Signing Off...

Friends, today I sign off and embark on a new journey; a new chapter in my life. I've chosen to challenge myself and grow professionally, and in order to do that, I need to step outside of my comfort zone, which for roughly a decade has involved legal recruiting.

I have had the privilege and great pleasure of developing close-knit business relationships, some of which blossomed into great friendships, over the many years. These folks know who they are and there's a special place in my heart for each one of them.

I take away major life lessons on delivering world-class customer service, on taking pride in my work, on adding value for my services, in being diligent and developing tenacity. I've had great mentors early in my career who taught me how to be a true professional and I hope I've touched colleagues along the way, helping them to progress professionally, too.

Life has so much to offer -- there is a whole world out there - and it has nothing to do with recruiting. I'm chasing it! And it feels GREAT!!!

I sign off today with an excerpt from CEO of Apple Computer and Pixar Animation Studios, Steve Jobs. He delivered a speech to a graduating class at Stanford University in 2005 and I pull his speech out from time to time, to keep me on track. It is a message of true inspiration and it means the world to me.

He says, "You've got to find what you love. Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle. As with all matters of the heart, you'll know when you find it. And like any great relationship, it just gets better and better as the years roll on. So keep looking until you find it. Don't settle."

He continues at a later part of his speech by saying, "Your time is limited, so don't waste it living someone else's life. Don't be trapped by dogma - which is living with the results of other people's thinking. Don't let the noise of other's opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary."

Signing off,

LegalScout

Motivating Factor

A question I ask of all my candidates who are presently employed and yet looking for a new opportunity. What is your motivating factor? Their first answer usually only scratches the surface. "Well, I'd like to be a little closer to home." I'm not buying it. The economy tanked, your personal friends have been laid off, and you want to be a little closer to home? Try again. "I'd like better benefits." Yeah, most companies have scaled back their benefit packages; some have stopped contributing to 401K plans, some have taken away medical coverage altogether, and some have kissed good-bye things like STD and Life insurance. So, I dig deeper. "Would a lateral salary offer, get you to move?" Clenching her portfolio, my candidate replies, "Yes, at this point, I would consider moving for the same pay." I look up from my notes trying to read her soul...we're on to something. Money is not the motivating factor, so what really is prompting this person to look for a new position?

At this point during the interview, I stop asking questions. The brief, yet very awkward moment of silence gives my candidate a moment to muster up boldness and confess the following:

"You see, I want to work for an employer I trust. Quite frankly, I can't say that about my boss right now. That trust has been broken and I've completely lost all motivation to do a great job, to exceed my career goals and to push myself to maximum potential. The resentment I've harbored has only escalated and so, yes, if given an opportunity at the same level of pay, I'd give my 2 weeks notice tomorrow. I want to work for a company that believes their greatest asset is their employees. My current boss only cares about saving the 'house' and he has forgotten about the 'people' burning up inside the 'house'. I want to find a company that is forward-thinking and progressive, that gives back to their people, that is willing to invest in cutting-edge technology, and that honors the contracts it signs. My motivating factor is not money, the root of my injury is much deeper than money alone. It's about feeling appreciated, about feeling secure and having a trusting relationship."

I discovered the wound...everyone has one. Some are larger than others, but every job seeker has a wound. Dig deep, ask questions and really get to understand what is driving this person to look elsewhere. You'd be surprised to learn about their true, motivating factor.

LegalScout

Working With a Recruiter

Have you ever asked a job seeker their thoughts about working with a recruiter? No doubt, you will hear comments such as "I love my recruiter. She/he helped me land my last two positions." Or you may very well hear the total extreme end, "I hate recruiters. I've sent countless resumes to recruiters and never hear back from them." Or, "they don't seem to care about finding me a job!" So, here is my personal take on what candidates should keep in mind when working with a recruiter.

Professionalism
One thing I personally value from all my candidates, is utmost professionalism. After all, we are trying to determine whether or not to present our candidate to our clients. Our COO, Jennifer Tomlin, had this to say on the topic of working with a recruiter, "First impressions are lasting impressions. A recruiter's focus is to make the match for both the candidate and the client. Matching includes skills, experience, professional presentation, communication, ethics, commitment, past performance and reputation."

If you haven't read the book, Professionalism is for Everyone: Five Keys to Being a True Professional by James R. Ball, I highly encourage you to pick up a copy. (www.goalpower.com) In his book, he highlights these five keys that distinguish true professionals:

1) Character - who you are and what you stand for
2) Attitude - your mental outlook
3) Excellence - your commitment to quality
4) Competency - your degree of expertise
5) Conduct - how you deal with others

Recruiters seek out top-notch professionals from the largest of candidate pools. Not sure where you stand? Ask us for our honest feedback.


Try to understand our role
You must try to remember that we are not working "for" you. Don't get me wrong, we want to see you succeed, but in order to establish a successful recruiter/candidate relationship, you must first understand that we work for the client or company that has given us the search criteria. It is the client that pays our fees. It blows me away when a candidate acts so entitled and outraged because their recruiter hasn't been able to find them a position. Did we charge them a fee to register with us? Have we been "retained" for their job search? Hardly. Although we work hard to cultivate excellent relationships with all our candidates, ultimately, we must satisfy our clients if we are to get paid for all our hard work. We cannot accept every phone call during a normal working day and at times, we may not be able to reply to every single email received. We are busy trying to reel in new opportunities for you. We are networking, talking to decision makers and trying our best to create employment opportunities - with you - in mind. I once read that if a job seeker could pay the recruiter $10,000-$25,000 to find him or her a job, the job seeker might find a shift in attention from a recruiter. It's so very true. If you fit the bill we are actively recruiting for, you can rest assured knowing we will do everything in our power to make sure you are introduced to our client and considered for an interview. After all, we are paid when we place you.



Liza Parker, has been an Accounting & Finance recruiter with Don Richard Associates since 2005. I recently asked her, "What would you say is the most important thing a candidate (job-seeker) needs to keep in mind when working with a recruiter?" Liza replied, "A recruiter is a resource, an extension of a candidate's search, but certainly not their primary resource. They are solely responsible for finding themselves their new position - not us. You certainly want a recruiter to be aware of their candidates. We should remember them in a positive and professional light so we can call them when an appropriate opportunity presents itself. However, it's a bonus to any candidate if a recruiter lands them a fantastic position. It should not be an expectation." She adds, "A great recruiter may market a candidate proactively - I do it all the time, IF I view my candidate as having a unique skill set. They must stand out as an above-average professional or have exceptional presentation or leadership qualities. But our economic times have really brought out aggressiveness and entitlement to the table." And, that's a turn off for any recruiter.


Be honest at all times
When meeting with a recruiter for the first time during an interview, be open and honest about your background, career aspirations, future objectives and your experience. Do not exaggerate your substantive knowledge in a particular industry or job function. You are setting yourself up for failure by stretching the truth. We need to know as much about your professional life as possible to find the perfect position for you. If you were terminated from your last position, do not tell us you were "laid off" or "downsized." Tell us about other interviews, offers on the table, relationships formed with other recruiters and any leads you have on your own. The last thing we want to do is duplicate efforts and waste time running in circles. If you accept an offer on your own, tell us immediately so we can inactivate your file. I tell all my candidates that I expect all cards to be "faced up" during the entire process. If we don't establish a trusting relationship from the very beginning, we're not going to get very far together.


Follow up immediately after interviewing with our client
Call to let your recruiter know how your interview went immediately after your interview. Your candid feedback can provide us with pertinent information that can be leveraged in follow-up communication with the employer. Help us, help you! We may need to schedule a second or final interview. Here are some questions you can expect us to ask you immediately after your interview with our client: Did you meet with anyone other than our main contact? How long were you there? Were benefits discussed? Did salary requirement come up in discussion? Are you still interested in the position at hand? Did they give you an office tour? How did you feel as you walked away to your car?


Working with a recruiter can definitely be a rewarding experience
Brenda Bigelow, an IT and Professional Office recruiter had this to say about what you can expect when working with a recruiter. "We assist you in fine-tuning your skills through testing sessions. We sharpen your resume by reviewing it and offering suggestions on needed changes. A recruiter can give you tips on keeping your resume ahead of the competition. We can help you become more familiar with social networking and the importance of 'being out there'. We're a tool, but it is a candidate's responsibility to do the groundwork, to make the improvements on their resume and keep themselves out there. Of course, the best payoff I can experience as a recruiter, is to score that perfect job for you!"

We can share market intelligence with you, help you prepare for interviews, give you the inside scoop on the hiring company and assist you with negotiating your salary. A qualified recruiter will also help you prepare for counter offers. We want nothing more than to help you land your next great position. Being upbeat and cheerful goes a long way! Showing enthusiasm and flexibility makes our roles so much easier!

In essence, recruiters are a wonderful resource and a complement to your search strategy....but they are not your "agent."


LegalScout

Teamwork

I read an article posted this morning on LinkedIn, from a member of the Real Estate Lawyer Network, and was so touched I just had to share it with you. In a world where it feels like it's every man for himself; where individual accomplishments at times, are given more attention than team efforts toward a common goal, let's take a moment to think about the people in our lives that make up our "team" in life.

A Life Lesson on Teamwork

Another inspirational story by Samson Abiodun Ojo.

Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishment toward organizational objectives. It is the fuel that allows common people to obtain uncommon results.

Who do you have on your “team” in life? I know that I would be a mess without certain people: my wife, my family, my coworkers, just to name a few. Of course I need them for practical, everyday things: I would not be able to maintain a website without the expert advice from the technical department, as much as I would not be able to maintain a household without my wife. But, I also need them for emotional support. When I have a bad day or I feel frustrated with how things are going, they are there to pull me out of the slump. When I feel good and life is going my way, they are there to celebrate with me. Today, I would like to share a fun story about the power of teamwork. I hope you enjoy it:

A man was lost while driving through the country. As he tried to reach for the map, he accidentally drove off the road into a ditch. Though he wasn’t injured, his car was stuck deep into the mud. So the man walked to a nearby farm to ask for help.

“Warwick can get you out of that ditch,” said the farmer, pointing to an old mule standing in a field. The man looked at the decrepit old mule and looked at the farmer who just stood there repeating, “Yep, old Warwick can do the job.” the man figured he had nothing to lose. The two men and the mule made their way back to the ditch. The farmer hitched the mule to the car. With a snap of the reins, he shouted,

“Pull, Fred! Pull, Jack! Pull, Ted! Pull Warwick!”

And the mule pulled that car right out of the ditch.

The man was amazed. He thanked the farmer, patted the mule, and asked, “Why did you call all of those names before you called Warwick?”

The farmer grinned and said, “Old Warwick is just about blind. As long as he believes he’s part of a team, he doesn’t mind pulling.”

Today, I'd like to thank my Don Richard Associates "LIFE TEAM" for helping me out of the slumps when I start wondering if what I do is really important, and for being there to celebrate my greatest moments! I couldn't do it without you! Jen, Ed, Liza, Brenda, Jackie, Ashley, Christine, Sam and Angie - THANK YOU!

LegalScout

Top 10 Questions & Requests You Should Never Ask a Recruiter

Recruiters communicate weekly with HR professionals, and in my case, law firm administrators, when submitting resumes and coordinating interview schedules. One of the most difficult aspects of being a recruiter, (and at times entertaining) is having to educate -- or gently remind -- hiring managers about questions they are not allowed to ask us prior to scheduling an interview with a candidate who has piqued their interest.

Top 10 Questions and Requests You Should Never Ask from a Recruiter:

1. "How old would you say she/he is?" (awkward silence)
2. "Ok, well, can you tell me which age bracket they would fall into?" (even longer pause of silence)
3. "That's a strange last name, where were they born?"
4. "Do you know if they have small children?"
5. "Are they married?"
6. "You wouldn't happen to know if they were Catholic, would you?"
7. "How much longer until this person retires?"
   
8. "Please only send me 'skirts' to fill this position."
9. "Have they ever been arrested?"
10. "Don't send me anyone overweight."

What do these all have in common? They're illegal to ask and most fall under Title VII of the Civil Rights Act of 1964. Please help a recruiter out by not asking any of the above questions! Help us to adhere to federal labor and employment laws and keep integrity in the staffing world.

LegalScout

Got Your Game Suit On?

For all my dear employment-seekers:
Allow me to share with you my perspective as a recruiter and how I expect you to dress for an interview. We're both well aware the market is as competitive today as it was throughout 2008-2009. What you wear to your interview can land you the position or blow it for you. I'm still shocked to see my candidates arrive at my office like they're dressed for a business casual Friday. Keep in mind that your interview with me (a recruiter) is just as important as your interview with a prospective employer. If the position is temporary or temp to hire in nature, I am your employer! You have one chance to show me how serious you are about your career, how polished you will present to my clients and you'll show me you mean business. I can tell within a few minutes of meeting someone or almost instantly, if the candidate (based on presentation) would be great for client So and So. I've already carefully reviewed your resume - so when I shake your hand, I want to be able to match your terrific qualifications on paper, to a neat and tidy, polished applicant in person. You don't have to be wearing an Armani suit to pull this off.

If I had two candidates with the same amount of experience, same level of education, same skill set and one wore a sharp suit and the other wore a pair of slacks and casual top, who do you think I'd present to my client who is looking for a top-notch assistant? If you wore the latter, you automatically took yourself off my radar. Of course, coaching is part of my interview. But really? Do we have to review business dress attire?

Points to keep in mind during your interview:

• Please...take off your coat! Stay a while. Nothing is more odd than interviewing someone who is wearing a bulky coat. I've even had a candidate keep her purse over one shoulder throughout the entire interview!
  
• Your suit jacket should be able to button comfortably; and your pants should be hemmed. I should be able to check out your shoes!
• Skirt suits are great! As long as the length is modest. Don't forget to wear conservative hoses and appropriate business shoes or heels. Strappy, party sandals should not be part of your professional game suit.
• Choose a color suit that portrays your professionalism. A flaming orange or yellow suit may not be appropriate in most settings.
• Large hoop earrings are never professional.
• Wearing a ring on each finger is never professional.
• Lip, eyebrow, nose and tongue piercings are not going to portray you in a professional light when reaching out for your dream position. I'm all for self-expression and individuality, but we're talking about interviewing for a professional position here. We're also talking about interviewing in "Hampton Roads, VA". This isn't NYC and it surely is not LA. So, yes, try to hide your tattoos, if you can. If you land the job, there will be plenty of time to show off your cool artwork once your foot is in the door and you have established credibility.
  
• Clear nail polish is great! Chipped nail polish is not.
  
• Do not hold your head up with your hands. I write this -- remember -- from experience.
• Get rid of the gum while parking the car and take a moment to get yourself together if you're windblown while walking into the building. Yes, it's possible to wear a business suit and look a hot mess.
  

Remember, your first impression is critical to recruiters. Your attire sets the tone for the interview and can very possibly give you the advantage "edge" you need to compete in this market. Put your game suit on!

LegalScout