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The Next Chapter

Written by:  Kraig Ware, VP of Commercial Growth

From time to time as we navigate our life or career we need to step back and ask ourselves a very important question?

What’s the next chapter?

And when we do ask this question…we need a plan to help knock down the barriers that we “assume” are in front of us.  This is important at any stage in your career, as it is pretty hard to accomplish a goal if you do not have one.  This becomes even more important to us as we navigate the short runway towards the end of our careers.  The odds of “success” just falling into your lap, without a goal and a strong plan to obtain it, are pretty slim.  I guess it can happen; however, if that’s our plan, perhaps we can go buy a lotto ticket later today.  But seriously, if you are looking to plan the next chapter in your career, here are “Five Barrier Busters” as written by Don Tebbe that will help.

don tebbeDon Tebbe wrote this great article called “Five Barriers Between You and Your Life’s Next Chapter.”  (Click on the title to read)  As baby boomers reach the tail end of their careers and our life expectancy is getting longer, we need to have a plan to make the most of “The Next Chapter.”  Don lays out five simple barriers that you will need to overcome.  As he puts it:

“Retirement needn’t be an “on-off switch.” You may choose a phased retirement, shifting gradually into “what’s next.”

Here at TYGES, we are looking for a partner in Chicago, IL that is ready for their next chapter.  Are you ready to utilize your industry experience as you gradually shift toward retirement?  If so, give me a call.  If not, we can still be of help as we value long-term relationships and strive to maintain them through out your career working with top-tier clients in the Industrial Manufacturing, AeroSpace, and Defense B2B industries.  For the last 15 years, we have placed north of 1,000 “key” players, helping them on their trajectory toward “The Next Chapter” in their careers.  We can do the same for you.

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at https://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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Ingredients of a Great Company

Written by:  Kraig Ware, VP of Commercial Growth

When you think of a great company, WHAT stands out? In other words, what do you see or feel?Success Story Cover

  • A creative logo?
  • A simple well written mission statement?
  • Employee friendly offices?
  • Interactive/Intuitive Website?
  • A uniquely impressive product/service/process?
  • A giving back philosophy…locally and/or abroad?

We could all agree these are some of the important things for a great company to possess. However, a better question to ask ourselves would be:

When you think of a great company, WHO stands out?

Success Story5Let’s face it, any great company has incredible people that make it happen; regardless of what stands out in your user experience with that company. Somebody is behind it, someone’s Success Story.
Recently I had an exchange with a person that would meet that criteria. When she started just a short two and half years ago, she had no experience in the field at which she was pursuing. However, with a little hard work and utilizing a proven system…she is now on the #1 performing team in the company. When asked WHY she does what she does, she replied:

“There are many things I love about my job. The one thing that sticks out the most though is the ability to help someone better their career. This in turn will hopefully better their lives and that of their family’s lives as well.”

Let me introduce you to Pamela Webster. PamelaHer focus is recruiting top level talent within the Sales & Marketing sector of the Industrial Manufacturing B2B space for companies like Stanley Black & Decker, Crane, Idex, Filtration Group, Belden, Pulsafeeder, & Optical Cable Corporation just to name a few. All of these companies impact our world’s infrastructure in some way…some of the names you’ve heard of, others perhaps not; yet, they all make the products that we take for granted everyday. In her experience, she has been complimented quite a bit on her company’s process and how we operate as a recruiting firm. Pam explained one such story:

“Last year, we placed on individual with a client of ours based in Massachusetts. She really enjoyed our process from the initial conversation about the opportunity at hand, to the guidance received though the preliminary interview process. I only handled a small portion of the entire process. The Account Executive on my team then guided the individual through the final interview steps and the offer process. It was a wonderful match, and both the company and individual felt that it was a great experience.”

I see this time and time again when I focus on the traits of successful people. The recipe can have more ingredients; however, somewhere in the mix these two things always show up:

Humility & Passion

Every company goes through growing pains. These growing pains create needs, things like:

  • Scaling up production with existing sites and/or adding new plant(s) to meet customer demand
  • Building up teams to approach new markets and/or support current and future clients in a better way
  • Launching new systems to keep narrowing the technology gap making system’s safer, more efficient, while continuing to drive up quality in the pursuit of a better product/service for the end user
  • Replacing key individuals that may be retiring or moving on to other vital roles within the company

Once things like these are understood, then a strategy & plan can be implemented to strive toward the agreed upon solution.
Success Story2Pam’s “success story” doesn’t happen without finding solutions for the problems or needs that you and/or your company are facing right now. Pamela is part of team that has been successfully helping our clients for the past 15 years with over a 1,000+ placements because we genuinely want to see things through your perspective. I know Pamela would be happy to hear from you and eager to help you with your “Success Story.”

Perhaps you are looking for a new team to join, consider TYGES…be a part of our team or consider being a new “startup” office. We have successful and proven solutions for both.

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at https://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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The Cost of Turnover

Written by:  Tim Saumier, CEO

I received a number of emails regarding January’s write-up on a “best-in-class” company called Danaher. You can read can find this blog by “clicking here” in case you missed it. One of the emails I received was from a TYGES friend who is also a former Danaher leader himself. I’m taking some editorial rights with his response to keep it short and to the point but I wanted to capture the essence of his note:

“Good thought put into this one. Yes, Danaher does try to continue to build bench strength throughout the organization. They actually have a CVD (Core Value Driver) to measure voluntary turnover (people leaving the organization that Danaher didn’t want them to leave). Larry Culp helped develop these CVDs before he left to help filter out the most important metrics for the organization. Tom Joyce (Culp’s replacement) helped develop the new Vision for the company “Helping Realize Life’s Potential”. potentialThis is fantastic when you break each word down to understand how powerful it is. Of course there are tradeoff’s as the DBS culture pushes people and it is difficult to find the quality of life balance.”

So as we think about the cost of talent, how do we get the attention of senior leadership within a company to try and understand the “Opportunity Cost” of having an opening. I scoured the internet as I’m sure there are a number of people who have built financial models that show this number. I read quite a few articles but found this one excerpt from an article written in April 2015 by Karlyn Borysenko who states:

“But regardless of the reason, what this information exposes is a fundamental lack of understanding about what turnover really costs an organization. When you consider all of the costs associated with employee turnover – including interviewing, hiring, training, reduced productivity, lost opportunity costs, etc. – here’s what it really costs an organization.”

  • Entry-Level Employees – it costs between 30-50 percent of their annual salary to replace them.
  • Mid-Level Employees – it costs upwards of 150 percent of their annual salary to replace them.
  • High-Level or Highly Specialized Employees – you’re looking at 400 percent of their annual salary.

money2Let’s look at it this way and play a game called “Fun With Math.” For the a simple example, let’s assume that a business loses 12 employees in one year, averaging one per month.

  • Six of these employees were entry level, with an average salary of $40,000. It costs, on average, $16,000 to replace each employee at 40 percent of their annual salary, for $96,000 total
  • Four of these employees were mid-level, with an average salary of $80,000. It costs, on average, $120,000 to replace each employee at 150 percent of their annual salary, for $480,000 total.
  • Two of these employees were senior, with an average salary of $120,000. At 400 percent of their annual salary to replace them, you’re looking at almost $1 million, specifically $960,000.

Add everything up and you’re looking at costs of over $1.5 million to replace just 12 employees.

Numbers seem high? Fair enough – there are organizations that estimate replacement costs to be lower. So let’s cut the cost of replacing all of those employees to the lower end of what it costs to replace an entry-level employee – 30 percent – across the board. Here’s how it breaks down:

  • It’s going to cost your company $72,000 to replace the six entry-level employees.
  • It’s going to cost your company $96,000 to replace your four mid-level employees.
  • It’s going to cost your company $72,000 to replace the two senior employees.

That means that at the absolute lowest estimated end of the spectrum – your best case scenario – you are looking at almost $250,000 as the cost of the turnover of just 12 employees.  

money4If your company has a quarter of a million dollars that it can just light on fire at the next office BBQ social activity, then maybe you don’t really need to invest in these areas. But my guess is that the vast majority of companies are simply not in that position.  It costs less to retain than it does to replace.
You can argue with the math or even the thought process but one thing I’ve learned is once a position is “officially” opened it’s already too late and mark my words when I say this: You cannot replace the person who left with a new person at the same rate especially if you’re looking for the best talent. The concept of “internal equity” is a joke. We need to be thinking “market rate” at this point. The best talent cost’s more.

This is just one man’s opinion. I would appreciate your feedback.  You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Achieve Your Goals with 3 Steps

Written by:  Kraig Ware, VP of Commercial Growth

Why is it that some people just have goals and other’s obtain them?  What if their secret to success is simple?  It is…if you follow these 3 Steps.

Your goal is just a dream or vision if it isn’t written down.  A written goal is like a destination that you want to go to; but, you haven’t been there before.

The power of a writing down your goals is bigger than you think.  warningI read a great book by Tony J. Hughes called The Joshua Principle.  It cited a study from a graduation class that only 3% of students had specific written goals at graduation.  When these graduates were surveyed twenty years later, this minority (3%) made more money than the other 97% combined.

Step One is to write down your goals.  Once that is completed, two things usually happen.  One, the excitement will kick in and you will more than likely jump straight to Step Three and GO or two, you will do nothing at all.  Don’t make these mistakes. To use a driving analogy, let’s say you are in your car and you want to get to a destination that you haven’t been to before.  First, you would obtain a physical address and type it into your GPS or let Siri know where you wanted to go.  To take some words from the group Clash, “Should I STAY or should I GO now?”  What’s your answer:

ANSWER:  STAY

So, your in your car, GPS set…what if you just sit there, engine running, with your car in park?

I realize that this doesn’t make any sense.  But seriously, have you ever had a goal that you didn’t start to do what was necessary to obtain it?  Today? 2017? 2016? 2015? 2014?   If we’re honest with ourselves, it is no different than sitting in a running car, GPS set, and our gear in park.

Everything you need, just no driver.

ANSWER:  GO

Why do so many people veer off the course at this point and fail to obtain their goals?

To keep with the driving analogy.  Now your car is in drive and you are making “progress” toward your destination (written goal).   Once the destination (goal) is set, your GPS or mobile device is ready to give you directions, step by step, to your set destination (goal).
car-shoulderPerhaps, your car is out of line or doesn’t have enough gas…meaning, even though you are trying to drive toward your goal, which is commendable, your car keeps wanting to veer off course or worse yet, run out of gas.  Your car needs a simple alignment and a full tank.  In our case, we might need some time to think things out, create a detailed plan, and get some help, guidance, knowledge, or other resources to keep us from veering off course and stay aligned to our goal(s).  Not only will it take less effort in the long run, it will get you there with less wear-and-tear on your car (you).

OK, so what is the Second Step?

failure-jordan2In my opinion, failure is not a bad thing, at least an effort is being made to get to your goal.  Failure is just one step towards your success.  On top of that, valuable things will be learned along the way.  I believe that we fall short of our goals because we leave out Step Two all to often.

Before you jump in the car and go, you need to do Step Two and ask yourself three questions:  #1 Why?  #2 When?  #3 How?

These three questions are vital as they fuel your passion providing motivation (WHY), set a timeline/deadline (WHEN), and create a well thought out plan and/or establish needs/resources (HOW).

Don’t miss this…Step Two is the hardest and most important step.  

Let’s keep with the driving analogy and set our destination(goal) for a new restaurant we have been wanting to try out.  How could we fail at such a simple goal?  Well…to keep things simple, perhaps you “really” aren’t hungry (WHY), or you missed your reservation time and they’re booked up when you arrive (WHEN), or you left the house without your wallet (HOW).  All three areas (questions) need to be aligned for your goal(s) to be obtained.

These tips will help you on your current journey to obtain your goals.  If you haven’t set your goals just yet, no worries.  The great thing about setting written goals, they can be set at any time.  It doesn’t have to be done when a new year arrives.  If you want to make something better or obtain something great, take these three simple steps:

Step One – Write down your goal(s).

Step Two – Ask yourself/team three questions: Why? When? How?

Step Three – Go!

One last thought…nothing great really happens by accident or is going to show up at your doorstep.  Extraordinary things, take extraordinary people, with extraordinary effort. We are all capable of being extraordinary, it’s a choice.  Bottom line…the secret to success is you.  Good luck!

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at https://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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Tony Romo Demonstrates Leadership – The Essence of Meritocracy

Written by:  Tim Saumier, CEO

With all that has been happening over the past month relative to politics I thought would share something that struck me this week as a proper approach to dealing with a difficult situation. Hard to believe I’m talking about Tony Romo – For those of you that do not follow football – he is or was the quarterback for the Dallas Cowboys for the past decade. He took the helm from Drew Bledsoe (if you remember from our last write up he was the QB displaced by Tom Brady in New England). Tony Romo is a guy who has been plagued with injuriesromo2 over his career and seemed to be the leader of a team that always fell short of their expectations. Well, earlier this year, Tony Romo was injured again and they had to turn to rookie QB Dak Prescott who was unproven. Fast forward to today and Dak has led the team to 9 wins & 1 loss while Tony Romo has been healing. He has brought leadership and hope to this organization. For the past 6 weeks the media has been trying to drive a wedge into the Cowboys organization by questioning who would be the QB when Tony Romo came back.

Tony Romo addressed it in a 6 minute press conference this week – It’s worth the WATCH

I’ve never been a fan but I have a new found respect for Tony Romo who demonstrated true leadership, what it means to be humble, and sharing with people what I believe is a true failure in our society today. He shared that professional football is a meritocracy. What is meritocracy – According to Wikipedia: “it is a political philosophy holding that power should be vested in individuals almost exclusively based on ability and talent.romo3 Advancement in such a system is based on performance measured through examination and/or demonstrated achievement in the field where it is implemented.” He goes on to say that you have to earn it each and every week in the NFL.

My question is, “What if we all took that approach and attitude in life?”

Yes we should be recognized for what we did yesterday but we should never expect to be given something for nothing. We have to come out each day and bring the best attitude & effort we can and EARN what we want. Instead, over the last decade our society seems to be moving steadily toward one where people expect something for nothing. In a sense, welfare. Don’t get me wrong, I believe there are people that need to be helped and we are called to help them but we need to not only give to them but to walk with them and help them get on their own feet. There will always be people that will need assistance (some short-term & some long-term) and it is our responsibility to care for them. The people I’m talking about are the ones that think the world/their family/society/the government/their employer owes them something. You are not owed anything except the wonderful opportunity to get out of bed each day and make a choice on what you will do with your day.

So I end this month’s write-up with a tip of the hat to Mr. Romo. romo4Thank you for taking time to share this with everyone.

This is just one man’s opinion and I’d appreciate your thoughts.

PS – it’s great time of year to stop, reflect and remember to be thankful. While things may seem insurmountable at times, be thankful for the small things. Have a wonderful Thanksgiving.

You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Clarity & the New England Patriots – what do they have in common?

Written by:  Tim Saumier, CEO

Let me start this conversation by saying I’m not a Patriots fan. In fact, they are considered the enemy to my lowly Miami Dolphins who have brought nothing but disappointment for two decades running. While the Patriots may be the enemy I have an enormous amount of respect for the leadership and their process. patriots5Yes, they’ve been criticized over the years for filming others practices, deflating footballs, etc. but the reality is their leadership has built a culture of excellence for two decades running. I remember when Drew Bledsoe went down in the second game in 2001 with an injury. My first thought was ouch – my second thought was we may have a shot with Bledsoe gone because they are putting in this unknown quarterback drafted in the 6th round from Michigan named Tom Brady. Even after starting the year 0-2, this no-name steps up and carries them to the Super Bowl Championship and the end of the Drew Bledsoe era.

Earlier this year, Brady was suspended for the first four games of the regular season, up steps the #2 quarterback Jimmy Garoppolo (who?) and they win their first two games. He gets injured in game two and up steps the #3 quarterback Jacoby Brissett (who?) and they go 1 – 1 with him. Tom Brady comes back in game 5 and wins. Now they are 5-1 and arguably one of the strongest teams in the NFL.

So what is it they have that allows them to keep performing at a high level regardless of injuries, distractions (think Aaron Hernandez), etc.? 

The conversation above is centered around quarterbacks but reality is they’ve had injuries and distractions across the board but for some reason they keep winning. The Pats have 124 wins over the past decade (#1 in the NFL and 20 more than the second team – Indianapolis). It starts with Leadership – Robert Kraft at the helm of the Patriots and his head coach Bill Belichick who joined the Pats in 2000. patriots3These two gentlemen are the clear leaders (not the players). They have established a culture of team first and have put a system in place where average players perform way above their individual capability. Tom Brady is a great quarterback because he plays within the New England Patriots system. Could he play elsewhere? Yes he could but the question is whether he would be as effective. I highly doubt it.

So what is it they have? 1) Clear leadership – Kraft & Belichick 2) Clear Systems & Processes 3) Clear Culture – you join the patriots they don’t join you 4) Clear role definition – everyone has a role to play. Yes they have talent but it’s the talent that fits their culture & their schemes – not the other way around. Corporations talk about talent like it’s the magic recipe to fixing everything. patriots4It doesn’t hurt to have talent on the team but without Clarity of Leadership, Systems, Processes, Culture, & Role Definition, it is pretty hard to be win as a team.

I’d appreciate your thoughts even if you don’t like football.

You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Chief Talent Officer?

Written by:  Tim Saumier, CEO

Back in May I introduced something called the Integrated Talent Chain (ITC) and have written about different aspects of it through a five part series (Part I, Part II, Part III, Part IV) over the past few months. This final commentary on the ITC is centered upon the true process owner. Something I like to call the Chief Talent Officer. Taking you back a month ago: I was putting the final touch-up of part four when a client reached out requesting our assistance in recruiting a VP of Human Resources. The irony of this is they wanted to hire a non-traditional HR professional to be the right hand of one of their divisional president’s. They got to this place after admitting they had a misstep in the previous hire.trip The reality was they hired a traditional HR professional expecting them to do something they were not trained or wired to complete. They hired what most of us would expect in an HR professional while the competencies/expectations of the new hire were quite different. They needed someone who will provide a much greater focus on the overall business. Someone who will bring true strategic input and execution as well as process orientation. They ultimately want someone that has owned a P&L and can be the bridge between the strategy and the people who execute the strategy. This is a good first step to moving towards hiring the ITC process owner.

I’ve had a few people tell me that I’m bashing HR professionals. That is not my intent. I do believe there are some wonderful HR professionals out there but what I’m describing is not an HR role but rather a new type of role – Chief Talent Officer (CTO) who owns the entire process and is the ultimate “poster child” when it comes to representing the employment brand both to existing associates as well as those you are recruiting. They are outgoing, gregarious, and have a true understanding of the business and the impact that an engaged associate, or for that matter a disengaged associate, can have on the business. Most HR professionals I know are good at administering policy versus capturing the hearts of people that lead to business results and associate satisfaction.

We as a society have tried to turn these people in to something they have not been trained to do.

Does it mean they can never change? I’m not saying that but what I am saying is that it is difficult. One thing I would recommend is that if you have a solid HR professional who has potential, give them a line role and let them prove it as well as learn some things. This is way outside of most leaders comfort zones but this is how you put up or shut up. The new role will provide the person with a different set of lenses to see the world through.

Over the next few years, you will see this CTO role break out and become one of the most important roles in the organization and I believe will make or break a company as the talent pool continues to shrink. Who are these people and where do they come from? highpotIdeally they come from inside the company. They are a high-potential who is greatly respected, has an outstanding attitude and the type of person you not only enjoy being around but they get things done. I know what some of you are thinking – I know this person and we can’t afford to pull them out of their current role. You can’t afford not to pull them out of their role in my opinion. I’ve heard for the past decade that “people are our most important asset.” Well here’s the time to show it with more than words. Take your best athlete and put them in this role and watch them flourish and watch your company change for the better. Do you want a “competitive weapon” – this is it.

This is one man’s opinion on the Integrated Talent Chain. I’d love to hear your feedback – good and bad. I’m not sure what I’ll be talking about next month just yet but I’m sure it will build out from the ITC.

You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Are You Having Fun?

Written by:  Steve Sanders, VPGM Industrial Manufacturing Practice

Are you having fun?

I was thinking about work and how sometimes it’s tough to get motivated and other times it’s really easy. I have noticed that I have fun at work when my customers are happy about our service and vice versa. Here’s the thing: life is too short to work with jerks or people you don’t connect well with. One of my clients told me recently that she wants her people to have fun at work because they spend so much time there. I like that mentality a lot.

serviceI hope you are having fun working and, when you work with TYGES, it is something you look back on as a positive experience. If it is not positive, then let us know. And, if it is positive, then let us know that too.

I received this note a while back in an email from one of our candidates,

“I have worked with a few recruiters and must say that my experience with you and TYGES has been the best.”

Similar to the above I received this note recently from a candidate that we have in process,

“I am impressed with your preparation assistance.”

That’s fun to me.  I like the service aspect of what I do and it is a motivator for me.

Frankly, it is amazing to me how poorly many recruiters treat their candidates. I just do not understand it. At TYGES, our process is built around making sure that the customer experience is positive, both on the candidate and the client side. respectAs Recruiters, we have to set the tone with the client and the candidate for the relationship and it is in our nature to be impatient for results and answers, but we still need to treat people as we would want to be treated if the roles were reversed.

It’s always a good idea to reflect on your work and “why you work” from time to time. If you’re not having fun at work then maybe it’s time for a change. If you decide that a change is needed or you just want to explore options then call us. Send us your info or check out our list of job openings. I can’t promise we will be able to find you a new career opportunity but I can promise we will try to make the process a positive one.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  I would enjoy helping you as a Career Coach; who knows, perhaps our combined insight will unlock something better for you and your family.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter@TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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Posted on

The Trifecta – Make yourself more attractive to Hiring Managers

Written by:  Steve Sanders, VPGM Industrial Practice

Recruiters spend a lot of time working to find that perfect person who fits a very narrow set of criteria and has the intangibles that make them a good fit with the client. I’m constantly evaluating people based on their work experience, industry experience, location preferences and a host of other things that may or may not be evident by a simple resume perusal.

I remember seeing this chart in a presentation a while back and I even drew a little picture of it in my notebook that I have hanging on the wall in my office.  Many times when I am debating whether someone’s level of fit to a particular position I find myself using this criteria as a guide. I call it The Trifecta.

The Trifecta is a Venn Diagram that describes, in very simple terms, the level of fit that a particular person may or may not possess when it comes to a position I am recruiting.

Let me break it down for you.

There are 3 circles here that each represent some attributes for the particular candidate or job. Skills, Geography & Industry.

  • Skills represent the required experience or skillset that this person must have to be qualified for the role. This might be Education, Experiential or even Knowledge based skills. An example might be someone who has led a lean transformation from the corporate level.
  • Geography is pretty straightforward. It essentially means that the person or job where the role is located is a good fit. Ideally this would be local and within commuting distance but it could also be in a place that is highly desirable for some reason. Maybe it is a virtual role.
  • The final circle is Industry. In the ideal situation the individual or position fits well with the industry background.

Now comes the scoring part of the diagram. As you can see, there are numbers 1, 2, and 3 on the chart.

  • 3 represents a fit for both skills & geography but not industry. This is the least desirable situation as the person might be a good fit based on experience and they are in the right place but they lack experience in that industry. We can’t change this because the person either has it or they don’t.
  • 2 represents a fit for both skills and industry. This is better than 3 because we can do something to change this.  Ex – We can relocate the individual to the location where the job needs them to be.
  • 1 is The Trifecta. The individual has the skills, industry experience and is located in the right geography. This is what we are looking for in the perfect world.

What does this mean for you as a Job Seeker or Hiring Authority?

As a Job Seeker, try to find positions where you meet The Trifecta. This means that you are local, meet the skills requirements and also have experience in the industry. In the popular vernacular this is a “no brainer” for the person who receives your resume. You’ll get an interview, which is what you are after.

As a Hiring Authority, this means that you are screening for skills, industry & geography as you scan resumes and talk with potential candidates. Clearly those who bring The Trifecta are your ideal fit and you can focus on confirming that the cultural fit is there in the interview process.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  I would enjoy helping you as a Career Coach; who knows, perhaps our combined insight will unlock something better for you and your family.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter@TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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Posted on

8 Ways to Help a Recruiter Find a New Role for You

Written by:  Steve Sanders, VPGM Industrial Practice

I often talk to candidates who have worked diligently to find a new role but have failed time and time again to find something suitable. Often, they have interviewed several times only to come in second. It amazes me that these same candidates expect a recruiter to able to wave his or her magic wand and get them in front of a dozen great companies who are hiring. choices3Let me be honest with you: I do not have a magic wand and I do not know any recruiter who has one either. I do know that finding a new role is tough and is made even more so by those who will not help themselves.

Having said this, I have some ideas for those who work with recruiters that will maximize the value you receive from that relationship.

  1. Treat the recruiter like the valuable resource they are. Be honest and open with them about what you want to do and where you want to go. Help them form a clear picture of what you want.
  2. Time kills all deals. Never waste the recruiter’s time by professing to have interest in a role when you really don’t. Make sure you do your due diligence and then pursue the role with all of your energy.
  3. No surprises. Be open with them about everything. This includes the good, the bad, and the ugly. Don’t set the recruiter up to fail by withholding information about why you left your previous job, etc.
  4. Follow the recruiter’s advice in all things related to the job search. Remember, this person makes a living finding people like you a job. When the recruiter tells you not to discuss something with the hiring authority, then don’t. If you are unclear on what you should or should not discuss, then ask.
  5. Get organized. Know what companies have been given your credentials in the past. Don’t set the recruiter up to give a company a resume that is already on file.
  6. Prep. Prep. Prep. When you go into an interview, you should know everything publicly available about the company and the role. Who are the decision makers? What are they looking for in a candidate? Why have others done poorly in interviews? Get all the information you can from the recruiter about these things so that you can prepare for them.
  7. Process is key. If you are unclear about the recruiter’s process or the company’s hiring process, then ask for clarification. Make sure you do what you say you are going to do when you said you would do it.
  8. Check in on a regular basis. Even if have not heard from the recruiter, you can certainly call or email once every week or so with an update. Nothing keeps your name on someone’s lips like regular communication.

So that’s it.

Help us to help you.

A recruiter can get you into an interview, but it’s up to you to get the call back by showing them what you’re made of when the time comes.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  I would enjoy helping you as a Career Coach; who knows, perhaps our combined insight will unlock something better for you and your family.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter@TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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