J Patrick + Associates Blog

What Gets Enterprise Sales-Leaders Excited These Days?  - Part 1

Posted by Alysa Wishingrad on Thu, Jan 23, 2020 @ 04:43 PM

What Gets Sales Leaders Excited_

Hiring managers and candidates alike know that recruiting and retaining an A-level sales team is key to the success of any company offering an enterprise solution. No matter how compelling the product, without top performers on your team, success is going to be elusive. Every company wants them, and yet, not every company can get them.

Certainly, considerations such as compensation, company culture, the degree to which a company is willing to invest in training, ongoing learning and career development all carry weight with candidates. But what we find is that these are not necessarily the factors that drive top talent to leave one position to take another.

What does it take to attract top Enterprise sales talent?

In a word: Pre-IPO. Well funded start-ups that have not yet gone public are enormously enticing to our sales candidates right now. And while there are risks associated with moving to a new/unknown entity, the rewards can be enormous. That is if you’re moving to the right company.

So, what is the right company?

Well, of course, that answer is going to be different for every candidate, but driven to get involved with what could be the next great technological leap, here’s what top sales leaders are thinking about when considering a new position: 

Disruptive Technologies with an Achievable Plan.

A disruptive technology is one that either displaces an existing technology or introduces a ground-breaking product that opens up a new industry. It’s exciting, it’s cutting-edge and it’s potentially important. You won’t find better salespeople than those who are looking to be engaged with the product they’re selling, who need to feel that they are helping to build something new, innovative and/or helpful. And truly, what salesperson worth their salt doesn’t want to be selling the world’s next great technological breakthrough?

But above and beyond the technology itself, savvy salespeople are considering the marketplace for this product. How corded is it? Are there too many players, is the company engaged in a red ocean or a blue ocean strategy?

Confidence.

A top salesperson got where they are based on the value of their relationships and the depth of their network. There’s no point in making a move where you can’t carry those relationships forward with you. It’s not enough to only believe in the product you’re selling, it’s vital to consider if it’s one you can sell to a marketplace/customer base you know well. How well will you be able to leverage your existing network?  And, more importantly, does this new product solve a real problem for your current customers?

Top-Level Management.

When it comes to startups, who are just as important as what. Top management leaders who’ve scaled a company before, who have the knowledge, experience and following to build a successful company are nearly as important as the technology itself. Savvy salespeople look to the management team as a good barometer for potential success. They’re looking for managers they not only they feel they can work with, but who have a track record of success and can move the company toward profit and beyond.

It’s also important to remember that more people cite a lack of faith in, or conflict with, their manager as the number one reason for leaving a position. And while you can’t know how you’ll get on with a manager, doing due diligence about the people you’ll be reporting to is a key consideration to make.

High-Scaling.

Look, salespeople know a worthwhile lead when they see it, and they can also recognize a dead-end long before it comes into view. Yes, there has to be a belief in the technology and an investment in the worth it adds to the business, or society at large, but more than that, there has to be the potential for a high return.

Always consider who is involved. Is this a purely VC backed venture, or PE? Where are they in their funding? While getting into a company while they are still in series A funding might promise higher returns later on, we are currently finding that the majority of our sales candidates are interested in series C or beyond. This may be attributable to the fact that the first quarter of 2016 has seen the lowest number of companies going public, or it may be that they are looking to move only to companies that are further along in their development. Either way, the real potential has to be there for a company to attract top sales talent.

Getting in on the ground floor of a disruptive technology ensures that a salesperson is both challenged, engaged and invested in the company’s success. The only gamble, of course, is whether the tech will catch on or not. If they’ve judged well and have gone where the smart money is sitting, they can expect to find themselves post-IPO in a very comfortable position, and their reputation as a sales leader greatly enhanced.


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Tags: enterprise, HR and Hiring, Career Strategies, Career Path

How To: Advice You Need to Know That Will Help in Your First Job

Posted by Nicholas Stearns on Fri, Jan 17, 2020 @ 03:09 PM

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You’ve gone through the whole hiring process. You sent in your resume, got a call, went to the in-person interview, and finally got hired. Now, the hard part starts. Perhaps you've had counseling at your college's career office from working professionals, but there several things you won't be taught in school. 

 

Top Tips to Help You Get Ready for work as a Recent College Grad

Be On-Time

College life isn’t exactly the hardest-hitting when it comes to punctuality. In a world where professors are busier than students, it wouldn’t be inconceivable for a class to start five to ten minutes late while the teacher gets everything set up. But that rule does not extend to you once you’re out in the workforce. In the office, 8:30 means 8:30. The laptop is on, the app is open, the pad is on the table and the pen is poised. You will be on time every day, even if you have to set five alarms to make certain you’re on time. Punctuality not only sends the message that you take your job seriously, but it also sets you up for a more productive day.

 

Follow the Dress Code

Students don’t dress well. Four years of sweats and hoodies don’t exactly ingrain a fashion sense into someone. So make sure you dress for your job. Your interview was a great time to do some recon work and see what the office’s tone is. While you certainly need to honor your own sense of style, the office is not the place to stand out. It may be the case that some offices require a suit every day, though many don’t. So watch what your boss is wearing, and go from there.

 

Separate Business from Personal Affairs

Water cooler discussion is all right. In fact, there are a number of reasons it’s encouraged. So feel free to talk about your life and experiences, and hear your colleagues’. But remember, there is a difference between what is and isn't acceptable to share. College is a place where boundaries are thin to non-existent. Boundaries are clear and should be well respected in the office. Not everyone wants or needs to know all the gory details of your encounters last Friday night. Save it for after work. Understanding how to comport yourself in the office is vital to your success. 

 

Communication is Key

Catching a bit of a theme here? Communication is one of the biggest complaints that companies have with recent graduates. Years of speaking with no one but other college students in a closed arena aren’t the most conducive to producing well-adjusted communication skills. Be ready to learn how to type an email, prepare a proper presentation, and even speak in a professional setting.

 

Learn to Think Critically

Most colleges are teaching graduates how to study and reiterate information, but critical thinking seems to have been abandoned by the wayside. Second, to communication skills is the complaint that college students don’t have this ability. They know where to find the information, they just don’t know what to do with it once they do. So be ready to face this problem head-on. Request a walkthrough on what you’re going to face every day, be it data analysis or writing a simple report.

 

Patience is a Virtue you should Develop

Of all the problems you may face, the biggest one will be your own impatience. You may see your career path laid out so clearly. You know where you want to get to, but remember a few speed bumps are to be expected, no one is perfect. You’re going to make mistakes, or at least we hope you will.

The best thing you can do is be open and ready to help solve problems and remain open to unexpected opportunities. A career is built step by step, keep your eyes and ears open and your nose to the grindstone.

 


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HIRING: How to Get the Perfect Organizational Fit

Posted by Nicholas Stearns on Thu, Jan 16, 2020 @ 05:43 PM

How To Get the Right Organizational Fit

What is the Most Important thing to Consider when Hiring?

The most important consideration when hiring is that the candidate is qualified for the job...  Right?

Not completely. Beyond that, you have to ask yourself, “How will this person fit into my company?” You certainly don’t want to hire someone who won’t feel comfortable coming into work every day. An unhappy employee that doesn’t fit in could pose difficulties to the rest of your team by changing your carefully maintained company atmosphere. Even if you're using all of your best hiring practices, you could be overlooking something.

5 Vital Considerations to Consider when Hiring the Perfect Candidate

1. Getting their message across

Every company has its norms, its customs and habits, and how your employees communicate is a vital part of company culture. How do your employees tend to talk to each other, or with managers? Do they email, instant message, call, make appointments in a calendar app, pass notes or face time? 

Take some time to examine how the potential hire communicates. Do they seem like a good personality fit, and is are they an effective communicator? Vast differences in communication and work styles can cause disruptions with others, and lead to problems with productivity. Make sure that you screen for these things before you pull the trigger on a new hire.

2. Level of Supervision

Management style is a fundamental aspect of company culture, and it’s important to note when considering a candidate. When one of your employees is undertaking a task, how often do you or another manager check in on them? How often do you offer assistance? And how much do you expect to be contacted for help?

It’s necessary for a candidate to understand how much they can reasonably expect to be managed. Make sure that your organization's preferred method is one that the candidate will thrive under.

3. Social Time

Do your employees take breaks together, or is it an ‘every man for himself’ situation? Neither is better than the other, but if a candidate isn’t a good match, it can make for an uncomfortable workplace. Go ahead and ask them what they're used to doing on their lunch break. Do they bring food, do they like to go out with co-workers, or do they order takeout with others? Checking on these traits can make the difference between a lifetime employee and a two-year hire.

4. The View From The Bottom

A big part of a company’s culture is what employees and managers define as winning, and how that’s achieved. Make sure you know what traits are highly valued in your company. If that’s the ability to work alone and come up with a perfect product, or to be an excellent team member, then you should test your candidate for these things. Asking about their work style (if they prefer to work alone, or in teams) can be a very good indication of whether or not they are a good match for your company.

5. Is your Office Space a Picture of Harmony?

How personalized is the office? Are there pictures of your team's success, or are you as spartan as can be? Do your employees heavily customize their space, or is everything there specifically utilitarian? Having an overall pleasant space and making sure that your current employees and potential hires have similar or complementary styles can help to create a unified atmosphere in the workplace.

Use What You’ve Learned

Now that you’ve examined your company’s traits, make sure you start looking for harmony right from the beginning with a new hire. In your interview:

  • Ask candidates how they preferred to communicate in their previous job.
  • Ask how they are accustomed to being managed, and if they are flexible in their style. 
  • Ask yourself if this candidate shares your company’s values.
  • Give your team a chance to meet them, get their feedback, and absolutely let it inform your judgment.

Remember, there’s a person behind that resume, and some candidates are adept at making themselves look good on paper. Dig a little deeper and get to know who they are.


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Tags: HR and Hiring, recruiting, Career Path

5 Tips to Succeed With a New Boss

Posted by Alysa Wishingrad on Fri, Jan 10, 2020 @ 03:38 PM
5 Tips to Succeed with a new boss

Change. It’s the only constant, especially in business. Co-workers come and go during your career, and so do bosses. And while it can be unsettling to have to adjust your work routine, rhythms and style to a new supervisor, it is, almost all too often these days, a necessary evil you very well may have to face. 

But rather than seeing it as an unnerving disruption that must be muddled through, try to look at it as an opportunity for growth and possible advancement. However, in order to do that, you must handle the transition well.

 

Here are 5 ways to help smooth the transition with a new boss.

1. Make An Appointment

Within a few days of your new supervisor’s arrival, book a short meeting with them; 10-15 minutes. Treat this meeting like a sales call, or an interview. Your goal is to find out who they are, how they like to work and how you can best be of help. Find out their priorities and adjust your mindset to match.

Mind you, this is not the time to suck up or jockey for position, but rather to get some of the essential facts in place. How do they prefer to communicate: email, IM, face-to-face? Are they looking for in-depth weekly reports, or on the fly updates? Letting them know you are willing to be flexible and work their way will help get the relationship off on the right foot.

 

2. Expect Change

Yup, it’s a constant...

You’re accustomed to your department running one way, and it’s tempting to think that it’s the only way it should be done. But when your old boss left, they took their procedures and processes with them. Don’t assume that things will continue to run the same way, and don’t cling to the past. You may not initially understand or appreciate your new boss’s way of working, but you have to be patient. Watch, listen and trust - there’s always another way to do things. Just because things have been done one way for as long as you can remember, doesn’t mean it’s the best way.

 

3. Share Your Knowledge

Remember; you might be facing changes in your department, but your new boss is facing a new job. Whether they came into this position through a promotion or as an outside hire, they have new responsibilities and a new boss of their own. They’re looking to establish themselves, and your job should be to aid them in getting them up to speed so they can get her priorities into action. Showing yourself to be a team player sends a powerful message, and puts you in a position for advancement further down the road.

 

4. Bring Solutions

Get your ideas on the table. Let your new supervisor know about your current projects and those that you’d like to get off the ground. While you can mention prior successes, old wins are history, all that matters now is how you can help the department move forward and grow.

Remember, this is not the time to look for personal advancement. Your job is to help the team, not yourself.

 

5. Plan for Problems

Even if you and the new boss hit it off from day one, there will be problems. Repeat that: There will be problems. But you want to make certain that molehills don’t have the chance to grow into anything larger, be proactive in reaching out to your new boss. Ask for weekly or bi-weekly check-ins that match their style. You don’t ever want to let assumptions take the place of open communication, especially in a relationship as important as this.

At the end of the day, your boss is the gatekeeper for future advancement. They can help you get where you want to go, or they can see to it that you fail. By helping them succeed in their new role, you’re investing in both a productive partnership as well as your own long-term goals. 

Embrace the change!

 


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Tags: Career Strategies, Career Path

6 Soft Skills AV Hiring Managers Should Look For in Candidates

Posted by Joseph Barrera on Thu, Jan 09, 2020 @ 11:04 AM

6 Soft Skills (1)

If you’re a hiring manager in the Audiovisual industry, then you know how frustrating it can be to find and hire the best AV candidates.

It is important that they possess the industry-standard certifications and they have experience working on the specific types of projects that your company works on.

However, soft skills are crucially important as well, and if overlooked can lead to hiring blunder after hiring blunder; costing you and your company precious time and money.

As recruiters in the Audiovisual Industry, we understand your pain and have outlined the specific soft skills we look for when finding and placing the best AV candidates.


6 Soft Skills every AV hiring manager should look for when hiring candidates

Strong Communication

The most important soft skill hiring managers should look for from AV candidates is their ability to communicate effectively. 

Effective communication between AV project managers and technicians, for example, is vital in terms of making sure the projects are done in a timely manner and up to standards. Often times, employees also need to communicate with customers to explain the project as a whole, answer any questions that arise, and address any concerns the customer may have.  The ideal AV candidates make themselves reachable by phone for both customers and managers (even when they are off the clock). 

After all, the purpose of AV technology is to keep people throughout different parts of the world connected. Audiovisual professionals should practice what they preach and reflect strong communication. 

Time Management

Time management skills are crucial, especially in the Audiovisual industry. Your customers want their projects finished in a timely manner. Your project managers should have deadlines in place and your AV installers, and programmers need to be able to adhere to a rigid schedule.

Any signs that a potential employee may not be reliable to show up on time (like showing up late to the interview for example), should be a huge red flag. Their tardiness can delay a project and ultimately worsen the reputation of your company.

Willingness to Learn

Technology improves with time, and the Audiovisual industry is one of the fastest-growing industries within the sector. You want employees that are adaptable to change, and eager to learn the ins and outs of your company, the technology they use, and the standard industry certifications.

Continued education not only allows your employees the knowledge to make them masters of their craft but it also shows that they are truly passionate about the AV industry and would make great long-term employees

Customer Service 

Even if your candidate is the best technician or control systems programmer you have ever seen, if they cannot present themselves as professionals to your customer, then they will do more harm than good. 

Besides showing up on time and communicating effectively, professional AV candidates should have a professional appearance both onsite and when face to face with the customer.

Critical Thinking

The Audiovisual industry is unique in that you will never encounter two projects that are exactly the same. 

Professionals in the AV industry need to be able to think on their feet. They must have patience when a project is not going according to the script, and they must also be excellent at diagnosing and troubleshooting issues on the fly.

Work Ethic

Work ethic is an important quality to possess in any industry. This is especially true in the AV industry. 

If you’ve ever fallen behind on a project, you need a strong team willing to put in the grunt work and extra hours (sometimes days) that it takes to complete the project on schedule.


In Summary

The hiring process can be incredibly frustrating when you are evaluating the wrong credentials. Hopefully, after reading this article you are in a better position to weed out the truly reliable candidates from those who look good on paper. 


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9 Tips To Help You Stand Out and Get Promoted

Posted by Dylan Rivera on Tue, Jan 07, 2020 @ 03:44 PM

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Completing your everyday tasks just isn't enough when it comes to getting under your boss's spotlight and landing a promotion. With everybody in the workplace showing up to complete their daily tasks, what makes you stand out?

In order to get promoted, you must get the attention of your employer, and in order to do that, you must differentiate yourself from the rest of the team.

Here are 9 tips to help you stand out and get the promotion you deserve.

1. Eye Contact

Studies have shown that human senses and brain cells are triggered when someone is looking at you, thanks to a phenomenon commonly known as a “gaze detector.” Whether it be a one-on-one exchange or a regular conference meeting, when conversing with your employer you have to maintain eye contact. A constantly shifting gaze or downcast eyes do not send the message that you're present and focused.

Don't forget, eye contact is also a strong indicator of a person's confidence level. And managers always appreciate a courageous and concentrated employee.

2. On-Time

Shakespeare once said, “Better three hours too soon than a minute too late.” Nothing broadcasts apathy toward your job more than showing up late to work, even if that's not your intention. In most cases, it's an occurrence that could have been easily avoided, so take care to plan your life properly. When you're late, you are potentially decreasing work productivity for your co-workers. By getting to work early, you are illustrating your dedication to your job; an attribute employers love and can't easily ignore.

3. Engagement

To get the promotion, you must take initiative. This means going above and beyond your average work tasks and responsibilities. Don’t be intimidated by taking the lead and becoming a driving force behind your team’s productivity. Be open to work on new projects and look for opportunities to volunteer to help. Even if your boss doesn't immediately recognize how engaged you are, they’ll see it through your numbers and productivity.

4. Dependability

It's every employer’s dream to be able to call on someone and delegate a task with zero concerns on if it will be completed in a correct or timely manner. When upper management delegates a task to you, that means they are putting their trust in your hands. Now it’s your job to make sure you deliver top quality work on time. Your capability to show up and deliver are only a few of the factors that prove your ability to be trusted. If your supervisor is constantly looking to you and delegating tasks your way, you're doing something right.

5. Know When To Speak Up

You have a voice, so you shouldn't be afraid to use it. An employee who gives their input on projects and business activities is an employee who cares. And those who care, get rewarded. Whether it be during meetings or face-to-face interactions, don't be intimidated to get involved on relevant topics and let your voice be heard. However, you don't want to overstep, so make sure you find a balance on when to pitch in and when to keep quiet.

6. Know When to Keep Your Mouth Shut

Some offices can sometimes sound like a high school cafeteria with the amount of gossip being passed around. Instead of the buzz being centered around the ‘popular kids’, it’s often revolved around business operations or a co-worker in the office. It's normal for individuals to vent about their problems and concerns, however, when you're in the office space, keep your nose clean. You do not need to be caught up in anyone else's drama or bad feelings. So when you’re in the office, keep your mouth shut and your eyes on your work.

7. Positivity

Time to turn the energy switch to level 1000. Put aside the morning's commuting nightmare, or the shoulder-check you received in the subway. When you walk into the office on Monday morning, put on a smile and wish everyone a good morning. Be enthusiastic around the office and provide a helping hand to your colleagues. Before you know it, your positivity will have spread throughout the entire building. Managers look to people who add to the office, and not those who look as if they dread their job.

8. Self Investment

As you're aware, you won't be the only person working to get a new position. You need to stand out, and the most dominant differentiator is your skillset. Use your personal time to increase your skills by taking a class, or earning a certification in a relevant field.  When your skills increase so does your value. So never stop learning, even if it means doing it on your own time.

9. Big Picture

Every successful company has long-term plans or goals. All of the tasks that you and your team members are working on are all little variables to the company's big equation. The goal is always at the top of upper management's agenda, so make it yours as well. Look for extra ways to contribute to the company’s big picture, even if it means you won't receive full recognition. 

And even if you don't get the next promotion that comes down the line, you'll be sending a very strong and clear message to your boss that you are a team player who is worth investing in.


Related Articles:

https://www.jpatrick.com/our-blog/5-reasons-why-you-should-never-turn-down-an-interview

https://www.jpatrick.com/our-blog/7-reasons-why-to-always-talk-to-a-recruiter

 


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Tags: Career Strategies

How To Know If A Company Is The Right Fit For You

Posted by Alysa Wishingrad on Mon, Jan 06, 2020 @ 08:45 AM

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The savvy candidate knows that the interview is an opportunity to not only be vetted by a hiring manager, but also to vet the company. Think of the interview as a fact-finding mission not only about the position, but also about the company culture. The job you're interviewing for may be everything you want, but is the company? 

Here are some important clues to look for when interviewing, and can help you decide if a company is a right fit for you

 

How to know if the company is the right fit

Lobby Life

Arriving early for an interview is always good advice - it prevents rushing into a meeting flushed or frazzled - but it also allows you some time to watch the company at work. Consider the lobby as a window into a company’s soul - take this moment to look around and listen.

Are employees friendly toward strangers and each other, or are they rushing about with sour expressions? Is the receptionist rude and dismissive or do they greet you with a smile? You’re not looking for a Stepford Wives experience here, but you will get an idea of what daily life is like just by sitting in the lobby and watching the flow of people in and out.

 

Your Network Knows

Just as you might research a potential employer on Crunchbase to better understand their growth, funding and growth trajectory, you need to mine your social connections to find out what it’s really like on the ground. Contact 1st or 2nd degree LinkedIn connections who have worked for, or do work at the company. Write them a polite note explaining that you have an interview set up and would love to ask them a few questions.

Keep your inquiry specific to their experience. You’re looking to hear what kind of person thrives there, what the feel in the office is like, how do they perceive the work culture, and do they find it a good place to work.

A word of caution: this is not an expedition to weed out office dirt -  what you’re looking for is a peek into the culture.

 

Separate The Wheat From The Chaff

Company policy is one thing, how it’s actually implemented a whole other. It’s all fine and well for an employer to state that they support employees working from home, or that they always try to promote from within. But whether or not they actually operate in accordance with these policies is what you need to be looking for. Ask for specific examples of people who have moved up the ranks, as well as attrition rates.

Who leaves and after how long can tell you a whole lot about the tenor of the company.

Be watchful also for aspirational policies - perhaps they are programs a young start-up might hope to one day implement, but are not in the position to follow through on at this time. If this is the case, you’ll have to weigh the company they are, against the company they hope to be, and decide if it’s worthwhile.

 

What It's Like Interviewing For A Company Is What It's Going To Be Like To Work For Them

The interview process can take a very long time from start to finish In fact, according to a recent article in Fast Company, a software engineer may have to endure 35 days or more during the interview process. So judging a company by how long they take to make a hiring decision may not be the best metric.

What you do need to look at is how they operate during the interview. A company's vetting and hiring processes are highly valuable data sets to consider. Everyone knows first impressions matter, but when considering a new employer, it’s the 2nd, 3rd and 4th impressions that reveal how the company operates on a day to day basis.

Keep your eyes open throughout the hiring process to make certain that the company is a good fit for you. For more on company culture, read here.

 


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Tags: Job Search, Job Interviews

6 Ways To Refocus your Team and Get back to Making Deals

Posted by Alysa Wishingrad on Thu, Jan 02, 2020 @ 10:34 AM

6 Ways

It happens to the best managers - your team was cruising along, making deals and running like the well-oiled machine you built it to be.

But then something happens. The latest flu makes the rounds in the office picking your employees off one by one, or people are having a hard time refocusing after vacation. Whatever the reasons, it's time for you to refocus your team and get things ramped back up.

5 Ideas to refocus your sales team

Wipe The Slate

A stockpile of work can be overwhelming, but there’s nothing worse than having fluff making the pile even higher. Take the time to go through projects and clear out irrelevant and outdated tasks. What seemed like an important project back in early July may no longer be applicable. Clear the decks so you can get the team working toward clear and achievable goals.

Make A Plan

Even if you had the whole year mapped out, now is the time to realign and reprioritize. The best way to get your team back into fighting shape is to present them with a game plan. Clear priorities and a newly energized effort help set the tone. We are back and ready to start cranking out the deals!

Resurrect Boundaries

Dress code and Friday closing times aren’t the only things to get loosened up in the summertime. Boundaries and conventions have a habit of slipping as well. Take these days in the early part of September to re-establish the conventions that help make you the most productive. Close the door to your office or put your phone on Do Not Disturb for a few hours in the morning in order to give yourself the time you need to refocus. Do what you need to do to send the signal to your team that its nose to the grindstone time.

Authorize and Engage

Sometimes the best way to get the blood going, and to show your team they're valued, is to change things up. You've hired a crackerjack team, now it's time to push them. Give an individual a new responsibility, enhance a particular group’s reach. This isn’t about playing favorites, but it is about creating new avenues for development, both individually and for the team as a whole.

A Little Competition Goes A Long Way

There’s nothing like a little friendly competition to get people back into fighting form. Creating a sales competition is a great way to get the blood going again.

If a sales competition is not pertinent to your business, then try a fundraising challenge or even plan a sporting event. The idea is to get the team reinvigorated and re-engaged both together, and individually.

Take the time to reinvigorate and re-engage your employees, and the benefits will be seen long past the close of the quarter.


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Tags: Recruiter Tips, Career Strategies, Career Advice

4 Steps To Restart Your Career in 2020

Posted by Alysa Wishingrad on Mon, Dec 30, 2019 @ 12:05 PM

4 Steps to restart your career in 2020It can be tempting to put off thoughts about your career during the holiday season, convincing yourself that you’ll get to it in early January after the parties and celebrations are over. But the truth is, the weeks between Christmas and New Years are the perfect time to assess where you’ve been, and more importantly where you want to go next. With the exception of those positions with high year-end demands, business takes a slower pace in late December. So while others put a halt to their job search during the holiday period, take some time in between lunches, parties and spending time with family to work through these 4 tips to to jump-start your career for the new year.

4 Tips to Jumpstart your career for the new year

1. Review your year

The best way to move forward is to know where you’ve been, so it makes sense to begin your year-end career tune-up with an assessment of the past year What worked? Make a list of your achievements both large and small. Make note of any certifications or trainings completed, awards received, sales quotas crushed, or any other professional milestones . Does it surprise you how many there are? Allow yourself a moment or two to revel in the satisfaction of a job well done.

Now make a list of things that didn’t work out as well as you wanted. . What systems can you put in place to help streamline your work-flow? What were some of the opportunities you should have taken? Rather than seeing them as failures or losses, think about what you could do in the future to yield better results.

2. Update your goals

Now that you’ve taken a good look at the past, it’s time to assess where you are and where you want to go.  Working off the lists you made, make an outline of your goals for 2020. Define your career targets, both long and short-term. Doing so  is a necessary step toward achieving both success and personal satisfaction By assuming agency in determining how your career develops is not only more satisfying, it is likely to lead you to better opportunities.

Lay the groundwork for where you’d like to be at this time next year. Research new certifications and education opportunities. Perhaps it’s time to get another degree or begin researching other sectors your skills can transfer to.

 This will help you clearly define what you want, what you have to do to achieve it and how long it will take to meet your goals.

3. Embrace the season (for networking!)

Amidst the reviewing and revising, make sure to get out and enjoy the holidays! Luncheons, cocktail hours and holiday parties are the perfect time to expand your network, build relationships, and reconnect with old contacts. When you can, spend time with people you don’t usually have the opportunity to speak to - rather than sitting next to someone you are familiar with, take the chair next to someone you’d like to get to know better. Ask for introductions. Ask a contact in a company you might be interested in working for out for a coffee or lunch. Approach a manager you respect to offer insights into how they work.

Take advantage of this time of year to cultivate relationships that not only enrich your value in your present job, but can also help you in your next position.

4. Update your resume & social media presence

You may not be in the job market today, however, bringing your resume up to date is the career equivalent of keeping your car gassed up before a big storm. You never know when you might get a call from a headhunter or a contact with a fantastic opportunity. It pays to be prepared.

Take your list of achievements and use it to update your work history and job description, certifications, awards or significant recognitions.

Once your resume is up-to-date, take it a step further and make sure your LinkedIn profile is working as well as it should be, and reflects who you are. 

5. Be ready for the new

When you make room between finishing up year end projects and holiday festivities to do some career housekeeping, you’ll find that come January, you’ll be energized and ready for all the new year has in store for you.


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Tags: Career Strategies

5 Reasons You Should Invest In Employee Development

Posted by Glenda Gregorio on Mon, Dec 23, 2019 @ 03:54 PM

5 Reasons you should invest in employee development

In a recent survey conducted by the Association for Talent and Development of 494 employed American adults over the age of 18, 39% of respondents reported that the opportunity to advance their careers is a motivating factor at work. Providing training and development opportunities helps create a vibrant workplace for employees to grow.

Yet even in the face of these statistics, there’s a gap between companies that understand training and development is a sound investment, and those that don’t.

So, the question is: Why would you invest in your employees’ development?

It Gives You A Competitive Edge

No CEO wants to be faced with the consequences of their company losing the competitive edge. You may be a leader in your field, but if you’re not investing in training and development your company runs the risk of losing employees to your competition. But, by giving your employees the opportunity to build and develop new skills, you’re not only investing in them but also your company’s operational efficiency. Company goals and objectives can be met that much sooner.

It Helps You Save and Earn Money

Believe it or not, training and development are less expensive than firing, hiring, and retraining. The Association for Talent and Development 2014 State of Industry Report determined that the cost of replacing a human resources manager is about $133,000, whereas the cost of training an employee is on average, $1,208. While training current employees can be cheaper than hiring new employees, there’s another important type of saving: time.

A well-trained and engaged employee is an added benefit to your company and a cost saver. According to Dale Carnegie Training, about $11 billion is lost annually due to employee turnover. With training and development, employees are more efficient and proficient.

Remember, a great employee is like money in the bank, and you don’t want to lose money!

It Strengthens Your Talent Pool

Training and development strengthen your talent pool, which reduces the risk of losing employees who are perceived as “irreplaceable.” The more highly skilled employees you have, the larger the pool you’ll have to draw from when looking for new managers. Promoting current employees to management positions is often more preferable because they know the in’s and out’s of the company.

It’s a Valuable Retention Tool

Investing in employee development helps build loyalty. It shows employees that you value them not only as employees but as individuals, you want to see them grow. Providing a challenging and interesting training programs increase employee engagement, and keep employees happy and satisfied.

It’s a Useful Recruiting Tool

Most job seekers are looking for more than a salary and some perks. The highly sought after employee wants a position that will allow them to learn new skills and build toward their future. In a recent survey, Sodexo employees named career growth and opportunity as the number one reason for coming to work for the company.

Remember that the opportunity for professional development can often be the deciding factor for a candidate who is choosing between your company and a competitor.


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Tags: HR and Hiring