CharlotteRecruiting

Connecting With Charlotte Recruiters

2008-11-15T19:45:41-06:00

I'm looking for a recruiter in Charlotte who would be interested in using this blog to make money. I have the platform and the know-how, and just need someone who's interested in social media who can write on the blog and use it to hire candidates. If this is you, drop me a line.

Job Offer or No Job Offer, Interviews Are Valuable

2008-08-14T19:17:29-05:00

In some interviews you walk in knowing you may not be the exact match for the job, but you want to give it a shot anyways because who knows? Maybe during the interview you realize this fact. Either way, in this situation sometimes the interviewer may realize that you are either perfect for another position in the company. He or she may then ask you if you would be opposed to interviewing for that position. It is a tricky question to answer. You do not want to appear desperate but at the same time you want a job. Gina at Interview Chatter, had the following advice to offer.

Emphasize your interest in the position you are applying for taking the time to reiterate why you’d be perfect for it.
Always be open to discussing the other position. Even if it turns out not to be what you are looking for, it could lead to something that is.
Make a great impression with the hiring manager, even if it’s clear they don’t want you for the job because that manager may end up being the best reference you’ve ever had.

Being prepared in an interview is essential. A question like the one I posed above can catch you off guard if you are not expecting it and being caught off guard usually leads to rambling answers or a blank stare. If you feel like being really proactive, look to see what other positions are available at the company that you might qualify for.

"Attraction" and Recruiting

2008-08-11T07:54:00-05:00

On a recent FistfulOfTalent post, Maren Hogan discussed the idea of how to be an "attractive" recruiter. She was not talking about physical attraction, but more about how you can attract candidates to your company or what you have to offer as a recruiter. She really nailed the point when she said

"Attaction is not only about making people look, but having some depth once they do take a peek. Don't be the Amy Winehouse of your space. Look inward and figure out whether you have something to offer once someone looks."

When I was thinking about this quote, this analogy popped in my mind. It's like if you yell "Think fast!" and act like you are going to throw a ball to a friend, but you really don't have a ball. They looked, but in the end there was nothing worth looking at. It's an interesting idea.

The Dreaded "Weakness" Question in Job Interviews

2008-08-07T20:19:03-05:00

"What's your biggest weakness?" It's one of those questions that never feels like it ends well. I always feel like I either sounded too weak or too vain. Even if you answer it well, I cannot see too many people bragging that they "really nailed the weakness question." I bet if a "Get Out of One Question" existed, this question would be skipped quite a bit. However, in a recent blog on The Career Encouragement Blog, some good advice was given on how to handle this question. The best pointer given, in my opinion, was the following:

"Progressive. Demonstrate that you already have a plan in place to manage your weakness as it relates to the job. "

A few minutes extra of preparation for this one question could make a big difference in the outcome of the interview. It's one thing to know what your weakness is, but being able to apply it to the job you are interviewing for makes a recruiter realize you know where you would be vulnerable in that job. If it is something that could easily be solved by having a mentor or some extra training, then it might ease any uncertainty about hiring you. It's better to get it in the open before the fact than after it.

"On-boarding": Starting Your New Executive Job

2008-08-04T08:20:00-05:00

Smooth transitions. Great authors, reporters, and some athletes all know how to do them. Authors use them to make stories flow in a coherent manner, reporters must switch between stories, and athletes must adapt to new teams when they are traded or initially signed. One other type of person that needs to be good at transitioning into a new setting is the new employee.

Here is where the concept of "on-boarding" comes into play. "On-boarding" is the first few months at your new job. Some people describe it as the first 90 days and others give it a longer time frame, such as the first year. In reality, the length is dependent on how long it takes for you to become fully integrated into your new job setting. Executive career coach, Michael Simon gives some tips for how to make a smooth transition into your job, specifically an executive level job. He summarizes it nicely with this quote.

"A new position gives you a golden opportunity to shine. Observe what’s going on around you, assess the situation, adjust your objectives, determine your needs and draft a plan to meet them … before taking any actions."

It is hard to change someone's mind once he or she has made an initial judgment about you. That is the reason why the first few days on the job are crucial to your future success. Take some time to prepare yourself before the first day and evaluate your actions once you actually start. It may help even keep a small journal detailing your observations during those first weeks. Be agile in your new environment, but maintain consistency and honesty otherwise your credibility is ruined.

Creating Your Own Brand Image

2008-07-29T12:56:00-05:00

It's hard to go through an entire day without hearing or seeing a brand name or image of a company. However, in the past few years a new type of brand has been emerging: the personal brand. In this ever flattening world it has become more and more important to be able to differentiate yourself from the other people interviewing for the jobs you want. Robin Good investigates 10 important steps to creating your own brand image.

In the traditional sense, a brand is a word, usually a proper noun. Brand building is the process of creating a perception in the mind that there is no product or service on the market quite like yours.

I found #4 to be one of more thought provoking and important ones on the list. The idea of building a network instead of simply networking is interesting. I'm still trying to find a way to clearly define it in my head, but I see the bigger picture in my head.

I am continually working on my brand image. If I ever became a commercially available product, I already have my own logo. Now if only I could come up with a clever slogan...

Talent Usually Groups Together

2008-07-28T07:21:00-05:00

In a recent post on FistfulOfTalent, Michael Homula offers his insights on the concept that "winners follow winners and losers follow losers". He even managed to link the idea to Forrest Gump and motherly wisdom. Michael puts it best when he says:

"I don't know about you, but I am not in the business to hire ALL candidates. I want to hire high-performing employees. I say have relationships with true talent and create great candidate experiences with them. Hang out with the talented people around the talent pool. Essentially, hang out with the cool kids."

If you have an attractive position open, there is a very good chance that a lot of talented candidates will flock to it. Pick the best from the best. There is no sense in wasting time on unqualified candidates or maybes.

Charlotte's Banks Under Pressure

2008-07-26T10:31:00-05:00

As the home of Bank of America and Wachovia Bank, it's no surprise that the city of Charlotte is starting to question what will become of its spot as a major banking center in the United States. Both have seen their stock prices plummet over the past year. Wachovia's CEO, Ken Thomspon who earned over $16M in 2006, was asked to step down in April. Bank of America announced heavy job cuts following its acquisition of Countrywide Financial. The issues with these two giant banks is more than just shareholders losing money or jobs being cut though. Doug Smith, a columnist for the Charlotte Observer, discussed how problems with the banks is something that affects the whole city.

"Today, Charlotte’s two big banks are busy defending their actions to analysts and holding off angry shareholders. In Banktown, it’s safe to say everyone is on edge."

The future of these banks is uncertain, especially after the near fire sale of Bear Stearns to JP Morgan in March. I think it is safe to say that more consolidation will come as the weak are snapped up by the strong, just as Bank of America did with Countrywide, which is another story in of itself.

Sleeping During the Workday

2008-07-24T10:22:00-05:00

I grew up convinced that one of the quickest ways to get fired or reprimanded by a manager was to fall asleep on the job. I think part of it had to do with the angry teachers that my friends and I had to deal with during all of middle school and high school whenever one of us fell asleep during class. Now that I have joined the workforce, I realize that staying awake during the day is just as hard now as it was in high school. There are just some days that seem to crawl by. I've been tempted to spend part of my lunch break in my car taking a quick nap. A recent article in Newsweek brought this issue to light. It was surprising to see that 37% of Americans nap during the day. I guess they counted my roommate's response a couple of thousand times because that number seems awfully high. Sara Mednick said this about what an ideal nap looks like:
The ideal nap length fits well within a lunch break. Mednick recommends 20 minutes to boost alertness and motor performance. Getting between 30 minutes and an hour of sleep will put a napper into slow-wave sleep, leaving them groggy, she says.

One Way to Keep Talent

2008-07-22T06:51:00-05:00

Today the investment bank, Lehman Brothers, announced a unique plan designed to keep its employees from leaving the firm amidst the current credit crisis that has plagued financial companies over the past year.

Lehman will be issuing 20% of the amount of stock that employees received in 2007 as a mid-year bonus of sorts. The shares will be issued at market price as of July 1 and will have a shorter vesting period which means employees can sell the shares in 3 years and not the usual five. Not only will this hopefully convince its 26,000 employees to stick around, but it boosts confidence in a company that has seen extremely negative press lately. Time will tell if this was a good move or not. I think CEO Dick Fuld has the right idea.