How does your Human Resources function spend its time? Putting out fires? Responding to requests from Senior Management? Listening to employee complaints? Intervening on benefit related issues? All of these very important functions of HR very often detract the HR Department from another key function which does not make loud demands until it is too late – compliance with regulatory statutes and creating an environment in which employees are not inclined to seek third party intervention. If a disgruntled employee were to file a complaint resulting in your obligation to open your records and processes to those wishing to discredit and gain monetarily from you – how would your organization fare? In 2007 at least 82,700 companies were faced with just such a problem and they ended up paying over $290 million for failing to hear the call of the important, while focusing on the daily urgent.

Tiffany1837

Is your email address professional?

When Should You Contact an Executive Recruiter?

The JOB rush

Seven Special Holiday Gifts for an Out-of-Work Friend

To use, or not to use.....

Changes at Optimance

THE BUSINESS OF TALENT

Face to Face meetings

The Cost of Focusing on the Urgent and Neglecting the Critically Important

Is your email address professional?

When Should You Contact an Executive Recruiter?

The JOB rush

Seven Special Holiday Gifts for an Out-of-Work Friend

To use, or not to use.....

Changes at Optimance

THE BUSINESS OF TALENT

Face to Face meetings

The Cost of Focusing on the Urgent and Neglecting the Critically Important

CHAPEL HILL, N.C. (Nov 10, 2008) – In today’s tight economy, most of us know at least one person if not several who are out of work and looking for jobs. To brighten the holidays for these friends or family members, there are seven special gifts you can give, and they don’t cost you a dime.

CHAPEL HILL, N.C. (Nov 10, 2008) – In today’s tight economy, most of us know at least one person if not several who are out of work and looking for jobs. To brighten the holidays for these friends or family members, there are seven special gifts you can give, and they don’t cost you a dime.

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Posted by : Optîmance

As a career consultant, I meet a lot of fantastic people from all fields of business, and they normally present a very professional image. They have a business card with a title and email clearly displayed, again in a professional manner. Once ties are cut with that business, what will happen to that professional image? People must carry on with it as they present themselves to the marketplace as a unique product, ready to work for someone that values their services.

Unfortunately, many do not realize that the way they represent themselves has an impact on how they (as a product) are received. For now, let’s set aside the clothes, hair, piercings or any other facets that come into play much later in the process. I want to discuss something much more fundamental – the email address.

How would you feel about my being your career coach if the email address I provided you was something like IdRatherBeFishing@xyz.com or QuittingMyJobSoon@xyz.net? Is that professionalism?…No! Yet, I see many email addresses being used by candidates that are as bad (or worse)!

Take time to think about the image you want to present to a future employer. There are plenty of sites that provide free email addresses. Take the time to choose an email address that helps to create your professional image before going to market. Our career consultants will bring this to your attention, but why wait?

Posted by : Optîmance

This is a question we often get asked and although we know our answer, here are a couple of stories from senior executives that will give you some other perspectives on Executive Recruiters. The new CFO at a well known firm called me recently to update me on his new role. He was excited and enthusiastic but mentioned that he was being bombarded with calls from Executive Recruiters who wanted to be as he put it “his next best friend.” Frustrated with the calls, he said he just did not have time to speak to them all, never mind meeting with them. He then went on to say that he was going to give business to those recruiters that had taken his calls when he had been in a prior role and who had continued to give him advice in transition. He mentioned a couple of people who supported financial networking groups and really went out of their way to give back. Makes sense to me…..

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Posted by : Optîmance

Recap of the Christmas Holiday JOB Rush

December 24^th – Candidate 1 received an offer at 7pm. To quote their words it was “The best Christmas gift ever received”

December 26^th – Initial phone interview for a position. Candidate 2

December 29^th – Face to face interview Candidate 2

December 29^th – Later in the day – Email offer to Candidate 2

December 31^st – Candidate 3 receives a call for a phone interview late afternoon.

January 5^th – Candidate 4 has a face to face interview

January 6^th – Candidate 4 receives the written offer

January 12^th – Candidate 4 took 6 days to negotiate, got a 10% increase in salary and ACCEPTED the offer. Who said that companies are not hiring over the holidays? Not us! These are the results of the recent Holiday Season JOB rush that we have experienced. Do you have any stories to add? Let us know what your networking uncovered.

Posted by : Optîmance

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“This year has been incredibly difficult for those in the job market with many talented people struggling just to secure an interview,” said Maria Persico, president of Career Management Consultants and a member of Career Partners International (www.cpiworld.com). Persico got the idea for a Holiday Gift List from one of her clients, an insurance executive who said the No. 1 thing he wanted was a simple phone call. “My clients will comment that they feel isolated – not only are companies not calling, but their friends aren’t calling either,” said Persico. “Although gift-giving is certainly top of mind during the holidays, these ideas are all simple and easy enough to give year-round.” 1. A Phone Call You don’t have to be a job-search expert to reach out. Especially at the very beginning, when you’ve just learned that someone has lost a job, say something like: “Joe, I’m sorry to learn you got caught up in the changes at the XYZ Company. I heard that they let a lot of good people go.” 2. An Attentive Ear Although bestowing this gift takes a lot of patience, just listening and allowing the person to vent is key. You don’t have to have a job lead, or a contact to honestly ask a friend, “How are things going?” and have the courage to listen and be supportive. 3. A Networking Contact It’s estimated that every person knows approximately 200 people. Think of just one person who could be a good contact for your friend. Perhaps you know someone who has just finished a job search and is willing to talk about his/her strategies. 4. A Little Positive Feedback You don’t need special training to give positive feedback. Listen carefully and point out the positive things the person is doing. Be sincere and natural. Never offer any criticism, unless it is strictly constructive. (See gift #5) 5. A Tactful Suggestion If your friend isn’t job searching effectively, tactfully suggest different approaches. You might emphasize that looking for a job is a full-time job. Always being supportive, suggest an increase in hours, especially after the holidays when companies will be doing more hiring. 6. An Invitation Invite a friend to a business expo or other gathering where he/she might make good contacts. Or extend an invitation to a social get-together. We’re all busy, but make yourself available. 7. A Bit of Humor There’s nothing like a good laugh to turn a situation around — or at least lighten it up. Above all, when we give of ourselves to others, life becomes much more enjoyable

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, Business Issues, Career Continuation, Career Management, Executive Development, Human Resources, News, Talent Management
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Posted by : Optîmance

Handling layoffs is a delicate situation and I have been involved over the years in many ways, as an impacted employee, as a manager doing notifications, as a VP of HR planning the event, as a Career coach assisting those being impacted and, as an account manager working with corporations to best plan the event. The bottom line is that the employees being impacted have to be the main priority, with those left behind being taken care of as well. So, whatever you do, and whoever you select, select a career continuation/outplacement firm to assist the employees and protect the firm.

Here is my reasoning
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1. It is important for the individual being displaced to have a seamless transition. We can do that. We go on site and meet with the individual immediately after they are notified. We help them to focus on The Future. We give them somewhere to go and someone to meet with. We are there to help them vent, to answer all the questions that come to mind about unemployment or resources. We are also their bridge back to the company. a. We are then able to advise them on what to say and do when they leave the building so they do not do something stupid. b. We help them on the difficult conversation with spouse/partner. They can explain they have an appointment already scheduled, where it is, that it is their new office. We offer to talk to the spouse/partner which is an added service. c. This not only deals with the next tactical steps it also helps them with the emotional issues they are dealing with. 2. At the first meeting we help them to get focused on their future and show them where the coffee, copier etc is. We explain this is a FULL TIME job. We have them working to figure out their skill sets and what they want to do next, NOT jump into something or POST a BAD resume and sit back and wait. We can help them to refocus, reinvent themselves or start a business. We can introduce them to the right people to help them make some of these decisions, CPA's, Lawyers, Financial Advisors. Etc 3. We counsel them that it is going to take early morning meetings, evening meetings and full days to meet the right Hiring Manager. Our partners know the local market and through our involvement with community etc. we can make introductions. 4. In effect we are the glue that holds them together to have that SEAMLESS transition from one job to the next. 5. We become their partner and in my case I like to look on myself and my team as a TRUST BASED ADVISOR. I don't have all the answers but I want my candidates to call their consultant for whatever their need is. We may not have the answer but we can find out. 6. Lastly, we are there for them 7x24. We give all candidates our cell phone numbers. Their job search is not 9 to 5. Neither are we. Anyone can go online and post a resume. We help them with a FOCUSED plan that is supported with verbal and written collateral BUT more importantly we are there to help them through the EMOTIONAL impact of job loss. In the end we protect the company, but we also celebrate the landings of your former employees when they find that next best work!

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Posted by : Optîmance

We are proud to announce and introduce Sherri Elliott as the new President of Optimance Workforce Strategies. Sherri immediately strengthens the Optimance team. We will now enjoy expanded capabilities to provide an integrated range of time and cost saving business solutions. Sherri and the OWS team will deliver Human Resource audits, compliance, outsourcing, recruiting and training programs.

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Permalink - 10:08 AM
, Age Impact, Business Issues, Career Continuation, Career Management, Executive Development, Human Resources, News, Talent Management
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Posted by : Optîmance

Together we’re in the business of saving time and saving money with our customers. At Optîmance we’re passionate about changing business and career lives. As an exception to the rule, our quiet company provides professional services and private advisors. Our family of executive consulting teams is dedicated to Talent Change Management and Human Resource Capital Management
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Don Hanratty and Sherri Elliott offer more than forty years of hands-on experience building win-win solutions with Employers of Choice executives. Both are authors, speakers, and leaders in professional, civic, and charitable organizations. Jim Davidson leads the consultant team and coordinates service/technology offerings. In our 24th year we serve changing organizations and their talent. Don Hanratty founded The Career Control Group that has been honored for two consecutive years as an Inc. 500 company and a Dallas 100 company. In addition, Don has authored two books—"Career Continuation" and "Manage Your Own Career." We provide Career Continuation, Strategic Executive Development, Career Counsel, Succession and Assessment solutions. Sherri Elliott is the President of the Optimance Workforce Strategies team providing an integrated range of time and cost saving business solutions through Human Resource audits, compliance, outsourcing, recruiting and training programs. As a SPHR and ARM, Sherri takes the time to educate her clients on HR business risk issues. Our customers are Employers of Choice who have been included in The Top 100 Places to Work. Our customers share the challenge of retaining, promoting, selecting, developing, merging, releasing and hiring talent. We have helped our customers improve the bottom line as they report cost reductions, productivity improvements, time savings, less undesirable turnover, efficient reorganizations, and positive public and employee relations. The Career Control Group and Optimance Workforce Strategies multiply opportunities to unleash the performance potential of organizations and their people. Working closely together our teams are equipped to help maximize human capital, improve talent retention, reduce liabilities and risk, strengthen management team productivity, refine human resource practices, and deal with sensitive talent issues in a positive manner. As a Career Partners International firm, we own part of a system of talent management firms with 175 offices in 43 countries. Each CPI firm is carefully selected after business achievements in their respective markets. Leading CEOs, Presidents, and Founders recognize that the business is dependent on talent. Today more than ever before our customers are concerned about becoming an Employer of Choice through talent management and human resources management. For more information, contact Don or Sherri at 469.467.2800, hanratty@optimance.com or selliott@optimance.com.

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Posted by : Optîmance

"Video is the most powerful communication medium we have, unless we’re actually in a room with someone."
Gary Anderson
Netbriefings

If you are looking for a job perhaps you think a resume, letter, or email would be better. Certainly a lot easier to send out! You do not even have to leave the comfort of your own home. Still sitting in your slippers today? Well I think Gary has a point to make that could be useful for you. It is not to develop a video resume although you could potentially stay at home, still be in slippers, and make your video!

The point he makes is that being in the "SAME ROOM" with someone is a very, very powerful communication method. You should try it sometime when you are looking for your "next right work" It really works. People want to help you if you want to help yourself and get out there, shedding the dressing gown and slippers.

Video resumes may work but we have not seen any evidence of that, quite the contrary.

What are your thoughts. Still want to sit in those slippers?

Posted by : Optîmance

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Today : Sep 9 2010