Pinnacle Placements

5 Tips for Overcoming Job Search Rejection

2010-03-22T08:06:00.000-07:00

There is not much that is better than the feeling of success when searching for a new job. Let face it, it makes us feel good about ourselves on many levels. It validates us as a person and allows us to move forward in life, giving us the opportunity to contribute to a profession and to achieve our own individual goals. We all want it and strive for it.

Nevertheless, for most job seekers, success is infrequent. Each moment of success is sandwiched between mountains of indifference, rejection and apparent failure. If you've been hunting for a job very long, like many others, you know what I'm talking about. The entire job search process is one big exercise in rejection until you win that job you've been striving for.

So, what can you do to ease the sting of rejection?

Here are five survival tips for dealing with the weight of rejection and failure that dampen the success that we all seek:

Remind yourself that you will find another job
Look at the situation from a big picture perspective; yes, you may feel pressure and anxiety as the process draws out and you may feel isolated and begin to question yourself. Remember that this search process will eventually come to an end. You will find employment that's right for you.

Accept that you are in a process, and allow yourself to feel some uncertainty. One day the answers will reveal themselves to you, and you will find the right job.

Go into sales mode
Successful sales professionals will tell you that success is a numbers game. Salespeople know that every rejection is just one step closer to success. With this attitude, you know that rejection leads to success, and you can put rejection into perspective. Just keep going. Count those rejections, and know that you're one step closer to success -- and a good job offer.

Be careful what you wish for
Often times, when you lose out on a job opportunity, it is because it truly wasn't the right job for you. You do not want to win a job that is wrong for you and then have to repeat the process of finding another job. Personally, I can think of at least four jobs that I was rejected from in my own past - I remember feeling dejected and depressed at the time because I felt each one was the "perfect opportunity" for me. As I look back on them now, I am thankful things worked they way they did.

Stay active and positive
Do something every day to further your search and your professional skill set. Positive action diminishes anxiety and other negative feelings. To prevail in today's competitive job search process, you must have a cast iron will and determination that you will win out. Remind yourself daily that you are one day closer to succeeding at this challenge.

Keep in mind that is also important to keep yourself fresh in the search process by not letting it consume you mentally or physically. Stay balanced by getting regular exercise or doing volunteer work as I mentioned in a recent blog.
Avoid desperation
Good recruiters, HR professionals and hiring authorities can sense this miles away. Lose the emotions, tone and body language of "desperation" and "defeat" in your interviews. Sure, you may come across a particular opportunity that sounds great going in, but remind yourself this: Your world won't come to an end if you don't get this job.

I encourage candidates to think of the interview as two professionals having a conversation about a problem. Think of the interview as a problem-solving opportunity with this hiring manager. It allows you to focus on what the employer needs, not your needs. Now you're able to sell yourself demonstrating the many specific ways you can help solve their problem. That's what it really comes down to.

Once you've determined if you are the candidate best suited to solve the employer’s issue, you will be better prepared to gain their attention, respect and desire to know more about you. You can't get there by walking in defeated and lacking in confidence, showing your anxiety and desperation.

If you recently found a new job after a lengthy process, please let me know what you did to combat any rejection you encountered. I look forward to hearing from you.

Thanks for your time and happy hunting!
David Lammert

Give Them What They Want

2010-03-15T07:15:00.000-07:00

As a recruiter, I have the unique perspective of hearing not only about what employees seek in the workplace, but also about what employers are looking for from successful employees.

Managing and directing a team of people is a large task that takes enormous time and energy from leaders and managers. At times the role of juggling the needs, feelings and actions of employees can be overwhelming. After talking with thousands of candidates I have found that there are some common themes about what they need to be happiest in the work place. These ideas are shared by those who are happily employed and those who are open to or seeking new opportunity.

Attention to the basics listed below can dramatically improve your employees’ morale as well as increasing your employee retention rate and therefore your company’s profit margins.

Here is the list of what I consistently hear that employees are looking for from their leadership.

1. Provide an explanation of the employees role, what they are supposed to do, and what the rules are. Don't mistake this for micromanaging – rather its managing expectations. Give them parameters so they can work within broad outlines. Then, empower them to do what you've asked.

2. Hold everyone equally responsible for their actions. Often times I hear, "I wish my boss would tell Mike that this is just unacceptable." Hold people accountable in a way that is fair but makes everyone aware of what is and isn't acceptable.

3. Keep them excited. Keep them excited about the company, about the service, about the job, or about a project. Let your positive energy rub off on them.

4. Don't forget to recognize effort. Negative reinforcement is everywhere. Motivate employees by leveraging their strengths, not harping on their weaknesses. Make it a point to praise someone everyday. Employees begin to look elsewhere when they feel unappreciated.

5. Don't disrespect an employee. Don't lose your temper because your staff didn't meet your expectations. It's not productive. Fairness and consistency are important mainstays. If you have to discipline someone that's okay, but do it in a dignified manner.

6. Show leadership. Strong leaders impress those that work for them in a variety of ways. This can be through examples of sound management, whether you are a bold and courageous leader or your style is more of a visionary. Strong leaders bring strength to an organization by providing a characteristic that others don't have and the company sorely needs.

7. Give me some space. Give them something interesting and challenging to work on. Trust them with opportunity and decisions. Encourage and be a part of their professional growth and development. You will be rewarded.

8. Put me in a position to win. Nobody wants to fail or perform poorly. Indecisive leaders keep people in the wrong roles, set unrealistic goals, keep unproductive team members, or change direction unfairly. These behaviors just frustrate everybody and make people feel defeated.

Your job is to make it practical for people to succeed. When you do this, everybody wins.

In the future I will share the common themes I hear from employers about what they seek from employees.

Thanks,
David Lammert

When Networking isn't Working for You

2010-03-07T21:02:00.000-08:00

Networking is important; you hear it all the time, especially when you are looking for a job. To do it effectively, it is not only time consuming but for some people it’s downright uncomfortable. You might also ask yourself: if everyone is doing it, where's the competitive advantage for me?

Here's the secret: Most everyone is doing a poor job of it. If you are able to network well (even if you do dislike it) you’ll be well ahead of the pack.

For most people networking is a big drag - something they do only when forced to. There's that luck-of-the-draw feeling about it, especially when you hear stories about how someone was at the right place at the right time. You tell yourself: if you're not a golfer or a regular at happy hour, you're doomed. You'd rather be at home with a book than out there schmoozing strangers who would otherwise bore you; wouldn't time pass more quickly on your couch? At least you're less likely to spend money when you're at home.

Still, despite your preferences, you find yourself out there. But this networking thing's not working for you. Let's look at some possible reasons why and what to do about it.

1. Attending industry and networking events ranks right up there with a visit to the dentist.
Are you more than a little tired of seeing the same familiar faces month in and month out? You feel networking events are a great opportunity to meet people who don't have jobs. But they're terrible for meeting people with jobs. (If you were happily employed, would you hang out with this crowd?)

Your fix: Connections and courage. Make connections beyond these networking-only events. Have the courage to ask for introductions to leaders and experts in your field, to your counterparts in other companies (even your former competitors). Go to conferences and receptions. Go to every event you're invited to. Volunteer to serve on committees.

2. Your calls to friends always end up in voice mail.
You might have burned out your relationships by being so focused on your frustrations in finding a job. Think about your recent conversations. Are you just hearing the sound of your own voice in your memory's ear? Can you even name your best friend's kids anymore?

Your fix: Mind your manners. It's natural to use your friends and industry colleagues as a safe place to vent. But if you just use them as immediate connections to your next job opportunity, you're going to burn out these relationships quickly. Definitely let them know that you're looking for work -- there's no shame there at all. Ask them for introductions to people they might know who would be able to move your search forward (a co-worker, for example, might know someone who knows someone). Don't put them on the spot of always having to say no when you ask them, "Do you know of any jobs out there?" Remember one of the key principles in networking is to give something first. Find a way to give something of value to that person whose assistance you are seeking.

Word to wise: When you are introduced to people, remember to thank your friends (thank all of your networking partners, for that matter) with e-mail updates, even formal, handwritten notes from time to time. Everyone likes to see their friends make progress out of a life crisis, and everyone likes to feel appreciated for the part they played in your journey to better times.

3. You just can't seem to squeeze in the time necessary for networking.
You may be tempted to focus your time on activities you feel will bring a more certain conclusion and that will give you the satisfaction of feeling immediate progress. Yes, you deserve those gratifications of jobs well done -- or, well, at least done. Yet somehow, you just never get around to making those phone calls.

Your fix: Commitment. For starters, commit yourself to a goal. Begin with five phone calls a day. Make it easy on yourself: If you need to, have scripts ready to work off of, so you don't have to start cold with each phone call. Be comfortable (in your desk chair, not your couch). Commit yourself to filling your "funnel" of contacts and leads, just like salespeople do. With every "no" you hear, you still have plenty more phone calls to make and conversations to follow up on ... and no single rejection is ever the end of the world.

4. You're doing everything right and your networking still isn't working.
How do you know it's not working? OK, so the obvious is indisputable: You still don't have a job. But with enthusiastic networking filled with a variety of contacts and introductions, you've set events in motion that you might not even be aware of: People may be talking about you and brainstorming with each other about whom else to introduce you to; someone might be checking with HR right this very minute to see how a position can be created for you.

Your fix: Patience. These things take time. Yes, the mortgage is due. But your alternative, which is to not network at all, will get you nowhere. Keep up your commitment. Keep growing your connections. Remember to be courteous to your friends and expanding your networks.

And the right job will come.

Identifying Resume Fraud

2010-03-01T07:20:00.000-08:00

Resume fraud, or an applicant replacing factual information with “a little white lie” is not new problem. Although the economic downturn may have increased applicant desperation and fabrication, this problem has been around for years and occurs at all levels.

You may recall the well-publicized resume fraud case in 2001 of newly hired Notre Dame Football Coach George O’Leary. O’Leary lost his job within days when it was revealed that his resume contained serious inaccuracies, including claims of a Master’s Degree from what turned out to be a non-existent institution. In the late 1980’s, the Port Authority of New York took out want ads soliciting resumes from electricians with experience using Sontag Conductors. Nearly a third of the respondents said they had experience with Sontag’s. The problem: There is no such thing.

Executive and managerial resumes face tighter scrutiny today than ever, but regardless, some applicants will always feel the need to embellish credentials and accomplishments.

Here are some of the more common deceitful tactics:

1. Fudging Employment Dates
This is the most common practice and is usually done to cover gaps in employment. Be sure to verify dates when confirming employment and make sure application dates match those listed on the resume.

2. Fabricating Past Accomplishments
It is sometimes difficult to confirm inflated claims of achievement. However, ask for specific examples of how these achievements where attained and if the numbers don’t add up, probe further. Speak to references and former managers and try to verify all possible information.

3. Exaggerated Degrees and Education
There are many high-profile examples besides Coach O’Leary which have made the news over the past several years. Be sure to verify the educational institution existence and accreditation online and over the phone when checking an applicant’s claim.

Other areas to pay close attention to:
*Omitting past employers from resumes
*Falsifying the reasons for leaving a previous job
*The Inflation of job titles and responsibilities

Fortunately, there are many different ways to detect and prevent resume fraud, but all require an investment of various resources. Recruiters, HR professionals and hiring authorities are generally less concerned with punishment than with preventing these dishonest individuals from joining their organization. Of course, employees can expect to be terminated when the fraudulent activity come to light. A few states do have criminal codes on the books to punish the abusers which utilize false resume information, but most states do not.

I hope this information will help you when reviewing candidates.

Thanks,
David Lammert

NonVerbal Communication

2010-02-22T12:52:00.000-08:00

Today, with competition at an all time high among job seekers, reading and understanding body language is critical to your success in a job interview. Nonverbal communication equips you to understand what interviewers are thinking, helping you tweak your body language to get them to connect with you ... and offer you the job!

1. The All Important Handshake

The handshake reveals a story about each of us. Do you shake hands softly? Do you come in from the top and deliver a "bone crusher"? Body language experts tell us that aggressive people have firm handshakes; those with low self-esteem have limp, "wet fish" handshakes.

A great handshake is an easy three-step process:

· Make sure your hands are clean and adequately manicured.

· Ensure hands are warm but free of perspiration.

· Execute your handshake professionally and politely, with a firm grip and a warm smile.

Ask a friend or family member to critique your handshake.

2. Seeing Eye to Eye

What's considered an appropriate amount of eye contact may vary in different countries. In North America, 60 percent eye contact is a safe and appropriate amount. Too much or too little eye contact can make hiring managers uncomfortable. Too much eye contact and you may seem too intense; not enough and you risk appearing uninterested.

Eye-contact tips:

· When you meet the interviewer, look her right in the eyes, then think to yourself, "Wow, so great to finally meet you!" This will make you smile, and she'll pick up on your positive mood. When we look at someone we find interesting, our pupils dilate, a phenomenon the other person instinctively picks up on.

· During a job interview, keep your eye contact in the upside-down triangle area of your interviewer's face: from the left eyebrow, to the nose, back up to the right eyebrow.

Warning: Staring at a person's lips is considered sexual, while looking at their forehead is considered condescending.

3. Get it Straight

Posture is a critical thing to master on an interview: Get your posture straight and your confidence will rise with it. Next time you notice you are feeling a bit down, pay attention to how you are sitting or standing. Chances are you'll be slouched over with your shoulders drooping down and inward. This collapses the chest and inhibits breathing, which can make you feel nervous or uncomfortable. Keep your shoulders back and your chest forward. Practice this and notice the difference in how you feel.

Don't stand with your hands in your pockets.

4. Get a "Head" of the Game

When you want to feel confident and self-assured during an interview, keep your head level, both horizontally and vertically. Also assume this position when your goal is to be taken seriously. Conversely, when you want to be friendly and in the listening, receptive mode, tilt your head just a little to one side or the other, nod slightly to reinforce this.

5. Arms Lend a Hand, Too

Arms offer clues as to how open and receptive we are, so keep your arms to the side of your body. This shows you are not scared to take on whatever challenges come your way.

Quieter people tend to move their arms away from their body less often than outgoing people, who use their arms with big movements. Keep gestures within the frame of your body, or you'll risk being seen as out of control. Avoid the negative/defensive action of crossing your arms during the interview.

Here are two common perceptions of hand gestures:

· Palms slightly up and outward: open and friendly

· Palm-down gestures: dominant and possibly aggressive

6. Get a Leg up on the Competition

Our legs tend to move around a lot more than normal when we are nervous, stressed or being deceptive. As a result, try to keep them as still as possible during the interview. You should not cross your legs during a job interview, as it creates a barrier between you and the interviewer and may lead to fidgeting. When you cross your ankle at the knee, this is known as the "figure four," and is generally perceived as the most defensive leg cross.

7. Navel Intelligence

Keep your belly-button in-line with the belly-button of the person you are speaking with (in other words, make sure you are facing them at all times). Doing otherwise suggests you are not fully engaged and perhaps looking for a way out of the conversation.

Increase your awareness of the body language of those around you and your own. It will pay dividends.

Does your Company Value Candidates?

2010-02-15T14:19:00.000-08:00

As a kid I always looked forward to buying fireworks around the Fourth of July. Back in those days, sometimes the fuse would light right away and provide an instant boom. Other times, the fuse would sputter before really igniting into the big flash...much like our economy these days. We know it is getting ready to sizzle, but we must endure the sputtering sparks before full ignition.

Recently, I was conducting a search for a client and for a variety of reasons the client took some time to get back with the candidate at a critical stage in the process. The amount of time without feedback, updates or a brief email or courtesy call had this candidate asking questions:”Do I really want to work for this company? Is this how they treat the people who are working for them now?” and "Will it be like this when I need information from my boss?” Professional treatment is a two-way street. Even if a company does not choose a candidate it is in their best interest to leave them with a good feeling about the process. All companies should certainly leave all their applicants with the sense that they value them for wanting to interview and join their team. Not only will this leave the applicant with a good feeling towards the company, but also imagine what this does for the organizations branding image.

One of the hiring authorities who I have worked with on several occasions summed it up well. ”David, if we do not select a particular candidate to join the team I want them to at least go away from the process knowing we are a decent caring company, especially if they work in our industry. We know that they will likely share their experience with friends, family, colleagues and others, particularly, if we aren't respectful and professional in the hiring process."

Quality recruiters shy away from working with a company when they have a bad reputation in the market for how they treat their people, candidates and customers. The hiring process is certainly challenging, it will have delays, and that’s part of the process. However, your communication (or lack there of) during that process that can certainly affect the outcome.

A good thought for the hiring authority is to treat the candidate with the same care they use with the organizations external customers. It's a simple way to turn a potential negative for the candidate who is not chosen into a positive and defines your company as a great place to work at the same time!

Expand Your Network and Feel Good about Yourself

2010-02-08T06:47:00.000-08:00

When you are in immersed in the process of a job search it is difficult to think of anything else. It seems your days are spent submitting resumes, conducting research on the internet, posting your resumes on job boards, preparing for interviews, contacting those already in your network and attempting to expand it.

It's exhausting, not to mention depressing at times.

One way to expand your own personal development and network is almost always “overlooked”. This rewarding and beneficial task is: Volunteering. It is amazing how many contacts you can make and how many people you can meet while you are helping those less fortunate than you! However, this is not the reason to volunteer - it is just one of the subtle benefits of interacting with individuals who believe in giving back. After all, those who volunteer are people who want to help others.

We all need to give back and when you are in a job search you often have more flexibility than when you are employed in a demanding career. Not to mention it can be a good distraction from the rigors of the process. Take your mind off the search and help others. You certainly have nothing to lose and a lot to gain.

The next time you hear about a “worthy cause” rather than focus only on your needs - give back to others and your efforts will be rewarded.

Enjoy!
David Lammert

Increase Your Employee Retention without Spending a Dime

2010-02-01T08:26:00.000-08:00

In today’s economy, coming up with funding for new programs or anything other than the bare essentials is nearly impossible. However, it is possible to increase your employee retention without spending a dime. All it will cost you is a little brain power.

Almost everyone is feeling the pressure, stress and increased anxiety as the economy takes baby steps towards recovery - owners, managers, and spouses - even the stock market is jittery. As your employees are inundated with negative news, it is important to recognize the pressure they are under. If you simply stick with the attitude: “they should be happy they have a job” you might just end up with lower productivity and a mass exodus as the economy improves and new jobs become available.

You must also be careful that the timing of your actions is in sync with the employees and keeps their feeling in mind. For example, a simple redistribution of salary dollars can cause a negative ripple effect. If you make a strategic move, like hiring more sales people to show you are committed to improving revenues, but have recently laid off other employees, the negativity that is created with the remaining staff can completely negate any positive impact.

So, what can you do to increase short term morale and long term retention without spending money?

* Offer new or extra incentives for measurable increases in productivity, revenue or in cost savings. A simple move like this can potentially get your team to stop thinking negatively and to focus on creativity and competition. Competition makes us all better at what we do. Although there is a possible payout, increased revenue and/or decreased spending will offset this expense.

* Take time to meet with your staff weekly. Take a few minutes to sit with your staff with no particular agenda. Let them share ideas, vent or talk about their kids. You will be surprised at what this will do for their morale and what you might learn about them that will help you head off problems in your company or department.

* Allow more flex-time with your employees work schedules. The total hours your employees work will be the same, but some flexibility may allow for increased production overall.

* Consider an upgrade in title. Chances are in the last 12 to 18 months you have increased your employees’ workload and they have seen no pay increase. So, make them feel good about themselves and that you recognize the value of their contributions by upgrading titles to Manager, Senior Manager, or Director.

Small changes like those listed about will likely pay you back many times over. Let me know what decide to do in your firm.

David Lammert

Why You Aren’t Getting Interviews

2010-01-25T06:46:00.000-08:00

This first step of the hiring process can be a difficult and frustrating one. Many times a candidate will tell me they came across a perfect job, submitted a resume and cover letter and never heard from anyone. This unfortunate series of events happens to almost everyone at some point in their job search.

If you find this happening to you repeatedly it could be for a variety of reasons, some of which are listed below. Appropriate changes to your process could illicit different and more positive results.

1. You’re Not Being Realistic
You may not be as qualified as you think. Recruiters and hiring managers have specific criteria they are looking for from candidates. Just because you have held a position with the same job title does not mean you are necessarily qualified for this particular position. There are many factors considered in the selection of a candidate including length of experience as well as the size and scope of the roles you’ve held. All positions are not created equal.

2. You Have Too Limited of a Focus for Your Search
Large companies and industry leaders are great to work for. That being said, it needs to be understood that there is a tremendous amount of competition for their jobs. I am not suggesting you don’t include there types of organizations in your search, however, try not to limit yourself to only the big players. Most of the businesses in our country are small to mid-size and they have difficulty finding good candidates.

One more tip: If you have submitted your resume on-line to a company once, they have you in their system. Don’t keep applying for different jobs on the company website, and certainly don’t reapply for the same job more than once. If they are interested in you they will contact you.

3. Your Cover Letter and Resume Don’t Set You Apart
Make sure your cover letter is specific to the job you are applying for. Avoid a cookie cutter approach. Reference specific qualities and talents you have and how they fit this particular job. Let the reader know how you can benefit them.

Customize your resume to highlight your experience and your achievements which match the job you are applying for. You may need to have more than one resume. In today’s marketplace, if your resume doesn't highlight your measurable achievements, you will get very little traction.

Lastly, proofread, proofread and then proofread again.

4. Your Approach is Unmotivated or Lazy
Follow directions to the letter. Companies are very particular about how you submit resumes and fill out applications. If you cut corners, you will dramatically reduce your chances for consideration.

5. You aren’t using the Correct Keywords
The words you use in your objective statement need to be both relevant and current. Companies and sites like Monster.Com use software that scans your resume for keywords to help determine which candidates to contact. Even hiring authorities and recruiters who review your resume will be searching for keywords relevant to the job and the candidate they seek. Make sure your resume contains the words which are pertinent to your experience and skills.

6. You haven't used Your Network to Help You
One of the best ways to set yourself apart from other candidates is to get someone from your professional network to help you identify the correct contact within the company you wish to work for. A common contact between you and someone in the organization greatly increases your chance to be noticed. This also gives you a point of contact to follow up with after you apply. Do not overlook the importance of who you know.

The steps above should dramatically improve your chances of landing an interview – a first, but critical point in the process of landing a job.

Thanks for reading!
David Lammert

Top 5 Career Ending Miscues

2010-01-18T07:37:00.000-08:00

We are all human, and humans are prone to error making. Although an error here or there is to be expected, I am often amazed at the amount of avoidable career mistakes people make. Unfortunately it’s usually these mistakes which can have the most dramatic impact on your life and career. Our careers are like a sporting event; those who make the fewest mistakes usually win the game. Talent alone is not enough to ensure the “W”.

Here are some of the top career mistakes that can and should be avoided:

1) Get Real

In today’s world - everyone is expendable. Take your ego and pride out of the assessment and look at your overall performance and contribution. If others at your level are succeeding and you are not, find ways to improve. Do not spend time moping about or complaining about what you need in order to complete your tasks and do better overall at the job.

If your approach isn't working change what you are doing. Ask peers around you for an honest assessment of how you could improve.

Simply put: Find a way to make it happen.

2) Don’t simply show up

Ask yourself: Why do organized sports teams practice? They want to optimize their performance during game time. They want to make sure that they are prepared to cover contingencies.

The same principles apply to the workplace. You should be at the top of your game; know the details of your work assignments and make sure you understand your P and L statement and the needs of your sales accounts. Keep current, don't miss deadlines and be proactive.

3) Take responsibility for you actions (or lack of)

Sometimes the mistake is not what you did, but what you didn't do. While you can't control everything, admit miscues within reason, mitigate the damage and share problems as they occur. Come up with solutions to go with the issues that arise. Use what you learn from the experience to insure that mistakes are not repeated.

4) Make yourself valuable

As I said earlier, everyone is expendable. However it is possible to provide more value to your organization than others and see benefits from doing so.

First, concentrate on your direct responsibility. If you are meeting all of your objectives, go to your boss and offer to take on additional assignments.

5) Identify your skills and improve them.

We work in the world of “what have you done for me lately”. Yesterday's achievements have to be duplicated and improved upon in order to succeed.

Take advantage of the resources at your fingertips to improve your knowledge, your skill set and your learning ability. In addition to having technical skills you must have some political savvy and ability to influence others in order to maintain and improve your career path.

Avoiding these errors will go along way toward ensuring a stable career.

Empower yourself to succeed!
David Lammert

Employers Need to Brace for Change

2010-01-11T07:12:00.000-08:00

Last week The Conference Board released its most recent survey (www.conference-board.org) regarding U.S. employee satisfaction levels. The results are alarming. At a time when you might think that most people would be happy just to have a job, a clear majority (54%) are unhappy with their current job. If this wasn't disturbing enough, two more statistics add to the alarming news. The first, dissatisfaction is not isolated to one age group or income level but can be found across a variety of age groups and income levels. Secondly, nearly 25% of those polled expect to be in a different job next year.

Employers need to act simultaneously and rapidly in two key areas. First, employers need to improve the work place experience beginning with the onboarding or orientation process. From the very first day on the job, the overall impression an employer gives, as well as the tools and information provided to an employee can help determine the overall experience a new employee will have. Onboarding programs are not only vital to the efficiency with which employees will perform, they also improve retention rates.

Secondly, employers must be proactive with their hiring process in case the statistics above prove true. With an improving economy and increasing confidence, employees may begin to switch jobs before you are ready for them to. You don’t want your company stuck picking from the players nobody else wanted. Identify your organizations needs now and start brining those people on to your team now.

Thanks and Happy New Year!

David Lammert

Be your own best friend, not your own worst enemy

2010-01-04T11:17:00.000-08:00

It's safe to say that everyone looks for a fresh start around New Year’s. It’s a time to take the lessons learned from a challenging 2009 and move forward with a renewed mental vigor. It’s a time to show our resilience and use our individual gifts to make valuable contributions for the world around us.

It’s a time to reflect and whether you are an employer, a candidate (or both!) you should take a moment to look back at 2009 before moving ahead in 2010.

Employers - it's important to realize that while we have a high level of unemployment, top notch talent is still hard to find. Even in today’s market, it’s as difficult as ever to find those employees who turn out to be gems. Don't fall prey to the idea that it is a buyer’s market when hiring. Yes, you will have more overall candidates to choose from, but many may fall short of the "A" player level you expect.

Candidates, in the current economic climate many employers have the mindset that top level talent is easily had when they are ready to hire. Because the bar is set higher than usual in the employers mind, you had better be prepared to exceed these incredibly high expectations at every phase of the hiring process. From properly formatted, error free resumes to applications filled out neatly and completely along with finely tuned interviews skills. These are just the very basics. Much more goes into what can make or break you as a candidate.

I look forward to working with you all in 2010 and to continue providing organizations the top level candidates they need in order to achieve and surpass their business goals.

Being the Best Leader You Can Be

2009-11-23T12:56:00.000-08:00

While the challenges of the past year have been many, the topic of leadership and what it takes to be a leader in the current environment is one that needs further examination. Many organizations have not spent an adequate amount of time examining the minefield of maintaining proper leadership in business today. Leadership in my mind includes: hiring, directing, guiding and developing your team or organization.

While this is too large and exhausting a topic to fully cover in a single blog, I’d like to share some of the characteristics I feel are important to have as a leader. I have gathered these from countless conversations with Owners, CEO's, President's, Mangers and staff personnel. Several themes are consistent regardless of the level of individual I hear from.

Whether you are an individual contributor or manage many, take some time to reflect on your leadership style and think about ways to improve in the coming year.

Below are some of the qualities I feel are more important than ever to have as a successful leader:

1) Accept your Role
Employees are looking for leadership and for someone to advise them on how to be most successful in an organization. People are hungry for direction and a leader to communicate this to them. Commit yourself to studying the dynamics of successful leadership as much as you do to the day to day aspects of specific job. If you are a successful leader business success will follow.

2) Be Proactive
Don’t lead from a reactionary mode – anyone can do that. Get ahead of the curve. Understand the difference between tactics and strategy and plan for both the long-term and short-term future. Consistently reassess your plans and strategy to make sure they are still on point and that your goals and direction are still applicable.

3) Drive Change
Your competitors’ leaders are always looking for a way to do things differently. If you aren't willing to change they will pass right by you. Don't fear the failure that may come with change. Accept that as part of leading. People aren't looking for perfection from their leaders, just answers.

4) Be Human
Create commitment from others by recognizing them, communicating honestly and rewarding them.

5) Be a Sponge
I know the information age seems overwhelming at times. However, we must take advantage of it. Learn new business and technical skills. Are you using social media to your advantage??? LinkedIn, Twitter and Facebook are only the beginning. We must use the resources around us.

We must ask ourselves:
*What are we doing to develop and improve our leadership skills?
*Are we doing enough to help those around us improve their leadership abilities?
*If we are taking some steps, what more can we do?

I hope you have found some items to reflect upon as we approach 2010.

Enjoy the Holidays!
David Lammert

Keeping Motivated During Your Job Search

2009-11-11T10:22:00.000-08:00

It can be difficult to stay focused and motivated if you are out of work and are seeking a new opportunity. During the transition period between jobs there is typically an abundance of free time. Managing this “found” time can have a tremendous impact on your mental well being, as well as your ability to find new opportunities.

This blog is dedicated to providing you tips to staying fresh and motivated:

1) Stay Focused
This is not the time to become a cable news junkie, reality TV junky, or to start your Netflix account. Finding a new job is a full-time job all on its own. The time and investment it will take to become employed once more will likely be far more extensive than you might expect. Today, the average job search takes from 4.5 to 14 weeks. The higher you have been and are looking to be on the food chain, the longer it will take. Plan accordingly.

2) Polish Yourself
Rejection will be plentiful. My recommendation is to find an activity where you know you can achieve success and better yourself at the same time. Spend some time in the gym or acquire a new skill that will be relevant to your career. Surround yourself with positive people and activity.

3) Stay Current
Keeping in tune with events within your industry is extremely important. Attend ASIS meetings, reconnect with industry colleagues, and study new trends in your industry. Stay connected to avoid feelings of isolation and to remain relevant.

4) Identify Your Specialty
The work place is becoming more and more specialized. Do you know what you are really good at? If you don't, how can you market yourself to recruiters and employers? Many on-line self-assessments can help you identify your talents. One of my favorite experts on this subject is Markus Buckingham. Check out the book by he and Donald Clifton titled “Now, Go Discover your Strengths”.

5) Find balance
This is a stressful time. Do your best to find balance between activity related to finding your next position and taking some time for yourself and allowing yourself some moments of mini- vacation.

I look forward to your feedback and hearing what you or someone you know has done to help get through a job transition. Please send me an email at david@pinnacleplacement.com with your tips and suggestions.

More to come!
David Lammert

Ten Keys to the Correct Hire

2009-11-04T10:05:00.000-08:00

Okay Mr. Employer, you have identified a candidate who has the basics skill set and qualifications you are seeking to hire. Now it's time to delve a bit deeper. Have you done all the due diligence necessary to insure that this will be a good hire? What else should you look for to help you select the proper candidate?

After a week off on vacation and week off of blogging, this week’s blog will spend some time looking into key areas of concern to make sure that this candidate is the right candidate.

1) Problem Solving Skills
Let's face it, no matter what the job title says, problem solving is a key role of every position. You need players who can adapt on the fly to the constantly changing parameters and challenges of customer needs, competitors practices or organizational changes. Those who are resistant or slow to react will keep you from achieving your goals.

Ask candidates to identify specific situations of how they solved a work-related challenge. Allow them to explain the details of their response to a crisis and how their response assisted the organization they were working for.

2) Overall Contribution
Plain and simple, you hire employees to increase revenues or to decrease costs. Identify the metrics which you will use to determine success of the employee. This is easier for some positions than others, but, it can be done for all positions.

Once you have the metrics in place, do your best to select a candidate who has produced similar results. Ask the candidates to explain the metrics for which they were measured in previous roles. If they weren't measured by their supervisor, it is a great indicator of their self awareness and motivation to see if they measured their own success.

3) Previous Work History
Few organizations have the luxury of comprehensive training programs. For this reason, make sure candidates have enough relevant work experience for your position so that they can hit the ground with a running start. Transitioning from similar size organizations and similar cultures will increase the likelihood of success.

Ask candidates to describe the kind of atmosphere in which they do best. Ask them to go beyond generic descriptions such as "it was a team environment" in order to really determine the culture they worked in and whether they will fit into your environment.

4) Enthusiasm and Motivation
Those with sincere drive and initiative will quickly rise to the top of your team. Generally, these individual raise the level of play of those around them making all the members of your team better.

Ask each candidate what motivates them; you might be surprised by some answers. It is desirable for your team members to be motivated by differing elements. Some seek external gratification such as peer recognition or compensation. Others are driven by family motivation or internal fulfillment. Enthusiasm is contagious. Make sure your team has it.

Ask candidates to tell you about a time when they went above and beyond the minimum requirements of their job and make sure to ask what reward they find the most gratifying.

5) Ability to Work as an Individual and on a Team
You are looking for candidates who are able to self motivate and produce on their own as well as being successful working in tandem. We all have experienced the loner at work, as well as someone who cannot get anything done without the help of co-workers. Seek those who have the ability to do both.

Ask which way they prefer to work - alone or as part of a group. Lean towards those who are comfortable in both settings, or at least make sure that your total team has an balance of both.

6) Jugglers
In this day and age when everyone is required to do more with less, target candidates who are eager to learn new things and enjoy variety in the work they perform. Chances are they ambitious and inquisitive. These two qualities generally rank high among successful individuals. Multi-tasking is essential.

Make sure to ask the candidate to cite examples of effectively managing a variety of tasks simultaneously.

7) Cultural Fit
First, make sure you have an accurate perception of the culture of your organization. Then seek to determine if this candidate is an automatic fit, or has the ability to adapt quickly.

Have the candidate describe the ideal cultural fit for them; for example "a company that offers work-life balance" or "a team oriented atmosphere". Ask them to explain and expand on how they would specifically measure that. These terms can mean completely different things from one person to the next.

8) Professional Resume
This is a candidate’s personal brochure and marketing plan. It is a reflection of that individual and it will tell you much more about them then their work history. In my years of recruiting I have found a correlation between the quality of the person and the quality of the resume.

Those who take the time and effort to research, format, and style their resume to convey its intended message will also likely invest the same pride in the work they do on your behalf.

9) Internet Identity
Aside from the background checks and skills testing you may perform on a potential candidate, also take the time to check the social networking sites. You can learn a lot to confirm or deny your instincts about the candidate by what their Facebook picture shows or what they last tweeted.

10) Staying power
If you are investing the resources to successfully hire and on-board candidates from outside your organization make sure they are interested in staying long enough to make it worth your investment in them. Determine their short and long-term career path goals.

Make sure they ask questions during the interview that demonstrate an interest in growing with the company and that their goals are compatible with advancement opportunities in your organization. You do not want them to feel boxed in after a relatively short period of time and then likely to look elsewhere for growth.

Enjoy!
David Lammert

Are you readying your firm for the coming generation gap?

2009-10-19T08:35:00.000-07:00

American Firms have certainly faced some challenges as of late; a recession is no easy fete to survive. However, another challenge looms just ahead. With the economy seeming to be in recovery, the Dow once again hovering around 10,000 and your 401k inching towards its pre-recession balance, the baby boomers are also nearing their retirement age creating a potential mass exodus from the workforce.

Many experts believe that the baby boomers lead approximately 80% of American firms and that the mass retirement of so many senior level individuals in the same general time period will lead to one of the largest talent shortfalls of all time. Of course, waiting anxiously in the wings are the young “up and comers” from Generation X and Generation Y.

It’s not just the population numbers you must consider (both Generation X and Generation Y are smaller than the Baby Boomers Generation); there are distinct generational differences of the future workforce for your company. As you prepare your organization for the future, you must consider these differences and the affect they could have on the culture of your company. In particular, the difference between the Baby Boomers and Generation Y workers (also known as the Millenials or the Echo Boomers) are substantial. Traditional recruiting methods, values and norms will need to be revamped as your workforce changes.

One example, job hopping – thought to be a negative indicator in the baby boomer generation, job hopping is considered the norm for the younger worker and is not necessarily an indicator of concern.

As you prepare for the next generation, I thought it might be helpful to outline a few other characteristics of the fastest growing segment of today’s workforce, Generation Y:

* They seek challenge, diversity and creativity in the workplace. If any of these characteristics are lacking they will not hesitate to seek a new employer.

* The fast-track and desire to work your up within an organization is not a priority - work-life balance is.

* There is an ability and desire to work hard, but in return, there is an extremely high expectation for the employer. In most cases, what the worker has as an expectation of for the return on their investment of time is higher than what employers are currently offering.

According to a Lee Hect Harrison Survey I recently reviewed, with the inter-generational differences that exist, as many as 60% of American Companies will experience tension in the workplace. It is my suggestion that a wise organization needs to begin bridging the generation gap now.

More to come!
David Lammert

How Effective is Your Sales Team?

2009-10-12T08:14:00.000-07:00

As a Recruiter who specializes in the Security Industry, one observation I've made is that a large portion of our customer base has a significant sales staff to promote and sell their products or services. In difficult economic times, like we have been recently, these same organizations typically turn to the sales department to increase revenues. If an organization did not utilize a sales staff, some firms even create a sales team when they previously haven't had one.

In either case, I think there are some very important questions you need to ask yourself to assess the effectiveness of your sales team. Some of these questions can even be applied to the security department within your company.

1.) Have a clear and precise answer to the question of why your customer should buy from you.

Some would call this the value proposition - elemental, yes. However, many times organizations and sales people grapple to present the basic idea of a value proposition in a compelling fashion. In some cases, this is the fault of the company leadership for failing to identify it. Knowing who you are within an organization is a key to future success. Make sure you have solid story that is easily told. If you already have a value proposition, re-examine it now.

The landscape has changed within the past two years, not just for your organization, but also for your potential customers. What they need now is different from what they needed even a year ago. Along with this, your value proposition may need to be tweaked.

Within your security department, you need to be able to articulate what the value proposition is that you contribute to your organization. It serves as a great way to assist in justifying expenditures, and can assist with your overall job security.

2.) Have a plan in place to measure the effectiveness of your sales (or security department) effort.

Do you have a plan already? If so, what are the elements? Have you compared them to industry standards? Are your expectations realistic? Be careful not to set yourself up for failure.

3.) Take advantage of all the tools at your disposal.

I know many are tired of hearing about social media; however, its impact on us is undeniable. Are you using a combination of these tools? All though some of these sites do have a fee, many are free and can drive traffic and increase awareness to your customer base. Learn about them - because they aren't going away. Experiment and take educated risks.

4.) Have the right people with the right skill sets on your team.

Have you established the criteria you will use to identify and select the sales staff or are you playing it by gut feel? What works for you--hunters, farmers, telemarketers, a national sales force or a combination?

5.) Have a compensation plan that is going to inspire your sales team to produce the results you want.

Is there an appropriate level of shared risk? All levels of the organization should be asking this question - CEO'S, sales management, operational team members, and sales people. Make sure you are ahead of the curve. Sales people are motivated financially in almost every case - yes, it's a stereo type, but for good reason. If you want stellar performance from your business development team, make sure they are able to be financially rewarded for their successes, and have clear goals so they can be held accountable.

ASIS 2009

2009-09-28T09:22:00.000-07:00

For those of you who were able to join in on the ASIS festivities last week, I hope you found the trip as rewarding as I did. I felt Anaheim was a good venue (and who can complain about that sunny Southern California weather!) with plenty of hotels in close proximity to the convention center, which was ideal with three compact levels allowing for easy manuevering between sessions, the exibit floor and meeting rooms.

I believe that this years ASIS conference was a great success. While attendance my have been down slightly from years past, it seems as though everyone who was able to attend seemed to have a sense of purpose in being there. Those I spoke with shared a dedication to Security Industry and a hope of learning the latest and greatest and improving their personal and professional offerings.

The industry's future is bright - I saw a nice mixture of experienced individuals as well as eager up and comers. Professionalism continues to rise as does passion for personal development. I felt that the show offered a reassurance that security professionals are begining to see themselves in a broader scope - as team members who have many skills to contribribute and a business approach to their discipline.

In talking with employers, many are already making plans to add staff in 2010 and some are begining that process now. The pent-up demand I have refered to before is definitely in force. Organizations who do not remain ahead of the curve have the potential to lose key staff members and could quite possibly be forced into a reactive hiring position. This, of course, has the potential to further delay their economic recovery. In other words, I believe the war for talent is on.

I look forward to sharing more information in the next few weeks about what I leared in the several seminars I attended, from my conversations last week and what's ahead.

Make your plans now for ASIS 2010 in Dallas (October 12-15, 2010).

Thanks for reading,
David Lammert

2009-09-18T07:27:00.000-07:00

I am packing my bags and heading to Anaheim for the ASIS Seminar and Exhibits and hope to get the chance to meet with you.

I would enjoy discussing what career opportunities might be available to you or to see if I have the ideal candidate for your current opening. Please contact me to set-up an appointment time.

I look forward to meeting with you!

David Lammert
Direct: 415-495-7170
Email: david@pinnacleplacement.com

For more information on the show: http://www.asisonline.org/

2009-09-08T07:19:00.000-07:00

The ASIS International 55th Annual Seminar and Exhibits starts on September 21 in Anaheim, CA.

For more information on the show: http://www.asisonline.org/

I will be attending the show and would look forward to meeting with you to discuss your career and how I can assist you with your personal and professional advancement or to see if I might assist you with filling your openings and planning for future growth and openings within your organization.

Please contact me to set-up and appointment time.

I look forward to meeting with you!
David Lammert

Direct: 415-495-7170

Email: david@pinnacleplacement.com

Last Chance to Make a First Impression

2009-09-03T11:19:00.000-07:00

As we have discussed in previous blogs, as the economy shifts in a positive direction there may be more of an opportunity to select new individuals to join our team, both due to potential expansion and growth, or the attrition on current employees.

Be prepared, you only have one chance at a positive first impression for these new hires and, to be honest, you might be a bit out of practice for how to orientate and acclimate a new employee to your company.

I found the attached interesting and hope you do as well.

Enjoy!
David Lammert

Employee Onboarding: One Chance for a Positive New Employee Experience
Abridged: www.about.com; By: Brian Platz

In the talent management universe, the new employee orientation and mainstreaming process is known as “employee onboarding.” Keeping in mind that you never get a second chance to make a first impression, your business should make absolutely sure that new hires feel welcomed, valued, and prepared for what lies ahead during your new employee orientation or onboarding process.
The following four key points will help you get your newest team members on track, up to speed and “on board” so they can start contributing to your success as soon as possible.

Familiarity Breeds Contentment
A friend recently married into a large family and was overwhelmed with the sea of new faces, names and relationships. To ease her transition, a well-meaning uncle prepared a set of flashcards, complete with photos, names, hometowns and professions. Thanks to his efforts, she knew that the woman making the tearful toast at the wedding was her mother-in-law’s first cousin.

A similar approach will help familiarize new hires with the corporate family tree and could help avert embarrassing situations such as the new hire who asks a stranger for help with the fax machine, only to discover later that he was the CFO.

Rather than flashcards, a “who’s who” area with photos, names and titles on your company Intranet will do the trick. Offline, a simple bulletin board with staff pictures, names, and positions will get the job done.

Let New Employee Orientation Be Simple and Interesting
The employee onboarding period can be quite complex and uncertain. Consider the experience from the employee’s perspective, and then make an effort to make it fun, interesting, exciting, painless, and as simple as possible. If you do, you will make your new team member feel valued, wanted, interested and excited. By engendering these positive emotions from the word go, you make the new employee want to do great work and add great value to your organization.

One easy solution is to post new employee orientation schedules, materials, benefits forms, and an extensive FAQ about the company on an Intranet that is accessible to new hires fom a link in a welcome email before their first day on the job. By providing some information in advance, you eliminate a common source of new hire angst and give them a better chance to start off on the right foot.

Don’t Make New Employees Learn “The Hard Way”
Every workplace comes with its own set of rules and regulations, benefits and bonuses, nuances and traditions. Don’t make your new employees learn these things the hard way. If your company observes a “casual Friday” rule, make sure all new employees know this before they show up at the office on their first Friday in a neatly-pressed suit.

Every company offers a range of benefits and perks. They’ll seem even more valuable if you make sure your new employees know about them from the onset. Give new employees an easy way to keep track of exactly what they’re eligible for, and how they can take advantage of these benefits.

This applies to social functions as well as benefits packages. If your company plays in a corporate softball league, let the new guy know right away. Welcoming the whole person, rather than just a set of job functions, will help new hires more quickly assimilate to your corporate culture. And you never know – maybe that unassuming new financial analyst will be the secret weapon that your team needs to shut out your fiercest rival.

Again, post policies and procedures in writing somewhere convenient. Verbal mentions during a marathon new employee orientation session can easily go unheard, especially on a new hire’s first day in the office. Similarly, a stack of papers and reminders can easily get lost in the shuffle. An online resource that is regularly updated, and always accessible, is the best practice when it comes to information sharing.

Make New Employee Orientation Personal
Don’t make day one all about paperwork. Instead, prioritize interpersonal relationships with key colleagues. Consider assigning welcome mentors to each new hire, so they can immediately get a feel for the personality of your organization. This day of first impressions will have an enormous impact on the employee experience, so make it a good one.

Of course, some paperwork must be handled on or before the start date. Keep in mind that when your new hire goes home to tell his family about his first day on the job, he would rather have something more exciting to report than, “I filled out over 30 forms.”

When it comes to documentation, get the key documentation on file in advance or as quickly as you can on day one. For everything else, create an online hub where new hires can find materials as they need them. Once they’ve settled into their new job, send a reminder email that certain materials are available online, and encourage them to frequently visit the Intranet for information.

When it comes to onboarding new talent at your company, the Internet is the most powerful tool in your toolbox. A web-based employee onboarding system will let you standardize, streamline, track, and coordinate every step of the process, all while making your company’s most recent hires feel valued and supported.

It’s been proven that happy employees are more productive employees. So, if you’re looking to drive bottom line results with state of the art talent management tactics, it’s time to get “onboard.”

Focus on the Positive

2009-08-27T14:32:00.000-07:00

Although it seems like it would be common sense, focusing on the positive rather than the negative is not always as easy as it sounds. It takes a deliberate attempt and focus to not only gain insight into your employees primary strengths, but also to spend as much if not more energy on improving these skill sets rather than only investing time, energy and training on the areas where they struggle.

I am not advocating ignoring the areas that need improvement, certainly, this is also an important point to focus on however, and if your employees’ strengths are heightened they have the potential to be even better contributors to the organization and to your team.

Enjoy!
David Lammert

Help Develop Employee Strengths - Not Weaknesses
Abridged: www.about.com; By Susan M. Heathfield

A management philosophy, that flies in the face of conventional thinking, compels you to help employees develop their strengths by deliberate practice. This is a substitute for helping employees develop their weaknesses, a concept more traditional in management thinking.

This theory was proposed by Marcus Buckingham and Curt Coffman in in First, Break All The Rules: What the World’s Greatest Managers Do Differently as a result of the Gallup organization's interviews with 80,000 effective managers.

On top of trying to complete their daily work and achieving their annual goals, employees have a finite amount of time for development. Spend the time on what matters. Develop employee strengths - not weaknesses, and in the process, train your management philosophy and company culture.

Using myself as an example, I'm good with people and good at conveying common sense, applicable information. I'm not very good with mathematical story problems though I can add columns of numbers like a speed demon. No matter what, I will never be good at solving complex mathematical problems. Could I get better? Probably. But, why not spend my time honing my strengths? I'll bet you have a parallel in your life?

Yet, the traditional approach to developing employees, one of the critical factors in employee motivation, has been to identify weaknesses, often during an annual performance appraisal meeting. The employee is then sent to training or just told to "get better" at whatever his or her weak area is. Now, if the area of weakness is critical to the employee's job success, developing the weaker area might make sense. But, more likely, the employee is in the wrong job. Consider matching the employee's best skills to your company needs in a different job.

In another personal example, I have always been a good writer. But, strengthening that skill over the past eight years, writing online and for publications, has made me a better writer and a faster writer. Writing is definitely a skill that can be developed if you approach it with deliberate practice.

Once I started writing every single day, with hours of practice and a deliberate commitment to growth, I continued to develop the strength. I still work on my writing every day. I'm sure you have a parallel in your life - or you could. What skill should you develop daily for your own career and your employer's needs?

Raise the Bar

2009-08-21T07:01:00.000-07:00

One of the keys to long-term success in business is constant improvement. We’ve discussed in several blogs lately the need to continually access your skills set and to be objective about your place within the organization for which you work.

Here is an additional article with some great tips and recommendations for how to allow continual improvement in the workplace. Hope you enjoy!
David Lammert

Keep Raising the Bar
Abridged: www.wallstreetjournal.com; By: Alexandra Levit

As a society, we're obsessed with achievement. But what happens once you're considered objectively successful, with a great salary and a job that energizes you? It's easy to rest on your accomplishments and your way of getting work done, perhaps even feeling there's not much left to learn.

But in this economy, you can't afford to sit back -- even though it might be tempting.
"Successful people fall into the trap of thinking they don't need to change anything because their behavior is working for them," says Marshall Goldsmith, author of "What Got You Here Won't Get You There: How Successful People Become Even More Successful." "Every time they get promoted...they get positive reinforcement even when certain skills are lacking."

Know Your Weaknesses
But examining where you might have shortcomings can make or break a career.

David Hale of Columbia, S.C., quickly rose to the top of the military police force and was granted the highly sought-after position of polygraph examiner with the Army Criminal Investigation Command.
"I was my own biggest fan, and being cocky, I would try to force confessions from suspects either prior to or based on their exams," he says. But he didn't take the time to understand that criminals are more likely to confess to people they like and trust. "My results fell way below other examiners," Mr. Hale says.

Mr. Hale didn't realize he needed to change until his boss transferred him and said that if his confession rate didn't increase, he would be fired. He studied forensic interviewing, worked on relating to subjects on an emotional level, and pursued courses in leadership, counseling and psychology. Eventually, Mr. Hale began to rise again in his career, and he became known as one of the top polygraph examiners anywhere.

Necessary Skills
Becoming as successful as you can be -- after you've already climbed part of the ladder -- means you need two things.

For starters, you need outstanding people skills: Listen carefully, think before you speak, reciprocate favors and manage conflicts diplomatically.

Second, you must regularly take a hard look at yourself and address your weak points. For example, if you have a communication issue with one person or a group of people, step away from the blame game and ask yourself, "How can I be better?" Make sure people are honest with you by requesting feedback anonymously and confidentially.

If you're employed by a large organization, consider contacting human resources to see what training is available. You may have the opportunity to take leadership-development courses online or in-person for free.

But the most important thing to keep in mind is that just because you're skilled or talented in a particular area doesn't mean you should simply pass go and collect your $200.

I, for instance, was hesitant to work with a speaking coach because my audience evaluations didn't mandate it, but once I learned that the top speakers in the world -- from Tony Robbins to President Barack Obama -- have worked with coaches, I changed my mind.

How to Stay on Top

2009-08-14T06:57:00.000-07:00

A wise person once told me that “offense is the best defense”. Being aware of your standing in the work environment is as critical now as ever; however, being cognoscente of some of the major pitfalls that could encourage your demise in the work place may even be more important.

Part of the plan to stay employed: be aware of all the things you are doing well and improve upon those areas where you provide less than stellar results. Being honest with yourself and candid about where you exceed (and where you miss!) expectations will ensure a lengthier tenure.

Below is an article discussing the “10 Ways to Damage Your Career”. I hope it begins a journey of potential self-discovery or confirms that you are on the right track for a solid employment future.

Enjoy!
David Lammert

10 Ways to Damage Your Career
Abridged: www.careerbuilder.com, by: Rachel Zupek

All workers share the common fear of getting fired. Today, people are not only scared of being fired; they fear getting laid off from their jobs. Neither is a situation any worker wants to face. What's worse, many factors that play a huge role in making these decisions are out of your control, such as the economy, performance and longevity in the company. To best avoid being faced with a pink slip of any kind, employees should make sure they aren't doing anything to themselves that might affect this decision.

Avoiding self-destructive habits at work seems like common sense, but reasonable thinking is sometimes forgotten when employees try to stand out or learn new habits, styles and techniques in order to stay afloat in their lines of business.

To avoid your own career self-destruction, avoid these 10 habits:

1. Not keeping track of your accomplishments
Let's say the boss is deciding whether to keep you or your co-worker on board. He sits you down and asks, "Why should I keep you?" If you have nothing to show or tell to prove your case, chances are, you'll be the one getting the boot. Additionally, it's good to keep a running list of awards, promotions and accomplishments to showcase when it comes time for annual performance reviews or when asking for a pay increase. Plus, you never know when you'll end up looking for new work. If you don't keep track of all the good you've done, you might not remember them when it's time to update your résumé.

2. Not keeping your skill set current
The business landscape is ever-changing, as exemplified by this tough economy. Right now, you're just trying to keep your job and the best way to do that is to show your employer they are getting the maximum return on their investment: you. Keeping your skill set current, along with expanding it, will show your employer you're worth their money, especially when companies are looking for ways to reduce expenses.

3. Not delivering results
Common sense will tell you that business is about accountability. If you don't contribute to the bottom line, if you cost money instead of make money or if you harbor a sense of entitlement for simply having put forth effort, you are guaranteed to fall by the wayside.

4. Efficient does not equal effective
Those who think that communicating via e-mail, because it's faster than actually talking with people, fail to recognize the importance of personally connecting with others in today's highly automated, technological and competitive environment. One thing that will keep you afloat in this economy is your relationships with people, and those relations can't be grown through e-mails, text messages or BlackBerry chats.

5. Thinking you're irreplaceable
There is no room for "divas" in the workplace. There are millions of people looking for work right now and, chances are, more than a few of them could do your job. As soon as you convince yourself that you and only you can do the job "right," your star will surely start to fall.

6. Knowing all the answers
Knowledge is power. Professing to know it all, however, will stall your career as it shows that you're uninterested in learning about new ideas and approaches. To stay afloat in today's job market, workers need to ask questions, stay current and listen to new ideas.

7. Surrounding yourself with "brownnosers"
The old adage remains true: You are the company you keep. If you associate with brownnosers, it's most likely because you like having others boost your confidence. This fact will not be lost on those around you. Managers and other professionals will have no problem replacing you with someone who accepts and encourages intelligence and creativity in others.

8. Taking all the credit
Give credit where credit is due. Most managers are smart enough to realize when you inappropriately take full credit for positive outcomes despite the help or input received by others. If you credit other people where they deserve it, you'll be seen as team player, a key element to any successful group. Plus, you'll probably find that you start seeing the same acknowledgement from your co-workers.

9. Not tooting your own horn
Chances are your boss doesn't have time to keep a running tab on each of his employees, so how else will your boss know how valuable you are to the company unless you tell him? Bragging is one thing, but letting colleagues in your industry know of your success through case studies, promotion bulletins or other such tools is another. It's important to recognize the value of letting others know about your accomplishments as long as you go about it in the right way.

10. Losing perspective
Those who fail to recognize their shortcomings are destined for the unemployment line.
Intuitive business people recognize that, despite their best attempts to do everything right, they may sometimes approach roadblocks and need to seek the advice and perspective of a respected friend, colleague or even a business coach. Acknowledging that you aren't perfect will earn you respect in the office.

Stuck in Your Job?

2009-08-06T18:54:00.000-07:00

71% of 18-29 year olds say that they are likely to look for new jobs once the economy turns. Are you one of those prospective candidates who are in a job you dislike but unable or unwilling to take a chance on looking for a new opportunity? Or as an employer, should you be looking to the staff you have left and try to secure them in their positions for the future?

I found this article interesting and hope you do as well. It certainly does get you to think about the possibilities for the near future. With so many people hunkering down in their current position, even though they are not satisfied, what will happen when opportunities start to open up? Will the vast amounts of employees leaving positions for new opportunities hurt a rebounding economy or help it? Will the learning curve of new employees hurt your organization or will fresh ideas and energy only help?

Enjoy!
David Lammert

Stuck in a crappy job - tough
With few new jobs openings, those who haven't been laid off are staying put.

Abridged: www.cnnmoney.com; By: Jessica Dickler

The recession has left a lot of people out of a job, but many of those still employed aren't very happy at the office. That's because layoff survivors are often stuck with increased workloads, fewer benefits and even less pay. But they're staying put -- at least for now.

Fifty-four percent of employed Americans plan to look for a new job once the economy rebounds, according to a survey from Adecco Group North America.

The sentiment is even stronger among younger workers. Of those ages 18-29, 71% say they are likely to look for new jobs once the economy turns around, the survey said.

"In times of uncertainly people tend to hunker down and protect their turf, as a result of that they are staying in their current positions," explained Gautam Godhwani, CEO of job search site Simply Hired.

Waiting on a rebound
Lois DiTommaso, 28, is frustrated with her current situation, even though she has remained fully employed as a trim assistant, responsible for details like buttons and zippers, at a well established fashion label over the last year and a half.

Layoffs at her office have left her with more responsibility, longer hours and no annual salary increase.

Despite growing dissatisfaction at work, "no one is going to quit," she said of herself and her coworkers. "There's nowhere for me to go, I need my job," she explained.

"I can't wait for the job market to improve," DiTommaso said in anticipation of finding another position in her industry.

She is also realistic about the competitive pool of applicants she will face, including those with greater skills and experience willing to take a paycut and demotion. "Some of the people that got laid off are higher up and I'm not as competitive," she admitted.

Laura Wheeler Todd, 35, has already started looking for a new job, with no success. She is an accountant at an adolescent rehabilitation center in Alabama, but layoffs at the facility have left her in charge of medical billing and insurance coding as well.

"I'm doing two people's jobs right now," she said, which means late nights and often taking work home. "If there was more stuff out there I would absolutely quit."

Now, Todd says she is considering jobs outside her field as well -- even waiting tables like she did in college -- if it means a fresh start.

Making lemonade
Disgruntled workers shouldn't necessarily switch jobs the first chance they get, said Joanie Ruge, senior vice president of Adecco Group North America. Before jumping ship, Ruge recommends that workers approach their employers first. "If you're feeling a little bit burnt out you should talk to your employer about flexibility or working from home," she said.

As conditions improve, business owners may be willing to offer flexible work hours, telecommuting or other perks to hold on to their top talent.

In the meantime, "try to play chess when the world is handing you checkers," suggests Rusty Rueff, career and workplace expert for Glassdoor.com. Workers struggling with increased workloads can take this opportunity to partner with their coworkers, become a team leader, take on more responsibility at a higher level and expand their skill set.

"This is a tremendous time to experiment in the jobs they are in," Rueff said. "Make the most out of it."