Don't Trip on Your Way in the Door: Our Tips for Starting a New Job on the Right Foot.

So you’ve landed that new job you always wanted, or at least it’s a change from the job you wanted to forget. Whatever the cause, you’re here and it’s your first day at the office.

But wait!

Where is your desk? Who do you report to? Where can you find them? What’s a typical lunch break like? An hour? 20 mins? What do you work on first? Why is everyone in suits and you’re in business casual? Did you miss a memo?

Oh no!

Looks like you’re tripping on your way in the front door and that, friend, is pretty much 100% your fault. Sorry, not sorry.

Here’s the good news: you can course-correct AND if you haven’t started your new job yet….here’s how to not be ‘that lame newbie’.

1. Plan ahead. Ask for the contacts you will need from your hiring manager in order to reach out and introduce yourself. This will give you an opportunity to ask any further questions you may have of your new colleagues well in-advance. Not knowing where you sit, who you work for, or who works for you…well…that’s a problem. You wouldn’t go on a road trip without directions, right?

2. Do the necessary learning. Yes, this sounds like the above but it’s kinda different. In addition to asking core questions to do with the organizational structure, workplace culture, and expectations, it’s also your responsibility to manage-up in order to mentally prepare. So why not ask for any suggested reading before you start? If your boss has ideas of certain books or office materials she recommends you get caught-up on, then our vote is a unanimous: DO.

3. Don’t try and get everyone to love you right away. People don’t like when a new person comes in to an office dynamic and tries to instantly win everyone over. We’re not saying don’t be kind. Because…always be kind. We’re saying, let others get to know you and get to know them too. It’s never a bad idea to take your time and observe your surroundings. It will undoubtedly help you lead your teams and work within the set dynamic of your new office much more effectively. Plus, taking time to get to know someone means building true relationships, which at work can mean: true allies who you know will be (truly) rallying for you.

4. Steady your pace. Yep, you! The one running full speed on fumes by the time the first quarter is over? Not a good idea. We all want to make a great first impression, and we totally get you’re feeling the pressure to prove yourself… but burning the candle at both ends will burn you out. Truth is, starting too strong means setting expectations way too high while setting yourself up for long-term failure (burn-out). Work hard, but don’t make yourself sick over it (ever).

5. Be respectful. Whatever the hierarchy, whatever the structure, wherever the organization, just be respectful. Respect comes in many forms, and often it’s as simple as listening. People notice when you’re a ‘me person’ and teams don’t work that way. Give other people the autonomy and chance to shine––even if it’s in your limelight…

Above all else, breathe and try to enjoy it. You don’t need to feed the flames of nagging self-doubt every day. It’s not your job to do that, your job is…well…to DO YOUR JOB. (And we’ve got a feeling that you’ll be doing that exceptionally well).

The Top 5 Things You Can Do Before 2019 to Help Jump-Start the New Year

It’s natural to be anticipating your holidays with a growing impatience. 

Fact: no matter how much egg nog you drink...2019 is coming. 

If you’re looking to start a new career, or push your career goals even further in 2019, then it might not be the time to step TOO far away from your computer. 

Yes, this is an opportunity to start game-planning next years big wins. 

There are still things you can do, before the clock strikes midnight and the confetti flies everywhere.

Here are our suggestions:

1.  Gather the team for a meeting. Congratulate your peers on their wins and your team successes and ask what could be improved for next year. Having a better idea of what went right, and what went wrong, will undoubtedly help you shape a positive start in 2019.

2. Clean up your inbox and clear out junk mail. Maybe even file away items under specific titles...or under one title…2018. An organized space will help you have a fresh start. On that note, clean-up your social media too. Remember: you will show up on Google and those images and posts will be seen by potential future employers. (Luckily, this is a life you can easily EDIT!) 

3. Choose 3 people you’d like to connect with on LinkedIN and reach out to them. Want to hire a coach? Consider it. It’s never a bad idea to invest in you and have some support along the way.

4.  Consider writing a one year plan. Not good at long term plans? You have to start somewhere. Maybe start with 3 goals for the 1st quarter of the new year and revisit and revise as needed.

5. Thinking of a career change? Rethink, and maybe even redesign, your resume and portfolio. Not good at design? Hire someone. It’s worth every penny in the long run. This is the first step. Next, you’ll need to start throwing some ‘feelers’ out there to get an idea of who is looking for new talent and where you want to go.

In summary, it’s (already) time to start planning for your 2019 goals.

(Fun fact: You’ve got this!)

The Top Three Things You Should NOT Do at Your Office Holiday Party

Excited for your office party coming up? Maybe you’re even planning it!?

There’s something you need to know: even though it’s a party, you’re still technically ‘at work’.

In short? There are still social rules to live by, and they could actually save your from severe embarrassment. 

Remember, you WILL see these people (hopefully) again (almost every day).

In an effort to save you from potential embarrassment *and keep you on the right career path* here’s our list of what NOT to do at this year’s office holiday party.

(1) Do NOT get (too) drunk: Have drinks if you want to, but don’t get (too) drunk. This is a ‘use your judgement’ suggestion, but it’s fairly universally accepted that it’s not a great idea to get wasted in front of your boss and colleagues. It’s not rocket science…whatever you say or do now will haunt you Monday to Friday for the foreseeable future. 

(2) Do NOT gossip: Terrible idea….just don’t do it. Nothing good can come of this.

(3) Do NOT flirt with co-workers: Sure, have fun! But mixing a professional relationship with a personal one is a VERY slippery slope. 

Oh, and remember: DO have fun (obviously).

Let's Talk Office Politics

Last week, our social media highlighted how to spot a toxic work environment, what constitutes bully behaviour from bosses, and how to ask for vacation time. You know…the stuff that isn’t fun to talk about, but that every employee (and employer) has to face at some point or another.

Which leads us to office politics—the other proverbial elephant in the (board) room.

When people complain about their jobs, they’re rarely actually speaking about the work. In fact, more often than not, they’re referencing the people.

Humans, we do have our faults. When ambition is combined with opportunity (promotion, project management, more money, career advancement, chances to shine) and risk (loss of job, feeling lesser-than, making mistakes, feeling embarrassed in front of the team) it’s a recipe for passive aggressive behaviour and game playing.

In other words, (office) politics.

So, how do we navigate it? Our first point, is: work hard and be nice. If you follow us on social media, you may have noticed the repeated use of this hashtag—it’s no mistake.

At the end of the day, kindness and hard work have a sneaky way of rising above the game -playing (and potential rudeness) that come with a competitive team dynamic fuelled by ‘risk-anxiety’.

So, if it’s true that life is 10% what happens to you and 90% what you do with it, then how we react to a troubled team dynamic will shape how we navigate our way through it.

Some tips on saying goodbye (or see you later) to office politics:

1) STAY OUT OF IT! It’s okay to be on one person’s side over another, but you’re not responsible for fighting other people’s fires. Offer general support with statements such as “It’s just politics, this too shall pass” and remind yourself there’s drama happening everywhere and it won’t last. However, if you actually manage the team where the drama is ensuing, address the issue in a non-partisan way, head-on, making sure the team knows that their actions are not a reflection of your work ethic and have been noticed and unappreciated.

2) DON’T PARTICIPATE IN OFFICE GOSSIP! Further to ‘staying out of it’, nothing good can come from joining in on office gossip. Again, you’re in a room full of friends, sure, but you’re also in a room full of colleagues—many of whom are going after the same jobs as you. Nothing good can come from participating in ‘water cooler talk’. Avoid! Avoid! Avoid!

3) ESCAPE THE WORK ENVIRONMENT! Okay, this one can’t be done by all. But, if you can tackle your workload at home or a coffee shop or even just work with your door closed or behind a cubicle, until the wave of office drama passes by, then you will have come out of it relatively unscathed. Keeping a low profile is recommended until everything naturally works itself out.

Worst case scenario? If office politics begins to feel less temporary and more like ‘the norm’, then it’s possible you’re wading in ‘toxic work environment territory’. Time to look for a new job. Owner of the business? Time to do some restructuring and address your office morale head-on. Out of difficult times, there’s opportunity for change and growth.

What Makes a Good Leader?

Good leadership.

Two words that are easy to say but hard to find.

Sure, there are the obvious questions we should ask ourselves when determining if someone is a good leader (list below), but it’s more complex than just this.

Otherwise, more people would be good at leading, right?

Are they a good leader? A Basic Checklist.

• Do they inspire others?

• Do they lead by example?

• Do they communicate effectively?

• Can they handle the pressure?

• Do they make good decisions without supervision?

• Do they hold themselves accountable?

• Can they delegate?

• Do they empower others?

Over the years, we’ve been lucky to work with top-tier businesses in assisting with hiring people for leadership positions.

THESE ARE THE TOP THINGS WE HAVE LEARNED ABOUT LEADERS.

REMEMBER TO LOOK OUT FOR THESE QUALITIES:

1. Leaders build relationships and break barriers. Give others autonomy.

2. Leaders listen and motivate - the ability to listen and connect. Talk less, listen more.

3. Leaders never stop learning.

4. Know they are not the smartest person in the room. Being a leader doesn't mean having to know more than everyone else. Leaders give others respect, trust, and autonomy.

5. Leaders get respect without having to demand it.

6. Leaders have vision and can clearly communicate it to inspire others to raise the bar.

7. Leaders are strong, not angry. Kindness and empathy are not weaknesses.

These 13 Recruitment Stats will Terrify you.

The hiring process can be scary on both sides. That fear is validated. Hiring the right person can prove difficult when, as humans, we’re so often wearing our best masks.

In the spirit of Halloween, here are 13 recruitment statistics that would frighten anyone….BOO!

1. The wrong hire costs more than 5 times the candidate’s salary. Not to mention that in hiring an executive-level employee, that person will be hiring other people. If they are the wrong hire, then how are you 100% certain their hires are the right ones? What damage can the wrong team morale and work ethic have on your business and the impression it has on others? And so, the domino effect of financial losses continues…BOO!

2. The best candidates are off the market within 10 days. So if you feel scared and ‘under the gun’ when looking for the right candidate, you’re validated, but that’s why you need to be prepared. Partnering with a recruiter who knows what to look for (and sticks with you for 1 year post-hire to ensure the placement is 100%) can take some of that nightmare away….BOO!

3. It costs about 33% of a worker’s salary to hire a replacement. Worried? We get it, that’s a staggering amount of money—especially when it can happen more than once. The answer? Well, that comes down to work culture and…of course…finding the right fit (we can help you with that)….BOO!

4. 44% of millennials looks for a new job within 2 years. Employee retention has never been more important. Work/life balance, perks, benefits, team dynamic, work culture, office environment, regular reviews, shareholder options, flexible schedules, and opportunities for advancement and learning are just some of the things you can do to help prevent brain drain….BOO!

5. 55% of job applicants abandon their application process if they read negative reviews about your company online. You can’t always control what people say or how they react. How to get around a negative review? Do what you want from a good employee—take their feedback and use it to improve. This time, make it clear online that you’re doing so. Maybe that means recognizing and responding to the review online, or increasing your social media presence to clearly show the work culture and positive team dynamic at your company….BOO!

6. 86% of the most qualified candidates aren’t actively looking for new jobs. What does this mean for you? Firstly, qualified candidates might be harder to get. Secondly, working with someone who is highly skilled at recruiting can mean the difference between the right and the wrong fit…BOO!

7. 60% of candidates have quit an application process because it took too long. Tip: streamline the application process and save the big questions and truly getting to know someone for the interview….BOO!

8. It takes an average of 27 days to make a new hire. Eek! Right!?! Don’t be scared, it’s all worth it IF you find the right hire….BOO!

9. 64% of applicants share horror stories with friends and family. That’s a lot of people’s reviews right there. Streamline the process and make it as gentle and engaging as possible. Easier said than done, right? We can help…BOO!

10. According to Gartner, 27% of hires are ‘bad hires’ or ‘regretted decisions’….Yikes….and…BOO!

11. 51% of employees are already considering a new job. That’s more than half of your staff who are statistically contemplating their next move. I would say recruiting is a pretty important investment…wouldn’t you? (BOO!)

12. 80% of employers promote their brand on social media. Now…this one shouldn’t scare you. But if you’re not promoting your brand on social media, maybe it will frighten you into doing so—which is, inevitably, a positive in the long-run. So, maybe, nothing to be scared of at all. BOO???!?

13. 46% of millennials left their job due to lack of opportunity for growth. This is valid. Good companies hire good people and do what they can to keep them—including ample opportunities to learn, grow, and advance in their roles. Not sure how to do this? We know a thing or too….

Scariest part? There are WAY more stats out there. Best part? We’re here to help make the hiring process enjoyable (not scary).

How to Spot a Nightmare Candidate

Interviewing candidates can be a scary proposition for many. Not everyone is trained to analyze all aspects of a candidate’s background and abilities, and to see through their resume to who they really are.

Agencies can help. They can do the legwork and simplify the recruiting process for you. However, not all agencies are created equal. You, the hiring manager, need to be keen to learn how to hire and what to look for too or you may have an agency send you three “top candidates” that could be an absolute nightmare for you!

In the spirit of the season, for example:

Candidate #1: Freddy Krueger

·       A  strategic thinker who can take the heat!

·       Has very clear motivations, and he seems to keep his emotions in-check

·       Tends to show a lack of empathy for others

·       Is driven to meet his goals even at the expense of others when they are most vulnerable

·       Not a team player and may take joy in the failures of others and may relentlessly torment them about it

·       Very process-focused and takes painstaking pleasure in the details

·       His Myers-Briggs results show that he:

o   has an attractive personality type that people dream about

o   commands attention and can make people listen

o   is extroverted and playful with others

o   is an intelligent problem solver no matter what the heat of the moment

o   is very pragmatic and logical thinker who uses factual analysis to slash through tasks

o   tends to exploit weaknesses in others for his own gain

o   is very creative and innovative in how he defines his work

o   believes that the chase is just as important as the destination

o   shows signs of fluctuating energy levels that make him unproductive for extended periods of time

Candidate #2: Jason Voorhees

·       A real get-it-done kind of person who you can count on to keep coming back!

·       Lacks effective communication skills and has a challenging time explaining what he wants

·       Tends to mask his emotions and play the victim

·       Spends little time on strategy and details, and more just aggressively executing the tasks at hand

·       May have tendencies to be obsessive with his actions due to past traumas

·       Extreme focus on the task at hand and nothing will slow him down from accomplishing the goal

·       His Myers-Briggs results show he:

o   is introverted and does well on his own rather than in teams

o   has complicated ambitions that he at times doesn’t fully understand

o   has a very methodical and systematic approach to his job

o   is not a procrastinator and prefers to just get the job done right the first time

o   tends to have tunnel vision that causes him to stop thinking and become reckless at times

Candidate #3: Michael Myers

·       Productive to the point you’d think he was a machine!

·       Very uncommunicative to the point of being catatonic

·       Hard to decipher what really motivates him, but he is almost impossible to stop once he puts his mind to something

·       Has a primitive and obsessive intelligence

·       Has a bizarre and dark sense of humour that he uses on others

·       Anti-social and tends to hold grudges

·       His Myers-Briggs results she he:

o   has signs of lacking strategic awareness and just goes for it

o   seems to rely on intuition over factual judgements

o   has unrealistic goals and a singular thought process that can limit his upward mobility

o   is very structured and task oriented, and can be very pragmatic with how he finishes his tasks

As you can see, hiring can be a horror story. Don’t let it put a shiver down your spine. Let SJS help!

SJS Recruiting is a boutique recruitment agency offering quality services, a personal touch, and guaranteed performance … that won’t scare you!

What to Look For During an Interview

Discover & share this Friday GIF with everyone you know. GIPHY is how you search, share, discover, and create GIFs.

It’s not always easy to know what to look for when hiring your next employee. The interview process can be arduous and sometimes confusing. Often, there are two top talents who you are deciding between in the end. So, when it comes down to it, what should make a candidate more eligible than another for a role?

• Promotion from within an organization - Does their resume show that they are promoted from within, or are they jumping from company-to-company to climb the corporate ladder?

• Easily provides examples of accomplishments - Hire the person who can effortlessly give concrete examples of past ‘wins’ (throughout their resume and their interview process).

• We Vs. Me Mentality - Look out for language that speaks about teamwork and collaboration rather than self-focused statements. A ‘we mentality’ shows greater leadership than simply talking about ones’ own contributions.

• Well-rounded personality - People that have clear interests outside of work are generally more likely to be fulfilled.

• Entrepreneurial exposure - Someone who has worked in a family business, a start-up, or attempted to build their own business, has a core grasp of what it takes to get a job done and will likely be less afraid to roll-up their sleeves, or do the extra work, to get a project done on time.

• Proactive - Do they wait to be told or are they someone who has a history of implementing new processes or ‘managing-up’ in order to further efficiency and effectivity in their role?

• EQ - Emotional intelligence. Two words that speak volumes. No matter where you’re hiring, or what role you’re hiring for, a candidates’ emotional intelligence speaks volumes about their ability to work collaboratively and lead effectively.

• Red Flags: Do they get defensive when probed on their responses? Do they show any contempt for previous employers? Hiring someone with a positive demeanour and humble work ethic is always the best decision. Work relationships, like any, usually go both ways. If someone is showing disregard for a previous employer, this attitude likely seeps into all relationships in their lives.

• Articulation - Do they speak clearly? Are they well read? Do you feel they are easy to talk to? If not, you may want to consider how they would represent your brand or lead your teams.

• Accountability - Hire the candidate that can easily admit a past fail or mistake and explain what they learned from it. Everyone makes mistakes. If the potential hire believes they have never made any….you need to consider how much actual career growth they have done over the years and what they will be like to work within the long-run.

• Aptitude - Does this person seem like they have a natural ability, personailty-wise, to tackle this job head-on? What does your gut instinct tell you? More often than not, our gut instinct should not be ignored. Hiring is a two way street, it has to work for the candidate in the long-run too. It’s more likely to work if the role and company culture seem organically aligned with the candidate’s personality.

• Skills - Last, but not least, it goes without saying that a candidate needs to have the key skills you ask for in fulfillment of the role. However, like we mentioned earlier, if everything is right about the potential hire except a few easily-learned skills, then you should still consider taking them on. Hire based on overall fit, if you’re looking for a long term hire, and train on skills they don’t yet have.

*When in doubt, get a second opinion.

How to Effectively Work with Gen Z & Millennials

Being aware of the generally generationally-inherent characteristics of Gen Z and millennials will not only help you understand each generation more, but further guide you in working with them most effectively.

KEY Differences:

• Gen Z is deeply rooted in social consciousness and has been dubbed ‘the practical generation’. Millennials are also driven by do-good initiatives, but are considered less practical and more ‘lofty’ in their approach.

• Gen Z wants to be promoted from within an organization while millennials will look elsewhere for promotion more regularly—if the benefits or career advancement they are seeking aren’t being redeemed fast enough where they are.

• Gen Z does not remember a time without social media and interconnectivity, millennials do.

• Gen Z has a shorter attention span than millennials.

• Gen Z craves autonomy and independence, while millennials look for a more collaborative approach.

• Gen Zs and millennials are both attracted to start-ups, while ‘Gen Zs’ are most likely to actually start one.

• Gen Z is more inclined to use their phone while millennials prefer their laptop. Don’t kid yourself though, both generations are extremely tech-savvy and use both.

How to Work with these (Influential) Generations:

• Stay at the forefront of technology and provide thought-leadership that seeks to inspire.

• Offer a mix of working environment options—an open concept floor plan for millennials and cubicles, private offices, or walls, for Gen Zs.

• Create an environment built on trust that very clearly shows an investment in the long-term growth of your employees.

• Go the extra mile — bonuses tied to business growth, celebration of milestones, health care, gym and yoga memberships, mental health days, work-from-home days, and long-term growth plans catered to the individual employee.

• Use communication that is direct and supportive whenever possible.

• Do not micro-manage Gen Z-let them do their thing, they seek direction based on their own compass. Instead, lean on mentorship, review, and promotion that is reliably delivered and tied to financial rewards or career advancement.

• Involve your company in charitable causes, organize team involvement with special events that give back, and build a sense of community.

• As always…lead by example.

Understanding Gen Z is Critical for the Growth of Your Business. Here’s why…

Gen Z were born between the years of 1995-onwards while millennials were born between the years of 1980-1994. Think about it. The first Apple MAC was released to the public in 1984. Just 4 years post-birth of the first wave of millennials and 11 years pre the first wave of Gen Z. Isn’t that amazing? How far we’ve come. 

Gen Z is unique because they’re the first generation to grow up without any memory of life without computers. At any point in their lives, any question they ever had was ‘Google-able’. 

As a result, they’re tech-savvy, digitally-entrepreneurial, and consistently seeking more information, further awareness, and extended learning opportunities.

According to Forbes, 33% of Gen Z watch lessons online, 20% read textbooks on tablets, and 32% work with classmates via the internet*.

 Motivated by self-improvement, and constant in their act to do so--they aim to add value wherever they go. This is not a generation that will rest on its’ laurels.

Considered a Bust generation, ‘Gen Zs’ witnessed the struggles of millennials to seek employment during the recession, when jobs were scarce and student debts were high, and became inherently self-reliant, hard working, independent and entrepreneurial. Combined with their aptitude for technology, this makes them a strong asset to any organization.

So, here are some (more) things you should know about Gen Z – the lesser talked about generation. The ‘Gen’, who’s hard working, tenacious, motivated, and ready to hustle—so long as you aim to cater to and inspire them.

ABOUT GEN Z:

•   They thrive on communication and collaboration

• They are socially-conscious

• They want balance in their personal & work Lives

• They want pay transparency & equity

• They value face-to-face time despite their Inherently strong use of technology

• They are hard-working

• They see job changes as a necessary part of their career path, but will commit to you if you cater to their need for growth, advancement, and consistent feedback.

• They want to feel that they are a part of something. Be inspired. Not just ‘punch-in-punch-out’.

WORK CULTURE FOR GEN Z:

• Gen Z prefers coaching rather than managing. Again, leadership by inspiration. They are self-reliant, well read, and work very hard. They value their independence and the last thing they need is a micro-manager.

• They are looking for financial security. Having grown up in a Bust generation, they are incentivized by ways to pay off debts, live a prosperous lifestyle, and not feel insecurity about their path.

• In terms of career path, Gen Z is extremely entrepreneurial. You are more likely to be vulnerable to a ‘brain drain’ of your Gen Z employees who will flock to start-ups where they feel they’re a part of building something bigger. Keep employees engaged by mapping out a long term commitment to their growth, both in terms of tasks assigned to them, and financial compensation —maybe even providing shares within the business with relation to the growth percentage of the business over time.

• Add perks, if you can —gym memberships, work-from-home days, extra sick days, personal days, a daycare for their kids (although many Gen Z employees are statistically less focused on having kids than Millenials are), endless supply of coffee/snacks/food, extra healthcare — whatever you can do to sweeten the deal when it comes to balancing their lifestyle and providing them with a sense of security and well-being.