Can You Screen for Diversity Awareness?

Companies are often seeking a diverse slate of candidates for an open position – race, ethnicity, gender, age. As an external recruiter or an internal talent acquisition specialist the screening part of developing a representative slate of candidates isn’t too difficult. We know the recruiting part of generating that candidate pool is difficult and we don’t need anything making that work harder.

The one common factor I see making that more difficult is a poor reputation the company has earned for diversity awareness among all employees. One bad hire or bad keep can mean their comment about “those people are so…” or “women always…” which is addressed only with “they didn’t mean anything” can cost you an outstanding diversity employee. It can also be the beginning of the reputation in the market of not being concerned about diversity awareness.

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Do We Listen Anymore?

Not just the spoken word, how about the written word!

Speaking to someone – you know maybe an old-fashioned phone call – has been replaced by the text message. I’m guilty as charged, sending at least 15 and sometimes 50 a day. It isn’t the sending that’s the problem.

Aren’t you amazed by how many incomplete or just generally unresponsive responses you receive. It’s as if they just keep on talking/typing and don’t hear/read a word.

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Do Handwritten Notes Still Have a Place?

I posted recently about Thank You notes and the general consensus – “yes, they do matter.” What about handwritten notes – do you still send them? I’ll admit that, externally for business, I don’t.

When I managed a larger team I wrote notes often to my team members. When others wrote notes of thanks, congratulations or encouragement to me they always found their way to a file that I still have. I believe I still have every note I ever received from a parent or child for coaching a team or leading a Cub Scout adventure. My mother had every sympathy card her family received when my Uncle Bill Dierker was killed over Leyte Island in the Philippines on November 1, 1944.

So if the handwritten card or note means so much to us maybe we should write them more often. Especially when we have more to say than simply “thanks, it was a pleasure meeting you. I look forward to doing more business together.”

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Do Thank You Notes Matter?

I believe they do and so do most of my clients. Why? 1) they show you’re interested, 2) they indicate you know the importance of follow through.

But please, don’t overdo it. Keep it basic – Thanks…. I’m interested…. I especially appreciated learning more about… – meaning mention something that actually happened in the interview. This should go without saying but it has to be correct – free of spelling and punctuation errors.

I’d love your opinion – do you believe thank you notes matter?

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SELF INFLICTED WOUNDS!

July is turning to August and your recent college graduate child or friend is still searching for their first bona fide career opportunity. Some is circumstance but I’m convinced based on recent experiences that a good portion of the extended search is due to self-inflicted wounds.

Here are a couple of ideas. 1) Spend less time in front of your computer and more time in front of people. I know you don’t want parents or parent’s friends to “get you the job” but networking fills more positions than Indeed! 2) Go to every meeting physically and mentally prepared like it will lead to the only opportunity you ever wanted.

I know it was a long shot that he would be a fit for my client but to the young man I met for coffee I’d say “dressing down so you could go straight to the gym made it difficult for me to even consider networking you to other professional contacts.”

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HAS NOT GIVING NOTICE BECOME OK?

I can’t believe I’m asking this question but based on recent experiences more than a few “professionals” must answer YES!

Things aren’t going especially well for the young salesperson and they are on the dreaded PIP (Performance Improvement Plan). Convinced their termination is inevitable they resign via an email to “pursue other opportunities” and give ZERO days notice! I can only guess they expect prospective employers won’t check references. Topic for another day – when did references go out of style?

How about the company that hired my client’s now former controller. They extend an offer contingent on a start date that requires the person to give less than even the minimum two weeks notice. Shouldn’t the individual ask “do I really want to work for someone who asks me to act in an unprofessional manner?” Shouldn’t any company question the professionalism (and in this case backbone) of an individual willing to provide a current employer less than the minimum two weeks notice?

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FORTUNATE TO HAVE GREAT EMPLOYEES – THANK THEM!

Competition for excellent team members is as heated as I’ve ever seen it! I hear that from clients and colleagues nearly every day. It caused me to think – just how do we express our appreciation for them this holiday season? Here’s an idea – forget the Kroger’s gift card and company logo outerwear. OK don’t forget them, they are appreciated, but think EMPLOYEE EVALUATIONS!

We keep telling ourselves that people are our most important asset (how many times have you heard that) yet when it comes time for a critical interaction with them we avoid preparing for it in any meaningful fashion. Communication during the annual review process should come in several steps and several meetings. A pre-meeting with employees to outline the process, a self-evaluation presentation by the employee to their manager, a meeting where the formal review is discussed (emphasis on discussed, not given), and a final BRIEF meeting to communicate compensation adjustment and bonus compensation.

Sounds like a lot of time – IT IS!

Would we commit to staying informed about the performance of one of our very good customers?

Would we meet with the same customer several times at the end of the year to ensure the relationship remained positive?

Would we do our homework before proposing any changes to the financial parameters of this same relationship?

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Is It Lying, or Changing Your Mind?

Everyone is entitled to change their mind but it sure seems like lying when you verbally commit to a certain action and then renege soon after via a text message or email?

I can be persuasive but I don’t believe I’m overbearing.  Twice in the past 60 days I’ve had a candidate commit to an interview with a company only to text me within 24 hours to back out.  In both cases “radio silence” since then.  It isn’t a “millennial thing” either – one fits that demographic, the other is a baby-boomer.

Am I missing something or has common courtesy and honesty been forgotten now that the employment market is candidate driven?  Maybe this is the payback for when companies and third-party recruiters couldn’t be bothered to respond to candidates who didn’t get invited for the interview.

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Do I Text TOO Much?

Maybe I’m alone in wondering about this but I often ask myself, should I just call?

I text to introduce myself and schedule a call with a prospective candidate and then I have to call anyway when they respond: “I’m not looking, no need to call.” I text to schedule a meeting and then end up with multiple exchanges to secure a date. Sometimes I text to keep it short because I do like talking to people (some friends would say I just like talking – no snide comments necessary) and I know I’d struggle to keep the call brief.

How and how often are you texting for business? Respond to this message to let me know – or what the heck, text me at 513-706-6661.

Resume Accuracy Isn’t Old School

I’m just checking to be sure I’m not the only one who values a complete and accurate resume’. I love LinkedIn to research a candidate but a recent experience highlighted how critical an accurate resume’ is to even getting an interview.

I contacted a candidate who had the credentials my client was searching for. When I shared the name of my client I received immediate push back. They had applied to the company’s online posting, completed a phone interview but had not been invited for an on-site interview. I probed more deeply in hopes of understanding why such a good match on paper was eliminated so early in the process. They seemed genuinely bothered that the hiring manager had asked for specifics about start and end dates and what they did during certain lengthy gaps in employment. During two of the gaps they were permanently employed but chose not to list those positions on the resume’.

I understand they didn’t want to highlight gaps in permanent employment. I believe not listing permanent employment caused the hiring manager to question the candidate’s integrity and ultimately cost this candidate a chance to pursue an attractive career opportunity.

How do you feel about resume’ accuracy?

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