Who are you (in the eyes of others)?

Whether you’re navigating your career path or building a business, knowing who you are is fundamental to shaping your brand.

Today, you are your brand (and your team is too). We’ve written about it before.

In recruitment, everything we do involves a human-element. We get to know each business and candidate that we work with before deciding if they will ultimately be of benefit to one another.

Our team is successful because we cater our approach to the individual and unique needs of each business or candidate that we work with.

We side-step, waltz, and tight rope walk our way to the finish line if it means that your needs are met. Why? We understand that there is no ‘one formula’ that will garner the best results for everyone, and our experience has taught us that customizing our approach yields the greatest results. We don’t waver on the level of service we deliver and never cut corners in the process.

It’s simple, but it only works because we stand by our approach 100% of the time. Our tagline: listen, learn, connect, and commit…it means something to us. We do the work, every day, to close the gap between who we are and how people perceive us to be.

Today, perception is everything and there are times when who we are and what we do don’t align to get us where we want to go.

If you’re feeling like your team’s perception of who you are at work is not benefiting your goals, or your attempts at networking have felt fledgling, then we suggest listening to this podcast, from Harvard Business Review, about reinventing your personal brand. We thought it was very informative and we hope you do too!

Questions about our services, what we do, and how we can collaborate? Email us! info@sjsrecruiting.com.

Hiring Missteps That Ensure a Misfit Hire.

Hiring isn’t an easy task and staggering statistics reveal just how poor employee retention rates really are post-hire.

• 1/3 (more-or-less) of employees leave their new job within the first 6 months of being hired*

• 35% of employees expect a raise within 12 months — and if they don’t get one, they strategize an exit plan*

Missteps in the hiring process are to blame for these statistics. Even if you have your Founder/CEO, admin staff, hiring managers, and HR on-board throughout the process there is no way to do the level of digging and outsourcing that a recruitment team provides. This, in itself, leads you vulnerable to a misfit hire.

The result? More money down the drain than you would have spent had you hired a recruitment team and a loss of precious time that could be spent on ‘the work’ and is now spent on re-hiring for the same role you just hired for 6 months prior. Fun, right?

Our team of recruiters has over 10 years of deeply entrenched connection within the candidate landscape. We do the sourcing, pre-introduction interview, thorough reference checks, and interview scheduling for you.

Your only job? Sit-back, receive your interview schedule and choose the best candidate for you. Or, as we call it: ‘the right fit’.

This means you can focus on what you do best: run your business, inspire your teams, build on successes.

Want to chat? We’re here. Our Founder, Sarah Rutherford, is always a quick call or email away and never too busy for you. info@sjsrecruiting.com

*source: Rivs.com

How Soon is Too Soon?

There’s nothing like the excitement of a new job. You’ve hustled to get your resume updated and perfected, sent out countless applications, and prepared for a handful of interviews that didn’t bring any luck.

Suddenly, when you’d almost given up, your dream job comes knocking! Opening the door, you anticipate greener pastures and smooth sailing ahead.

Flash-forward to 2 months later: Your dream job, on paper, is your nightmare in reality. The company, and management, lacks direction and is floundering to stay afloat. There’s zero office morale, negative energy, and no prospect to improve your career or learn from your peers — who have, collectively, ‘checked-out’. You can’t blame them. Management seems to be united in their narcissism and terrible leadership skills. Everyone feels under-appreciated and there are no signs of improvement.

Although extreme, this scenario is not uncommon. There are ways to avoid this plot-line and here are our tips for how.

(1) USE A RECRUITER. Sure, we’d like to think that this is us. We do have over 10 years of industry experience and are particularly good at what we do (if we do say so ourselves!). This being said, a recruiter is already connected to top-tier, established, and recognized companies who can’t get away with poor leadership and lack of direction. Even for start-ups, we have done the vetting for you. Just as we wouldn’t introduce the businesses we work for to candidates who are unqualified, we also would never introduce candidates we work with to businesses who are unqualified to have you. Our reputation rides on our ability to make successful matches.

(2) DO YOUR RESEARCH. So you’re going out on your own and dedicated to finding #therightfit without the help of professional recruitment? Do your research. Check out the profiles on the companies you are considering applying to, before you apply to them, whether it’s on social media, LinkedIn, or Indeed. The digital presence and reviews of businesses says something about their company culture and the experiences of those who have worked for them already. Needless to say, this will also prepare you for your interview! :)

(3) SPEAK UP. You own your role, wherever you go. It’s the key to your success. Employees need to take responsibility for their own success in order to deliver for a company. In doing so, they need to speak-up to their management and explain that they require additional support, as needed. Having the right tools for success is 90% the company’s responsibility and 10% your own. If this doesn’t work for you, then there is no point in trying to change the entire business to work for you. It’s time to start looking. Don’t hang your hat somewhere that the hooks are broken — you know?

(4) START LOOKING. We’ll just go out and say it: Start your stealth job search — whether that’s with us, or alone. If you're like the majority of the employed population you can’t just up-and-leave your career without another one lined-up. Getting paid, it’s nice (and so necessary). But that doesn’t mean you need to stay somewhere that makes you miserable. #Hustle

(4) LEAVE. Suffice to say, managing-up and a stealth job search are not always enough. Your self-worth and sanity should never be sacrificed for your career. Sometimes, it’s worth it to close the door on something that is detrimental to your mental health and happiness, in order to open the door somewhere that will support it. If you’re worried about how it will look on your resume, our suggestion is to omit the job off your resume entirely. Employers want to see that you’ve been somewhere at least a year, 2 ideally, so scratch-it off (It’s not helping, and clearly didn’t help you either). There’s always another job in the industry.

Need help? Connect with us. We’ve successfully placed countless candidates, like you, and love what we do.

Info@sjsrecruiting.com

You are Your Brand & Your Team Is Too

Today’s best brands have leaders who are the cornerstone of their business and lay a strong foundation of values, and added-value through action, not just words.

Long ago, the lines between personal and public became blurred through furthered social media integration and an all-encompassing, more thoughtful, approach to branding.

Today, we speak to our prospective customers and clients predominantly digitally. It is, at least, the first introduction to who we are. Through this, the perceived added-value has to be equal to the dollar amount being demanded. It’s easier said than done and social medium platforms, although empowering, are an extremely competitive landscape to navigate.

Essentially, brand building means community building and this is perpetuated by communication strategies that connect with your prospective audience in principles, values and lifestyle.

It’s not merely whether you have an offering that can fill a void in your target audience’s life, but it’s if you embody the ethos that they also believe in. A brand community isn’t won through compelling visuals, copywriting, and products or services alone. You need to go beyond, by embodying your values and lifestyle within your team culture every. single. day. and asking people to join you.

Undoubtedly, this is the way it should be. We live in a marketplace that isn’t just asking us to use our brains but our brawn too. Don’t just talk about it, don’t just show you’re thinking about it, DO it! Flex those (proverbial) muscles, and show ‘em what you got! Create a supportive company culture that encourages and inspires your team to do the same.

In a nutshell? This is branding, but if you’ve read this through carefully you’ll (clearly) see that your team is your brand too.

Moral of our story? Investing in your brand means investing in building a team of capable and upbeat leadership who seeks personal growth and supports their peers in accomplishing your vision. Sure, it’s an investment. But you’ve got a (whole) lot to lose if you aren’t willing to do it.

Looking to build your team? Look no further. We have over 10 years of success doing just that (and we just so happen to love what we do).

Contact our Founder, Sarah Rutherford, at: Info@sjsrecruiting.com

How to be the Aries Merritt of Hiring

Aries Merritt is the fastest 110 meter hurdler in the world — having run it in just shy of 13 seconds.

He’s kind of a big deal.

Hiring your next team member in 13 seconds? Not advised. 

And yet, it takes just 7 seconds to garner a first impression upon meeting someone new. 

Problem is, you’ve got to get to the starting line to even hire someone in the first place. And that? Well, it’s easier said than done.

Here are the top 3 hurdles faced by hiring managers and our team’s tips for overcoming them. 

• Hurdle 1: Identifying Key Competitors - So you’ve just posted a job and within hours you have hundreds of resumes for your review. Traditionally, hiring managers look at education and work experience to determine fit. Other things, like cover letters, can help too. Maybe even a bot that weeds out people based on core qualifications? Thing is, finding the right fit is about more than that. Often, it’s about values and personality only determined upon first introduction. Luckily, hiring a recruiting team to outsource this step can dramatically help you narrow down the right candidates from the ones that just look good on paper. If you can’t do that, we recommend identifying your core values and experience that you’re looking for pertinent to the role AND your team dynamics. This will help you find the right fit not just based on education, but on work culture and team fit. 

• Hurdle 2: The Race to Hire - Filling a role, particularly one at a more senior level, comes with long lead times. It’s not fun for anyone - including the candidates. The time span between receiving resumes, qualifying candidates, interviewing, checking references, and on boarding, can feel painful (at best)! To overcome the race to hire, we recommend always being on the lookout for new talent and hiring when the right talent comes along — rather than just for a specific role. The ideal candidate’s salary will be covered, in time, by the new hire’s ability to add  value and bring in business. Think outside the box and never be afraid to get help from people, well, like our team! 

• Hurdle 3: Managing Job Postings - It used to be that you would hire a candidate that you found from their submission to a job posting on a job board. Not anymore! Today, we have social media channels, countless types of job boards, LinkedIn, and so much more. Often, even, the best referrals come from word of mouth. Our thought? Hire someone who can take the stress and anxiety off of your shoulders when it comes to posting and managing new openings. It will increase your efficiency and speed up the hiring process too. 

We’re always looking out for new talent for various top-tier teams. Need help? We’re here, and we have over 10 years of experience finding people (like you, and your team) #therightfit. 

Is your job Making you Unhealthy? (Job Burnout & What you can do.)

Hey, you! Your phone doesn’t hold the ticket to relaxation. It may feel like an escape, but too much time connected to social media or technology will actually increase your job burnout. So, what is it and how are you going to deal with it head-on?

According to the Mayo Clinic, “Job burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity.” Although not considered a medical condition, workplace burnout influences not just how you feel mentally, but how you feel physically. There are also varying opinions as to the causes, but some consensus is as follows:

• Unclear job expectations

• Drama or stressful office politics

• Work-life imbalance

• Low office morale and social support

• Troubled interpersonal dynamics between you and your team — especially superior

Ugh. Not a fun list to write, to read, or to experience — for that matter. So, as with all things in life, let’s try and take control of it. Here is a list of symptoms, according to the Mayo Clinic, followed by a list of ways to manage.

Symptoms

• Excessive stress

• Fatigue

• Insomnia

• Sadness, anger or irritability

• Alcohol or substance misuse

• Heart disease

• High blood pressure

• Type 2 diabetes

• Vulnerability to illnesses

Methods of Management

• Create an open dialogue with your supervisor

• Exercise (if time allows). Try yoga, meditation, running….group sports.

• Try to get some sleep

• Reach out to your community and seek support

• Eat regularly and drink lots of water

• Take computer breaks, get up, walk around your office for even just 1 minute. Take your brain away from the work, in little spurts, so that you can ‘reset’ your mind.

If you’re trying to be everything for everyone, and are pulled in so many different directions that you feel like you’re not breathing the way you once did, it’s time to take a step back. Job burnout is an all-encompassing mind/body affliction and it requires your full attention.

If the root of it is that you feel your employers deserve your best work, or you want to excel at your role and climb the corporate ladder, then you owe a break to yourself even more. Whether that’s a lunchtime yoga class, a conversation with your superior about expectations, or a new approach to how you manage your time.

Good employers foster positive workplace cultures where mental and physical well-being are in synergy with their core values. If your employers aren’t receptive to your workplace burnout then it might time to reassess working there.

You deserve to feel good…and your work doesn’t need to suffer either. You got this!

Short & Sweet: How to Write an Effective Post-Interview Thank You Note

We get it. Not everyone is a writer. Your fingers hit the keyboard and your mind goes blank. You know what you want to say but just aren’t sure…how to say it.

However difficult, writing a thank you note post-interview is not only important but expected.

Writer’s block? Before you ruin your interview by hammering out a poorly written thank you note, try these 3 tips:

• Short and sweet - Aspiring novelist? Now is NOT your time to shine. Keep your thank you note focused and brief.

• Structure - Begin with thank you and end with thank you. In the middle, make sure you reiterate the main takeaway from your meeting and remind them to follow-up with any further questions they may have. This encourages the interviewer to maintain an open dialogue with you, no matter which way the company decides to progress with the hiring process.

• Less is more - Contrary to popular belief, this is not a time to reinforce your candidacy for a role. Remember that the hiring process is a two-way street so you don’t need to jump through hoops. If the interviewer didn’t see you as a potential candidate, trying to reinforce your candidacy post-interview can come off as desperate. And that’s not a starting point for anything positive…

Example of an effective post-interview thank you note:

Hi Jeannie,

Thank you for taking the time to speak with me today.

It was great meeting you and learning more about your business. It was interesting to hear about the steps you’ve taken to integrate the latest technologies and foster a close-knit team dynamic.

I’m excited about the potential role within your team.

Please don’t hesitate to reach out, should you have any further questions.

Thank you, again, and I hope to speak with you soon.

Sincerely,

Meghan

Make Your Feedback Give Back: The Art of Giving & Receiving Feedback

If you’ve been asked to ‘pull up your socks’, or given feedback that you weren’t anticipating, it can be hard. Universally, human beings have a natural defensive reaction to criticism and navigating around that instinct can prove challenging.

It’s not just feedback that is tricky. It’s the way that employers choose to express it. The right employers have structured work cultures that include regular employee reviews, a proactive and constructive approach to feedback, and systems that make their employees feel guided, supported, and nurtured professionally.

Truth is, giving feedback and receiving it has become a political dance — a work of art only mastered by the best leaders with the clearest business ethos and vision for tomorrow, and employees that feel encouraged and confident in their workplace dynamic.

Here are our top 3 tips for employers, and employees, looking to make feedback give back.

EMPLOYERS

1) Provide regularly scheduled feedback: Employees should know what’s coming ahead of time. In any positive workplace dynamic, or relationship, self-awareness is key. Often this comes through clear communication, between both parties, about what’s expected of the other and what needs have not been met. Don’t let the pot boil over in one, larger-than-life, slew of criticisms and label it an ‘annual review’. Not a good idea, friends.

2) Be constructive not destructive: Everyone knows who’s boss. Little good can come from trying to remind your peer in a destructive manner. Talking down to, shouting, or belabouring a point simply to make your employee remember how crappy it made them feel (forever) and fear you….yep…not the best approach. (What is it they say ‘rudeness is a sign of weakness and insecurity’?) If you want to lead, then lead by example and mobilize with thoughtfulness. Give feedback that combines the positive with the negative, and makes the negative an opportunity to learn — not to wallow.

3) Talk the talk & walk the walk: When you’re reviewing your employee you should be 100% certain that whatever you’re asking of them, you’re providing. Whether it’s consistency, clear communication, leading by example, being timely, deadlines, project ideation….whatever it is. You gotta talk the talk and walk the walk if you’re going to criticize your employee for not stepping up where you want them to. The best employers inspire through action — not just words.

EMPLOYEES

1) Be prepared & self-aware: Basically, be a professional. You should know what your strengths and weaknesses are and you should see the feedback that’s given to you coming a mile away before you even sit down to speak with your employer. If you don’t, it’s a sign you’re not looking hard enough or further to our initial point for employers (above), your employer hasn’t created the framework necessary to give you enough consistent feedback so that you are aware of where you stand. Either way, it may be time to start looking inwards (at improving your professional self-awareness) or outwards (at finding a new job somewhere that supports you).

2) Ask Questions: Asking for specific examples of when you were not on time, or when your project was lacklustre, can help you improve and show your employer that you’re going to use the feedback constructively. It will also help you determine if you can see the feedback from your peer’s perspective. If you can, this will make the feedback easier to digest and helpful in improving you professionally. If you can’t, then it could be time to figure out if what you consider to be unfair criticism is worth your time or helping you in any way. If not, it may be time to start opening yourself up to other job opportunities.

3) Be honest but don’t make excuses: If you weren’t anticipating a particular criticism, it’s okay to show that you disagree with it. That is, if there are valid reasons (objectively). Don’t just make excuses and list off all the reasons why you were late on a particular day, or you took a super long lunch another day. Don’t blame your peers, or bash your co-workers on the project. This is a time for you to flex your analytical skills and professionally explain yourself, not a time to argue that you are right and they are wrong. Beware: approach wisely.

Our final thoughts? Whatever feedback is given, in order for it to give back (help your employees improve and, in turn, add to the bottom line of your business) you have to be thoughtful, lead by example, constructive, and have all of the supportive tools, systems, and processes, in-place for the receiver of this feedback to actually improve. You can’t just ask your employee to run with feedback if there’s no clear path in sight. Most importantly, feedback should be consistently given and expected. If it’s not, you’re not yet the master you may have thought you were. Time to go back to the drawing board…

5 Signs You're Underemployed

1. You’re bored — It’s a ‘no brainer’ and if you’re bored at work…then maybe your role is too.

2. You’re overdressed — Wearing Versace for Value Mart? Maybe it’s time to match your expectations with your reality. If you want to aim higher, and your education allows, do it! There’s nothing holding you back, but you. Remember: good things take time.

3. You can’t relate to your colleagues — Refraining from using your witty puns out of fear that your peers just won’t understand? Chances are your lack of connection means you’re not working with the right group of people.

4. You don’t use your skills — Working on projects that have nothing to do with your education or background and interest you very little? Maybe you didn’t land where you are meant to. Might be time to start looking for something more in-line with your skill set.

5. You’re disengaged and unmotivated — If you don’t aspire to reach higher or climb the ladder where you are, then it’s probably time to climb off.

5 Tips: How to get Your Start at a Startup

Getting your start at a startup is easier said than done. The hiring process isn’t the same as at a larger corporation. It isn’t everyone’s cup of tea either.

There’s a lot at stake when working to build a business from the ground-up and it’s easy to get burned. Luck and hard work are both key ingredients that determine success. There are no guarantees. Hard work can be calculated and self-driven but luck (some say) isn’t.

Okay, so maybe you think you DO make your own luck?!?

Well then, looks like we might have a true entrepreneur on our hands. That’s good. You’ll need that.

In fact, you’ll need some really specific things when interviewing for a startup. Consider the following when editing your resume and preparing for your interview.

You never know…it just may help you get hired.

1) Bring varied work experience and an entrepreneurial mindset.

Has your previous work experience required you to roll up your sleeves and bring a dynamic ‘all hands on deck’ approach to getting projects done? If you’re hired by a startup, you’ll need to work quickly, collaborate, and adapt to meet deadlines. To do this, you’ll need to fully understand what the other members of your team are doing –– and that’s only achieved if you’ve worked in a team or self-starter environment that required you to wear many different hats. In short: you need to have experience that allowed you to learn by doing.

2) Want to get on-board? Be a selective packer. i.e: Know what you’re bringing and what you can leave behind.

You can’t work in a fast-paced environment (with so much on the line) without a clear understanding of what you bring to the table. This requires honesty when it comes to establishing your weaknesses, just as much as your successes. In order to get hired, verse yourself on what you’ve done really well and what others can do way better than you. There’s no time for a know-it-all and someone who can’t play nice with team members because of their ego. This is your chance to shine, sure, but not at the expense of the success of the whole (as always). In this case, the team’s success could literally make or break the business.

3) Be a strategic dreamer.

Those who start businesses are visionaries. Those who succeed, are visionaries with a methodical and strategic plan –– deeply rooted in logic. Facts! We all need ‘em! If you’re someone that likes to think outside the box, conceptualize dynamic ideas, and isn’t afraid to push boundaries, you’ll thrive at a startup. Of course, so long as your ideas come with a game plan and clear strategy. In short: Dreams don’t come true unless the work you put in is carefully thought out beforehand.

4) Don’t be a clock puncher.

What’s that? You want to go in to work at 9 AM and leave by 5 PM with an hour lunch break, coffee breaks, and plenty of time for your post or pre yoga workout at Moksha Yoga? Cue the lack of applause from your team….a startup just isn’t for you. We repeat: if balance is your mantra, walk away from applying to a startup. True, many new businesses are working very hard to try to provide balance, but ultimately if you’re working for a true startup business there’s a (very) strong chance your 9 AM - 5 PM goals could be quickly squandered. If you still think working in this environment and achieving balance is possible, all we can say is do your research before the interview process and choose wisely.

5) Bring passion.

Before going into your interview learn everything you can about the business. It goes without saying that this is expected before any interview, but it couldn’t be more essential to a startup environment. Launching a new business requires passion and an armoury of knowledge about the industry or product that can woo any potential client or investor. Bring this know-how and passion to your interview and show a genuine excitement about the business.