherecredibility and accomplishment collide.

Itdoesn’t always happen as planned. Somepeople start on one path, only to find themselves migrating in anotherdirection. This aspect of ‘career’ is ofgreat interest to me.

Callit an entrepreneurial spirit or ADHD, many successful people identify ways tobuild and leverage their skills and then take those skills across occupationalor industry lines. It’s no easyfeat. The ability to refine a particularcompetency or skill set to the point that it becomes expertise enablestransference. When skills transfer, theindividual increases his/her potential for opportunity, growth, impact andinfluence.

Haveyou ever given thought to the expertise that must be developed in order to hita Major League fast ball or to return a tennis professional’s first serve? How aboutthe delicate touch needed to bake a soufflé? Experts make their expertise lookeasy. It’s never really easy though.

I’vehad a reoccurring notion that we don’t take the time to truly listen and learnfrom one another; to truly understand the effort and focused attentionnecessary for success. To make astrategic career move, however, you have to find out what a job is really likeevery day. Understanding the realitiesof a job, and maintaining realistic expectations is an important factor infinding that next, best position. Many companies incorporate some experientialelement in their interview and hiring process. Job shadowing, shift follows, ride-a-longs and Chefs Tests areall designed to submerse an individual in an active environment.

Candidatesshould not only anticipate this, but should proactively seek an understandingof the little nuances that make people in a particular role successful. Learning about how they find success andsatisfaction in their jobs, how they use their degrees or how they made acareer transition from another field of work or from another occupation willall help to expand frame of reference.

Trythis simple exercise. Choose 3 friends;people you’ve known for a long time. Askeach 3 questions about his/her profession.

Howdid you get the job you have now?
Whatadvice would you give someone who wanted to do what you do?
Asidefrom compensation, why do you go to work every day?

Then,based upon your existing knowledge and the new information, tell each friendwhat you think his/her typical work day looks like. Then, ask your friend to fill in the gaps.

Talkingthrough the details of a position, even in a different field, will help you todrill down to the bits of information that are most important. Once you know the key attributes of a job youwant, you can identify the best resources to enhance those attributes withinyour professional arsenal.

A Business Plan for Your Career

2012-01-24T12:52:00.000-05:00

Quiteregularly, I’m contacted by candidates who don't realize they are candidates. Most often, people considerthemselves candidates only when they’re participating in an interview process. They view candidacy as the point in time whenan individual seeks a new role.

Weare all candidates at some time. Savvycandidates are always making connections, and are willing to listen toopportunities even when their situation is not desperate. They recognize that the state of being acandidate is not exclusive to out of work professionals.

Youare the keeper of your career, just as a Chief Executive is the keeper of abusiness. So, why not approach themanagement of your career the same way a leader manages his/her business?

Beginby allotting time to reflect upon your career to date. Understanding who you are is the first stepin developing a business plan for your career. Think about the roles you’ve held, the companies for which you worked,and the people you’ve met along the way. Write your story; not a resume, but a detailed review of your career.

Now,repeat this activity with a future slant. Think about what you want your story to be in 10-12 years.

Thedistance between your present state, and where you want your career to be, isthe bridge you’ll have to cross.

Establisha vision; your personal utopia. Personalhappiness and professional happiness go hand in hand. Consider the successes you’ve had, and thinkabout what an ideal scenario would be for you. What job would you hold? Whattype of company would you work for?

Greatleaders understand they must surround themselves with people that possess expertisethat helps provide enhanced focus. So,think about who influences you.

Makea list of friends, followers and connections that you interact withregularly. Divide the list into 3groupings. The first group shouldinclude the people that inspire, motivate and educate you. These are the people that shape yourprofessional view; the people you most admire. The second group should be comprised of people you find interesting, butyou may still need time to better understand their competencies andmotivations. Finally, the third groupshould be made up of the people that act only in self interest. This group often steals time and lacks integrity. Once you’ve reviewed your lists, you’ll knowwhere to allocate your time.

Theaforementioned exercises are the foundation of your career business plan. With a vision and great people around you, youcan accomplish whatever you set out to do.

Startby defining goals. Be specific. Goals should be realistic and measureable. For each goal, create strategies with cleartactics and established success measures, so you know what success will looklike. If your goal, for example, is towork for a particular company, you should establish strategies that bring you closerto the company. Perhaps a strategy wouldbe to attend an event sponsored by the company. Tactically, you may want to identify professionals in attendance thatyou want to speak with during the event. Measured successin this case could be as simple as making introduction (or ascertaining contactinformation) with 3 people for future communication.

Businessplans evolve and so should your career business plan. Start somewhere. Review your plan throughout the year andadjust as appropriate. Repeat.

Picture This

2012-01-09T13:16:00.000-05:00

A buddy of mine has been dating. He’s newlyreturned to the dating scene since his divorce and he’s trying to figure outhow to feel less awkward. He, like manypeople, turned to online options. It’sbeen a running joke for us for quite some time actually; how many similaritiesthere are between personal matchmaking and career matchmaking.

One point of amusement, in particular, is theprofile picture. We laugh over what hecalls “angles” when discussing the photos that people choose to representthemselves online. You know thosephotos…the ones taken from overhead, the side, or obscured. Photos with angles are misleading. They’re like those perspective pictures wherea person is holding the Eifel Tower in his or her hand.

In real life, people make decisions about youwithin the first 6 seconds of meeting you. Fair or not, the way you carry yourself and the character you displayonly serve as validation for what the person you are meeting has alreadyunconsciously decided about you. When itcomes to online introductions, profile photos are the first impression. If it’s not good, what does it say about you?

Profile photos

Profiles,personal websites and resumes provide information that paints a picture of anindividual’s background experience and/or work history. Profile photos allow candidates to humanizethat information because the image serves as a reminder that there is a realperson behind the experience.

Profilephotos can be a differentiator. They canconvey confidence, professionalism and focus.

LinkedIn,Twitter and Facebook are great tools that enable people to connect to oneanother. A profile photo on either siteallows for quick recognition, especially when following the individual’sstream. While it’s not a requirement to have a profile photo to use networkingsites, it is human nature for people to want to know with whom they arecommunicating. An image does increasethe likelihood of connection.

Pros and Cons

The‘pros’ include exposure, reinforcement of personal/professional branding,approachability and trust.

The‘cons’ are really related to fear and perception. People believe that photos could lead todiscrimination in the hiring process. Isee this as an opportunity to provide interviewers with training to reinforceinterview skills.

Inthe hospitality industry, we are guest facing. Essentially, no one is hired without being seen. An image (or video) is a process enhancerbecause it helps to capture attributes like friendliness, helpfulness andcourteousness; all of which are necessary for success in our business.

Weare in a visual age. Information isavailable and infographics provide us with easier means to understand massiveamounts of data. Images simplify, andthe internet itself is evolving into a more visual tool.

Seeyou soon.

I See You

2011-12-12T14:20:00.000-05:00

Anthony Djuren

Withthe continuing rise of social media culture, imagery is becoming an essentialpart of the overall experience. We latchon to streams of information flowing in front of us, and we develop patternsthat allow us to follow, friend and find whatever we seek.

Weknow our connections by their avatars, and we visualize data throughinfographics. Our eyes gravitate to thefamiliar, and we are captivated by the free flow of activity. Imagine if we could harness all of thataction and direct it towards a greater good.

Oneway to maximize the impact of efforts online is to make sure that the brandimage you are presenting is representative of you.

I recentlyasked noted Getty Photographer, Anthony Djuren, to share some insight.

YELLOWDOG: Anthony, you are a professionalPhotographer with an extensive background in marketing and brandidentity. What, specifically, can an individual do to enhance his/herpersonal brand online?

Anthony: In my opinion, the best thing you can do is to keep the message simpleand direct. Take the time with your imagery and graphic design, and really honeyour message. Imagery is everything as we work in a consumer base thatloves shiny objects and is easily swayed by cool pictures or video. Wealso live in a society that increasingly would rather look at something, overreading about it. This is why, when we push ourselves into themarketplace we want to do things that really make them take notice and payattention immediately to what we have to provide them and to do it in thesimplest of fashions. The more direct and shorter the message, the better;couple that with stunning visuals and sound bytes (tag lines) that trulyrepresent your brand, and personality, and you will have a successfulcampaign.

Keepyour personal brand marketing focused. Sellyour philosophy first; that’s the "why you do what you do". Every business knows exactly "what"they do. Most even know "how" they do it. But only a few know"why" (purpose or belief) they do it.

Whetheryou make a better pizza, or build the most innovative personal computers in theworld, share why you do what you do first. Every business has a philosophy as to why they got into the business andwhy they do, whatever they do, better. I’m not referring to profits; that’sa result, not a philosophy. Apple is aperfect example. People are drawn to thecompany because the company openly states what it is all about, and why itsphilosophy is what it is. In this aspect, Steve Jobs will be forevermissed.

Let yourconnections know "how" they can be part of your philosophy. This is where Mac users are almost cultish, and why followers of certainbands are nearly the same way. If you make the audience feel like theyare included in your "why”, they will come in droves. Everyone wantsto be included in something great. Don't be afraid to let them in. People don't buy what you do; they buy why you do it. Share your motivation.

The"what" is your end result. Becausepeople believe in your "why", and feel included in your "how",the "what" is the icing on the cake.

Youdon't have to be the best at what you do; you have to be the most inspirationalat what you do. The same components in Apple computers are used in nearly everycomputer on the market. Yet, Apple hasbeen able to develop a following because what it does, why it does and how itdoes, resonates with its audience.

Peoplewant to be inspired to take action. Ifyou can inspire your audience, and get them to believe in the "why" youdo what you do, they will flock to your side and never leave it for as long asyou continue to inspire them.

YELLOWDOG:LinkedIn,Twitter and Facebook have proven to be effective tools that allow users to befound. What factors should be considered when selecting an avatar? Doesbackground or dress affect viewership?

Anthony:I like truthful advertising, because I'm still a believer in the notion thathonesty goes a long way in society. For your avatar, you should have animage that not only show you in a great light, but gives viewers a great snapshot of who you really are. Don't be afraid to use humor, as long as itisn't crass, or offensive. Use an image of your brand, logo, or yourself,even if you are not a model. Be straight forward. Don’t be obscure.

YELLOWDOG: What 3 things should every novicePhotographer know?

Anthony:First, know your camera. Break it downand learn everything you can about it. Know its weaknesses and its strengths. Not only read the owner's manual, but get the thing in your hands, put iton "manual" mode, and learn how it works. After that, yourartistic expression is much more easily conveyed, because you will know how tomake the camera do what you want and need it to do. Start by taking 10pictures every day, using different exposures and depths of field. You'll see your pictures get better everyday, and you'll also start to develop your own style.

Second,lighting and composition are everything. Take the time to review thedetails.

Finally,if you have the money, invest in lenses. Pro level lenses usually start ataround $750, and go to $16,000. Depending on your needs and abilities,the better quality the glass in your lens, the sharper and clearer the imagewill be.

YELLOWDOG: Technology continues to advance, as doesaccessibility. What predictions do you have for the future of personaland professional branding?

Anthony:Wow, the way technology is going, and as rapidly as it is advancing, that isvery hard to predict. 3D has become the big thing right now. After that, who knows, maybe holograms?

Thekey to success is to stay on top of the technology wave. It's only goingto get crazier and more complex. Don't be afraid to move beyondtraditional approaches and learn how to embrace the coming tidal wave. While I’ve been known as a stick in theprimordial ooze when to come to using certain new approaches, I'm changingquickly. We all learn every day.

Tolearn more about Anthony, visit his website at http://www.anthonydjurenphoto.com/ or find him on Facebook.

What Keeps You Up At Night?

2011-11-17T14:41:00.001-05:00

Irecently had an opportunity to participate in a Blog Talk Radio Program, DriveThru HR with William Tincupand Bryan Wempen. The show focuses on real life human resourcesrelated activity, and is a great forum for industry practitioners to share insight. Every show begins with the same question as alaunching pad for the discussion. Thequestion is “What keeps you up at night?”

Firstand foremost, I don’t sleep much. Likemost recruiters, I wear multiple hats, and I support different people atdifferent stages of their careers.

I’m acandidate advocate. I want candidates tohave a fair and equal process. I wantevery candidate to have an opportunity to find a position that will fit his orher needs. I want the candidates wesupport to be given every chance to be successful. With that said, I never lose sight of thefact that we have clients, the companies we support, and we have to meet orexceed their needs too.

I’vebeen thinking a lot about what I see as an imbalance in the job market today.

Ithink there is a serious skills gap. There is a mismatch between the skills that are needed, and the skillspossessed by many underemployed, unemployed or unhappily employed people.

Iwrote about this recently on our blog (Mismatch). There needs to be a more focused effort onhow skills and competencies can transfer to different roles and different environments.

Relatedto this, is the perception that there is unemployment discriminationhappening. There is a lot ofgeneralization going on…an assumption that if candidates are out of work, theymust not be the best at what they do. This is unfair. People lose jobsfor many reasons, not just lack of performance.

Wecan all do better. Candidates mustinterview better. They must invest moretime in preparation. They must takeevery step in the interview process seriously.

Companyrepresentatives must also conduct interviews better. They must understand the skills necessary forthe successful candidate, and they shouldn’t be afraid to drill down and askmore questions…to engage further conversation…to get to know the candidatebetter.

Thereshould be a greater emphasis on screening in candidates, not screening themout.

Aconstant reminder, for me, is that we’re all experts at something. Recruiting and hiring (and internal organizationalmovement too) should be about figuring out how to better navigate talent withincompanies once they’re there. If companies do that, they give their recruitersa chance to build relationships proactively and in an inclusive way; not justrecruiting from the competition, but also identifying pools of talent to investtime with.

Thereis a long road ahead which requires focus, innovation and creative thought, butall of that becomes a lot easier when you get a good night sleep.

Tolisten to the show in its entirety, please click the following link: http://www.blogtalkradio.com/drivethruhr/2011/11/11/lunch-with-david-rose-and-drivethruhr

Mismatch

2011-11-08T09:18:00.001-05:00

Iwent to see a new doctor last week. He’sa specialist and is, apparently, sought after. Prior to my appointment, I stopped in and completed all the necessarypaperwork and provided my insurance information. I thought I was being proactive and I’d savetime the day of my actual appointment.

Iarrived for my scheduled 3:00pm appointment at 2:45pm. I noticed the dimlighting and the 1980’s style furniture. As I approached the frosted glass window, and without thought my eyesscanned for the clipboard to sign in, I saw a printed message taped adjacent tothe glass window. The sign said thatthey do not accept credit cards for payment…cash or check only.

Afterscrambling to find a nearby ATM, I returned to the office at 3:00 for theappointment. Right on time, and no onein the office waiting room, I sat and waited. At 3:10, I was called back to a private room. The Doctor’s office was right next door, andI could hear him directing his assistant to search for some information on the‘world wide web’.

TheDoctor came to see me at 3:40. He neverintroduced himself. He never looked mein the eye. Then, he told me that theOffice Manager misplaced my file and they needed me to complete the paperworkagain.

TheDoctor decided to order some blood work. But, they don’t draw blood in his office. So, I was sent to Lab Corp. When I arrived at Lab Corp, I discovered apacked waiting room. While waiting, anelderly man arrived. He was loud and itwasn’t hard to gauge his frustration from his tone. “I need to make an appointment,” hesaid. The Receptionist responded, “Sir,we don’t make appointments here. Youhave to go online to do that.”

Theman asked, “Where’s the line I need to stand in?”

TheReceptionist responded, “No, sir. Not aline to stand in, on the computer.”

Theman, almost at a boiling point said, “I don’t have a computer. I don’t know how to use one, and I don’t havethe money to buy one.”

TheReceptionist asked, “Do you have any grandchildren? They’ll be able to help you.”

Theman left.

Something’sjust not right. I was frustrated by myexperience because the Doctor didn’t embrace technology to the degree I feelcomfortable with. Yet, just down theroad was a man who was very frustrated because of the shift towards increasedtechnology.

Thisis not dissimilar to our current job climate. There are many great people who are out of work and are ready todedicate themselves. Unfortunately, manyof those people don’t possess knowledge of, or comfort level with, technology. It’s a skills mismatch.

So,what can be done?

Investin mentor/protégé programs. Seasonedpros have a lot of information to share. They have a much greater frame of reference and can shed light onprevious outcomes and tactics. Up andcomers can help ease those people that are uneasy with technology throughlearning curves.

Megacompanies, those with many divisions, sectors or brands (Think: Darden, CompassGroup, etc.), are really in a fortuitous position. They already have the size and scope of thebusiness worked out. They should,however, allow…better yet, invite and encourage, movement within the companyand across those divisional lines.

Howmuch more loyalty and long term performance could be generated if, for example,a Kitchen Manager in one division could progress into a Kitchen Manager, Chefor Executive Chef in another division while remaining with the samecompany?

Whatif companies created company mentoring programs? Large organizations partner with smallerorganizations to develop minority partnerships all the time. This allows for tremendous informationsharing. What if 2 restaurant companiespartnered to develop and share talent?

Thereis no overlooking the inherent competition within the industry. However, companies that are not directcompetitors could work together for the betterment of the industry. Couldn’tthey?

Skillscan and do transfer. Why not invest inthe right people, the right training and the right succession planning? Creativity and focused effort, supported byinnovation and technology, can really impact all of us.

Life’s Eccentricities

2011-10-14T09:28:00.000-04:00

I've been thinking a lot about why I love the restaurant industry. After all, it is an industry in which I makemy living, and where I help countless others identify new options and implementcareer strategy.

Often,candidates and I discuss what brings people to the industry.

Howdo we better promote our industry to people from other industries? How can we keep great people in our industryinstead of watching them be lured away by the temptations of greater pay orscheduling flexibility? How can weelevate the industry to one in which everyone wants to work?

Itmay be innovation. It may be that wejust need to do simple things better. Perhaps we need to re-examine the competitive nature of the business todetermine if greater success can happen with improved, unilateral informationsharing and the true development of talent.

Maybewe just need to do a better job sharing the rewards of service. Maybe we should better highlight the qualitypeople, and the opportunity to make an impact on lives, every day.

Personally,I think the best thing about the restaurant business is that we can’t help butenjoy life’s eccentricities. We meet andinteract with people from all places with diverse life experience. Some people are amidst the toughest day oftheir lives while others celebrate in our settings.

Thereare sweet guests and demanding customers. It can be very entertaining watching people enjoy a meal. Do you know how many people haveidiosyncrasies? Think I’m kidding?

Somepeople hum when they eat. Others enjoythe blends of flavors and aromas. Stillothers have no time for conversation, engagement or even breathing, as theyinhale their food.

Nexttime you’re in a restaurant, look around. Really look around. Pay attentionto the sights and sounds; the smells and tastes; the action. It’s certainly not boring.

Ithink the best way to demonstrate the greatness of the restaurant industry isto show off our creativity, zest for life, and the general fun we have on thejob, every day. There are no cubicles in restaurants. We’re interactive. We take people away fromlife’s challenges and we brighten days, every day.

Onething is for sure…there are great people in the restaurant business. There’s no question we still have work to do(Yes, I’m referring to you, Mr. or Ms. “I shouldn’t have taken a job inservice.”), but what other profession allows you to teach, train, coach, share,develop, interact, learn, succeed, progress, and touch so many lives, everyday?

Therestaurant industry is so much more than slinging burgers…but we do that welltoo.

Have I Got an Excuse for You

2011-09-20T09:46:00.000-04:00

I've heard some great excuses in my time. After all, I am a father of 2 young children. I couldn’t count how many times the dog atehomework or how some mysterious incident kept them from getting and retaining theirassignment. I’ve heard strange excuseslike “…the teacher decided homework wasn’t necessary…” and “…it’s ok because myfriend said it was ok…”

Myconsistent response is “…come up with a better excuse.”

Weall work hard to better our skills and experience. If we’re smart, we continue to improve inareas of specialty throughout our careers. When it comes to the process of getting a new job, we have to prepare bycategorizing and classifying our experience in a way that can easily besummarized during the interview process. Candidates who interview well understand how to paint a clear picture ina manner that concretely establishes a situation, a specific action taken, anda final outcome.

Certainly,there are many moving parts in a hiring process. People with a variety of specialties are involved,each with an opinion, in an effort to identify the next great candidate. Sounds good, right?

Intheory it is. In reality, too manypeople in the process can delay and adversely affect the candidateexperience. Candidates today are muchsavvier than ever before. They seek outmultiple options before making any decisions, and they use the interviewprocess to vet potential employers and to give themselves the best opportunityfor success.

Becausemore and more candidates are identifying many options before making decisions,they are finding the need to schedule interviews a bit more challenging. In many cases, candidates are navigating theinterview process with multiple companies while still working. The need for morning, late night and weekendavailability has become more prevalent, and with that, comes the need for excuses.

And,I’ve heard some great excuses.

Thereare 3 excuse categories where candidates seem to consistently mull around. The categories are automotive, family-relatedor work related.

Automotive

“I got lost.”

“I got aticket.”

“I was in anaccident.”

“My car brokedown.”

Family-related

“My _______had to be taken to the hospital.”

“My _______got sick.”

“I had a deathin the family.”

Work-related

“I got calledinto work.”

“I decided itjust isn’t a fit for me.” (Code for, “I’m not really dedicated to interviewingnow.”)

“I’m beingvisited by ________ (substitute boss or any senior level title here).”

I’dventure to say 50% of the excuses I hear are real. The remaining 50%, well, let’s just say, theyrun the emotional roller coaster on full throttle.

Whateverthe reason, excuses are a part of the candidate experience and companyrepresentatives should expect to hear more of them.

(Have a good excuse to share? Comment or use #excuses on Twitter)

Evaluating Value

2011-08-30T10:59:00.000-04:00

Some time ago, I asked you to consider The Value of Advice, and specifically, where the advice came from. Advice is valuable if it comes from someone within your circle of influence…the people that help shape your view of the world.

It got me thinking about value. Value can be defined in a number of ways (per Dictionary.com)…

1. Relative worth, merit, or importance: the value of a college education; the value of a queen in chess.

2. Monetary or material worth, as in commerce or trade: This piece of land has greatly increased in value.

3. The worth of something in terms of the amount of other things for which it can be exchanged or in terms of some medium of exchange.

4. Equivalent worth or return in money, material, services, etc.: to give value for value received.

5. Estimated or assigned worth; valuation: a painting with a current value of $500,000.

…but in my business, value and how a candidate feels about value, can make all the difference.

Invariably, at some point, I have ‘the’ conversation with every candidate as we work together. ‘The’ conversation is the one in which I clarify and quantify value.

Individuals are never paid their value. If they were, there’d be a lot more millionaires running around. A person is paid based upon a predetermined salary matrix. Companies utilize salary grading systems that establish a pay range for a given position. Salaries are determined by a lot of factors including function, responsibility, specialized skills, etc. Typically, there is a salary range so the individual has the opportunity to grow, from a compensatory standpoint, as he/she grows knowledge and deepens experience within the position and the organization.

One of the interesting dynamics associated with compensation is how value can be distorted by it. For example, an individual who has been in his/her role for an extended period of time, say 4 years or more, has likely peaked within the range. Merit increases alone will likely take the individual beyond the established range by then. While companies tout their succession plans, few execute them well. So, the reality is an individual is being paid more than the position should be supporting. When market conditions change, the individual may find him/herself in a precarious position.

I’ve spoken with numerous, great candidates who have priced themselves out of the market. They were content because they were feeling valued financially. Sadly, the smack in the face came when the individual’s salary was deemed too high for the role. Candidates should see this coming, and should make preemptive moves to better position themselves.

Start with benchmarking. Benchmarking allows candidates to gauge their value in the market, or within the industry. There are wage surveys available online and great companies like People Report provide workforce data for their members.

Be strategic and get started today. Always listen and be willing to explore options. Stay connected with industry colleagues, associations, and alumni groups. Foster a relationship with a good recruiter. Ask friends, contacts and connections for their opinions in with respect to their expertise. Everyone is an expert at something. Engage the people you meet about their expertise, and offer to act as a resource or support them in return.

Don’t wait until it’s too late. Employed candidates have a greater value, and much more leverage throughout an interview process than candidates who are unemployed.

What’s your career worth?

Assess the Assessment

2011-08-15T11:09:00.004-04:00

By Scott Rosenburg, Managing Partner

I’ve been in the recruiting business/industry since 1994. During the last nearly 18 years, I have seen more and more companies utilize some sort of assessment during the interview process. Anyone who has been in the job hunt, passively or aggressively, knows companies use technology to assist in the hiring process. Application processes often lead to, or include, an assessment.

Here are the basics regarding assessments:

Assessments measure job fit over time, not intelligence.

Essentially, companies benchmark their top performers by having them take assessments. All applicants for a specific position take the same (or similar) assessment as the incumbent individual(s).

Their responses indicate the likelihood of success an individual will have in a particular role, and within the organization.

The best thing a candidate can do to prepare is to focus and put him/herself into the position being applied for. Ask the question, “if I were in that role, how would I respond?”

Almost all of our clients now have candidates take an assessment (most often, online) at some stage during their selection process. Our company works with more than 50 restaurant, foodservice, and hospitality organizations. The most interesting thing isn’t that they all use an assessment; it’s that they all use it differently.

Companies have candidates complete an assessment at varied stages through the hiring process. Some companies have candidates take an assessment prior to anyone from the organization speaking or interviewing them. Other companies administer the assessment right before an offer is extended. We even have a few client companies that have candidates take an assessment after an offer has been accepted. These companies say they use their assessment results for developmental purposes only.

Some companies use assessment results as decision making criteria, while others use them only as a tool to further investigate specific skills or competencies. In other words, some companies disqualify candidates if they score outside a predetermined range, regardless of whether they’ve had any interaction with anyone from the organization or not.

Other companies still hire candidates no matter the assessment results. Those companies rely on the real-life knowledge of particular market conditions or unique circumstances related to the position itself to influence the hiring authority’s decision.

So, is there a right or wrong way for companies to utilize assessments?

There is no easy answer. However, one thing I know is that companies that make hiring decisions based solely on an assessment score are missing out of a pool of candidates; a pool of candidates that simply may not test well, but could perform well in role. I’ve seen numerous situations where a candidate scored lower than ideal on an assessment, yet someone within the organization, based upon a thorough interview/vetting process, decided to hire him/her anyway. In a great many cases, the individual flourished within the company.

Other times, I’ve seen companies expedite a candidate’s hiring process because the person scored very high on the assessment, only to find the candidate turned out to be a huge bust…a waste of time and money. Beyond the time and financial impact, there could be a legal impact associated with how companies use assessments. Read Eve Tahmincioglu’s latest post on MSNBC.com, “Employers turn to tests to weed out job seekers” for more.

No assessment can know a company and company culture better than people already in the company.

Don’t get me wrong, I believe in assessments, and the value they provide. I just believe in people more. Maybe it is time we start to assess the assessments?

The Interviewer Gets Interviewed

2011-07-29T12:35:00.000-04:00

I’ve been an interviewer for a long time. I began as a Radio DJ. I would do stage announcements when bands, comedians and other performers would come to town. In order to promote the performance, time would be made for live or recorded interviews. I had the chance to meet with and interview people like Ben & Jerry, Phish, Widespread Panic, Lenny Kravitz, BB King, Buddy Guy, Collective Soul, Blues Traveler, Violent Femmes, Carrot Top and many other local celebrities and entertainers.

After radio, I began recruiting and furthered my interview experience. I worked to better my skills as an interviewer by learning situational and behavioral based interview techniques. I studied non-verbal communication and whole message modeling. I’ve seen and asked some outlandish questions in order to gauge a response when caught off guard. I resist filling unnatural pauses and I take detailed notes. I am relentless.

Needless to say, it’s not uncomfortable for me to engage and ask questions. (The cashier in my local grocery store, the postman, and the server at the restaurant down the street can attest to that.)

So, it was an enlightening experience for me to be on the other side. I was recently interviewed by South Florida Journalist, Agustina Prigoshin (@AgustinaP), for her brainchild, Meet South Florida TV. The site highlights the innovative people, causes and companies that make up the South Florida community.

Agustina has weaved her way into the community through her insightfulness and approachable demeanor. Her direct style and genuine interest has generated great information and resources for the community. I was honored to be asked to participate.

You can watch the interview at http://meetsfla.tv/meet-david-rose-yellow-dog-recruiting.

I’m motivated to find new and innovative ways to build relationships and share knowledge. What resources can you share?

The Value of Advice

2011-07-21T14:13:00.000-04:00

There’s a lot of advice out there for candidates today. Information is certainly more accessible. The challenge is to sort through all the suggestions and to determine which bits pertain to you, and your unique situation. It’s easier said than done. Advice (and feedback) is only as good as the person providing it.

I was recently contacted by a representative from a job board company. She wanted to offer me a free trial to their new search technology. She followed her call with an email. What struck me as strange was how the company has chosen to promote their new search technology to perspective users (employers). The new system was described as “a game-changing new technology that utilizes concept-matching instead of keyword searching, leading to more relevant, qualified candidates, as well as significant time savings.”

This is a problem with recruiting today. Technology can help make processes more efficient. But, technology does not recognize that every person is an individual with unique skills and talents. The job board company is promoting, and taking pride in, cookie cutter search. Essentially, they are telling companies that it’s ok to be lazy. Why go out and build relationships with talented people when you can hire talent from your competition?

To be clear, employers seek candidates who, through an interview and hiring process, demonstrate the greatest likelihood of success within the organization. Often, great candidates do come from the competition. However, when one company consistently targets another company’s talent, all they are actually doing is stealing knowledge and culture. Over time, the differences between the two companies become minimal. If the company’s hiring strategy is to copy the competition or to save on costs associated with training, than job well done.

For me, that’s just lazy.

Recruiting is about building relationships.   Good recruiting comes from good strategy. Identifying a variety of talent pools and narrowing the focus to the top candidates from each pool is an inclusive process. Hiring the best talent, identified through multiple sources, gives candidates fair opportunity and provides companies with the validation of knowing they found the right match.

Running a job posting and hiring from the respondents is not good strategy. Running a posting may be one of many channels utilized to promote opportunities and source talent, but not the only one.

If you are a candidate, you have to know what options are available to you, as well as how companies seek talent. You also have to understand the impact of your decisions throughout the job hunt. There are real concerns for candidates, including market saturation.

A major factor of desirability is often exclusivity. People want to go to a hot new restaurant or club because not everyone can. Exclusivity is a temptress. Exclusivity has always heightened interest. It’s no different with the candidate/employer relationship.

Candidates must stop applying to any and every position. Doing so makes a candidate appear desperate, true or not. Employers are not interested in desperate candidates. Instead, spend time reading industry books so you have something to speak to during interviews.

Referencing a book or philosophy allows a candidate to differentiate in 3 ways. First, the candidate sets him/herself apart from everyone else that is "just looking for a job." Second, the self direction associated with reading a book tells the interviewer that the candidate is driven, focused, motivated and resilient...all great attributes. Finally, the interviewer has likely read the book, or participated in a seminar or training, and there will be an underlying level of connectivity.

Add this advice to your arsenal, but only if you value it. It could be the advice that leads to your next great job.

Summer Refresh

2011-07-06T09:45:00.000-04:00

With the summer upon us, and the throws of activity all around, we are constantly seeking new ways to squeeze more into every day. From meetings to events to parties and play dates, we are packing as much as we can into every moment. After all, we are driven to do as much as we can…to accomplish as much as we can…to participate and experience as much as we can.

We all have our favorite summertime activities…swimming, biking, boating, running, walking, golf, tennis, and for some, barbeque and beer drinking. But, soon, the seasons will change and we will return to our routines.

That is, until the next break.

Don’t let the pace of the summer lull you off your game. Gainfully employed, or not, you should always be informed. Tap your resources, make time for engaging in social media and reconnect with friends and colleagues. Keep on learning and exploring. Take care not to let your skills get rusty.

Let’s seize a moment for a quick interview refresh.

Actively listen. Place your entire focus upon the person for whom you are speaking. Use your body, face and eyes to confirm understanding. Pick up on the conscious and unconscious clues the interviewer is giving you. Process those clues to figure out what the employer is really seeking. To read more about body language during an interview, see “You Talkin’ to Me?”.

Control the content, not the interview. Interviewers are trained to guide an interview, so let them do it. However, you can get an edge by controlling the content. Create a plan that includes several points you want to cover and several experiences you want to describe. Pounce on the first chance to share the information during the interview. To make sure you are successful, practice storytelling before the actual interview. See “Storytelling” for a recap.

Let others speak for you. Whenever possible, incorporate what others have said about you as you answer interview questions. Examples may include something like, “My boss felt…” or “My team thought…” or “Our customers/clients/guests often comment on…”

Be sure that any references you provide as part of the interviewing and hiring process give feedback that is consistent with what you’ve shared. Read more about the part of the process your references play at “They Said What?!!!”.

Eliminate objections. Remember, an objection is not necessarily a rejection. Think of an objection as a request for more information. Be proactive. Identify what you believe could be perceived as an obstacle, and prepare effective responses. Deliver your message with confidence, and don’t be afraid to address things early on.

That’s it for now. We don’t want to overdo it. It is summer after all.

Focus On What Hasn't Changed

2011-06-17T15:43:00.000-04:00

Sometimes, when you’ve been in your role for a while, it doesn’t seem like anything changes. Work may become mundane or, perhaps, less challenging, especially when you have seen few prospective opportunities. And, then…

Everything changes.

A leader resigns. A co-worker is recruited away. Stock price drops. Acquisition rumors abound. Suddenly, everything seems chaotic. And yet, you still have personable obligations to tend to without the luxury of distraction.

Talk about stress.

Take stock. Focus on what hasn’t changed. Consider what you can do to demonstrate your continued value to your team and organization, but fly under the radar. This is not the time to make a name for yourself. Rather, this is the time to refresh your focus on you.

Review your resume. If you haven’t opened your resume file since you started your current job, you’ve waited long enough. Remove the fax number and add links to your professional networking sites. Update your employment history. Truncate earlier career experience, and highlight your most recent experience with special attention given to accomplishments in role.

Identify 5 existing contacts from within your network and schedule time to connect with them this week. Repeat the process next week, and the week after, and the week after that. Make it a habit. Create a consistent routine of touching upon your existing connections. The content of the exchange should be geared towards the individual, not you. Ask your contact how you can be a better resource for him/her. Be willing to support any reasonable request.

A benefit of engagement is presence. Being seen (in real life or virtually) at networking events, posting comments on blogs, asking poll questions, sharing interesting stories or research, or even referring a job opportunity to someone else, leaves an impression. Over time, the impression you make evolves into credibility.

People work for a variety of reasons. Some people work because they feel passionate about what they do. Others work to pay the bills and feed their families. But, everyone longs for credibility. We all want to be seen as experts; to be respected for our character, our knowledge or our experience.

During times of uncertainty, focus on what hasn’t changed. Reflect upon past experience, and be proud of your accomplishments. Consider the people who have affected you, and model your behavior after theirs. Things will stabilize and you will be better prepared for the next hurdle.

Ode to Today’s Peak Stage Candidate

2011-05-23T11:07:00.000-04:00

Nice to see you again. Yes, you. You are a talented, professional, focused, experienced and confident candidate, and you are back from the haze of the last several years. Gone are your fears of being laid off. Gone are the days of your lacking confidence.

Welcome back.

Over the last couple of months, we’ve seen momentum increase. More jobs are being posted; real jobs, not just postings to keep a company’s brand in the public eye. Companies have waiting long enough, and are now in upgrade talent mode while candidates are in upgrade role mode.

In the last post, we talked about the changing tides of a shifting workforce. With this post, we continue the undulation. It’s active. Candidates are motivating and rebranding themselves. They’re creating new professional personas, polishing up and adjusting to the new workforce environment. It’s definitely Reinvention time.

It’s understandable. Candidates have been burned. They sent resumes out when they were desperate and rarely got any response. They felt isolated and devalued. They’re cynical, yet very aware of their stage in career, and are very motivated to explore every opportunity available. It’s that very motivation to explore multiple options which has begun to shift the leverage, during the interviewing and hiring process, to the candidate.

Today’s workforce has resources and information available, like never before. Candidates can, and do, investigate organizations to see if there is an attraction. No longer are savvy candidates monitoring the job boards. Instead, they’ve decided to recognize and leverage vehicles that allow for engagement and ease of information flow. The technology, and speed of information, has allowed candidates to do their homework, and be efficient about it. Candidates are preparing themselves more thoroughly and are performing at a higher level during the interview process.

As candidates explore many companies, and become more focused on the companies they want to share their talents with, they are refining their interviewing skills. Ultimately, better overall performance during interviews leads to multiple offers of employment. It’s only when candidates receive multiple offers, that they are truly able to make the best decision.

Believe me; candidates know they are gaining leverage. Over the last several months, we have seen candidates become more aware of where they are in their overall career. They understand the peak stage of their careers is where the greatest opportunity for advancement, increased compensation and level of influence lie. As they tap into available resources (including the support of relationship-driven recruiters), candidates are seizing the moment to trade up. One offer of employment certainly feels great, but having the ability to choose between 2 or more offers, really gives candidates a sense of pride and confidence.

Good career strategy, the appropriate investment of time, and strong relationships can launch a candidate into the stratosphere during the peak stage of one’s employment. It’s all about knowing the options and having the courage to explore.

Changing Tides: The Workforce is Shifting

2011-05-03T10:07:00.000-04:00

The tides are changing…oh, yes they are. Hang on. Get ready. The shift is happening, again.

First, let’s frame where we’re at. The Millennial Generation (those born between 1980 and 1991) is emerging as the predominate workforce. They are a larger group, collectively, than the Baby Boomers (those born between 1946 and 1964) and Generation X (those born between 1965 and 1980) combined.

The Millennials saw their parents lose jobs in the 1980s and 1990s, and they experienced that impact once again in the early 2000s following the tech boom. Millennials don’t have the same view of employment as their parents do because they experienced the adverse effect of too much commitment and loyalty (to the organizations at which they worked).

As a result, the manner in which individuals navigate career paths has changed forever.

Succession plans are now becoming requirements for any company to be considered by a candidate. And, no ordinary, standardized succession plan will do. Candidates demand customized pathways to more money, more impact and more responsibility.

Focus (by companies) on the individual’s passions must become more prevalent. When a person is passionate, he or she is self motivated and driven.   Companies must figure out how to channel that energy or risk losing the talent to the competition. As such, working relationships and organizational charts must be reviewed and, in many cases, be recreated in a way that better allows for cross functional support and a greater level of talent sharing.

Efficiency is not always about an automated system. There is a common candidate perception that companies rely on automated systems too heavily to manage the interviewing and hiring process. I have heard candidates liken the process at most companies to herding cattle or waiting in line at an amusement park. This generation of candidates wants to feel special; distinguished from their peers. They want to, and believe, they possess unique skills and experience. Automated systems make reporting and analytics easier, but they fail to highlight an individual’s unique talent in a way that would allow the person to contribute to the organization fully.

Until now, companies have managed a black and white, square-peg-square-hole, view as it relates to talent acquisition and retention. They have created standardized job descriptions and processes, mostly by dedicated HR professionals who are only trying to protect the organization.

Don’t get me wrong, there are some great companies and great programs (mentoring, on-boarding, recognition programs, etc.), but as the workforce undulates, successful companies must become more flexible and begin looking at each individual in terms of how that person can impact the organization, beyond the job description.

Companies have the attention and interest of a dedicated leader for around 18 months to 2 years. At that point, the company must provide some movement. Movement can be ascension or at a lateral level if the new role provides challenges and opportunity to enhance knowledge. If there is no defined plan, no new challenge and/or no chance for increased compensation within the organization at this time interval, don’t expect the leader to sit still. He or she will move swiftly to another company that provides a new window to make an impact.

The tides are definitely changing. Hang on.

Be Found. Be Interactive.

2011-04-14T13:16:00.000-04:00

I was fortunate enough to be asked to participate as a panelist at a networking event hosted by the Social Media Club of South Florida recently. The topic for this particular discussion was “LinkedIn: Oh What’s the Use?”

We had a tremendous turnout. More than 100 people from all walks of life, and the common interest of learning how to use LinkedIn as a tool more effectively, attended. It quickly became clear that although the purpose for using LinkedIn was vast, the manner in which people use it is quite consistent.

My fellow panelists were outstanding. Each shared insight as to how they use, and how users can better utilize, all of the features found on LinkedIn. Seth Elliott talked about features that enhance business to business relationships. David Suarez emphasized the value of LinkedIn as a communication vehicle, and Patrick Barbanes lent a humorous slant on how to maximize the features in an efficient way.

We learned about LinkedIn’s beta testing of “skills” and “news” resources to better help individuals find information on their occupation, industry news and trends. We talked about developing good habits and leveraging LinkedIn to the individual’s advantage.

With 100 million users, LinkedIn is an active professional networking tool. It’s also a great place to gain attention from prospective employers and hiring professionals. Frequent usage of LinkedIn is imperative, since timeliness of communication could mean the difference between getting an opportunity and missing one.

Users were encouraged to communicate professionally, and to identify specific target audiences (industry, geography, occupation), as well as to establish clear objectives. Some tactics noted included defining a targeted number of comments each week, a number of new introductions each week, and a specified allotment of time each day on LinkedIn.

Profiles should be complete, and robust with particular attention paid to verbiage (specific accomplishments, not general words), completeness of work history, avatar (clear, professional memorable), and applications (TripIt, Amazon Reading List, Slideshare, etc.). Users were encouraged to establish a distinctive URL, to include a Twitter ID, to add recommendations (minimum of 1-2), and to become members (and participate) in groups.

Joining and interacting with groups is a great way to cultivate a network. LinkedIn allows users to join up to 50 groups. Once a group member, a user can communicate with other group members. Users should ask questions, comment on posts, and respond to polls. Groups allow professionals with similar interests to communicate whether they are direct connections or not.

Connections can help drive viewers to a particular profile as well. Connections can enhance credibility because viewers can see the depth of industry connections, and circles of influence. Proficient LinkedIn users connect with new people, not just those they already know. They are open to accept and respond to InMails, and are open to sharing information with others.

Maybe the theme should have been “LinkedIn: What Can’t You Do?”

You can see other great take away ideas from our session on the SMCSF Group page on LinkedIn. I encourage you to visit and participate. To learn more about me, view my profile – David Rose.

Reinvention

2011-04-07T09:51:00.000-04:00

My kids saw snow for the first time a few weeks ago. We were visiting Colorado over Spring Break. We live in Florida, so we can tell you all about humidity, heat, sunshine and afternoon thunderstorms, but snow is foreign. Like any parent, I want my kids to have as many experiences as I can afford to provide them. Varied experience builds character and teaches lessons. So, I scraped together the dough for a Private Ski Instructor to spend time teaching my kids the right way to ski.

Seeing my kids discover something new made me so proud. It also made me appreciate how exciting new experiences can be…a clean slate…a fresh start...a chance to recreate and reintroduce…an opportunity to discover and learn.

I was amazed by the ease at which my children adapted. A few layers of clothing and a warning to stay clear of yellow snow was all they needed to thrust themselves into a new environment.   They didn’t let fear deter them and the fear they did have, quickly became a challenge to overcome.

Starting a new job isn’t so different. In fact, every stop [on a career path] is an opportunity to build upon skills, to establish new relations, and a chance to reinvent oneself.

By the time someone enters the workforce, he or she is an individual with a unique perspective shaped by family, friends and experiences. Reinvention is not about changing who you are fundamentally. Rather, reinvention is about taking pause to identify specific attributes of one’s professional life, and to develop clear objectives to enhance those attributes.

For example, a candidate, we’ll call him “Tom”, is a Restaurant Manager. He has progressed with his current company. While he’s been afforded advancement, he is perceived as unable to command a team of his own. Tom decides to invest in a leadership course. He reads books on influence and he takes on a mentoring role. Finally, he is confident in his ability to lead and develop a team. Sadly, his company holds on to an old perception.

In this scenario, Tom should consider finding a new job in a different department or with a different company. By doing so, he will be able to leverage his past experience, in conjunction with his newly developed skills.

Timing is a tremendous factor in reinvention. The longer an individual remains in his or her role, or with one company, the greater the difficulty of reinvention.

The real question is, “What’s stopping you from reinventing you?”

Recruiters, Anecdotally

2011-03-28T09:14:00.000-04:00

Over time, I’ve come to learn there are people with questionable motives in every profession. You know…opportunists; people who are only concerned with themselves and how they can benefit.

Now, there’s nothing wrong with looking out for yourself and your family. But, I’m referring to so-called professionals who act with ulterior motives; people who offer guidance and support, but are really looking to get something out of the contact.

I’m sure you’ve encountered people like this in all sorts of places including retail settings and car dealerships. It’s the aggressive, pushy communication meant to force an individual to make a quick decision without the benefit of time or consolation that I object to.

In recruiting, the high pressure, aggressive individual is a Headhunter. A Headhunter doesn’t view people as individuals. A Headhunter views candidates as a commodity; simple pawns in a game of chess.

There are many types of recruiters. There are those that specialize in specific industries or occupations. Some recruiters represent one company. Others represent many companies. Some work on a retained search basis, while others work on a contingency search basis. Still others work under a combination of agreements.

Corporate Recruiters are experts when it comes to their companies. They are knowledgeable of, not only the hiring process, but the intimate workings of the organization. Corporate Recruiters understand the companies they represent inside and out. Whether it’s leadership, culture, commitment to community, or growth opportunity, they have familiarity with the cycles and the decision makers.

Third Party, or agency, Recruiters often leverage experience in multiple capacities and find their way into recruitment. (I began my career as a radio personality. I conducted interviews with local and national celebrities, musicians and entertainers before getting into recruiting with a firm specializing in the hospitality industry.) Some Third Party Recruiters get into recruiting to bridge a gap in their own employment. Others are driven to the business for personal reasons or entrepreneurial endeavors.

It’s important for candidates to understand the different types of recruiters available to them. Even more important, candidates must understand how to interact and communicate with the type of recruiter they’re dealing with.

Corporate Recruiters are employees of the organizations they support. While they know their organizations inside and out, their knowledge of the competition is based upon observation from afar. They cannot provide objective feedback because they do not possess the information to do so. Candidates should work hard to connect and maintain the appropriate level of communication with Corporate Recruiters. Candidates should be tactical, not overbearing. They must be cautious of the frequency of which they reach out to Corporate Recruiters. Corporate Recruiters are experts at buying time because they have to manage an internal process as well.

Third Party Recruiters think in terms of milestones, or steps in a process. The further along they can massage the process, the greater the likelihood they will facilitate an offer of employment. Third Party Recruiters, like Corporate Recruiters, are paid by the company that employs them to find talent. However, Third Party Recruiters do not receive payment unless a candidate is identified and hired (except for retained search agreements, but that is usually for a predetermined length of time).

Because they don’t get paid unless a candidate gets hired, Third Party Recruiters typically spend more time preparing and coaching candidates through the process. The candidate’s success is the recruiter’s success. Candidates can speak more openly with Third Party Recruiters. By doing so, they can test the reaction to certain job-related information and discuss appropriate strategic responses. Third Party Recruiters want to develop deep relationships with both, the companies they support and the candidates they present for opportunities. As such, Third Party Recruiters are great at bringing two sides together.

Candidates benefit when they find the right recruitment support. Knowing the recruiter you’re dealing with, and choosing the right communication for that recruiter, can make all the difference.

Industry Wisdom: Responses

2011-03-09T15:58:00.002-05:00

Recently, I had a simple request and you did not disappoint. I asked you to share your industry wisdom. Whether you led a giant organization or washed dishes in a single location. Whether you managed a team or took direction. Or, whether you ever discovered something as a guest, I asked you to share.

And, share you did!

The statement, beginning, “I've learned…” conjured some tremendous feedback. Some of the feedback was philosophical, while other feedback was practical. Still, other responses were even entertaining.

Take a look.

· “I’ve learned that I’m more patient now than I was when I started my career.”

· “I’ve learned that character and integrity are attributes that seem to be disappearing.”

· “I’ve learned that I learn a lot when I’m training a new team member.”

· “I’ve learned that guests coming into my restaurant 5 minutes before closing aren’t always rude, they’re just hungry.”

· “I’ve learned that most people can’t tell the difference between a $20 bottle of wine & a $100 bottle of wine.”

· “I’ve learned that not everyone is cut out for customer service.”

· “I’ve learned a great idea isn't enough for a restaurant to be successful - it needs staff passion and dedication to excellence.”

· “I've learned that no matter what the industry, people just want to know that you are truly and sincerely listening to them.”

· “I’ve learned that as the boss you touch so many peoples’ lives every day. You must always respect the power that comes from your position. You get direction from above, and respect and dignity from below.”

· "I've learned not to eat in restaurants with dirty bathrooms."

· “I’ve learned you’re never as high or as low as “they” think, or as you feel at any given time. Stay true to who you are and what you believe in.”

· “I’ve learned the most important thing is to know your market and work your market, don’t try to be something or someone you’re not and you can’t be something to everyone.”

· “I’ve learned it comes down to three words, details, details, details.”

· “I’ve learned the best leader isn’t necessarily the smartest in the room, but is the one that knows to surround him (or herself) with experts in their given area and trust their advice.”

· “I’ve learned the learning curve to TRAIN a skill set is never as great as to learn a culture. Training and promoting are necessities for a stable and consistent company.”

· “I've learned that great food service establishments always encompass: a superior product, an experience worth talking about and the ability to create community.”

· “I’ve learned that I never enjoy a meal when the menu is not clean.”

· “I’ve learned that mistakes will happen; it’s how you deal with the mistake that makes all the difference.”

· “I’ve learned that I always enjoy a meal that is prepared for me.”

I’d like to extend a very special thank you to all of you who participated.

Do you have new industry wisdom to share?

Feel free to send your thoughts to us at media@yellowdogrecruiting.com. We’ll compile new responses and we’ll share in a future post.

To view the original post, click: http://yellowdogrecruiting.blogspot.com/2011/02/industry-wisdom-ive-learned.html

Industry Wisdom: I've Learned...

2011-02-21T16:32:00.000-05:00

I find motivators fascinating. The specific thing (or things) that motivate an individual to do something is really intriguing. For each of us, it’s something different. Stage of career, or stage of life, also influence how we are enticed to take action or continue with an action.

I’ve talked with thousands upon thousands of industry professionals in my career, formally and informally, and a consistent question that I ask is “Why do you come to work every day?” For some, the motivation is purely financial. They have to make money to provide for themselves and their families. For others, it’s an individual challenge to ascend or to make an impact in the industry or the company they are serving. Whatever the driving force, people are motivated, and through motivation comes an increased awareness and overall knowledge.

I’m eager to understand what others have discovered about the restaurant and hospitality industry…the business, the people and the food. Sure, there’s the obvious; day to day stuff like procedures, reports, safety, sanitation and administration. Clearly, there’s knowledge learned about developing and leading teams, running a business and interacting with guests.

But, beyond the expected, there’s got to be more. More knowledge gained from years of refining understanding of the intricacies of human interaction, operating amidst changing environments, vendor relations, serving the customer and more.

So, I direct a simple request to you. Share your industry wisdom. Whether you’ve led a giant organization or washed dishes in a single location; if you’ve managed a team or took direction; or, if you’ve discovered something as a guest, please share what you’ve learned. Sometimes, the simplest ideas cross all boundaries. No learning is insignificant.

Simply write, “I’ve learned…” and complete the sentence.

When you’re done, reply on our streams (Facebook, Twitter or FohBoh) and include #industrywisdom with your statement, or send to media@yellowdogrecruiting.com with "Industry Wisdom" in the subject line. Responses will be compiled and shared.

I can’t wait see read and share the feedback. Please forward, re-tweet and get the request out there.

This should be good.

Thanks for your participation.

It's Your Career, Get Strategic

2011-02-14T11:26:00.002-05:00

An interview process is not easy. It’s uncomfortable. It forces candidates to reflect and focus upon their career path. They’re confronted with the reality they may not have met their own expectations.

Then again, they may have exceeded all expectations, and are uncertain how to navigate in a changing environment; whichever scenario, a tactical approach to interview strategy is in order.

So, first things first. There is individual interview strategy, and there’s good career strategy.

Career Strategy
Big picture, you want to look at your career as a long and winding path. The path will intersect with many other paths along the way. Each individual must decide when to divert from his/her current path and embark upon a new journey. It’s a decision made when an individual’s personal and professional needs, challenges, desires and passions come together at a particular time.

It is good career strategy to acknowledge there will be a time to affect a change in one’s career path. Once people acknowledge there will be a time, they are more apt to listen to new options, and seek an understanding of their professional value in the workforce.

The message: remain open to new options. You don’t have to leave the path you’re on to explore what’s happening on other paths. When you are aware of the market conditions, you gain more confidence when considering a career shift. Unplanned changes become more bearable and you become more resilient because you already concluded change would come, and you prepared to navigate.

Individual Interview Strategy: 7-3-1 Principle
Now that you’ve framed your career portrait and have a strong understanding of the road you’re on, you have to figure out the best way to traverse the interview landscape. It’s quite simple. Give yourself options. Be focused. Set goals.

I call it the 7-3-1Principle. Target 7 companies that you wish to interview with. Blow them away. Get 3 offers. Make 1 decision.

Seize every real opportunity to interview with an industry professional. Don’t close doors on options prematurely. Don’t make assumptions based upon what you’ve heard from others.

Instead, prepare yourself. Take pride in your accomplishments and establish new goals. Tell great stories to help differentiate and distinguish. Put time in. Approach each interview as an opportunity to reaffirm your interest in the organization. Win every interview.

[Repetition Alert] There is never any decision to make, with regard to one’s job hunt, until an offer is extended.

If you win every interview you go on, you increase the likelihood you will receive multiple job offers. One offer feels great. A company is interested in you. They offer compensation, and it’s very easy to equate one’s value with a job offer. More than one offer of employment, however, provides the individual with the leverage to make a decision; the individual has the chance to compare each opportunity to one another.

Ultimately, we all want control of our own career paths. When we get to make the decisions that affect us, we have the greatest chance of discovering professional balance.

That Almost Feeling

2011-01-28T09:15:00.002-05:00

Have you ever almost done something? Think about it. Have you ever almost knocked over a steaming hot cup of coffee? Or almost run your car off the road? Or almost slipped and fell?

You know that feeling?

It’s the collision of excitement and fear, thrills and tears. A burst of adrenaline, relief, appreciation and comfort comes over you all at once; it’s the knowing that crisis has been avoided. It’s the sense of understanding that even though you weren’t ready, you still came through. You held your ground, perhaps with a little luck, and managed through the event.

Now, imagine knowing something was going to happen before it did. I’m not talking about clairvoyance per say. I’m thinking more in terms of general awareness; the keen ability to anticipate a potential hazard. Instead of an overwhelming sense of uncertainty, you feel calm, collected and confident.

We learn to manage changing circumstances through repetition, practice, on-going preparation and investigation. We hone our skills over time and we develop behaviors that conjure automatic responses.

In the service business, no two minutes, let alone days, are the same. It’s a lost art really. Service professionals understand the level of service they provide is most often the differentiator. It requires a delicate balance of tact and savvy, clear communication and listening.

When service-minded candidates participate in an interview and hiring process, it is imperative they share stories that demonstrate behaviors that align with the company’s established, high performing incumbents.

Successful, service-focused candidates talk with guests and look at decisions (and actions) from a customer perspective. They anticipate changing needs and seek areas to create value. Candidates who distinguish themselves manage on-going relationships with current and potential customers. They develop connections built on trust because they respond quickly to customer requests, and ensure the customer’s needs are made a priority.

Finally, improvement is a continuous process. As such, great candidates seek out and act on internal and external feedback.

The uneasy feeling can easily disappear and very quickly become one of balance, confidence and certainty. Simply taking the time for contemplation, reflection and focus can turn an uncomfortable interview process into a very pleasant conversation.

The Times They Are a-Changin’

2011-01-20T09:17:00.005-05:00

By Scott Rosenburg, Managing Partner

As we settle into the New Year, I find it exciting and interesting that companies are hiring at a more aggressive rate than we have seen in a few years. Economists say it all ties to the real estate market. I am sure at some level it does.

In our business, we are seeing great indicators. As a hospitality-focused recruiting firm, we are noticing increases in our clients’ hiring needs. The desire, or perhaps necessity, to upgrade or add talent can likely be equated to increases in store level sales. Basically, more of us are dining out again.

Clearly, over the last few years, people cut back on restaurant visits, or redirected their spending elsewhere. Personally, I love dining out with my family, but I understand the financial constraints during a difficult economic climate. I am not a professional Economist, but conventional wisdom says as more people are employed, we will see more people buy homes, and dine out more frequently.

I guess the question is, are we out of the woods yet? The “professionals” say not yet, but we are on the right track and the economy is moving in the right direction.

I do find it very interesting; however, in a bad economy a candidate has virtually no leverage. Now that the economy is shifting, so is the candidate’s ability to navigate more confidently through the interview process. This time last year, candidates had very limited options or negotiation power. Candidates were almost forced to take the first offer for fear that another offer could be far off.

As Bob Dylan said,

“Come gather 'round people
Wherever you roam
And admit that the waters
Around you have grown
And accept it that soon
You'll be drenched to the bone.
If your time to you
Is worth savin'
Then you better start swimmin'
Or you'll sink like a stone
For the times they are a-changin'.”

Times certainly are changing. It is becoming more common for our candidates to be extended multiple offers of employment. More companies are hiring, and more companies are recognizing the true value of talent. When a candidate chooses between 2 or more opportunities, he/she not only commits to the specific level of responsibility, but also commits to the organization. When candidates have options, everyone wins.

How will you adjust to the changing times?

Prep Like a Chef

2011-01-12T09:42:00.002-05:00

Have you ever heard a Chef talk about food? It’s a true experience. Surf over to your favorite cooking show or site, and take a few minutes to listen to how they describe the food, flavors and aromas. Watch how their eyes light up and the grins appear as they share family stories that conjure fond memories of days gone by.

Think about how they emphasize the quality of ingredients and the specific action, whether it’s a particular temperature for heating, or the proper amount of time for rest, needed to ensure a successful result. They provide a calculated recipe that will all but guarantee consistency.

Candidates should approach an interview in much the same way. They should be passionate about their storytelling; sharing supreme examples highlighting top performance and results. Candidates must be aware of their own strengths, and must leave an impression upon the interviewer.

Preparation makes the interview process run more smoothly. Preparation allows a candidate to be flexible when an unexpected call comes in. Preparation provides a candidate with a chance to refine focus on behaviors and actions. Preparation enables confidence.

Chefs are specific with recipes to ensure the actions clearly translate into a desired result. If they deviate from the recipe, they invite the potential for new discoveries, certainly, but they also invite potential disaster. It’s a calculated risk. When they stick with the recipe, they know what the outcome will likely be. There is time for experimentation, and there is a time for driving a business.

When interviewing, it’s all business. Candidates should hone in on the skills, behaviors and experiences they possess, and begin to narrow down their focus to situations that highlight those attributes.

An appreciation for the ability to communicate effectively crosses all industry lines. Savvy candidates recognize this and make sure to emphasize their ability to establish and deliver a message. Equally important [to strong communicators] is the ability to receive information. Listening is the most overlooked aspect to communication. When you actively listen, you gather information. Candidates can demonstrate this behavior during an interview by ensuring they understand the questions asked. Once a question is understood, a focused response can be delivered. With good preparation, navigating the interview will be simplified.

Candidates should consider the following behaviors when emphasizing their ability to communicate:

• Clearly explain ideas and concepts to others; matter of fact; easy to understand
• Is persuasive; speaks up, shares views, solicits ideas and requests feedback
• Creates a credible impression
• Adapts communication style, content and means of delivery to suit the audience
• Talks openly and honestly; ensures understanding and addresses misunderstandings

Saying you’re a great communicator won’t cut it. Be specific with regard to how a certain behavior led to a particular outcome. Candidates who are able to do this win interviews.

Will you prep like an amateur or will you prep like a Chef?

Living the Dream

2011-01-04T09:47:00.003-05:00

The New Year is upon us. It’s a clean slate; a time to refocus on the important things that came to light through our year-end reflection.

In a couple of months, when the crowds disappear from the gym, and you’ve likely rationalized the failure of several resolutions, what will you be dreaming about? At a time when the chaos subsides, what is it that will lure your attention? What is it that will be so encompassing that you will not be able to focus on anything else?

The answer: Passion.

Our friends at Talent Revolution have done a fantastic job helping companies and individuals align passion with business objectives. They are catalysts for a new way of thinking. They promote an “ultimate career lifestyle.” The TR Team encourages individuals to develop a career where work doesn’t seem like work. They challenge individuals to be authentic, to define their own lifestyle, and to find purpose while applying their talents.

We call that finding fit.

When it comes to your career, before you rush to send out a flurry of resumes or complete any online applications, do yourself a favor and think about what the right fit is for you. We are all re-assessing the value we have placed upon certain things in our lives. Material possessions are nice. We all like nice things. But real value is about how you affect the people around you, and the type of person you choose to be.

Deciding where you would like to direct your value is step 1. Step 2 requires more time and introspection. This is where the individual must identify his or her high performing behaviors. The following step, 3, is the point at which an individual must draw an alignment between the identified high performing behaviors and the area of competence for which it most closely correlates. For example, someone who constantly seeks improvement and solutions; someone who considers existing ideas, approaches and technologies, is likely an innovative thinker. He or she will challenge the status quo and will make calculated risks through informed judgment. This person is likely a driver of change.

For a company offering the ability to develop and influence culture, a change agent is a great match. However, a mature organization (one that had its major growth already) may not be able to challenge an innovator.

Once an individual has sorted through steps 1 through 3, he or she can begin identifying specific experiences where the behaviors were best exemplified. This preparation will lead to great interviews, and great interviews lead to job offers.

Are you living the dream?

Make your move.

Personal Points of Differentiation

2010-12-17T13:40:00.005-05:00

Differentiation is the answer to the common business strategy question - How can we as a company, stand out in a crowded marketplace? There is a classic list that companies draw from – bigger, better, faster, decor’, innovation, location, value, etc. Interestingly enough, this question can also be applied to individuals, not just businesses. Heading into a New Year always offers an opportunity for pause and reflection. Perhaps, the following will allow you to further your personal points of difference.

Start deeper than the mirror -
When you reflect upon the entirety of your budding (or mature) career (as we all are supposed to do on birthdays and at the start of a New Year) temporarily remove monetary expectations from your review process. By making compensation part of the background, it may be possible to bring to the front those things that bring you the most fulfillment, joy, and promise.

In a faced-paced world, we often forget the importance of contemplation. Contemplation and reflection are symbiotic. The act of mulling alone can add logic to a particular decision or thought process, and provide great clarity. As an act of self assessment, begin thinking about what you value beyond work, and where you would most likely be able to make this type of contribution. Is there a job title for this? Where does the best chance exist to make this job a reality, or which company offers the best opportunity to start in that direction?

Recruiting professionals are charged with matching skills and experience. However, we find it to be of equal importance to determine the match between the individual’s values and those of the company. When that happens, individual performance becomes aligned and connected, and both parties benefit more deeply from the cohesion.

Make ready –
If has not yet become apparent, those who prepare for action in advance tend to fare better than those who do not. Life is full of fire drills, some real, some metaphorical. The possibility that you will be caught in a fire is small, but if you’ve ever witnessed how an out-of-control fire behaves, or how humans behave in such a fire, you’ll be grateful that you knew what to do. Exercise, proper diet, positive mental health, engagement and enjoyment are just as important to individuals as scenario planning and strategy execution are to businesses. If you seek a raise, a promotion or a new job, make yourself ready by practicing what you will need at the next level, including preparing someone to take your place.

Storytelling -
From our earliest days, humans have shared stories around the fire. It is an accepted and powerful means for creating a connection. As you narrow down what matters to you, it becomes easier to separate those things from the daily slush. Most everyone can prattle on about what they don’t like, but can you speak clearly about how you have made a difference or how you are better today than yesterday? Every person has unique talents. What are your unique selling points (USP)? Discovering your skill set or talents and weaving your experiences into your story and being able to hold someone’s attention though the telling - is a differentiator.

Make a list of attributes, or characteristics that you believe are your strengths. Think about your career, and recall situations where you leveraged those strengths to make an impact. Clarify the impact by aligning it with competencies like the ability to solve problems, build teams, effectively communicate, and drive results. Now, craft your story. In fact, craft five or six stories.

By preparing personalized stories with professional significance, you will be able to take pride in past accomplishments while emphasizing your ability to take on new challenges. You will become more confident and you will make a greater impression. Not everyone can do this. If you can, you will set yourself apart.

Pluck isn’t just for feathers -
People can have pluck. (Go on, look up the noun not the verb.) Sure, it’s an old fashion word for irresistible qualities. Difficult times require leaders with nerve, courage and resolve. In other words, pluck. Imagine listening to a couple of folks talking and one says “I hope we find our way…” and the other states “We’re going to make our own way - come hackers or high-water!” Which one is expressing leadership qualities? I’m not saying that every one filled with confidence knows all the right things to do, but it is pretty clear that when times are tough people gravitate towards anyone who can help them out of the mess. You can be that person, if you show some pluck.

One or two degrees –
We’ve heard the phrase that everyone is praying to someone when they're in a foxhole and the bombing starts. People are getting “shelled” by life everywhere around you, and you have the power to provide some cover. Next time you’re down in the dumps, swing by a children’s hospital, foster-care housing, homeless shelter, even a funeral. You don’t have to get out of the car, just watch who goes in and out. I think you will realize that there are only one or two degrees of separation between you and them. Many lives are changed by moments, some horribly bad and some unbelievably good. What would it take for you to trade your TV/lounge/ veg’n/ kickin’-back/chillin’-time in order to make a great moment for someone else? (Remember, not a day, week or month, but a moment…) The people who create this goodwill are involved in a personal brand extension – one that reaches into the unseen – perhaps far enough to reach back when it’s your turn in the foxhole.

The present –
Most people spend gobs of time dwelling in the past or dreaming of ideals. The foundation of your future starts with the work you’re doing now, as well as your ability to take corrective action when appropriate. Make the most of your “now” time and refresh your thinking. Clear your mental and physical work space. Purge unnecessary clutter/rust. Celebrate and rejuvenate. Then, establish your game plan for next year, including introducing yourself to 3 new people each week, jumping in the digital river and joining networking groups, or commenting on blogs can all help to refine your focus. Don’t try to have all the answers. Ask questions and listen to the responses. You may find a new perspective.

Some people view the holiday season as a time of year to receive gifts. Others take great joy in the act of giving. One of the best gifts for anyone is the chance to maximize/reprioritize your time, recalibrate, appreciate and cherish every moment... and you can give that to yourself.

This is a collaborative posting. About the Authors:

CHASE LeBLANC
Chase LeBlanc is the founder and CEO of Leadagers LLC, http://leadagers.com/ a business consultancy serving the hospitality industry. He is the author of the book, HIGH IMPACT HOSPITALITY: Upgrade Your Purpose, Performance and Profits!

DAVID ROSE
David Rose is the Vice President of Recruiting with YELLOW DOG Recruiting, http://yellowdogrecruiting.com, a national recruitment company specializing in the placement of leaders in the restaurant, on-site foodservice and hospitality industries.

Role Reversal

2010-12-06T09:15:00.003-05:00

You can learn a lot about someone simply by how he or she treats others.

The way we treat one another is a choice. I am very conscious of the fact that, as a father, I am setting an example of proper behavior and respect for others, for my children. I believe every person, regardless of occupation or job title, should be treated with dignity, and deserves to be heard.

Over the last several turbulent years, we have seen many executives and high level professionals relieved of their duties; some for good reason, while others a casualty of the business climate. As these individuals seek out new career options, they often find the adjustment from controlling their environment to one of uncertainty to be challenging.

One of the first things these individuals discover is that regardless of how impressive one’s work history is, it is tremendously difficult to distinguish oneself in a market saturated with talent (and those that are not so talented). The old adage, ‘what have you done for me lately’ really applies here. Past successes mean little when you are seeking career opportunities outside your most recent organization.

Another realization comes fast; you are never paid your value. You are always paid the value of the position. Options that provide the compensation desired and opportunity to influence may be scarce. For seasoned professionals, those who have had success, this may be reality hitting hard.

As a recruiter, I focus on skill sets and seek opportunities for transference of skill. Sadly, many companies think very cookie-cutter. Hiring people who have worked for the direct competition often yields short term success. There is a familiarity with the industry and with the specific job-related functions. There are also relationships, in the same arena, that have been fostered.

However, while this means of recruitment may keep early training costs down, long term development can suffer. Hiring people with the same background experience generates thinking from one place. Bringing people together with different backgrounds and similar skill sets creates an environment of innovation. It can also open the door to new and expanded relationships which can lead to new opportunities.

So how can a seasoned professional make an impact?

For starters, be humble. Appreciate the time and attention provided to you, regardless of where it comes from. Be respectful. Develop empathy; your experience is similar to what millions of others have experienced.

Most importantly, don’t forget the challenge of navigating in this employment climate. The tides will turn and the rate of unemployment will go down, but the experience of hunting for a new opportunity should never be forgotten.

Finding Fit

2010-11-22T08:33:00.003-05:00

Through the course of my career, I have had the great privilege of speaking with, and interviewing, thousands upon thousands of people from every background and at varying levels of experience. Every candidate is unique in his or her own right. Each individual brings a perspective shaped by his or her past experiences and cultural influence. Finding what distinguishes one individual from another, and then, working to find companies and career opportunities that provide the right support and environment for an individual is “fit”.

Fit is hard to find. There are so many competing factors in our lives that, frankly, supersede the time, effort and energy needed to seek it out. Some people think finding the right career fit is about looking for a job. Others don’t give it much thought until they are in desperation mode.

We are all candidates at some point. Some are more active, or passive, than others, but at one time or another, we all yearn for something more.

A great way to start your hunt for fit is to establish a short list of companies that you would choose to work for if given the option. Think about it. There are great lists of companies to work for, but that doesn’t mean the rationale for being a top company appeals to you. Be realistic. If you have never worked in the industry you’re dreaming about, you can’t expect to slide right into your dream job.

So what appeals to you? Do you want to work for a company that will pay you the most, or are you motivated by something more?

Companies that show commitment to supporting the communities in which they operate often appreciate and value individual and team contributors as well. If you’re active in your community, working to make it a better place, chances are these companies will provide flexibility and will support the initiatives you hold dear.

Companies that embrace technology and innovation may provide greater flexibility with regard to scheduling or work from home opportunities. These companies may also expect more production in lieu of the freedom they’ve provided.

Still, other companies may present more structure and may have more stringent guidelines associated with their work expectations. However, they may also provide great work environments, strong benefits, rewards and recognition programs.

Fit is hard to find, but taking the time to figure out what you’re looking for in a company can help guide you through your search.

How will you define fit?

Key Attributes Win Interviews

2010-11-15T09:03:00.001-05:00

There’s an old adage in the interview game – “If you’re talking, you’re giving information. If you’re listening, you’re gathering it.”

Interviewers ask questions to generate responses that provide detailed information. The type of questioning, and the skill of the interviewer, will take a candidate on a journey of sharing. Candidates must understand and prepare for questions that provide them with the opportunity to share specific experiences, past performance and predictive behavior in future scenarios.

There are types of questions that are easy to answer, but provide limited information. We call them “closed-ended” questions. These are questions that don’t require candidates to expand upon their answers. Rather, they typically require simple “Yes” or “No” responses.

Then, there are the hypothetical questions. We call them “situational based” questions. These questions place a candidate in a possible scenario to determine how he or she would react. This type of questioning provides an interviewer with a glimpse of a candidate’s thought process. Candidates often share insight on character and values during this type of interview.

Finally, there are “behavioral based” questions. Behavioral questions are utilized when interviewers are trying to understand past performance. Past performance is a good indicator of future performance. These questions require candidates to draw upon prior experience and often begin with “Tell me about a time when…” or “Explain a situation in which…”.

Candidates who are successful develop a strong understanding of their own skills before initiating an interview process. These individuals understand the required skills and experience for the positions they are seeking, and they think about the specific behaviors and competencies necessary for each position.

Leadership and influencing skills, the ability to innovate and affect change, a solutions focus with an eye for developing winning strategies, and the ability to communicate at all levels are examples of the qualities employers seek. Interviewers will ask questions to understand the likelihood of any given candidate’s success.

The best way for a candidate to ensure his or her high performance during an interview is to provide responses detailing high performing behavior. Great candidates paint great pictures. They are descriptive and share great, real stories that exemplify their ability to match the company’s needs.

Identifying the key attributes for a particular position is the first step. For instance, a candidate interviewing for a management position should focus on sharing insight into his or her leadership skills, effective communication and perhaps, organizational skills.

Challenging the status quo and identifying alternative solutions while maintaining a broad business perspective is ideal for most companies seeking new leadership, regardless of the level of leadership. Candidates who recognize this provide responses that emphasize their ability to take calculated risks while maintaining sound judgment.

Candidates perform well throughout an interview process when they prepare. Great candidates reflect upon professional experiences and draw alignment with the key attributes.

The most successful candidates are able to highlight key attributes while driving the interview towards a conversational tone. The more conversational an interview is, the greater the likelihood the process will continue. The further the process continues, the greater the chance an offer will be extended. Candidates who are able to win multiple interviews will get multiple offers. When there are multiple offers, candidates decide what’s best.

That’s good interview (and career) strategy.

Hungry to Succeed

2010-11-08T08:52:00.004-05:00

Those of you who follow our blog know we attended the 15th annual People Report/Black Box Intelligence “Best Practices Conference” in Dallas last week.

The conference was truly an event. It was inspirational. We were exposed to great thinkers and leaders of the industry. We discovered purpose through the power of words. We learned how pragmatic idealism can bring out the best in people. We were awed by what our future could hold. We embraced the uncomfortable, and we even celebrated 15 years of sharing best practices.

100 of the participants came together in the early morning of the first day of the conference. In the rain, we boarded buses and traversed Dallas’ morning rush hour traffic to reach our destination, the North Texas Food Bank. As we huddled together during a brief orientation and video, it became immediately apparent that this would be no ordinary day.

We were divided into 3 groups. One group worked “salvage.” This group sorted through all sorts of food products to ensure they were safe for consumption. The second group worked to prepare backpacks that would be given to school children, some of whom often endure days without food. The third group (the one that Scott and I were in) worked an assembly line. We filled boxed with powdered milk, beans, canned peaches, canned corn, green beans, cereals, and condensed milk. We loaded the 30 pound boxes on to pallets, again and again, and found our rhythm. At the end of 2 hours, we prepared 25,000 meals. It was quite a feat. We were amazed by how much we had accomplished until we learned the 25,000 meals would be gone in less than 6 days.

The face of hunger is changing, and there are more people in need every day.

It was heart-wrenching to learn that hard working people were struggling to put food on their tables. I was affected. We all have good intentions, but sometimes we don’t find the time to help. It is action and follow through that have true impact.

An authentic, genuine focus on helping people is true character. Character is really the culmination of traits that makes each of us unique. In recruiting, we celebrate unique talent. We strive to find the characteristics that distinguish one candidate from another. These talents, when identified, are a major component of a successful match between candidate and company.

Together, as one tribe, we returned to the conference eager for the official kick off. We were ready to begin our journey from a common perspective. We were no longer just executives doing a team building. We were a team motivated by the potential of impacting lives in a positive way.

By nature, people are driven by a need to succeed. Success, for some, is defined by material things. For others, success is defined by overcoming challenges and embracing new opportunities.

On that day, we were all successful.

Tomorrow is another day.

Reflection, Not Chaos

2010-10-31T18:29:00.005-04:00

I’m getting ready for a planned trip to Dallas, Texas. The trip is actually for a very unique conference. The conference, known as the Best Practices Conference, is hosted by People Report and its sister company, Black Box Intelligence. People Report/Black Box Intelligence provides workforce and business intelligence and insights for private and public companies in the restaurant industry.

Full disclosure…YELLOW DOG Recruiting is a sponsor of this conference. The reasons why YELLOW DOG partners with People Report/Black Box Intelligence are endless, but it is fair to say, they believe in clear, direct, open and honest communication with their members and partners.

My friends and family know I’m not a great traveler. I have to psych myself up, and mentally prepare, for what’s to come. There are so many things, no matter how proactive I am, that seem to pop up at the last minute, on top of the packing, security and cramped airplane seats that I’m already thinking about.

As I ran through my checklist, it occurred to me that the chaos and anxiety I was feeling before my travel wasn’t so different than that of a candidate readying oneself for an interview and hiring process.

Candidates are motivated to make a change for many reasons, some personal and some professional. For whatever reason a candidate finds oneself entering the candidate pool, a clear strategy is required. Blasting a resume all over the internet, hoping the content appeals to someone or some system is not strategic, it’s desperate.

The number one most important step in a job hunting process is to take time for self. Too often, candidates react frantically. Instead, candidates must find time for reflection. Time spent thinking about what makes us most happy and where we were most successful, allows us to consider our passions, as well as the sacrifices we are willing to make.

With reflection comes clarity. As we force ourselves to focus on what matters, we can begin to narrow our attention to companies, industries and occupations that are in line with our ideals. If we’re successful, our personal and professional lives are more balanced, and each side becomes more meaningful. Once aligned, candidates can develop impactful and thought provoking questions, and answers, to just as dynamic interview questions. Interviewers become more engaging and the connection becomes palpable.

When candidates interview with multiple companies, and make connections with each, they increase the likelihood of multiple offers of employment. When a candidate receives multiple offers, that candidate has the opportunity to make the decision, and ultimately, find the best match.

We’ll talk more about “best match” in the future. For now, the only best match I’m thinking about is which socks and shoes to bring with me to Dallas.

Social Media is All Wrong. It’s About Social Engagement.

2010-10-25T10:00:00.001-04:00

We all know everyone has an opinion. Experience, culture and relationships affect perspective, which leads to the formulation of opinions. A political season charges us up, and forces us to consider changes that may, or may not, be necessary. We flip the switch, activate our passion and leap right in. There is a trigger; something that impacts us and immediately changes our course of action.

I recently had lunch with a friend of mine, Craig Agranoff. Craig (@Lapp) is an author, lecturer, entrepreneur, and an all around smart guy who happens to be very knowledgeable on a lot of topics, including the vast umbrella of social media. As he and I discussed the evolution of the technology we were using in our everyday lives, Craig made an emphatic point with me. “Social media is all wrong. It’s about social engagement.” He was very deliberate as he explained the true benefit of the socially driven tools we we’re using. We could not forget that it is always about the actual exchange of ideas, not the means by which we deliver the ideas.

The conversation resonated with me.

We’re connected, but are we engaged? Are we involved with one another? Are we present, really present?

When we’re passionate, we’re there…completely. It doesn’t feel like work. We’re not doing it because we have to. We do it because we really want to. That’s engagement.

So, how do you ignite the same level of engagement when you’re seeking new job opportunities?

You can start by putting others first. Use social media to share information that you find of interest or you believe will benefit others. Share research, articles, blogs, tips and opportunities that may be of interest to others in your network. Push information that you believe can help to enhance others’ experiences. Answer requests for information, participate in surveys, and attend networking events…even the local ones that are casual and not industry specific.

By supporting others with their search, new options may develop for you too. Every person you meet has a circle of influence; essentially people for whom the individual places a level of trust. When you engage one person, you open the door to interactions with that person’s influencers, and you do the same for them.

Good will is infectious. Have you done your part?

Communicate Like They Do

2010-10-11T11:15:00.005-04:00

Today, we all work very hard to be flexible. Technology certainly helps us to work when we’re on the move, and social media allows us to stay connected to everything going on, whenever we’re inclined to check. The ability to connect on our terms has made us more self-focused, if not self-absorbed.

Self focus may actually be a hindrance as candidates explore new career opportunities. Consider the following:

I recently sent an email to a prospective candidate. My email was very specific in my request. I asked for his availability for an interview, and I agreed to follow up upon receipt to confirm the time. Instead of responding to the email with his availability, as I requested, he decided to call and leave me a voice message. He shared that he received my email and prefers to speak, and meet, in person. He added that I should call him back to let him know a good time for him to meet me at my office.

First, let me say, I truly appreciate aggressive candidates. They are self-motivated and will not hesitate to jump through any hoop. However, too often, aggressive candidates forget that they do not control the interview and hiring process; that’s a hard pill to swallow for a lot of experienced and successful leaders who have found themselves seeking new career options. Candidates who are aggressive in their career search often respond quickly, initially, only to find they’ve spread themselves too thin, and are unable to manage the numerous opportunities they are exploring.

While I appreciated his forthrightness, I found myself frustrated. There were several reasons that I requested his availability in an email. First, it’s a very competitive environment. There are many well qualified candidates seeking new options. As such, I'm on the telephone conducting interviews regularly. I conduct 20-25 interviews each week, and several members of our team conduct more. Compound the scheduled interviews, with the managing of thousands of resumes, social media activity, networking functions and client meetings, and there is little time to seize a moment for a spontaneous interview.

Second, a simple request may have more meaning. I request availability in an email so I can see how quickly a candidate responds to the request, and to see if he/she can follow written directions. If a candidate cannot do as requested at this stage, I won’t feel comfortable that the candidate will perform well during the interview process.

I cannot stress enough the importance of communicating in the way the person you are interacting with communicates.

Consider another example of communication. We have a great client. She communicates so well. We always know what’s happening with her company and what the priorities are. She picks up the phone and calls when she has a quick question. Other times, when it’s not so pressing, she’ll send a Direct Message on Twitter or leave a message on our Facebook stream.

We love working with her. We feel like we are in the know. We always feel appreciated and respected and we work very hard to send her great candidates because we know she’ll treat them the same way.

Successful communication can be a challenge. You should communicate in a way that has impact, not how you’re most comfortable. This is a very important distinction. While you are singularly focused (getting yourself a new job), the person you are communicating with is actively focused on a much grander process which includes communicating with as many people as possible. You should not expect a hiring process to be designed around you.

Instead, take the lead from the interviewer. Pay attention to descriptors (power words). Inject similar verbiage into the conversation. Pull descriptive words from the company’s website and work to model your communication after what you’ve seen.

If you receive a call, return the call. If you get an email, respond with an email. Follow the specific directions provided and you may find yourself at the top of the company’s candidate pool.

Speak Softly, Make the Message Count

2010-09-26T20:22:00.002-04:00

I recently conducted an interview with a soft talker. He was a fantastic candidate. He possessed the skills and experience necessary for the position I was interviewing him for. He had a great employment track record, a professional demeanor and a positive attitude. We presented the candidate to our client and facilitated a telephone interview.

Prior to the interview, I spoke with the candidate and offered some suggestions to guide him through his interview preparations. He researched the company. He knew the players. He knew as much as he could about the culture. He knew the company’s stock price. He had great examples of past performance to share. He was ready to go.

I reminded him of the importance of articulation, verbiage, pronunciation, intonation and non-verbal communication. While I wanted to be sensitive, it was important for me to address his volume of speech. Voice quality, emotion, speaking style, rhythm and emphasis are all important aspects of vocal communication. Equally, volume of speech can affect the way a message is received.

A deep voice is remembered. It conjures confidence and command. Who can’t immediately recall James Earl Jones’ voice? “Use the force, Luke.” And, who hasn’t slipped in a little baritone while singing a Barry White song? “Oooohhhh yeahhhh!” Yet, I can’t remember many soft spoken professionals or celebrities other than Andy Warhol.

Coaches often elevate their volume of speech while conveying a specific directive. The raising and lowering of their voices lures the team and forces them to focus on the point being emphasized. Parents and teachers often raise their voices in an effort to command the attention of their children and students in much the same way.

There are other techniques that can be implored to capture their audience’s attention, however. A former colleague, who happens to be a Training professional responsible for curriculum development and program facilitation at a Fortune 100 company, once shared he would purposely speak in a very quiet tone at the beginning of his seminars. He felt he was able to attract the attention of his participants more quickly, and he found they made a conscious effort to remain attentive throughout the entire program.

The soft-speaking candidate had his view, too. He shared that while the volume of his voice is naturally soft; he felt it was an attribute, not a hindrance. He furthered his point by saying a softer tone made him more approachable to his team. They felt less intimidation and were more apt to approach him proactively when they anticipated challenges. He said they became accustomed to listening more intently and he saw, first hand, the way it impacted his team’s interpersonal communication. The team became more open to sharing knowledge and more willing to receive feedback.

I greatly respected the candidate’s perspective and encouraged him to provide good examples of how he has been able to leverage his communication skills to benefit a team and company [during the interview]. More than 50% of face to face communication is delivered through body language. Tone of voice accounts for 38% of message delivery, and 7% of a message is transmitted by choice of verbiage.

None of that matters if the person you’re communicating with can’t hear you. So, speak up and be sure you’re speaking with passion and purpose. You have the knowledge. You just have to convey it.

The Great American Dine Out

2010-09-13T09:35:00.003-04:00

It’s disturbing to learn that nearly 17 million children in the United States struggle with hunger. That's almost one in four kids in America who don't always know when their next meal will come. We’re not talking about a growling stomach before lunchtime. This is serious.

We can all do our part to help end childhood hunger. Through its No Kid Hungry Campaign™, Share Our Strength is ending childhood hunger in America by connecting at-risk children with the nutritious food they need to lead healthy, active lives.

The Great American Dine Out (September 19-25, 2010) is a week long coming together of thousands of restaurants and millions of consumers across the country to help raise funds in support of the No Kid Hungry Campaign™. Participating restaurants will use in-store promotions, special menu items, customer donation cards and more to do their part. Eating at a participating Great American Dine Out restaurant is a fun way to help make sure that children in America never go hungry.

Please join the effort to help end childhood hunger by dining out at one of the thousands of restaurants taking part. The restaurants are donating a portion of their proceeds from the week of September 19-25, 2010 to help support Share Our Strength’s work to end childhood hunger in this country.

Participating Restaurant Finder

If you want to get involved, please join us on Twitter September 20th from 9am – 9pm for our “Tweet-a-Thon” to raise awareness for the campaign. Use and follow the hashtags #DineOut and #NoKidHungry.

Also, use your presence on Facebook, Twitter, and YouTube to spread the word. Ask your friends, family and networks to please dine out that week.

Joining the Great American Dine Out is a little way you can make a huge difference.

To learn more about Share Our Strength, click HERE.

What Can Your Recruiter Do For You?

2010-08-29T16:24:00.003-04:00

By Scott Rosenburg, Managing Partner, YELLOW DOG Recruiting

I was recently asked at a networking event how recruiters manage to survive during a fluctuating economy. The man asked, “When the economy is good, companies seek talent and it is often scarce. In a bad economy, there is a plethora of candidates and companies do not seek talent. How do you survive?”

Honestly, it is simple. We survive on relationships. We treat people well…with respect. When you build a relationship with an individual and that person sees you as an advocate, he/she is likely to refer you to other professionals. Each individual has something to offer, and a recruiter’s job is to find a fit for that offering.

Working with a good recruiter has unique advantages that candidates without a recruiter simply do not have. Good candidates almost always have a relationship with a recruiter; someone they know and trust. Trust is the key element in the relationship. Trust is developed over time for both, candidate and recruiter. A candidate-recruiter relationship is the foundation for long term career strategy.

So what can your recruiter do for you?

A recruiter does not work for you. Rather, a recruiter works with you. A recruiting partner studies the marketplace constantly. He/she understands talent pools and follows the organizations in your industry. Candidates in a particular marketplace have value. That value changes from situation to situation and from location to location. A recruiter will know your value in the marketplace you are operating in.

A recruiter never wants to saturate the marketplace with a candidate’s information. It is critical that candidates, too, submit their information with caution. Oversaturation of resume exposure in any specific market can be perceived as desperation.

When you work with a recruiter, it is his/her job to present you as the “hot commodity”. Similar to an athlete’s agent, a recruiter will always want to put multiple options in front of you. By doing so, you will have the greatest opportunity to make the best decision for you, and your long term career. When companies initiate a recruiting process, their goal is to capture as many people as possible. They often rely on database systems to help narrow down the candidate pool.

Similarly, candidates should explore opportunities with many companies. Throughout interview processes, candidates can gain great insight into each company and refine their focus on the companies that meet their needs. A recruiter can ensure a candidate is totally prepared for each company’s interview process, which varies, but can include phone interviews, live interviews, assessments, background checks, and shift follows. A recruiting partnership is the difference between walking in the woods at night, and walking in the woods at night with a flashlight.

When offers of employment come in, a recruiter will want to update with the candidate to determine if any negations are appropriate. Once the candidate decides to accept an offer, a recruiter should help the candidate decline the other offers in a professional manner. As well, the recruiter should assist the candidate with the transition into the new opportunity. A recruiter should never charge a candidate a fee for services. The company pays the recruiter’s fee.

Even after a recruiter places a candidate into a new opportunity, he/she will want to stay in contact with the candidate to share industry updates and maintain the relationship. A recruiter is a resource at every stage of employment, and candidate help steer career strategy.

Prideful Negotiation

2010-08-15T18:14:00.004-04:00

It’s back to school time in our household. This is the time of year when we focus on a fresh start - new learning, new friends, new teachers, and, of course, new clothes. I could never imagine how fast kids grow. The marks on the wall behind their doors show my kids have grown 2 full inches taller, each, in the last 4 months. While they are 2 years apart in age, they are within 5 pounds of one another.

So, last week, we prepared ourselves for what was in store. First, we worked out a clothing/school supplies budget and then, we began hunting for sales. My wife is the queen of finding good deals. She often comes home and shares how much money she saved on the latest spree. Never mind that she had to spend extra to save, but that’s an entirely different story.

When it came time to pick out clothes, my 6 year old daughter was quite clear on which attire did, and did not, meet her standards. She, apparently, has a sophisticated fashion sense. Try as we did to guide her to solid colors (so she could keep them as fashion trends change); she likes to make a statement.

What I discovered through this process is that she is a fantastic negotiator. She was willing to give a little to get what she wanted. She was forthright and honest in her communication, and she was not derailed by any feelings of emotion. Like any good parent, I’m proud of my children, and I love them unconditionally. But, I have to say, my daughter’s ability to negotiate really gave me joy.

We spend our lives negotiating. We learn very early on what we want, and we work throughout our lives to meet and exceed our goals. Those accomplishments are undoubtedly driven by a series of small and large negotiations. We negotiate at home and at work. We even negotiate on our way to work, as we try to navigate our drive time. We negotiate on eBay and at Flea Markets. We negotiate in classrooms and boardrooms.

When it comes to negotiation, the key is what you do prior to it. It’s important to do your research.

The employment market is no different, but the field you’re playing on is. Salaries are based upon several factors. Compensation is typically established to be commensurate with managed volume, experience and competitive landscape. As such, salary ranges are established before you even submit your information.

If the position you’re applying for doesn’t already provide salary range, then you’ve got to dig up some information. Talk with colleagues and friends, and utilize your social networks to uncover as much intelligence as possible.

The only time a candidate has leverage is when an offer has been extended. Be sure that you have a few points for which you can negotiate. This way, you can give a little and get a little, and everyone is happy. Sure there’s salary. But, there are also sign on bonuses, pre-determined timeframes for review of performance prior to annual evaluations (3-month review rather than 6-month), vacation time, training and development, and many other options that may hold a greater value for you than a salary alone.

You can make your life a lot easier by building rapport with a great recruiter…someone you feel comfortable with. Recruiters are a great buffer between you and the employer. They can communicate in a very direct way because they’ve already established a relationship with that employer. If a candidate was so bold, it would likely turn off the employer. Recruiters provide multiple opportunities with many different organizations. From that comes perspective, and that can be a candidate’s best friend.

Then again, only you know how much you’re willing to give, to get. In my daughter’s case, she’ll be rolling to First Grade this year with a really cool, zebra painted backpack. I wonder if she’ll be able to use it next year. There’s no question she will use it as a bargaining chip.

I’m so proud of my little girl.

The Ebb and Flow of Recruiting

2010-08-11T11:04:00.003-04:00

Over the years, recruiters have done some pretty wild and crazy (and smart) things to identify talent. Market conditions have factored into the recruitment channel used, as well as the number of resources dedicated to each channel.

When talent is scarce, recruiters identify candidates through a variety of recruitment channels and campaigns. Open houses, traditional and social media, billboards, airplane banners, community and diversity networks, and referral programs are all commonplace. Any and all options are leveraged to identify new candidate pools, and great care, time and financial investments are made.

When the number of available workers increases, companies allow the volume of prospective candidates to dictate the recruitment process. Investing in campaigns to identify people becomes less important when there are so many people already interested in the company.

While more people are available and eager to work, companies too often view that pool of individuals as their main source. They are not recruiting at this stage as much as filtering or narrowing a candidate pool. Big companies know their applicant to hire ratios. They understand that they need to identify a certain number of people for which they will, through an interview and hiring process, screen through to find their ideal candidate.

When this occurs, the company’s recruitment process drifts from one of inclusion to a sampling of the overall candidate pool. If the majority of a company’s candidate pool comes from one source, that company limits itself. It limits the potential for new ideas, creativity and innovation that comes with an impassioned hire. Candidates with different experiences, professionally and culturally, often see the world with grander perspective. They seize upon past experiences and incorporate that knowledge into new environments. But, the greatest candidate may not have jumped into the company’s candidate pool. As a result, the company may not hire the best person for the position.

Maintaining a consistent presence is the real key. Companies that communicate through a variety of forums, those that respond and engage whether they are hiring today or not, understand that people (candidates) want to feel special. We all do. Candidates want to know they can add value and make an impact. Most candidates want to learn. They want to help others to be successful. The companies that share insight and news related to social responsibility, community impact and treatment of employees are the real winners when market conditions change.

Companies with the most successful recruitment functions understand they must stay the course. They know they may have to ramp up efforts as hiring needs change, but they are also focused on maintaining a consistent presence. They want candidates to see them as reliable and stable. Over time, that presence leads to credibility and candidates want to work with credible companies.

Ill-Treat A Candidate And Lose A Guest

2010-07-21T09:08:00.003-04:00

Over the last few years, there is no doubt that the employment market has been turbulent. Unemployment, across industry lines, has risen and hardworking people have found themselves in unfortunate circumstances.

Because the sheer number of available workers is higher, as well as the fact that many companies ceased to hire for a period of time, interview processes have been extended to allow more involvement from company representatives in the process. I suppose this is to ensure that any addition to head count is absolutely necessary.

Here’s the rub. Employed people are becoming disenchanted by the moment. They’ve taken on more responsibility and they’ve seen their colleagues downsized. They haven’t received additional compensation for the additional work, and they’re becoming increasingly frustrated by the horror stories of poor interview experiences. And, many employed people are beginning to infer that their employers do not really want to give them support, since the hiring of new team members keeps getting postponed.

Many companies have drifted into the realm of arrogance with regard to hiring. Decisions are made prematurely. Decisions like - 'let’s not proceed with this candidate because she is unemployed. She must be desperate, and she’ll likely leave us when something better comes along.'

It seems foolish to make any decision without having all the information available, yet every day, candidates are disqualified based upon a cursory review of a resume or profile.

From my perspective, there just seems to be a pervasive lack of respect for people. Confirmed appointments are missed without apology. Candidates are declined without feedback. Positions are posted that don’t really exist. Interview-associated expenses are not being covered by companies, and relocation assistance is going out the window.

People who choose to work in the restaurant and hospitality industry do so for many reasons. For most, the interpersonal communication with team and leaders, the ability to serve the guest, and the desire to be compensated fairly for hard work are top reasons. It’s an industry where lives are affected daily, and every day brings new challenges. It’s very rewarding. That’s why I find it so disappointing that professionals with the responsibility of finding and hiring talent (for the industry) often fail to treat candidates with the same respect that the company expects from them if hired.

Here’s a quick reminder. It’s very simple, yet overlooked. Ready?

Ill-treat a candidate and you will lose a guest.

Not every candidate deserves to be hired because he/she is participating in a hiring process. However, every candidate does deserve to be treated with dignity and respect. A candidate who is not chosen for an opportunity, but is treated well, will continue to be a guest in your restaurant.

There are nearly 1 million restaurants in the United States, and more than 3 million management professionals working in them. Based upon a 20% management turnover estimate, there are a minimum of 150,000 restaurant leaders seeking new opportunities at any given time.

Are you really willing to risk the impact of a “candidate-guest”?

Challenge Tradition

2010-07-12T08:23:00.003-04:00

When I was a kid, I really looked forward to visiting my grandmother and grandfather. They lived 30 minutes away, but for me, it was like traveling to the other side of the world.

Grandma and Grandpa were a lot of fun. They were practical jokers. They once pulled into our driveway honking their car horn. When we ran outside, we were surprised to see their entire car filled with balloons. They’d tell off color jokes, now and again, and even took painstaking effort to tape lollypops onto a fake tree which we appropriately dubbed the “lollypop tree”. When we’d eat out, they’d speak in false accents just to see the reaction.

Most of all, I liked “Backwards Dinners.” We’d go for ice cream. Then, catch a movie, and wrap the night up with dinner. Looking back, it was fun. The anticipation was terrific. The food tasted better, the movies were more enjoyable and it was our inside joke.

Reflecting on those times makes me think about the impact that can be had by simply challenging tradition. Just because something has been done one way for so long, doesn’t make it the best option.

For far too long, companies have relied too much on automated systems to manage hiring processes. It’s time to find a better balance between data management, hiring systems and true relationship building. It’s time to shift from viewing recruiting as a process to an investment in relationships.

Here’s a challenge to all hiring leaders. Step outside the cookie cutter. Many hiring professionals take for granted the number of available workers. Often, hiring leaders think there are an abundance of people available, so they begin to think in a cookie cutter mentality. You know what I mean...they'll only look at candidates with comparable experience from a competitor.

Instead, companies would benefit more by exploring candidates with transferable skills, in addition to their "normal" candidate pool. Someone with outside (of industry) experience, may have a greater learning curve with regard to systems, process and pace, but that person may also have the passion, charisma, energy, enthusiasm and perspective to open new avenues.

It's too easy to over-refine the search for talent. Talent comes from many places. Hiring leaders just need to get better at connecting with candidates, and with that comes a better understanding of fit. Social media has proven to be one terrific tool to help establish those connections. It [social media] helps candidates keep a pulse on their industry, and the opportunities available to them. However, real relationships are based on trust, respect, integrity, and follow through over a period of time.

Recruiting is about relationships and is a major piece of the hiring process, but it’s not the only piece. Assessments and interviews, conducted by experienced interviewers, are meant to narrow the candidate pool with a target of identifying the absolute best fit for the available position(s). That is the check and balance to the process. It’s the part that works in conjunction with recruiting.

So, why not challenge tradition? Even for a defined time frame, mix things up. Review the results…all of them…even the ones you can’t measure. You can make a major impact, simply by questioning the norm and offering alternative solutions.

Test Drive Before You Buy

2010-06-28T14:28:00.002-04:00

By Scott Rosenburg, Managing Partner, YELLOW DOG Recruiting

Most restaurant companies implement some sort of “Shift Follow” in their interview process. Depending on the company, they call this exercise many things: shift follow, shift observation, day in the life, on the job preview, job shadow. Whatever the particular company calls this experience, it is truly a great opportunity for both sides (candidates and company) to see more than a typical “sit down interview.”

You wouldn’t buy a car without test driving the vehicle, would you? Of course not, so why would you accept a job without “test driving” the concept?

During the shift follow, the candidate should seize the opportunity to talk with the staff, the guests, and managers, and see the overall operation from the volume to the food production. This will give the candidate a clear understanding what it would be like to work at that concept day in and day out.

On the other side of the coin, the job preview gives the company an opportunity to see the candidate “in action.” The company is watching everything the candidate is doing and saying from gestures to energy level to charisma. Another words, both sides are “test driving” the car before they buy it.

So what’s the down side to a shift follow?

Sometimes doing a shift follow compromises confidentiality. When you participate in a shift follow, you never know who may be dining or working at that restaurant, or if they have a connection to your current employer. The restaurant is a public place. Clearly, there is an inherent risk to be interviewing while you are still employed. However, it is a calculated risk; one that most candidates are willing to take, since the outcome could lead to new opportunities and far exceed expectations.

The shift follow is here to stay and is an important part of the interview process for most restaurant companies. There is a tremendous upside, though. Both sides are able to observe and assess, and with more information comes better decisions.

For interview tips related to the shift follow experience, please visit: http://www.yellowdogrecruiting.com/shift_follow.html.

A Dog Tale

2010-06-22T09:29:00.005-04:00

Dogs amaze me. Dogs love unconditionally. Despite the stresses of the day you’ve had, a dog will welcome you as if it were a first meeting. Dogs just want to be with you…in your presence. Dogs are loyal. They just want to please. Over time, dog lovers develop an incredible bond with their canine companions. The bond is based upon trust, dependability, consistency and appreciation.

I’ve always been fascinated, not only by the sense of devotion, but also the biological capabilities that dogs have. The olfactory abilities (sense of smell) of dogs have been utilized by many organizations to assist in their work. Some examples include search and rescue, identification of individuals, location of cadavers, detection of drugs, fire accelerants, explosives, in conservation work to assess population size, and most recently, to detect illness in humans.

One aspect of the dog's behavior which has been extensively used is its ability to track individuals by following a trail. Dogs are able to pick up on minute scents and track those scents over vast distances and over time. Although widely used, there has been little scientific study of this tracking behavior and the mechanisms underlying it. It’s suspected, however, that a dog can smell 100,000 times better than a human.

It makes me wonder why dogs spend so much time laying at our feet, but that’s an entirely different topic.

There is a great career lesson to be learned by observing dogs. Once they latch onto a scent, dogs are determined to find what they’re seeking, and will not rest until they accomplish their goal. Dogs are equipped with advanced abilities to aid them in their search, and they are relentless. So, too, are great candidates.

Great candidates have a focused objective with additional, targeted goals. Great candidates are resilient and self-motivated. Great candidates study the industry for which they work. Great candidates reflect upon experience and value relationships. Great candidates navigate with what I call, “Humble Persistence.” They are personable, friendly, inquisitive, respectful and driven. But, like a dog on a trail, they do not give up until the information sought is received.

Be a great candidate. Identify your passion and follow it with dogged-determination.

For more information on how and what dogs can smell, check out:
http://knol.google.com/k/canine-senses-how-dogs-smell#How_Dogs_Smell

For more on the story of YELLOW DOG, see “Our Tail” at: http://www.yellowdogrecruiting.com/about_us.html

Is the Value of a Resume Gone?

2010-06-15T10:50:00.002-04:00

For years, I’ve reviewed resumes. There are three basic types of resumes. They include Chronological, Functional and a Combination format.

Chronological resumes list work history, with the most recent position listed first, followed by previous work experience. Functional resumes focus on skills and experience, rather than on chronological work history. This is most often a format used by career changers or people who have extensive contract or temporary employment experience. A Combination format resume is just as it seems. It’s a blending of both, the Chronological and Functional formats. Typically, skills and experience are highlighted first, followed by a timeline of work history.

Regardless of format, however, resumes should be short and to the point. More important than fancy paper, candidates must pay particular attention to resume substance and flow. Focus on accomplishments, real numbers or data points and don’t be afraid to bold that information on your resume.

Remember, a resume is not an application. You don’t need to include early career experience. Instead, make reference to it. For example, rather than including a job dating back to 1990, say something like, “Prior experience includes progressive management responsibility in high volume casual dining environments.” Early career experience is best presented during an interview, not on the resume.

A resume is designed to be an introduction. It’s meant to provide a quick snapshot of experience and the format allows for special skills and achievements to be highlighted.

Now that we’ve had a refresher on what a resume is and what information it should provide, I wonder is the real value of a resume gone?

No longer do savvy professionals rely on a resume alone for a career synopsis. Instead, candidates have migrated to new tools that allow them to connect with the right people at the right time.

I heard an impressive piece of data last week. LinkedIn now has 70 million users. If you are one of the few to be unfamiliar with LinkedIn, you are missing the boat. LinkedIn is an online network that provides a forum and enables users from all industries to interact at a single, virtual, location. LinkedIn has established itself as a prime location for career-minded professionals to engage. Users create and manage their own profiles allowing them to change, add or alter their information. They can join groups of other professionals with like interests and can leverage the congregation’s talent, ideas and reach.

Other successful social media platforms like Twitter, Facebook, FohBoh and You Tube, reinforce the information flow and work quite well, in conjunction with, LinkedIn to disseminate information to audiences broad and narrow. These tools allow an individual to establish a professional profile, as well as a real view of the individual in totality, beyond work history. Employers have a great opportunity to better understand an individual’s skills, experience, and unique talents. So, it’s quite possible that social media will help better fit to happen for candidates and companies alike.

While a resume is still a requirement of nearly all hiring processes, it may be just a matter of time before the duplication is truly recognized. Until then, make sure your resume is always updated, and don’t be intimidated by the social media tools available to you.

Before You Seek a New Job, Play a Game of Chess

2010-06-01T09:23:00.002-04:00

The older I get, the more I appreciate the game of chess. To be successful, you have to review and assess your current status, and determine the best decision based upon the information you have, and by trying to predict what your opponent will do. It’s certainly a calculated game requiring strong strategy and execution to succeed.

It’s not a game that everyone understands immediately. Surely, you can learn the game rather quickly; you can learn each piece, and how it moves on the board. But, developing an understanding of tactical play takes time and experience.

It’s not so different with your career.

You have to understand the industry you’re working in. Think of it as the chessboard itself. This is your field of play. This is the competitive landscape. The players are two hardworking and focused individuals with a goal of laying claim to the landscape. Much like the employment marketplace we see every day.

Each competitor is like a large organization, assessing the conditions, and utilizing its resources to provide an advantage [in its industry]. The resources in the game of chess are, of course, the pieces. Each piece moves differently within the constraints of the rules of the game. Each piece is special because it works in conjunction with all the other pieces; much like the people that are the foundation of our companies.

So, understanding that one piece does not win the game is key. It’s important to recognize that the parts working together effectively win the game. If you apply that thinking to your career, then you can begin to develop an individual strategy that will allow you to exceed your career goals.

What companies do you admire? Why?

When you explore organizations, in an effort to learn more about them, you must also look to see if the organizations’ philosophies, related to leadership, culture, mission, etc., are in tune with your unique needs. Then, delve deeper. Who are the players in the organization? What impact or contribution have they made to the organization, community, or other institutions for which they are affiliated?

Investing time to research and investigate will uncover a great deal of information. With information, you will be better prepared to initiate an interview process. Be tactical though. Once you have a strong knowledge base related to the company and the players, you have to figure out how to best use that information to your advantage.

One way to leverage a focused effort to identify new opportunities is to make introduction with a recruiter. A recruiter is an ally. A recruiter studies trends and builds relationships across the board. A recruiter specializing in a particular industry gathers intelligence from a variety of resources and establishes an informed opinion. A decision to work with a recruiter is a great tactic. Of course, not every recruiter (as with any profession), is good at what he/she does. So, be sure the recruiter you choose to work with acts with the same integrity and sensitivity you place upon your career.

Be bold. Build a relationship with a recruiter you can trust. Then, work with that person to create a plan that will take you on your best-fit career path. It could be your best strategic move.

Perspective That Will Rile a Reporter

2010-05-24T19:37:00.002-04:00

Have you ever been watching a live news report and noticed someone in the background waving? It’s often someone young, or young at heart. For a fleeting few seconds, that person’s sole objective is to be seen.

The calm and professional reporter will often move seamlessly through the report. Of course, we’ve all seen the videos of reporters who lost their cool (search: “Reporter Freaking Out” on You Tube for a sample) only to recall that there are cameras recording the entire scene.

Anyhow, I like to think of myself as the kid in the background…jumping around and flailing about. Really, I do. See, I am not one that needs to be the center of attention. Instead, I like to hang in the background. Always around, and never forgotten about.

I’m sure the professional (and amateur) Psychologists out there are having a field day reading this.

The truth is…presence is an important thing. Just being present, physically, is not enough though. You have to truly be there, in the moment, to really connect to the person your interacting with. This is a fundamental truth in successful personal and professional relationships.

In the professional world, we don’t always have the luxury of picking and choosing with whom we want to have relationships. We’re often asked to work together and accomplish goals with people we wouldn’t normally have a meal with, let alone solve a problem. It’s definitely not an easy task navigating in the world of professional relationships.

Challenges are never easy. They’re not supposed to be. If we choose to enter in a professional relationship, and we truly, consciously, remain open to ideas, thoughts, beliefs, knowledge and culture, we gain so much.

We gain perspective, understanding, and insight. And, with that, we can become more productive, efficient, focused, respectful and respected.

Following are a few easy tips to help initiate and invite a new perspective:

• Introduce yourself to five (5) new people each week. Five is a manageable number. Make a point to capture contact information, and to share your [information]. Then, send an invitation to connect on LinkedIn or invite them to follow up on Facebook, Twitter, FohBoh, etc.

• Take a walkabout. Make time for two (2) breaks each day. Quick walkabouts are great ways to be seen. Years ago, I was the Manager of Talent Acquisition with American Express. Each day, I would get up from my desk in the middle of the morning, and again in the middle of afternoon. I’d simply make a loop, walking around each floor of the 6-story building. My objective was to greet each and every person I encountered. After a while, not everyone knew my name, but they all knew me as “the bald guy with a big smile on his face.” It wasn’t long before people were initiating conversation with me.

• Ask the same question of multiple people. By asking a consistent question of a variety of people, you can compare and contrast with your point of view. New light may be shed on the topic, or you may reaffirm your perspective.

Your Energy is Everything

2010-05-17T15:18:00.003-04:00

Guest Post by Brandon Johnson

I visited two different hotels during my latest training and speaking adventures. One that I will not return to and the other one being my hotel of choice for that area.

The first one has just been newly renovated and updated – a very beautiful facility with modern architecture, contemporary décor and new furnishings. It has many of the newer “bells and whistles” that the modern traveler has become accustomed to.

The other one being an older hotel with the basic amenities that cover the needs for any traveler.

When I walked into the lobby of the first one it had the smell of new carpet, paint, etc. and looked fantastic. I walked up to the desk and the young lady behind the desk is talking on her cell phone, eating a candy bar and gives me the look of “I’ll be with you in a minute when I’m done talking to my friend.” And sure enough, she tells her friend, “I’ll call you back, I HAVE TO check somebody in.” The rest of the process goes very similarly, as if I am an inconvenience to her. Her Energy is what I would classify as “negative” and I definitely didn’t feel welcome.

The other lobby was quiet, quaint and simple and as I opened the door to enter the lobby a young lady behind the desk looks up with a huge smile and says, “Hello Sir, how are you this evening?.” The entire process of checking in was fantastic. She explained and convinced me of signing up for their rewards program and then encouraged me to have some warm soup now and stop down later for some warm cookies. Needless to say, the Energy she demonstrated and the Feeling I got from this hotel/business made me want to come back there again and again.

Even though that the “cover” of the first hotel is awesome, looks great and is shiny and new, the Energy of the people throughout my visit convinced me that I would never stay there again. Why would I invest into something that doesn’t make me feel good?

The other one being simple and nice has such an incredible Energy and Feeling of hospitality to it that for me the choice is simple. I will always go with the best Energy and Feeling that I get from the people and product of a business. And I believe that almost every other customer will do the same thing.

I tell you all that to ask you this, are you a candidate that brings Energy to your resume, to your interviews, to your networking, to your career, and to your life? Whether you have Energy or you don’t, people notice. And I believe in this marketplace, employers are in need of people that bring a certain Energy with them that is contagious and brings positive results and Feelings to their customers and other team members.

What kind of Energy are you bringing to the world?

Brandon Johnson is a co-founder of The LifeSkills Center for Business Leadership (LSCBL). Brandon created a company committed to providing world class leadership trainings to businesses, teams and individuals across the world. Learn more: http://www.lifeskillsbusiness.com/index.php.

Special Skills On-site

2010-05-11T08:29:00.002-04:00

Once overlooked and referred to as the institutional side of the restaurant industry, on-site dining remains one of the fastest growing segments of the food service industry. Fortune 500 companies are building facilities and setting high expectations for the contract operator. It is no longer acceptable to have “cafeteria food.” Dining Centers are staffed with culinary trained professionals that have exceptional culinary skills and creativity.

Today, on-site foodservice encompasses a variety of venues that feature a spectrum of services. Typical on-site environments include:

• Full service restaurants including liquor and retail food courts, many with scratch kitchens
• Full alcohol and liquor experience (inventories, ordering, liquor laws)
• Quick serve restaurants (both national and proprietary branding)
• Smoothie shops and coffee bars
• Residential dining, sports pubs, concessions, concert green rooms
• High profile catering functions and conference services
• Convenience stores

On-site foodservice companies serve a diverse customer base on a daily basis. An on-site operation can serve employees, corporate staff, corporate dignitaries, campus visitors, conference patrons, students and faculty, athletic patrons, friends and family. It’s not uncommon for dining managers to have served Presidents, Ambassadors, Congressmen, private industry leaders and celebrities.

Traits found in successful on-site dining managers include:

• Budget & Finance - most contract management accounts operate on a Profit & Loss basis; each location is responsible for weekly P&L's, managers are financially adept and tend to participate in the preparation of budgets for the fiscal year
• Work ethic - most managers work a typical 50-60 hour work week
• Guest Service – high level of service in diverse environments
• Marketing skills - marketing plans are created at the local level to drive sales and participation. They also promote entrepreneurial drive and creativity in the workplace.
• Culinary Skills - menu development, cycle and retail, culinary training, food cost controls and merchandising, scratch kitchens
• Event Planning and Implementation – Open Houses, corporate parties and new product launches are planned, coordinated and executed by the contract manager.
• Client Relations - manage client owned equipment and premises, as well as relationship with client and customers; political nature invite resiliency
• High Volume – most on-site foodservice professionals manage multi-million dollar volume
• Staffing & Scheduling – Associate Managers, full-time, part-time, temporary and seasonal employees
• Purchasing and Procurement - food stocks, disposables, chemicals and equipment procurement, knowledge of maintenance & repair processes and procedures
• Negotiation – most managers are experienced in contract negotiations, price increases, labor negotiations
• Human Resource Management and Training - responsibility of the local manager with corporate guidance

On-site managers wear many hats in the execution of daily service. They are Floor Managers, Purchasing Managers, Kitchen Managers, Catering Managers, Human Resource Managers and Office Managers every day.

Financially speaking, on-site managers are sharp operators. They count pennies every day, not dollars. They work in highly structured and systematic environments. They are very dedicated to their client and their guests. On-site managers are extremely skilled individuals that are adaptable to a variety of foodservice environments.

Time for a Change

2010-05-03T08:53:00.002-04:00

Guest post by Greg Faircloth

I found myself looking to make a change. First, I needed to really look inward and wonder why I wanted to make a change; after all I am technically a Baby Boomer. I should be happy that I have a job, and I should stay there forever. Right; well I am, and I have. However, I have goals; and I must make them happen. Now, I had to go about the business of going about looking for a job.

Ah yes, technology; that is the ticket. Straight away I went to the internet. There were millions of jobs! There were robots posting and looking for the specific jobs in the specific towns that I wanted. The problem that I quickly found was there were three million faceless resumes posted to each and every job that was out there; save the truck stop jobs that just never to seem to go away. I was a speck on the internet.

I am more clever than the average bear I reasoned. I know people, and they know people. LinkedIn jumped in my mind. I had signed up a while back, but now it was time to see what it is made of I thought. I started to make more friends, update my resume, post this, and post that ad nauseam. Within two days I had gotten two calls from Senior Managers making sure I was OK, and a visit from a Vice President letting me know that the company is doing fine and going places. Yikes! Note to self: be careful with the whole idea of “post your resume anywhere”.

LinkedIn did have one redeeming item. Recruiters were hanging around. The good ones were actively posting info, links, and overall good information. This is the sugar that we job hunting flies feed on.

Recruiters; yes this was the way to go. After all, I am a prize to be fought over, right? I sure hope so! Now came the search to find the right recruiter. I tried the old company recruiter who promised a call back and a sure hook up. That was a waste of a nice two weeks. As I waited I noticed that several recruiters were hard at work multi tasking. These recruiters were hard at work on Twitter and LinkedIn, and had their own web pages that worked nicely. I reviewed both sites and made some phone calls. I would say that I believe I went with the recruiter that most fit my personality. I mean who calls themselves YELLOW DOG?

The thing that made my decision to go with YELLOW DOG was most likely the web site. The web site has many layers, and I would encourage all to explore fully. Through this medium Scott at YELLOW DOG tells the whole story, and demonstrates their passion for the business. I reviewed a short video that Scott made that put me to ease about having him go to bat for me. The video showed a clear, concise, and focused strategy. I was sold. I emailed Scott, and he set up my phone interview.

Scott recommended that I make a video of my personal introduction. I did not realize how much this was going to take me out of my comfort zone! I had never done a video, and I was apprehensive to be quite honest. After much trial and tribulation I emerged from video making a better person. I will admit that I felt like I was on the Ed Sullivan Show. Who is Ed Sullivan? Right…. I felt like I was on stage on the “American Idol” Show. Better? Thanks.

Within a week or so I had my first interview with a very good company. I look forward to the rest of my journey as Scott and YELLOW DOG Recruiting find a great match for an old dog like me.

To learn more about Greg, please click HERE to see his Video Introduction. Simply find Greg and click “play.”

Career Utopia

2010-04-25T21:26:00.002-04:00

For many years, I’ve asked a very simple question while conducting every interview. The question: What is your career utopia?”

Sure I’ve had to define the term for a candidate here and there. But, more importantly, I’ve tried to encourage candidates to think about their careers a little differently. We get caught up in minutia. We become cogs in wheels. Too often though, we don’t take the time to really focus upon what brings us joy in our careers. So I wonder, at the current stage of one’s career, what is the perfect opportunity for that individual, as defined by the person him/herself?

Once the decision has been made to identify new options, whatever the reason, candidates quickly shift into a “find a job” mode. Desperation drives action and often, that action refines into a very narrow focus for candidates seeking new opportunities. Change, especially unexpected change, is never easy, so it becomes instinctive to search for options most like what you are accustomed to doing.

If you’re a Chef, you seek out other Chef opportunities. If you’re an Executive…you seek out Executive opportunities. You get the idea.

But, where does the joy come in? Just because something seems right doesn’t always make it so.

Too often, candidates get out and explore options by searching for the opportunities that are posted. They go through impersonal online applications. They fill out paperwork and participate in multi-phased interview processes. Candidates have little to no control over the interview process, so they participate with great flexibility every step of the way. (Note: This is another reason to develop a relationship with a great Recruiter. A Recruiter can guide, advise, introduce, strategize, manage and expedite the process.)

Ideally, candidates should seek out multiple opportunities, prepare and impress at every stage of the process. Candidates interviewing should work hard to present themselves as completely dedicated to their profession and should call out the impact they believe they can make on the specific company. The goal is to make every company believe that not extending an offer is the wrong decision.

The fact is that a candidate interviews for an offer, not a job. Once an offer is extended, it is only then that candidates have any leverage deciding the outcome of the process. Getting an offer feels great. It provides a sense of value and it’s nice to be wanted. However, without having another offer for comparison, candidates may never know if they are accepting the best opportunity, or just the best opportunity available.

So, before you jump into the world of interviewing, take some time to figure out what makes you most happy. There is a correlation between success and happiness. Identify what makes you most happy and you can increase your likelihood of finding success.

That’s career utopia.

Differentiate Yourself

2010-04-19T16:18:00.003-04:00

Guest post by Gordon Dean Cooper, Ph. D.

We all know it. Perceptions matter. That shouldn't come as a surprise to anyone. What you may not realize is exactly how much they actually do matter.

First, a moment of self disclosure. My background is actually in Clinical Psychology. For those of you still reading after that last sentence, I appreciate you hanging in there with me.

It's just a simple (well researched) fact: likability matters. As you increase your likability, you increase your chances of success: In an interview, in a job, and in life. Take a moment to think about your last job. Make a mental list of the top three people that you would hire, that you would go out of your way to help, or that you would stake your reputation on recommending. Now rate their likability against their peers. I'm guessing they are pretty likable people? Coincidence? Perhaps; but not likely.

People like to help people they like. So, enough of the obvious. The question now becomes, "how do I become likable?". But first a moment of honest introspection (sorry about the psychobabble). Introspection: Ask yourself the question "Am I likable". Everyone reading this has now answered "yes". Honesty: no, you are not. Not all of you anyway. Fortunately, most of you are; but no, not all of you. Now, even for those of you that are likable, you could always use some improvement. So, here are some tips to remember at your next interview, your next team meeting, or your next family meal.

1. Smile. There is nothing that conveys likability more than someone that smiles. And yes, this 100% includes phone interviews. Your listeners can tell.

2. Body language: figure out what all of your nervous tics, mannerisms and facial expressions are. If you don't know, ask your best friends or your spouse. Trust me, they know what they are. If they say that you don't have any, then worry. Don't worry that you don't have any; worry that they are bad enough that they won't tell you.

2a. Remember all of the basics that we have all heard a thousand times over (eye contact, body posture, open position). I won’t bore you with the details, but suffice it to say a quick Googling of “interview body language” returned almost 5 million hits. At least one of those links has to be good.

3. Never miss an opportunity to shut up. I don't remember the reference, but in grad school, I read a journal article that talked about interviewer speech. It found that the more an interviewer talked, the higher they rated the interviewee. Sure, everyone loves hearing themselves talk. So let them. Don't interrupt to tell the great story about your best accomplishment. You'll get the opportunity to fit that in somewhere, but not while an interviewer is talking. Good interviewers listen; poor ones talk. If you should be lucky enough to get a bad interviewer, take advantage of the situation and just listen.

Now please don't misunderstand me. Being likable isn't the only factor that will be weighed. Of course you have to be smart, eloquent, experienced and ready to answer all of their questions. What will differentiate you from all the other candidates is the same thing that differentiates your "top 3" from all your other colleagues. "Wow, I really liked him/her!" Good luck out there!

Gordon Dean Cooper is a Senior Human Resources Executive who optimizes corporate and individual performance by developing and executing global organizational and talent strategies. Gordon has led Talent Effectiveness and Global Organizational Development functions for Kenneth Cole Productions and MasterCard Worldwide. He was responsible for programs and processes including Succession Planning, Performance Management, Employee Engagement, Onboarding, Coaching, Mentoring and Career Management. Prior, Gordon was part of the Human Capital practice with Deloitte Consulting. Gordon holds a Ph.D. in Clinical and Industrial/Organizational Psychology from the University of Tulsa. He received his B.S. from the University of Florida. See Gordon’s LinkedIn profile at www.linkedin.com/in/gdeancooper.

Storytelling

2010-04-12T14:01:00.004-04:00

“Once upon a time...” four words that kick off imagination like no other. Those four words, in particular, are ingrained in our minds. We know that anything followed by those four words will captivate and generate anticipation.

Imagine getting that same level of interest when you’re responding to interview questions. You can, if you focus on telling great stories.

With any story, there is a framework comprised of 3 parts - a beginning, middle and end. The beginning (part 1) should be brief. It’s short and to the point. It’s meant to capture attention and lure the audience to the heart of your story.

Part 2, the middle of the story, is the meat. This is the part of the story where all the data, statistics, accomplishments and achievements take place. This is where all the activity occurs, and where the greatest amount of time is spent.

The third part of the story is the end. It’s the resolution or outcome of all the previously described activity.

The magic of great storytelling is that it is personal. It’s intimate. It’s spontaneous…evolving. You can look into the eyes of your audience and really connect. Just be sure to listen, you don’t want to talk at the audience. You want to talk with them.

If you apply storytelling framework to an interview setting, you have a great opportunity to engage the interviewer and win the interview. Prepare ahead of time. Reflect upon specific situations or experiences you’ve had in your career, as well as the knowledge gained from each experience.

Write down and refine the stories. Once you’ve edited and identified the key verbiage you want to use, read and re-read your stories. Do it in front of a mirror. After several run-throughs, set the paper aside and tell the story, with a big smile on your face, to yourself in the mirror.

Sounds corny, right? Guess what? It really works.

Interview storytelling framework, similar to all stories, has 3 parts. Rather than beginning, middle and end, though, we speak in terms of situation, action and outcome. Referring to a specific situation, the action you took and the ultimate outcome, will help you to be clear and concise while expressing your point of view.

Stick to key areas of focus when preparing for interview storytelling. Use examples of your performance in real-life scenarios. Talk about how you solved problems or increased performance. Talk about how you developed and influenced a team, or how you were influenced by a team (or former leader). Share a learning experience or a creative campaign, and the results achieved.

Great interview responses, like storytelling, are interactive and conversational. By investing time in preparation, you will be able to roll with the flow of the interview. The calmness and professionalism you exude will likely generate further interest.

What Do You Really Think?

2010-04-01T08:45:00.005-04:00

Years ago, I had a very interesting exchange with my father. I asked, “Dad, how are you today?”

He responded, “My head hurts, my back is sore, my feet are killing me and I haven’t slept for days.”

I said, “Dad, I was just being courteous…just say you’re fine.”

His response, “Why the hell did you ask?”

It was then that I learned it was important to communicate honestly…to really listen to what was being said and to make time for the conversation. It was also the point I began telling it like it is. You’ll have to forgive me for lacking a filter from time to time. But, if you ask me what I think, I’m going to tell you.

And, sometimes, I tell you what I think whether you ask or not. Following are a few service pet peeves that have been on my mind. Let me hear yours. Please feel free to share your comments.

Self Check-Out Lines. While it may be cost effective, since the store is not paying a person to run each register, self check-out lines remove the interpersonal communication from a service-oriented environment. They force customers to navigate on their own. Inevitably, that leads to more aggressive behavior (cutting in line, ushering slower patrons, etc) and more time spent doing what people hate doing…spending money.

Pitcher Protesters. I am so frustrated by restaurants that have their servers take glasses from the table to refill, rather than bring a pitcher to the table to refresh beverages. I can’t tell you how many times I’ve had a server take my glass and a glass from a patron at the next table to refill at the same time. I often wonder if my iced tea will taste a little like cola. And, how do I know where my straw’s been?

Baby Burners. I must admit this is one that I didn’t pay much attention to until I had children. But, you can always tell a kid-friendly server. I get very frustrated with servers who put hot plates (and sometimes knives) in front of children at the table. It seems like common sense to me. Don’t tempt a child with something that may cause pain.

Tip Jars. I’m a big tipper. No doubt about it. I appreciate great service and I know how hard service can be. But, I can’t understand why there are so many tip jars at registers. Are we tipping the cashier to ring us up? It seems like people think they should be tipped for doing the job they’re being paid to do.

Dirty Sneeze Guards. I know sneeze guards are there to help protect food in self-service environments like salad bars and buffets, but I am so disturbed when I see sputum sprayed over the glass. I don’t need to see mucus to know the sneeze guard is working.

I challenge the service industry to take a lead. We are not second-class. We are an industry of choice. It is not demeaning to serve, it’s prideful. Service-minded people understand the rewards and loyalty built upon personable, personalized, and enthusiastic communication. There is a value in making an experience easy for a guest or customer.

Let’s up our game. Let’s go above and beyond. Let’s make things better…because we can.

Stupidity Can Equal Success

2010-03-25T08:31:00.003-04:00

In the recruiting business, we see a lot of dumb decisions. Sometimes, candidates accept an offer out of desperation. Sometimes, companies extend offers to less than ideal candidates in an effort to stave off some crisis.

For a long time though, it’s been my contention that people aren’t really stupid. It’s just that they’re self-absorbed; focused on the priority at hand. Biologically, human beings have a survival instinct. Today, our sustenance is employment. Our job gives us meaning. We work to make money, sure. But, we also work to accomplish goals, and to put ourselves into a better position. It makes sense. At a time when there is so much uncertainty, it’s understandable that people look out for themselves and perhaps those closest to them.

In the business world, in an effort to navigate swiftly and to minimize negative impact, we often see companies make quick decisions. As outsiders looking in, we may think they know what they’re doing. They must be making good decisions for the company. After all, companies are run by smart people. Employees, looking out from within, may feel like there is more information available to the outside world than what they know.

In reality, companies are only as smart as the people running them. Smart people can be successful…and, so can stupid people. Timing, knowledge, support and tactics are the real factors to success. Sometimes those factors culminate for those who are perceived to deserve it, and sometimes those factors come together for those who are perceived undeserving of success.

We’ve seen companies go through hiring freezes, mass layoffs, and early retirements. That cycle has perpetuated for too long. It’s clear that cutting people is never a permanent solution. People are the building blocks to every company, but too often, companies are so focused on efficiency and quick decisions that they make cuts instead of taking the time to reassess value.

Each employee possesses unique characteristics and experience, yet silos are created to channel productivity while masking those channels as advancement. Employees are not commodities, nor are they rabbits chasing carrots. The fact is that employees are always candidates for other opportunities.

Successful candidates are savvy and move aggressively as they explore new opportunities. Successful candidates set professional goals, and seek out organizations that provide advanced knowledge, training and experience in the key areas they wish to improve. Successful candidates are not concerned with job title. Successful candidates are concerned with what doors a particular opportunity will open for them.

Are you a successful candidate? Time will tell.

5 Things Every Candidate Should Know

2010-03-18T08:53:00.003-04:00

It’s an employer-driven marketplace. Despite how determined and confident you are, as a candidate, you have little control over the hiring process. That’s why I decided to help you get a leg up on the competition.

Following, please find 5 things that every candidate should know before embarking on a career search:

Grammar matters. We’ve grown accustomed to short hand. We use abbreviations, acronyms, numbers and characters in our daily life texting, tweeting, or commenting on blogs. However, when it comes to employment-related communication, in particular, proper grammar, spelling and penmanship are required. There’s no quicker way to be excluded from consideration than by poorly representing yourself with an ad-hoc, or slapped-together-looking resume.

Job Boards are a waste of time. Back in 1997, we thought our hiring concerns would end thanks to the prevalence of job boards. They were and are accessible means to get your information out there…and, there lies the issue.

Forget about the potential for identity theft, since you don’t know who is seeing your information, or where it is going, just for a minute. Forget about the fact that it is often impossible to follow up with a real human being.

When you post your resume on a job board, the minute you hit “save” or “submit”, the information begins to age. The longer your details are out there, the harder it is to be found since there are so many other candidates in the market. And, the longer your information is out there, the greater the likelihood viewers of your resume will begin to make inferences about you.

They will wonder why you’ve been out there so long and thus, they’ll think there is something wrong with you. Don’t let people make assumptions about you. Control what they know.

You are not the perfect candidate. I can’t tell you how many times I’ve received a resume submission with an introduction and/or cover letter where the applicant declares him/herself as the perfect candidate.

I laugh every time I see this. It’s pretty arrogant to think you are the perfect candidate when you don’t have all of the job information, or knowledge of the skills other candidates’ possess. So, take a humble approach and make sure your resume captures specific successes and measureable accomplishments like cost savings or increases in sales.

There is no company loyalty. Even the greatest companies are only loyal as long as business conditions allow them to be. Make no mistake, if cuts need to be made regardless of how loyal you’ve been, you may be out of a job. Businesses don’t fail because one person leaves.

Be strategic about your career. With each position and each company you work, get as much as you can out of it. Dedicate yourself to furthering your own knowledge and experience every day. Then, be sure to take the knowledge with you and apply said knowledge in your next role.

No matter your profession or industry, the workforce is changing. The largest population of workers values knowledge and flexibility, and will never intend upon remaining with one company for their entire careers. As such, companies will move towards creating project roles and succession plans with clearly define timelines.

When viewing your career, think of yourself as a lone wolf. Give to others as you as you are able, but, be sure to draw from those relationships too. You are driving your career strategy, and it’s important to understand how to navigate in changing waters.

A good recruiter makes the difference. There are a lot of headhunters. As with most professions, some are good and some are not. Some value the placement, while others value the relationship.

It’s important to find the right recruiter for you. Good recruiters establish, build and maintain relationships with industry decision-makers constantly.

Good recruiters have relationships with people you don’t. They can help you to better understand a specific opportunity and can provide insight into company culture and leadership style.

Good recruiters are invested in you. They want you to perform well because you, as a candidate, are a reflection of them during an interview. Your interview performance validates the recruiter’s assessment of you.

Good recruiters help you to manage the interview process from commencement to conclusion. They can provide competitive and marketplace data. Information like wages for a similar position at a competitor company or cost of living differences, are often readily available to good recruiters. They can assist you with negotiation, offer acceptance and resignation from your current role.

Good recruiters are great resources.

There you have it...5 things every candidate should know.

Career Track to Happiness

2010-03-11T08:30:00.004-05:00

Life, for many people, is about the pursuit of happiness. In fact, the Declaration of Independence is very clear. It states, “We hold these truths to be self-evident, that all men are created equal, that they are endowed by their Creator with certain unalienable Rights that among these are Life, Liberty and the pursuit of Happiness.”

We spend our lives seeking out what brings us joy. Just thinking about certain experiences can bring a sense of comfort and well-being. You know the feeling of warm sun on your face, or the taste of a warm chocolate chip cookie. How about the pride a child feels on his/her birthday?

There is an interesting term being touted by Trendwatching.com. The term, "Happynomics," draws a correlation between happiness and consumerism.

I find this incredibly interesting. I’d like to think that we are all individuals, driven by individual things. But, that’s not the case. While we are each unique in our own way, we are remarkably similar in many ways.

People, from around the world, were informally surveyed. They were asked the simple question, “What Makes You Happy?” The responses ranged and included things like money, love, friends/family, employment, weather (sun), music, food, and faith.

The survey participants were then asked, “Would you buy more things if you had more money?” Perhaps not surprisingly, people readily acknowledged their willingness to buy more if they had more. The inference - “There’s always going to be demand for the right brands.”

Essentially, if brands make the right connection with their audience, that audience is willing to be manipulated, or at least, influenced. I wonder how flexible a person would become if his/her happiness was guaranteed.

There are a lot of great companies that have been recognized for their pursuit to provide workplaces of choice. Often, those companies have invested in benefits, rewards and recognition programs. Discounts, on-site dining, gym memberships, and day care facilities are but a few of the many advancements in positive workforce relations that we’ve seen in recent years. Those positive strides should be acknowledged. The effort to institute programs like these is a major undertaking; often, time-consuming and expensive. The return on that investment, however, can be tenfold. Motivated and appreciated employees are loyal. When companies take the time to provide resources, and/or acknowledge successes (even little ones), everyone benefits.

Consider this. If you were guaranteed a 5-year career path with defined advancement and the opportunity to learn and perhaps, influence, would you be willing to accept a lesser compensation? What about 10 extra hours of work each week? How much more productive could you be without the concerns of job security?

It seems to me, generally speaking, we would all be more flexible if we were guaranteed a level of happiness. Whether it’s flexible scheduling, available and accessible technology, or a relaxed dress code, figuring out what makes each individual happy is the tricky part for companies.

A candidate has a singular focus…to find an opportunity that is best-fit. Best-fit is not always about compensation. More and more, companies are recognizing the opportunity to court candidates in alternative ways. At the same time, candidates have a tremendous opportunity to truly identify, investigate and explore companies that provide the greatest likelihood of a successful match.

What do you think? I’d be happy to hear your thoughts.

To see Trendwatching.com’s Happynomics’ video, click here: http://www.youtube.com/watch?v=tpImJvw2awI&feature=player_embedded