I feel compelled to write a blog about a situation that occurred last week, because I believe that there is a VERY important lesson to be learned here…

For the past month and a half I have been working on a complex position for an excellent client of ours in Somerset County.  This company is extremely customer service driven, with understandably high expectations of its employees. Obtaining an interview with this client is difficult in and of itself, let alone receiving an offer for employment. As you can imagine, their ideal candidate fits a certain mold; he or she should be sharp, personable, possesses confidence and excel at customer service.

After a long sourcing process, I finally met with a candidate who I knew was an ideal match within the first 30 seconds of speaking with him.  His presentation, personality, and experience were all spot-on. This candidate had “the IT factor” – as we used to call it in my former career as a talent agent. I was elated! Excited to present him to my client and confident that this was a match made in heaven, an interview was quickly scheduled.

Now, I believe that The Execu|Search Group has some of the best staffing coordinators in the business.  I have always been impressed with the degree of information, interview tips and personal coaching we give our candidates.  As I prepped my candidate, he shared my enthusiasm and was quick to assure me that he would nail this interview and represent The Execu|Search Group in the utmost professional manner.

The interview day came.  I always ask my candidates to call me as soon as their meeting is finished to give me feedback.  My dream candidate did as he was instructed and told me that he was feeling on top of the world.  He had done everything right – from  researching the company and the job description to knowing his resume inside and out, to expressing confidence in his ability to hit the ground running with the role.  In other words— he nailed it.  Fantastic. We both felt great. (If only that feeling had lasted)!

Our client called with feedback, too. It started out positively: she absolutely LOVED the candidate and thought he was exactly the right fit. She even mentioned that she felt as though the “thorn in her side” was finally being plucked. She was armed and ready to go in front of her team to secure an offer for the candidate with a start date at the end of the week, but as you might guess, this story doesn’t end with a “happily ever after.”
Everything was on the right track until an un-expected knock came to her office door and the following story was recounted:

My candidate decided to make a stop at the vending machine before leaving the building.  It was here that he made the decision to strike up a friendly conversation with another gentleman. Let’s just say that in the course of this conversation, the candidate made an inappropriate attempt at humor and male-bonding by making a comment which was received very poorly by anyone within ear-shot. It turns out that the employee on the receiving end of the remark was the Executive head of a very large division. Even worse, the female Executive to whom our candidate would be directly reporting had overheard everything.

Not surprisingly, HR was notified of our candidate’s loose lips and he lost the job.

Now, here is the lesson.  Your interview begins from the minute you exit your car and begin walking into the building. It DOES NOT END until you are back in your car exiting the parking lot.  It is so important that you remember that an interview is an invitation to visit the company. You are not yet a member of the family; you are a guest.  It is impossible to know at all times to whom you are speaking or which individuals might be within ear-shot of your conversation.

Needless to say, our candidate was devastated as I confronted him with this information.  There is no question that if he had not engaged in the aforementioned conversation that the job would have been on the table. He ruined his chances by demonstrating a lack of tact and professionalism. 

Nobody is immune from making mistakes and certainly we are all human. However, I just hope that after reading this, you will remember to keep your feet firmly on the ground and avoid putting them in your mouth.  Trust me, it tastes terrible for all parties involved.

   Stacie Renna, Staffing Coordinator

As a staffing industry professional, hearing the words, “I’m making more money on unemployment” from my candidates is extremely frustrating. I’m sure many of my colleagues, particularly temporary recruiters, would agree with me. As recruiters, we want nothing more than to keep people working and networking. We have done our job well when our candidates are set up to go to work the next day. We are fulfilled when we can keep our candidates employed, busy, learning new things and meeting new people.

Unemployment provides safety for those who have been taken out of a secure world and placed into a very unsecure, scary situation. It provides time to find work and income to those who have none. It provides temporary security and momentary assistance. It is a type of “insurance” for each and every person to be able to maintain an income when work is difficult to find and when the recession is still looming.

This is where it gets tricky- while recruiters are thankful for the stability unemployment provides our candidates, we also want to work with eager candidates. We want to represent those individuals who are motivated, flexible and ready to work! As a recruiter, I become extremely excited when a great opportunity comes in and I can present it to my unemployed pool of very talented people! I will provide a detailed example:

I call my candidate, ring ring, “Hi Jane, guess what? I just got in a 5 week position – it’s got your name written all over it! Great hours, good pay, nice group of people, solid company. What do you think?”

My candidate responds, “Hi Jaimee, thank you for thinking of me, but I am making more money on unemployment. It wouldn’t be worth it for me.”

At this point, I go into counselor mode. I inquire about the weekly net dollars that the individual is earning on unemployment. I take that number, and to be modest, divide it by 35 hours/week. Nine times out of ten, the hourly rate this person is earning on unemployment is significantly less than the hourly rate I have offered. Not to mention, my candidate could be passing up unlimited networking possibilities that come from being in the workplace!

The picture begins to look a little different, right? Why wouldn’t you choose to earn $20/hour while meeting new people, learning new things, and filling that growing gap on your resume over earning $11/hour just waiting for the perfect permanent opportunity to arise?

Ah ha! My frustration as a recruiter has been revealed- but unfortunately not everyone understands the benefits of accepting a temporary or contract job. When you are finished reading through this blog, please read my fellow co-workers blog, titled To Temp or Not to Temp? That is the question! Stacie Renna, Staffing Coordinator, clearly explains it all!
 
Now please, let us do the job we love so much and allow us to keep you working =)

Jaimee Cascione
Staffing Coordinator-  Temporary Division, Office Support

Is finding a new job one of your New Year’s resolutions?  If it is, you are not alone.  January is one of the busiest months in recruitment, as candidates that previously had been passively unhappy transition to being proactively searching. There’s something about a new year that makes people seek a new start. January is considered the start of the job search season. 

If you are feeling ready for your next role your best bet is to beat out the resolution crowd and start searching and interviewing now. Traffic to job boards are down in December- which means less competition. Just like those of us that get their holiday shopping done in July, the job seekers that start early can reap large rewards. Plus, you probably have some vacation days planned that you could use to meet with potential employers.  Even if you don’t think you can begin a new job until after the holidays due to vacation or travel commitments, you should still be interviewing now.  You can always discuss a start-date of January or February with potential employers. Also, by December, most employers have an idea of their budget for the following year, so you could still be factored in to that and hence receive a higher pay scale.

So start getting out there now if you’re on the market for a new job in 2010- the early bird catches the worm this season! 

Katie Niekrash
DIRECTOR – Healthcare

We all know that fabricating facts on your resume is considered taboo. However, some candidates believe that it is perfectly acceptable to simply omit or exaggerate facts, educational background or work experiences on their resume. The temptation to exaggerate or omit is a misrepresentation and is simply just not worth the risk.

Omitting facts is just as serious as fabrication because it requires making a concerted effort to avoid career digressions that may not be favorably perceived by a prospective employer. For example, some candidates will not specify a specific college or certification program that they attended/participated in because they did not complete the respective degree program or they believe that it is not relevant to the position they are applying for. Other professionals try to hide gaps in their work history by saying they “consulted” during those periods. Resumes where every gap is represented as a consulting assignment is generally a red flag for seeking employment after being let go. (On a related note: if it is legitimate and you have started a consulting practice based on your experience in the industry, this is okay).

Many workers make multiple career changes in a short period of time or they get laid off and spend months looking for a new job. Sometimes a new position doesn’t work out and an employee leaves after only six months with the company. These types of scenarios are far more common than they used to be and generally do not carry the stigma they once did. While you shouldn’t attempt to cover up these scenarios, you shouldn’t overly emphasize them either.

In short, it is your obligation to report on the facts and not to decide ahead of time what is and/or isn’t important. Seasoned recruiters are trained to detect exaggerations, and if they do, they are more inclined to toss your resume into the reject pile and consider it ineligible for future consideration. Don’t let an inclination to omit or exaggerate interfere with solidifying (or keeping) your next challenging and rewarding career opportunity. 

Good luck!

  Jeffrey Golove
  Managing Director – Execu|Search Health Care Partners

“My neck hurts,” is a common complaint I hear from my office colleagues and my patients who sit at their desk all day long. Complaints of an aching neck are inevitably followed by complaints of an aching back or sore shoulders, wrists, and knees.

As a DPT, I can’t stress enough how important proper seating ergonomics are while sitting in front of a computer.  When we spend hours sitting stationary, focused on our computers and personal electronic devices, our bodies truly begin to take a toll. Therefore, proper body alignment while seated at your desk is critical to the future health of your body- from your neck down to your toes. 

Here are a few key seating positions that assist with better/proper body alignment, and lead to decreased pain:

1. Your hips and knees should be at a 90 degree angle with your hips/buttocks/back pushed all the way to the back of the chair.
2. Reaching for items should be no further away than a forearms length (~10-12inches).
3. The monitor should be an arm’s length away (~20-24inches) and the top of the monitor should be at eye level with it slightly tilted away from you.
4. Wrists should move in line with forearm, no left or right wrist deviation with keyboard/mouse motions nor flexion/extension motions.

Examples of Poor Posture:

Also, stretch, stretch, stretch with some active range-of-motion (ROM) movements as well as get out of that sustained position for 3-5 minutes every hour.  The greater your pain, take breaks every 20 minutes for 2-3 minutes.  And don’t forget to breathe!  3 deep breathes a day!

You’ve only got one body!  Treat it well!  Your body will thank you for it!

  Cara Hollander, DPT (In-house Physical Therapist)

  Allied Health Division

Many have asked me the question, “Why do you network?”  My common response is because I enjoy it, although, this is not the case for many.

During this recent economic downturn, many have turned to networking out of sheer desperation, which in my mind, can only lead to unfavorable results.  I decided to entitle this article “The Art of Networking: It is not a science”, because the “act” of networking requires practice and one cannot learn all of the nuances via a simple laundry list of do’s and don’ts. 

Networking should be done as often as possible, since we never know what the future brings.  More importantly, it is much easier to provide value to a new business contact when you are employed.  The process of networking is more than simply exchanging business cards and email correspondences; it is the art of connecting with a contact, and providing value. The art of networking  takes time, and like any business relationship, one must build strong rapport before one feels comfortable enough to share their contacts and or business leads.  This is where the value aspect comes to play.  After strong rapport has been achieved, your new contact will soon begin to open up in a variety of ways.  He might be able to introduce you to a hiring manager at a firm you are interested in or an HR professional that you have always wanted to meet. Furthermore, your new business contact may even invite you to an upcoming gala or a volunteer event where prominent people in your respective industry are present. 

Once you have made the strong connection with your contact, and your rapport level is at the point where you feel comfortable sharing business contacts and leads, it is very important that you sustain this relationship.  Sustained follow up is key!  Many people are good at making the first connection, and perhaps keeping in touch for a couple of weeks, but the true strong connections last much longer than that.

Some helpful tips to maintaining a strong business relationship:
*Introduce other like-minded professionals to your contact
*Call your contact on their birthday
*Periodic phone calls to simply see how your contact is doing
*Send articles that are relevant to your contacts industry/profession

Remember the phrase, “out of sight, out of mind.”  You must always keep yourself current.

Lastly, it is important to note that the majority of jobs are found via one’s personal or business network.  Therefore no matter which line of business you are in, it is imperative that you network constantly and not only when you need something, i.e. being laid off, or unhappy with your current job situation.  Networking takes practice and the more times you challenge yourself to be in situations outside of your comfort zone, the better.

Good luck and happy networking!

  Nkrumah Pierre
  Account Executive – Temporary Division

“Action is the foundational key to all success.” – Pablo Picasso,

One of the most recognized figures in 20th-century art, best known for co-founding the cubist movement.

Resigning from a job is very emotional, no matter how long you have been with a company. The best advice I can give anyone is resign immediatly, do not wait for a perfect time, you will be so much happier once you have given notice. Your mind will be at ease, you can focus on preparing for your new role! 

Some employers may pressure you to tell them where you have accepted. You have every right to keep that information confidential – and you should! Just stay professional, inform them that once you are settled you will send them an email with your updated contact information.

When giving notice do not go into too much detailed information. You may feel that it is necessary, but it really is not. It is important to tell them that you enjoyed your time with the company, you have learned a great deal but you feel this is the right decision and you are very happy with it. 

When giving notice you should try to speak to your immediate supervisor, if they are not available either speak to their supervisor or human resources. It is also perfectly acceptable to give notice via a phone call or an email.

At the point where you have accepted another offer, your loyalty should be to your new employer. Whatever requests your current company asks of you it is very important to remember not to agree to anything that could ruffle feathers with your new company. An example is your current company asking for you to stay longer then the standard notice period. Remember people give notice every day and companies survive.

When you resign, typically one of three things can occur. One is that the company congratulates you on your new role, thanks  you for all your time and wishes you luck on the new chapter of your life. They may even offer to throw you a going away party. That would be considered the best case scenerio! The second thing that can happen is that they can become angry with you, make you clear out your desk immeditely, and escort you put of the building. That can be hurtful, but remember that you have a great job waiting for you on the other side of the door. The third thing that can happen is that your boss will try to counter offer you. It is never in your long term best interest to accept a counter offer. Staying with a company once they know you are looking is a bad idea for a few reasons. They can offer you the moon and the stars, but the reality is nothing will really change. Also they are likely just keep you on long enough to find a replacement. At that point you will be out of two jobs! Once you make a decision to give notice, stick with it no matter what comes up. Be excited about what your future holds!

  Samara  Appelbaum Chopra
  EXECUTIVE RECRUITER – Healthcare

As a recruiter, I have seen many job seekers turn down potential job opportunities for many reasons. Some of these reasons are well thought out and end up proving to be the “right” choice, but one reason for turning down a job that has proven unsuccessful is accepting a counter offer from your current employer. A counter offer is when your current employer tries to offer you something in order to prevent you from accepting another job offer. As tempting as counter offers may be, they rarely come to fruition. According to a Wall Street Journal article on the danger of accepting counter offers, “A raise won’t permanently cushion thorns in the nest.”
 
The amount of job seekers who return to the job market shortly after receiving a counter offer from their current employer is astounding. People often agree to stay at their current employer when their boss agrees to give them the raise they have been asking about for years. Other times, a company will suddenly decide the job seeker is ready to take on a management role that they have been working tirelessly for. However, similar to the honeymoon stage of a relationship, this positive relationship with your employer may not last forever.  

Below are some questions to ask yourself when considering a counter offer:     

• What type of company do you work for if you have to threaten to quit or resign before they give you what you are worth?
• Where is the money coming from to give you a salary increase? Where was it before? Is this money that you would get in your next raise?
• How do you think your current employer feels knowing that you wanted to leave? Do you think they will start looking for a new employee to fill your spot, since they are aware that you were out in the job  market?  It’s easy for them to give you what you want in the meantime, so your job doesn’t become vacant, but what about if they replace you? Then you are out of two jobs!
• If cutbacks become necessary, who will they let go first? It is likely that the person who makes more money then his/her colleagues will be the first to go.

Am I saying to never consider a counter offer? Not necessarily….. As  a job seeker, you’ll have to evaluate each individual opportunity and situation as it comes, but be wise when considering accepting something of this nature.  Oftentimes, the same circumstances that originally caused you to consider a change will repeat themselves in the future.

Please feel free to reach out to me directly at jkessler@execu-search.com if you have a specific scenario you would like to speak about.

  Jennifer Kessler
  Executive Recruiter- Healthcare

My colleague and I recently attended a recruiters‘ conference and the topic was a novel idea   regarding how to improve retention: manage your employees’ dreams. The concept was created by Matthew Kelly and is documented in his book “The Dream Manager.”  It’s a refreshing take on how managers can make their employees loyal, happy and productive by being actively involved in helping to make their dreams a reality. 

Kelly suggests that companies should designate a Dream Manager to consistently ask employees what their dreams are and how they are going about achieving them.  The mere act of caring and providing even minute assistance and support to employees can make them more valuable and happier overall.

I believe that this idea is extremely forward thinking and many companies could benefit from implementing similar programs. I recommend that all job seekers and career people read “The Dream Manager,” as it is an eye-opening and ground breaking concept.

  Katie Niekrash
  Executive Recruiter, Healthcare