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Light It Up Blue #LIUB

Written by:  Victoria Terrill, Account Manager Health Care

April 2nd was World Autism Awareness Day or Light It Up Blue Day. Annually observed, this year’s event was a huge success with supporters around the world celebrating the day together. LIUB TYGESMany wore a blue article of clothing (bright royal blue is the official color for the National Autism Awareness Month); others trended autism support on social media by posting about it using the hashtag #LIUB; some changed their social media profile picture to have a filter related to Light It Up Blue; and others joined in by decorating and brightening up their homes, businesses, and global landmarks with blue lights. President Trump and First Lady Melania lit the exterior of the White House blue during the evening. Many other celebrities got into the spirit, too, by posting about it on social media (Justin Trudeau, Danny Trejo, SIA, Katie Couric, Holly Robinson Peete, Carole King, Tony Dovolani, and Bryce Dallas Howard to name a few). As much fun as the day is to celebrate, it has an important, more substantive goal: to raise awareness of autism spectrum disorder.  So I propose two questions:

“Why can’t every day be autism awareness day?

Why should “Light It Up Blue” for the whole month of April ONLY be in April?”

In my experience both with volunteering and recruiting for different organizations in the ABA Therapy field, I’ve found that individuals on the spectrum have the same needs, wants, and dreams as people who are not diagnosed with autism. By having an understanding of autism and intellectual disabilities in general, you can promote others’ understanding of it and aid those affected from it. liub2Instead of devoting our efforts to this goal one day a year, we need to educate others about autism every day.

While the hype of World Autism Awareness Day does raise awareness, the long term goal is to secure the inclusion and acceptance of individuals on the autism spectrum. These goals do not just begin and end in April.

We need to take an everyday approach, not a one day per year approach.

I personally love the enthusiasm that comes with dedicating April 2nd to educating people on Autism Spectrum Disorder but we need more autism advocates! So the next time that you put on the blue t-shirt you have laying around your closet, remember that you can and are being an advocate for someone with autism spectrum disorder regardless of what day of the year it is.

VICTORIAWorking as a recruiter in the ABA Therapy field is more than finding the best board certified behavior analysts in the country, it’s about being “all in” this movement to help others.  I welcome your feedback and would like to connect with you on LinkedIn and on Twitter. You can learn more about me HERE as I focus on helping those within the world of Autism. Learn more about TYGES on our website, Twitter, LinkedIn, and or on Facebook.

Our mission is simple:

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

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March Madness & Hiring

Written by:  Tim Saumier, CEO

It’s maddening!!!!!!!!!!!!!

March is a crazy time for college basketball and my wife tells my kids that I may be difficult to communicate with given it is my favorite time of year and my favorite sport to follow. march madness4

The funny thing is its not only madness in basketball but is seems to be a crazy time for hiring right now as well. Whatever your political affiliation is, the new administration, along with many other things are driving confidence in to the markets as evidenced by the DOW crossing of 20,000 a month or so ago. I would argue that all of this is artificial but it does drive spending by consumers that drives sales by companies that drives purchasing by companies and hiring of people. It’s a cycle where capitalism is at its best.

One of the companies that the stock guru’s like to follow is Parker Hannifin Corporation based in Ohio. They make motion and control systems used in a broad set of aerospace & industrial businesses. march madness5They credit Parker’s work over the past few years in the areas of “cost containment” and putting themselves in a position to grow when the time is right. They controlled costs in the flatter season and even built a cash reserve that has allowed them to recently announce the acquisition of Clarcor (filtration manufacturer) which will drive a new revenue stream for PH. The original article can be found HERE.

Why do I share this information on Parker Hannifin and what does it have to do with Basketball? While Parker and for that matter other companies in the Industrial B2B space are seeing benefits of their hard work over the past few years, the real question is:

“Do they have the Talent to deal with the next few years as confidence (artificial or not) grows and more relevant people leave the workforce (primarily baby boomers)?”

Parker has 354 openings on their website and I’m sure this is just a fraction of what they really need. As a Industrial B2B recruiter, we had a record year last year and are on track to do it again this year. march madness3

The challenge is not finding the open orders but rather finding and convincing the talent to leave their organization for a new role.

If you are in a hiring capacity here are a four things to consider as we go further in to 2017:

  • Cost – Talent is going to cost you more – the concept of internal equity needs to be tossed out the window. It is no longer relevant.
  • Better Processes – You’re going to need to speed up the process on your side if you are the employer. The best talent has no interest in going to work for a slow moving and indecisive company.
  • Focus on your existing team – You’re going to see turnover increase (mostly voluntary) as the full-court press is coming. People that have been passed over for promotions or given measly raises are now getting called about jobs that are a step up in title, responsibility and compensation (some 20+% increases).
  • Better, not perfect – If you’re looking for the “perfect” individual with a stellar work history plan on not finding them. Stellar histories have faded in the past decade and it’s not the individual’s fault but rather the company in my opinion. We have a saying – “Don’t let perfection get in the way of getting better.”

I could go on and on but you get the point. The reality of it is it may look like good times ahead but it will be maddening to say the least in the next couple of years as companies jockey for the same Talent. It will also be fun to watch. As will be the Basketball – Enjoy.

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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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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Built A Great Team – Now What?

Written by: Tim Saumier, CEO

Now you’ve spent all this time, effort, money, etc. to get this talent aboard what are you going to do to keep them? Moving on to Part 4 (Read Part 1, Part 2, and Part 3) of this multi-part conversation as it relates to the “Integrated Talent Chain” (ITC), I want to focus on what happens after you’ve secured the talent and what you need to have in place to develop this talent that you’ve worked so hard for.  I’m talking about a formal Talent Development (TD) process. developmentSome companies do a decent job but most companies do not, which I think is more related to ignorance than the desire to not do it. It’s amazing the effort and money companies spend on recruiting and onboarding but they fail to see the real cost of losing someone due to the lack of development. You may argue that this needs to be organic. I won’t disagree but we need to have a standard process to help guide this process.

First – what is a formal TD process? One man’s opinion (mine). It’s what we do to not only retain but also make our employees better under our watch. Ideally we’d like to develop all employees but not all employees want it or deserve it. Hence the reason why we have to select the top 20% and pour our energy in to them. This 20% will deliver 80% of the results you are looking for ultimately (pareto principle). pareto-principleThese people provide a higher return and expect and deserve the attention of the company. The company has to do their part and take care of them and develop them. These high-potentials are treated differently on purpose – they are given a lot more freedom, are given first crack at stretch jobs (internal mobility), mentors / coaches, c suite visibility, training & development, invitations to top leadership meetings, leadership training, advanced educational courses, long term equity, and even higher raises (versus the typical merit raise). The challenge is keeping the egos in check. Sometimes a high-potential needs to leave your company. If they do, let them go gracefully and wish them well.

While this concept of having a process with specific touch points may seem like an abstract concept, it is something that can be developed in to a structured process where leadership can be wrapped around the process to drive its execution. Herein is the rub though:

Most managers don’t take this serious and nor do they want to do this.

Massive mistake and if you have people in your organization who don’t want to do this they should be removed from leadership. If they are not showing specific and measurable results in the area of developing talent, they should be removed. building-leadersI would go so far as to tie part of their income to their ability to achieve “people” metrics….this could include # of people promoted, # of people who they lateral out to another group, # of people who resigned (negative), etc. Don’t misunderstand me, these people need to be trained on how to be a leader and given the tools & processes before they can be held accountable. Most people put in leadership roles are not ready. We need to help them get ready.

So how do we get TD going? Start by mapping the process. Use a cross-functional team that incorporates your target audience (high-potentials). Yes they will come up with some ridiculous things but keep an open mind. Once you have the process, do a gap analysis on what’s lacking, of which you will find it will not only be process but it will be leaders and KPI’s. From their put a CTO (Chief Talent Officer) in place to own and drive the process. This is not an HR professional! I want to continue on this subject but I will hold out until next month to talk about this area.

Before I go, I will leave you with this. I thought the timing was perfect: I find it extremely interesting that a long-time client of mine reached out to us to start to work on hiring a non-traditional HR Leader for their global business where they are focused on being a true strategic business partner that can not only understand the business but also truly drive the business. change21They shared with me that they’d prefer a person who has run a business and wants to move in to HR and bring that level of business acumen to this typical administrative function. They went so far as to say they would consider someone who has never been in HR because they have a solid #2 in HR who can handle the administrative side of HR. Sounds pretty forward thinking to me and directionally what I’ll be talking about as it pertains to a true CTO.

Again, I welcome your thoughts and feedback. This is one man’s opinion on the Integrated Talent Chain.  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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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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Behavioral Interviewing — Why So Scary?

Written by: Steve Sanders- VP/GM of Industrial Practice

If there are two words in the English language that strike fear in the heart of a Job Seeker more than “Behavioral Interview” then I am not aware of them. I prep people for interviews daily and just the mention of this type of interview creates a palpable sense of fear that I can feel over the phone. It is surprising because of all the things I would want to talk about as a potential employee actual situations where I made a tangible impact are at the top of my list. I thought it would be helpful to provide some quick pointers for those who are preparing for the dreaded Behavioral Interview.
Essentially, a Behavioral Interview entails asking questions and seeking responses that are illustrative of the interviewee’s past behaviors. Ideally, an interviewee will answer these Behavior Interviewing 2question in a specific format defined as the “STAR” format.

• Situation – What was the challenge you were facing?
• Task – What did you need to accomplish to overcome the challenge?
• Action – What course of action did you follow?
• Result – What happened as a result?

It makes sense that the interviewer will be looking at your resume during the interview so I would encourage you to begin your prep work here. As part of your prep work consider each title/position listed on your resume and provide a written answer to these two questions.

1.) Make a short list of your most relevant accomplishments or achievements while working in this position.

What did you Make, Save or Improve during your time here?

2.) For each accomplishment/achievement you identified in #1, provide a brief explanation of the strategy you employed and the implementation process you used to get to the end result.

Now organize these into bullet points that you can refer to on an interview cheat sheet during your call or meeting. The cheat sheet should follow along with your resume in terms of timeline by title and position. As you prepare for the interview review these bullets and be ready to share them with the interviewer as they come up in the discussion.

That’s it really. I see no reason to be fearful if you have a good plan to address the questions in the way the interviewer prefers to ask them then you should be in a position to give a good accounting of your past behaviors.

If you need other ideas about how to prepare for various interviews then check out our online REFERENCE GUIDE.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  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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Should I use a Recruiter? (What do they do anyway?)

Written by:  Carol M. Zimmerman, Director of Healthcare Practice

You’ve probably received emails from companies, seen ads online, in print media, and/or on some sort of post on a social media platform. Perhaps you’ve thought about taking a Career Path2look around to see what other career opportunities are available to you – whether you’re looking to remain local or move cross-country. If so, what’s your first step? Do you send your resume through online portals at multiple companies? Post your resume or search on all the various job boards? Make calls? Do you even have time for all of that? What is the best route for you when searching for a new opportunity?

What about using a professional recruiter?

If you haven’t thought about this avenue before, here are just a few of the reasons using a reputable recruiter can make your job search more complete, professional, and just plain easier and more effective for you:

  • First (and maybe most importantly) there is NO charge to you.  That’s right – using a professional recruiter to represent you and introduce you to multiple job opportunities, in all the areas you may be interested in, doesn’t cost you anything. Ever. If you speak to a recruiter who asks you to pay anything, run away.
  • Privacy.  It’s daunting to throw your resume up onto online resume sites. Will your current employer find out? By using a recruiter at TYGES, you maintain control of your resume. You know you have shared it with your recruiting partner who will share it with prospective employers only with your prior approval.
  • Career Development.  At TYGES, we understand this and we take the timeNewsletter - Career Coach Button to learn about you and what you are looking for to make a change. Then, we present you with opportunities that match your skills and your needs. We genuinely want to help you get to the next step in your career plan; even if that means that you stay where you are currently employed.
  • Exclusivity.  Many times, recruiters know of positions that are not posted publicly and, even for those roles that are posted, your resume will go straight to the hiring authority (the person you will work for) along with a personal introduction from your recruiting partner. Without a recruiter, your resume will more than likely be lost in a pile on someone’s desk or within the data abyss of an applicant tracking system.
  • Insight, Resources, and Tips.  Here at TYGES, we’ll share what we can about the client and what they’re looking for before you ever have that first interview; that insight is priceless. We have many resources like resume and interviewing tips on our website that are yours to use at any time. Get Started.
  • Relocating? We can help there too by targeting companies (known or unknown to you) in your new location and professionally presenting your information. Interviews can be conducted and an offer accepted before you ever pack a box. In addition, TYGES offers free services to you such as a salary calculator (How much will I need to make in my new location?) as well as mortgage qualifiers, and even crime statistics in your new location! Check it out.

If you’re active in the job market, you’ve been thinking about taking a look around, or you just need some career coaching we can help guide you through the process. Check us out on our website at TYGES and then give us a call to answer any questions you may have about getting the most out of your career?

I encourage your feedback and would like to connect with you on LinkedIn. You can learn more about me HERE also you can follow me on twitter @CarolZTI as I focus on helping people just like you maximize their career within the world of Autism. Learn more about TYGES on our website TYGES, 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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