May 14, 2012
Puffing, padding, lying, -
What a yahoo!
The Merriam-Webster Online defines the noun yahoo as a boorish, crass, or stupid person. And while we certainly wouldn’t want to call former Yahoo! CEO Scott Thompson a yahoo, he did make a very stupid decision.
How his bio dating back to his PayPal tenure came to include a computer science degree from Stonehill College is still unclear. This fictitious degree has replicated itself throughout two companies’ bios and into corporate documents recently filed with the SEC.
Scott Thompson tried to blame the introduction of the fictitious degree on the executive search firm Heidrick & Struggles. “We’ve are often asked to help candidates with resumes, to give feedback on organization, content, style,” said executive tech recruiter Rob Reeves, Redfish Technology. “However a recruiter would never add or invent information. It is absolutely an absurd claim.”
Ultimately, whether you puff, pad or lie, a day of reckoning will come. And the loss of credibility that comes on the day of reckoning will be severe. The collateral damage in this case is pretty large, disrupting a large company, interrupting focus on business, calling into question judgment, and undoubtedly damaging morale at Yahoo!.
Between the internet and background checks, it is never a good idea to puff or pad, and certainly never to lie. Interestingly, with the public-ization of resumes via the internet, especially sites like Linkedin, there has been an improvement in the honesty practiced on resumes. At least in terms of prior work experience and responsibilities. This is according to a Cornell article “The Effect of Linkedin on Deception in Resumes” by Jamie Guillory and Jeffrey T. Hancock. Cyberpsychology, Behavior, and Social Networking. March 2012.
“Compared with traditional resumes, Linkedin resumes were less deceptive about the kinds of information that count most to employers, namely an applicant’s prior work experience and responsibilities, but more deceptive about interests and hobbies.”
Pre-employment Screening; The New Player That Every Office Needs on Their Team.
From mega staffing firms to big time industries, from companies of communications and technologies to the small town restaurant owner simply searching for a few good servers; every business is faced with the same fears and problems of hiring that new employee. Pre-employment Screening can help bring some answers to these problems.
Most of us have worked in a time where a reference from a potential employee actually meant something. Remember when a resume filled with diplomas, past jobs, and community services truly displayed the character and essence of a person? Unfortunately, the days of a sturdy handshake sealing the deal have simply slipped away.
With the dawning of a new era, we have adapted and conformed to reality. We still hire new employees and expect a trustworthy relationship, accepting them into our circle. Now, we use a new team player which is at our fingertips to help us.
Pre-employment Screening is the strategic opportunity which gives the employer the potential to avoid hiring a harmful or even inappropriate employee. Pre-employment Screening is that new player. It is very accessible to anyone looking for that help. The choices of avenue are numerous. So, like that coach who seeks out that perfect player for his team, an employer must also find the right Pre-employment Screening Company which fits, best with his team members.
There are many Pre-employment Screening companies who adhere strictly to the internet. All exchange simply consists of emails. They remind us of the companies out there who have a computer generated phone system. The allusive customer service representative is never to be found. This type of Pre-employment Screening Company is not totally off basis. In our fast paced society, this is the perfect solution for companies who find human contact an interference and obstacle in trying to meet their daily deadlines. To be honest, that screening company fits perfect with many employers and their members. They are the perfect team player.
Let’s swing to the other side of the spectrum. What about the other employers who enjoy service, and want a personal touch? There is a choice for you also. Pre-employment Screening does not have to simply be only an email away. Look for that Screening Company who has a healthy balance. They are out there also and will have that person to talk you through your problems until you find your answer. They are found to be efficient and personal at the same time.
No matter which way your company swings in the scenario, your Pre-employment Screening team member is out there. It is crucial you find the right fit for you and your team members.
While Pre-employment Screening has the potential of being this year’s MVP, it is facing some game changers and issues which have come about. Yes, Pre-employment Screening might enhance the safety of you and your fellow workers or save financial loss, it might simply help an employer save face; but it is a subject which is growing and facing its own difficulties. This “new team player” or “rookie” is arousing a lot of attention and not all of it is good. It looks like Pre-employment Screening will have to play by some rules.
The Fair Credit Reporting Act governs background checks under federal law, but now there are a number of state issues that must be measured when selecting applicants for employment. With all 50 states being involved, to specify every state mandate, restriction, compliance, imposing and limitation would be too numerous and tedious to describe. The Associated Press, Washington, published April 25, 2012; announced “New gov’t guidance on employee background checks”. Trends are showing that while Pre-employment Screening will be regulated more and more by states and government, they will still multiply and that will lead to mutual escalations in effectiveness but also in difficulties. It seems, just like every game played by a team, the Refs have come out with new ways to enforce rules and change the way the game is played. Like every good player, Pre-employment Screening is too valuable to lose. It is here to stay and will adapt and learn to conform in every situation.
Now getting back to your team, be sure you are making a team effort in the hiring of an employee. Utilize the skills of others around you. Only you and your coworkers can decide “how a person fits into your company”, or “will they meet the qualifications that are necessary for this role?”, “do they possess the skills needed for this precise position?”
Now it’s time to bring in your “new player”. Let him finish up the process by closing some vital questions. “Has this person been honest on his facts presented in his resume?” and “do they have any history of violence which may concern the safety of your staff and company?” Lastly “is this person trustworthy and reliable for this position?”
Remember, superstars alone don’t win championships. A Pre-employment Search alone will not find the valued employee and answers you and your team is looking for, but solid united teams do! Utilize all of your team members in this team effort. Pre-employment Screening will be an amazing addition, and by reforming your efforts, you will recruit the person who fits impeccably with your office team.
That team will be the one who will lead you all the way to the end zone!
About the author:
Dawn Chalupnik is an Accounts Marketing Manager/Writer at Express Services. Express Services offers Pre-Employment and Background Information reports. The company’s website is: www.ExpressVerify.com
May 7, 2012
Staffing & Employment News
April Showers Turn Out to be a Drizzle.
April didn’t shower us with an abundance of jobs; with an increase of only 115,000 net, and 130,000 in private payrolls. This slow-down disappointed after March’s 154,000 new jobs and February’s 259,000. The biggest gains were in professional & business services at 62,000, retail trade increased by 29,000, health care rose by 19,000, and leisure & hospitality added 12,000. Goods-producing jobs increased by 14,000 after a 38,000 rise in March.
A May survey by CareerBuilder and HeadHunter.com shows that 31% of employers plan on hiring executive-level positions over the next six months; this is up from 23% who said the same in October. Of those respondents who plan to hire executives, 24% will hire in business development, followed by information technology (23%), sales (22%), marketing (19%) and accounting/finance (19%).
The National Association for Business Economics (NABE) April survey shows that 78% of businesses, the most in a year, project the world’s largest economy will expand more than 2 % in 2012. And, the Monster employment index increased three points in April to 146. In a particularly strong showing, transportation & warehousing led the sector pointing to rising activity in the supply chain.
The National Federation of Independent Business (NFIB) offered a less optimistic assessment, stating that six months of gains in the Small Business Optimism Index were reversed in March. Nine of the NFIB’s ten index components declined, “most notably hiring plans and expected real sales growth each taking a significant dive, in spite of owners reporting the largest increase in new jobs per firm in a year,” stated the NFIB in a press release.
ExecuNet’s March benchmark Search Firm Hiring Index indicates that 24% of responding executive recruiters report that they would be adding new professional research and consulting staff over the next three months, a one point improvement from February. Firms in especially resilient markets such as healthcare, technology and life sciences report that they are busy and expect to get busier as more companies shift to growth mode given continuing positive news about the economic recovery. Redfish Technology continues to experience increased business and has made additional hires in the second quarter of this year.
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April 30, 2012
The Dos and Don’ts of Interview Follow-Up
By Beth Cliff, IT Engineering Recruitment Manager, Redfish Technology
 Do call your recruiter.
When working with a recruiter, let that person know how it went. Give them a call shortly after the interview to give your impressions, discuss anything unexpected that came up, affirm your interest, and discuss next steps in the process.
Do send a thank you.
It is always a nice touch to send a prompt follow-up thank you. Not everyone expects one, but your interviewer might be one who does! Do this anytime within 48 hours of the interview. If you are working with a recruiter, talk to them first and then write your thank you. This allows you to include any elements your debriefing may bring up.
Do it, paper or electronic.
If you interview at Twitter, an email is going to fit best into that culture. If you interview with a more traditional company, perhaps a paper card or letter is most appropriate. While most business correspondence is electronic these days, feel it out.
Do keep on point.
Your message should include a thank you and confirmation of your interest in the opportunity. Thank the interviewer for their time. Hit on a couple points about what you liked about the company, your keen interest in the position, or other topics that came up in your conversation. Reaffirm briefly what you bring to the table, how you can help accomplish the company goals, why you are perfect for the job. Keep it brief, you should be able to cover this in a few paragraphs.
If there was discussion during the interview about any follow-up information or references, provide those.
 Don’t go overboard!
Don’t send the interviewer chocolates or a Facebook friend request. Your professionalism should of course continue after the interview. It is not appropriate to send a friend request after a job interview. Chocolates or flowers are appropriate for dates, not interview follow-up.
A candidate once sent an email follow-up to the CEO of a company that had passed on hiring him. In the 2-page email, he compared himself to an athlete and gave himself statistics like a ball player, and he called a couple of times. It was a little too much. The company went from liking him but thinking of him as a little too junior for the role, to thinking he was a little crazy. In the end the candidate ruined any opportunity for a future role better suited to his experience.
Don’t be impatient.
As discussed, your initial follow-up should be prompt and relevant to the discussion in the interview. Now give it some time. Interview schedules are hectic. Hiring processes take a lot of time; time away from the regular schedule, and time to process and discuss with the various stakeholders.
Do respect protocol.
Listen for when the interviewer says they will be contacting you with any next steps; if it doesn’t come up, ask about the hiring time line at the end of the interview. If you are working with a recruiter, s/he will advise you on the timing in which you should hear back. If not, go with the timeline given.
If you don’t hear back within the specified time frame, give it a few days and then make a polite follow-up call to reaffirm your interest and check in on next steps. Keep in mind that while the hire may be a priority, there are lots of competing priorities in a day, so any delay may have nothing to do with you as a candidate.
Do listen to feedback.
If you have an opportunity in a follow-up discussion to get feedback, appreciate it and use it to hone you interviewing skills. If the feedback is critical, don’t get defensive. Instead, thank the interviewer for his candor and acknowledge it, for example “I’m sorry I gave you that impression. I’ll work on that.” Remember interviewing is an art and takes practice. Each interview and any feedback provide you with the opportunity to improve.
Don’t despair!
Occasionally, it is just impossible to get clear feedback on the status of the process or the candidate. This is always frustrating, of course. There can be a lot of players and a lot of moving parts involved, so chalk it up to not being the right opportunity at the right time, and leave everyone you interact with the best impression possible. You never know when there might be another opportunity with the same company, or the same person in the future. We’ve even seen hiring managers pass along the name of a person they interviewed to another company hiring.
About the author:
Beth Cliff, High Tech Engineering Recruitment Manager
Beth Cliff has recruited since 1995, with Redfish since 2006, and currently heads up the High Tech Engineering recruiting on the East coast. She is successful at dialing down into the technical details while balancing the total human picture.
April 26, 2012
Effective Risk Management Strategies
By Francis Liska
When evaluating technology solutions, it is important not to lose sight of risks that may prevent your organization from achieving its business goals. On reflection, it is not hard to come up with examples. Perhaps lack of adequate back-up strategies could lead to a loss of data. A hosted or cloud solution may provide some indication that you can get your data back if you leave the service provider, but it might not be in an easily useable format, perhaps putting your business at jeopardy. A vendor may not have a long well established track record, possibly raising concerns about its stability.
Quite often it is challenging for small and medium size organizations to get a handle on the risks they face and as a result risk management is overlooked. As a start, consider your key objectives and ask questions including what can go wrong, how can problems happen and why could they occur. By looking at your options through this lens, you can begin to get a reasonable perspective on the risks you should be concerned with.
Usually no one individual has a full perspective of the risks that could impact your organization. As such, it is necessary to ensure that you include all those who have relevant knowledge of risks that could impact your business as you complete your risk analysis. Completion of a strengths, weaknesses, opportunities and threats (SWOT) analysis relevant to the technology option under consideration may be helpful to identify risks that could impact your organization.
Typically it is not possible to address all risks that have been identified. Risk analysis serves to identify which risks can have a greater impact than others. Risk analysis involves combining the impact of an event with the likelihood of the event occurring using the risk analysis equation which is Risk = Consequence x Likelihood. You may want to rank the impact of a risk as significant, major or minor and rank the likelihood of occurrence as high, medium or low and document your risks in a risk matrix.
Completing this exercise will help you to identify those risks that are more likely to occur and those which may have a greater impact, and help you make decisions about committing resources and effort to manage specific risks.
After risks have been identified and analyzed, the focus shifts to risk treatment. There are various strategies to consider. Risks can be avoided by not proceeding with the activity to which a risk relates. However, such an approach can lead to missed opportunities and elevation of other risks. The likelihood of occurrence could be reduced, perhaps for example by selecting solution vendors with a well-established track record. The consequences related to a risk could be reduced. For example, reasonable assurance could be obtained that data from a hosted or cloud solution provider would be available in an easily useable format if you leave the solution provider. Risks can be shared. A common example of how risks can be shared is through insurance. A firm providing professional advisory services may wish to share risk by acquiring errors and omissions insurance. Finally a decision may be made to retain exposure to certain risks if the exposure is at an acceptable level. Overall, the treatment approach for any specific risk requires a cost benefit analysis to determine the extent to which the cost of treating a potential risk is justified.
Risk management has significant business benefits. Examples include greater potential to achieve goals and objectives, reduced exposure to litigation and non-compliance with legal obligations, enhanced relationships with external stakeholders, and greater likelihood of operating within prescribed budgets.
The Risk Management Standard prepared by a team from three major risk management organizations in the UK, The Institute of Risk Management, The Association of Insurance and Risk Managers, and The National Forum for Risk Management in the Public Sector, is a very good resource for more detailed guidance and direction on risk management strategies.
About the author:
Francis Liska, of the OTUS Group, has a passion for learning and sharing ideas. He is a strategic thinker who excels at carefully considering alternative scenarios to find solutions in a world of seeming complexity. Francis is an owner of OTUS Group, a firm of business advisors dedicated to making businesses stronger. Francis has a blog: Business Perspectives.
April 23, 2012
How to Deal with Job Search Frustration
By William Frierson, staff writer for CollegeRecruiter.com
Author Website: http://www.collegerecruiter.com/
Is your job search getting the best of you? With so many people competing for jobs, it is understandable that you are frustrated about not having landed some opportunity. However, you can’t give up on your search. Instead, learn how to deal with frustration productively. Remember these tips:
Create a goal list which includes target companies, people you have networked with, and any follow ups with job applications you have completed- By knowing what you want to do and tracking your progress, you will have this information for future reference and a reminder of your goal, which is getting hired.
Have your resume reviewed by a professional recruiter or resume writer and make the adjustments needed- It can’t hurt to have someone else look at your resume for mistakes that could make a difference in getting more interviews.
Take a day off- While you should spend much time on your job search, it might be beneficial to take a day away from it. Focusing on something else will loosen you up, and release any stress you’re feeling before returning to the job search.
For more tips on dealing with job search frustration, see the source below.
Experiencing job search frustration is a possibility. How you handle it will factor in to whether or not you land a new job.
Information provided by Paula-Anne Sherron.
-Source-
http://thecareernews.com/newsletter.php?news=2656
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.
April 16, 2012
Retirement Prospects Post Great Recession
 Robert Teal By Robert Teal, CCP, CBP
Lowered 401(k) accounts balances, declining home values, lay-offs, reduced earnings, increased debt levels, all devastated the confidence of many near-retirement age workers following the 2008-2009 financial crash. The natural reaction for many workers is to remain in the labor force and attempt to recoup losses, pay down debt and somehow make-up for their diminished financial status. Postponing retirement age does have the potential value of an increased monthly social security benefit amount. (more…)
April 9, 2012
Staffing & Employment News
Disappointing Jobs Report, But Confidence and Strong Numbers Elsewhere
Friday’s jobs report disappointed with only half (120,000) the jobs created in March compared to the month previous. ADP had announced just prior that the U.S. private-sector employment rose by 209,000 in March. For the three months through February, an average of 245,000 payrolls was added monthly, marking the strongest gains since 2006.
Goods-producing industry employment rose 31,000 after a 29,000 gain in February. For the latest month, manufacturing increased 37,000; construction dipped 7,000; and mining inched up 1,000. Inventory building was a key driver of growth in the October-December quarter.
The unemployment rate nudged downward to 8.2 percent from 8.3 percent – a fall of nearly a full percentage point since the summer. The U.S. economy grew 3 percent in the final quarter of 2011, the best pace in a year and a half.
Prior to March’s employment report, employee confidence reached its highest level since October 2007 according to the latest Randstad Employment Report, hitting 55.5 in March. This is the third month of consecutive increase. Joanie Ruge, senior vice president and chief employment analyst for Randstad U.S. said “It seems as though optimism in the employment picture is outweighing any mixed signals being given by other economic reports. In fact, the Index confirms, from a frontline perspective, an optimistic and hopeful outlook around the number job openings, job stability and the future strength of companies. Although the latest Index still remains five points below the historical high, it also stands 15.4 points higher than our Index’s all-time low of 40.1 in January 2007.”
And American CEOs are also seeing increased momentum for U.S. Economy according to the Business Roundtable’s First Quarter 2012 CEO Economic Outlook Survey. CEOs expressed improving expectations for sales, capital spending and employment, with a notable increase to 96.9 in Q1 of 2012, up from 77.9 in Q4 of 2011. In terms of the overall U.S. economy, Business Roundtable members estimate real GDP will grow by 2.3 percent in 2012, up from last quarter’s estimate of 2.0.
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April 8, 2012
Spring is a joyous time.
Spring is a time of ideas of rebirth, renewal and regrowth. So dig out your festive clothes, renew your connections with folks, re-write your resume, and have some fun.
Happy Spring from the good eggs at Redfish Technology!
April 2, 2012
Hiring Best Practices & the EEOC
In some countries it is standard to include a photo on your resume, as well as your marital status, age, and other juicy tidbits that are considered to be completely out of the professional and legal employment scope in the United States. Including that kind of information when applying for a job seems hard to imagine here in the United States. (more…)
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