Human Resources

July 25, 2016 by Amy Shanks Leave a Comment

3 MAJOR ADVANTAGES OF PARTNERING WITH EXECUTIVE RECRUITERS

The 3 Major Advantages of Partnering With Executive Recruiters

If you’re at the top of your profession, consider speaking with an executive recruitment firm prior to a career change.

Even top-tier professionals and executive-level talent often need assistance navigating their own career path. As executive recruiters in New Orleans and Baton Rouge, LA, we hear many of our clients from the legal and IT industries admit that when the personal decision was made to seek out new opportunities, they immediately faced a huge obstacle: where to begin?

The names and faces of “Top Performers” within a specific industry are likely to be recognizable inside their business circles, especially in a localized region. If everyone knows your name, actively conducting a covert job search becomes next to impossible. Even making casual inquiries about potential opportunities to cohorts in your circles creates a significant risk to anonymity.

However, partnering with an Executive Recruiter not only protects your privacy when forging a new career path, but the relationship also offers 3 distinct advantages for talent at the top of their professional game.

Advantage #1: You’ll Have an Advocate, a Coach, and an Agent

If you’ve never used executive recruiters to assist in a job search, you may not even know what to expect from the relationship. First and foremost, a recruiter is YOUR ADVOCATE; they are watching out for your best interests and are working to find you the best match available. Being an advocate for your professional career means they’ll need to know a lot of details about you, a ton of background information, and will need a clear understanding of your ultimate career goals. When your recruiter/advocate is aware of all the pertinent information, they can design a very detailed map for your career path.

Did you know that even the most accomplished Hollywood actors typically consult with an acting coach prior to taking on a new project? Seasoned actors realized long ago that in order to ensure success in a new role, they must prepare and practice…and this is made possible by getting guidance from an acting coach. In a similar way, an employment recruiter assumes the role of COACH. Your recruiter/coach is available to guide you throughout the job search process, provides education and resources about potential new employers, and helps you prepare and practice for interviews.

In the same way, a professional athlete needs a sports agent, top-tier talent needs their recruiter to act as their CAREER AGENT. In this role, your recruiter will be actively seeking out attractive opportunities that match your specific skillsets, talents, abilities, and other factors (e.g.; location, salary requirements, workload). The agent role is also vital when it comes time to negotiate with potential employers. And this brings us to the next huge advantage…

Advantage #2: Your Recruiter Offers Guidance & Negotiation Skills

As stated before, your recruiter has a vested interest in your success. Therefore, you should expect they will guide and educate you through the entire process. From the first step of identifying and evaluating desirable opportunities to negotiating with the new employer and transitioning from your old company, your recruiter should be right there with you every step of the way.

One of the most sensitive (and sometimes, awkward) aspects of pursuing a new career opportunity is negotiating compensation. Even skilled sales pros or experienced courtroom litigators often balk at conducting tough negotiations on their own behalf; sometimes we’re simply too invested emotionally to have the right perspective on what is considered “attractive compensation”! However, experienced recruiters can remove the emotional element and negotiate based on current market data and other competitive factors. In fact, many company executives prefer negotiating with a third party when it comes to hiring top-level professionals.

Advantage #3: Executive Recruiters Have Access to Insider Information

Recruiters are familiar with the culture, reputation, business models and work environment of most prominent employers. This valuable insider information not only helps thoroughly prepare their talent partners for the interview process, but it also assists in matching candidates with the most desirable employment situation.

But the biggest advantage of “insider information” is that professional recruiters have the inside track on available (or potential) opportunities that have yet to become public. Simply due to the nature of their business, executive staffing companies are in constant communication with the companies they represent and thus receive advanced notice on positions that are likely to become available. Naturally, they quickly alert their qualified talent clients about these opportunities, which means you’ll be competing with fewer candidates at the outset. And being “first out of the gate” provides a significant competitive advantage over other job seekers who must wait for the opportunities to be posted publicly!

So if you are a top performing professional looking to forge a new career path, consider partnering with a trusted executive recruiting firm like Strategic Recruitment Solutions. We work with most of the law firms and technology companies in the Louisiana Gulf Coast region, as well as top companies throughout the nation. Therefore, we can provide access to positions in the Legal and IT fields that may not be advertised on job boards or a company’s website. Search our current opportunities or submit your resume to get started!

Although they are sometimes referred to as “professional headhunters”, executive-level recruiters generally try to work with candidates within a few specific industries, allowing executive recruiters to maintain a high level of expertise within those select fields. Their expert knowledge is used to match talent clients with positions where they’d most likely excel, help prepare candidates for the interview process, and even facilitate negotiations based on the most current industry data.

April 23, 2015 by Amy Shanks Leave a Comment

HAPPINESS IN THE WORKFORCE

“IF YOU’RE HAPPY AND YOU KNOW IT/THEN YOUR FACE WILL SURELY SHOW IT”

Does your face radiate happiness when you are working? Well do you at least look satisfied?? Perception is everything. How do your coworkers and superiors perceive your contentment? Are you happy and does your face show it?

Popular wisdom would have us believe that if we are successful at work, then we will be happy, but consider the possibility that the opposite might be true. Quite likely, happier workers are more successful according to Shawn Anchor author of The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work.

Employers recognize that a positive, engaged workforce provides a considerable competitive edge. Optimism helps a person and a work team overcome challenges, therefore, positive, upbeat –HAPPY people are highly desired in the work world. It is a quality that does not appear as part of a skill set because it is hard to ascertain and measure, yet it is of great importance.

By developing a positive attitude in which others see you as “happy,” you can consciously help yourself thrive in the work world. Manage your energy by sleeping well, exercising and eating a balanced diet. In short, practice healthy living. Engage with vitality in a way that helps others. Be open to learn new things and find meaning in work.

Srikumar Rao (Happiness at Work www.forbes.com) has simplified a process for achieving happiness on the job. His suggestions are valid for life in general as well as in a career. Rao recommends the following: 10 Steps to Happiness at Work:

Avoid good and bad labels.
Practice “extreme resilience.” Recover fast from adversity. Avoid blaming yourself or others.
Let go of grudges.
Don’t waste time being jealous. The universe doesn’t limit success.
Find passion in yourself, not the job. There is no perfect position.
Picture yourself 10 years ago and 10 years from now – in the future and problems gain perspective.
Banish the if/then model of happiness. You don’t have to get something (if I make a 6 figure salary, then I will be happy) to be happy.
Invest in the process not the outcome. Outcomes can be beyond your control.
Consider others. Create an other people centered universe.
Swap multi-tasking for mindfulness. You will be more productive.

ROLE OF LEADERS IN CREATING A WORKPLACE IN WHICH WORKERS THRIVE

Managers can provide employees with opportunities for decision making. When appropriate they should share information about the organization, its goals and strategies. Work place leaders/managers/supervisors can assist workers in cultivating happiness by setting and reinforcing norms that encourage civility. Performance feedback (especially when things are going well) allows people to thrive at work and be happy and content.

Is it easy? No, it requires an ongoing effort by workers and management to create a productive, competitive, contented organization.

Happiness is a product of the individual workers ability to thrive on the job hopefully supported by enlightened management.

Suggestion – be happy or at least look like it when on the job. Fake it till you make it if you must.

“CLAP ALONG IF YOU KNOW WHAT HAPPINESS IS TO YOU… CLAP ALONG IF YOU FEEL LIKE HAPPINESS IS THE TRUTH.”

Pharrell Williams

December 9, 2014 by Amy Shanks Leave a Comment

ODE TO CHRISTMAS CAROLS AND HOLIDAY OFFICE PARTIES

The dreaded much anticipated holiday season at work

Grandma Got Run over by a Reindeer – O Holy Night!!!!

Happy Kwanzaa, Hanukkah, Ramadan, Diwali, Merry Christmas

The holidays are a minefield of emotions, stresses, and demands on the budget and time of everyone this time of year. Family requirements are always a concern but even more challenging are the expectations in the workplace during the holiday season. Family responsibilities might be tricky and taxing but expectations at the office have higher stakes.

Some things to consider regarding office holiday party etiquette:

BEFORE YOU ATTEND

Commit to attend the party if at all possible. Some planning committee worked hard to provide a way for everyone to celebrate as a group. Yes, I know it is sometimes hard to relax with people you may not even enjoy being around – get over it. You might find these people to be entirely different in a more relaxed atmosphere. Hey, at least try. Remember all that rhetoric about team building??

Prepare mentally for some small talk

Remember most people’s favorite subject is themselves. Ask questions about where they went to school and grew up. “Do you follow the Saints?” “Are you an LSU/SU fan?” “What keeps you busy when you aren’t at work?” Another topic which always gets someone talking is family. “Do you have children?” Ages? Schools? Activities? Any pictures? Off limit topics (do I really need to remind you?) – religion, politics, office politics and policies, and controversial topics such as legalization of marijuana or immigration issues.

Get a dress code idea

If you receive an invitation without a mention of formality or informality, ask around. Especially if you are new to the company, check with employees who have gone to previous parties. You don’t want to show up in a Christmas sweater with reindeer and bells and others are in a sleek suit or a cocktail dress. Consider a compromise between sexy and attractive and professional and serious.

Gift Giving

It is always welcome information when the office sets a gift giving policy. Having a Secret Santa or drawing names for a single non gender specific gift with a suggested spending limit is a great idea. Just remember personal items are not a good idea. Gift certificates are an excellent option. If you feel compelled to buy individual gifts, do not present them to the person(s) at the office party. Find a time/place before or after work to give such gifts, even if they are small tokens of friendship or appreciation.

Gifts to the boss are tricky and usually not expected. Be mindful of the workplace’s holiday culture and follow customary gifting which may be a single gift to which all have contributed or absolutely not giving boss gifts. Consider being creative and socially responsible in your gift giving. Perhaps you have a favorite charity that you would like to make a donation to in someone’s name, or think about interests and causes the recipient of the gift may embrace and donate in that area in their name. Shopwithmeaning.org lists organizations which fund causes from clean water, fair trade, fighting poverty, hunger relief and education in third world countries. The holiday season is a time when MANY agencies solicit – they are easy to find.

BEHAVING AT THE OFFICE PARTY

Mingle

It might be awkward but make an effort to acknowledge all your coworkers and especially your superiors. The setting may seem really informal but defer to supervisors and bosses. Don’t use this as an opportunity to speak your mind, question or comment on work policies.

Avoid any romantic or sexual advances

Discretion is important. This is not the time or place to declare your romantic intentions to a coworker. You certainly don’t want to be the object of workplace gossip after the party. If you are the object of unwanted attention, let the person down gently – especially if you find yourself being “hit on by the boss.” Remember innocent attention can turn inappropriate and lead to claims of sexual harassment. Don’t touch people in ways that can be misconstrued or say things that can be considered sexually provocative or demeaning.

That drinking thing

First, remember that it is not a requirement to have any alcoholic beverage. Many people do not drink because of religious convictions, health issues, or perhaps because they are recovering alcoholics. No one should ask why you aren’t drinking alcohol and unless he is a dullard will not. It is perfectly acceptable to have a soft drink, water or coffee without any explanation offered. That being said, many people use a holiday party as an opportunity to imbibe at the company’s expense. Most post party gossip concerning improper behavior (think dancing with the lamp shade on your head, giving TMI -too much information about your personal life, or telling people exactly how you feel about fellow employees or company policies) is fueled by too much alcohol.

Problems arise that can cause others to think poorly of you or in extreme cases cause dismissal from a job. The more drinks, the more likely a person is to do something he/she will regret. I’m just guessing here, but if you are a drinker who has sometimes overdone it, think back to things that you did or said that might have caused you embarrassment upon cold, sober reflection.

So consider if you are drinking to eat food before drinking. You might order rum and coke or gin and tonic for a first drink and then switch to plain coke or tonic. No one will notice. If it is a long evening pace yourself and drink water and eat between alcoholic beverages. If you feel like you might be overdoing it, duck out early instead of getting drunk in front of the boss. In the holiday spirit, consider helping a coworker that might need to be encouraged to leave the party – and drive him/her or call a cab. On final thought – Don’t let these suggestion be a concern that overrides your decision to attend, as Holiday Office Parties can be great relationship builders with co-workers, clients or prospects.

SOOOOOOO – HAPPY HOLIDAYS, KWANZAH, HANUKKAH, RAMADAN, DIWALI –MERRY CHRISTMAS AND REMEMBER AN OFFICE PARTY IS STILL THE OFFICE AS FAR AS GOOD SENSE AND PROPER ETIQUETTE ARE CONCERNED. ENJOY AND BE SMART.

Related Posts:

Gift giving at the office

February 10, 2014 by Amy Shanks Leave a Comment

TOP 3 THINGS TO CONSIDER BEFORE COMPLAINING AT WORK

Think before COMPLAINING – Work is a No Whine Zone!

“Never tell your problems to anyone—20% don’t care and the other 80% are glad you have them. Lou Holtz

Complaining on the job can be a slippery slope – addictive and resulting in one being perceived as negative, especially if there is never a presentation of the problem AND possible solutions. There is a fine line between expressing opinions, offering suggestions and ideas and simply running your mouth. You don’t even need to be in earshot of authority; your coworkers will gladly quote you to your manager. If you are talking at work about something work related which you do not approve of, be sure that word will get around, probably with additional comments you never made and/or a slant you did not intend. Remember the childhood game of Gossip? One person whispers something to another and it is repeated down the line until the last recipient of the message repeats what he/she thinks the original message was. This last statement which makes it through the chain of people is guaranteed to be different from the original. THE OFFICE IS NO PLACE TO PLAY GOSSIP. If you complain assume any and all coworkers and managers hear at least some version of your complaint.

That being said, if you must express your displeasure at work, consider the following before you engage your mouth:

1. Your length of time on the job

The shorter your tenure on the job, the less favorable your complaint will be taken. You need to earn the right to express your opinion.

2. Your position in the company

If you have no authority or position in the company, where do you come off in complaining about policy?

3. Your performance record

Those with a stellar performance record can offer their opinions at will, while those with a poor performance record better put up first or shut up for now.

Before you express a complaint, make certain that you are prepared to offer a possible solution. This makes you a part of the effort to improve, i.e. a team player.

WHAT HAPPENS IF YOU BECOME A SOUNDING BOARD FOR MR/MS NEGATIVITY

Let’s suppose for a minute that you are one of those people who has written on his forehead, “Tell me your troubles, I care.” If you are such a person, you may find yourself the recipient of complaints from a negative coworker. Usually the complainer does not want advice, he/she just wants to vent, and you look like someone who will listen. How does one handle this situation, especially if it becomes constant and aggravating? You can try several strategies. Listen, but set limits and do not hesitate to tell your negative colleague that you would prefer more positive subjects. You do not want to be a negative magnet and appear guilty of complaining by association. It is okay to let someone know that you care about his happiness but disagree with his assessment of the situation. Try actively listening to the complaint, question and ask for clarification. If you feel qualified to provide advice and ideas, feel free to do so but keep in mind that long term attempts to “help” your coworker can sap your energy and positivity. Recommend professional help through HR, seminars and/or helpful books. For someone who exudes negativity and presents complaining as a chronic condition, you can always request to gracefully bow out and refuse to discuss “how the company is going down the tubes, they are being treated unfairly, customers are worthless – ad infinitum.

If all else fails and he/she won’t leave you alone and you feel that your work is being impacted, talk to HR staff.

Whether you are the complainer or the listener/sounding board, consider that negativity has no place in a vibrant, progressive company. NEGATIVITY IS A CHOICE YOU MAKE. ASK YOURSELF DO I NEED A NEW JOB, A NEW COMPANY, A NEW CAREER, NEW OUTLOOK, OR PROFESSIONAL COUNSELING. DECIDE FOR YOURSELF BEFORE YOUR MANAGER MAKES THE DECISION FOR YOU.

“I personally believe language developed because of our deep inner need to complain.” Jan Wagner, The Search for Signs of Intelligent Life in the Universe

December 9, 2013 by Amy Shanks Leave a Comment

GIFT GIVING AT THE OFFICE

Ho! Ho! Ho! Merry Christmas

Christmas is indeed a special time of the year – a time of anticipation and unfortunately for most of us high anxiety. The stress/anxiety of the holiday does not just revolve around family obligations but includes that area of life where so much of our waking time is spent – the workplace.

Gift giving, a central part of Christmas, presents special concerns in an office setting. You must be mindful before purchasing gifts for coworkers, bosses, those who report directly to you and support staff. First, who is included? If you are in a new position, ask fellow workers what is the precedence or if there is a policy in place regarding gift giving. A gift says a lot about how you feel about a person, their worth, and closeness to you. It is almost never a good idea to give a gift that is too intimate like perfume or, God forbid, sleepwear. Another area to be leery of is a humorous or gag gift – unless this is specifically outlined as an office tradition. Remember everyone has a unique sense of humor and what you think is hysterically funny, another might find offensive. Consider the person. Summer sausage to a vegetarian? A nativity set to a Jewish colleague? A large box of chocolates to an obese office mate? A flask for the guy noted to overdo on the rum punch?

USE YOUR HEAD FOR GOODNESS SAKE. YOU BETTER WATCH OUT. YOU’D BETTER BE GOOD FOR GOODNESS SAKE!!! Santa Claus is coming to town.

Consider some of the following guidelines when purchasing a holiday gift for coworkers:

Keep it practical and under $20. (Sometimes offices set an agreed upon limit; this is a good thing.) Some suggestions for practical gifts – desk speakers, picture frames, music gift cards, USB flash drives, ear bud headphones.
Fire up the oven and prepare goodies to share with everyone.
Institute a Secret Santa. That way it is understood that everyone buys one gift and gets one gift. There are so fun ways to do this. Ever heard of dirty Santa where you can “steal” a gift from someone who has already opened his/her gift or go to the Santa sack for something still wrapped?
Arrange and participate in a pot luck dinner or a cookie exchange.
One of my favorites – sponsor a charity such as shopping for a family in need and all contribute to that.

A gift for the boss???

What is a good idea when it comes to gifting the boss? Should you? Will you be seen as a suck up if you do? It is best to not give an individual gift but opt to participate in a group gift – perhaps give a gift to charity in the name of your boss. He has to be thrilled or appear a Scrooge. Bah humbug employees!! According to etiquette expert Emily Post, just don’t do it.

A gift for those that report directly to you???

This is your call but if you do, it should be done across the board. Consider something impersonal such as gift certificates, tickets to the theater or a sporting event, wine, or food baskets.

A gift for helpers and service staffers???

You may want to remember those who support the company in positions that are not always seen yet assist everyone indirectly in accomplishing their jobs. People that clean, work in the mailroom or assist in low profile, minimum wage jobs might appreciate a group gift of money.

And finally, if you have a few coworkers who are special to you and you want to remember them at Christmas, be discreet in gifting them. Perhaps you could give your gift outside the office. It is also a good idea to cover possible embarrassment and have a few wrapped, impersonal, non-gender specific gifts to give to someone who surprises you with a gift.

“What I don’t like about office Christmas parties is looking for a job the next day.” Phyllis Diller

Happy Holidays to all and check yourself for the office Christmas party – be sure to check out this related post Holiday Office Party mishaps.