Phone Etiquette

PhoneImagine how nervous you are doing one phone interview, as Food Recruiters we can do as many as 5 to 10 phone interviews in one day. Phone interview etiquette is just as important as in-person job interview etiquette when it comes to getting hired. It tells the interviewer a lot if you take the time to give them your full attention and are engaged during the call.  If you’re selected for a phone interview, prepare just as carefully as you would for a  traditional interview.  Research, confirm the date and time, have questions ready for the interviewer and prepare to make a great impression.  Here are additional suggestions for preparation:

Prepare for your day – This might sound strange, but your appearance  matters on the phone almost as much as it does during a face-to-face interview. You will have more confidence dressed in business casual than you will in your pajamas.  A  memorable piece of advice I once received was that “people can hear a smile”. Focus on the interviewer, smile, and think positive. You’ll make a better impression.

Use a land line – Cell phones are wonderful, but not always reliable.   A  dropped call, cellular static  or getting disconnected can ruin an otherwise great interview.

Get rid of the distractions – Interview in a private, quiet space. That means having someone watch your children and kick the dog, the cat, and the rest of the household members out of your interview space. Please, no driving while interviewing. Pull over or schedule another time where you can give the interviewer your full attention.

Be aware of what you are doing Swinging in your chair, pacing the floor or fidgeting can all be heard over the telephone. Tapping on a pencil, clicking a pen and other nervous habits are distracting and come across as lacking self-confidence.  Practice good body language and it will positively affect the tone of your voice. When you feel good you look and sound good. Remember to smile!

Don’t interrupt – Listen carefully to the question and answer the question to the best of your ability. Be concise and to the point without rambling. Be careful not to interrupt the interviewer because you think you know what he or she is about to ask. It is alright to take a few seconds to think before responding, thoughtful answers are best.

Be prepared with questions for your interviewer – When the interviewer asks whether you have any questions for him or her, make sure that you do! Review your questions and have a few ready in advance.  It will show that you have done your research and are interested in the position.

Follow up – Ask for the interviewer’s email address, if you don’t already have it. Send out a thank you immediately, thanking the interviewer and showing your interest in the job. Let them know you are available to answer any other questions they may have.

It comes down to being your best self! Even if the job is not something you might be suited for keep in mind that you are always networking and making those connections so it is important to make a good impression!

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3 fears that trap midlife women in unhappy work -By Kathy Caprino

Virtually every week, I hear from scores of midlife professionals around the globe who long for something more, different or better in their jobs and careers, but can’t seem to get out of the gate to take action or decide the best directions to pursue.

At the heart of these questions is one key element: fear. But fear about career change disguises itself in myriad confusing ways that we don’t recognize as fear. The research I’ve conducted over the past 13 years reveals three top fears that keep midlife professionals locked in unhappy careers and in quiet (and not so quiet) desperation, sometimes for a lifetime.

Here they are:

https://www.newonline.org/news-insights/blog/mid-career/3-fears-trap-midlife-women-unhappy-work

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Pointers when facing a layoff

ResumeRIF, Downsize, Restructure, Layoff: Words that can make you question the when, what, where and how’s of all aspects of your life. However, going through this does not have to be the end to your career as you know it. Three simple tips to keep in mind, and you’ll begin your new adventure before you know it!

 

1) Follow Your Gut-Your gut instinct is most likely whispering to you that something may be going on. Things feel different, projects may have been cancelled, your workload has changed or the industry as a whole has suffered a setback. Chances are, your role could be changing as well. When you know that this could be an option, rather than waiting to see what comes, this is a great time to begin networking. Reach out to your old colleagues and supervisors, attend industry events, reach out to those great recruiters that you have become acquainted with over the years.

2) Write and Re-Write- If it has been one week or ten years since you revamped your resume, take time to tailor it to the opportunity that you desire next. One massive executive summary won’t do it; highlight the key accomplishments with each employer and take the time to match your skill set to the opportunity you are seeking.

3) Take a Breath – If severance is part of you package, make sure that you have enough to cover your expenses until the next opportunity begins, BUT, if you can take a little time for yourself. There are very few times in life when you can take a moment to evaluate your next move. Allow yourself a little down time in between interviewing and networking, maybe even see a movie in the middle of the day or take a mid-week trip.

Keep calm, focus on your strengths and your next adventure will begin before you know it!

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Eight Questions To Consider Before Selecting An Executive Search Firm -Karen Greenbaum

POST WRITTEN BY

Karen Greenbaum

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).

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CEOs and C-suite executives often identify failure to attract and retain top talent as their No. 1 business issue. The key to success is having the rightleaders leading in the right way. Aiding in this are executive talent search and assessment providers, who can profoundly impact businesses. As President and CEO of AESC, the global association that represents best practices in the executive search and leadership consulting profession, I am often asked about what to look for before signing an agreement with an executive search firm. How do CEOs, boards of directors and the broader C-suite know if they are dealing with a quality and ethical executive search firm?

Here I share with you what to look for before signing an agreement:

1. How deep is their access? Core to the value of executive search firms is their ability to interest and engage top candidates who are successful and satisfied in their current roles. Experienced executive search advisors will have access to the highest-performing leaders within an industry. These candidates are concerned about confidentiality, and trust is essential. They are not willing to risk a leak that could negatively impact their current role or the firm they lead. These candidates are typically more comfortable with an outside advisor who is not part of the hiring organization, providing the executive candidate a more comfortable relationship to explore a potential new opportunity on a discreet basis.

2. Will they ensure confidentiality? Trust is not only critical to the candidate, but it is also critical to the client organization. High-performing organizations cannot afford to risk either internal or external uncertainty about a CEO or highly influential executive’s standing or tenure within a company. Any perceived uncertainty can have a profound negative impact on the internal organizational culture and the external brand, and can reduce confidence among customers, shareholders and other stakeholders. An ethical search firm will ensure that a search will be held in the most confidential and discreet manner.

 

3. Will they be objective? Business leaders seek external counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

4. Can they help you attract the best? With a quest for innovation, there is an increased demand to attract a diverse slate of top executive candidates who can deliver fresh perspectives to the hiring organization. Quality executive search firms understand this priority and have focused on expanding their own networks beyond the “usual suspects” to identify top talent. Quality advisors will be able to have direct and sometimes difficult conversations with their clients about their own employer brand and desirability as a destination for leaders. Today, high-potential, high-demand talent have many options and are highly selective. They want to be sure they are making a move to an organization where there is a strong culture fit and where they are most likely to succeed.

5. Do they have the expertise? A quality executive search consultant will have an experience-backed understanding of the market, the industry and the evolution of key functional leadership roles. These trends are critical in the search for not only the leaders of today, but those who can lead an organization through transformation for the future. With changing requirements, often it is essential to not only look for talent within an industry, but outside the industry. This is where years of experience and understanding how to assess for learning agility become critical.

6. What are their assessment capabilities? As a trusted advisor, a quality executive search consultant will take their deep knowledge of the industry, the organization and the role and assess candidates against these requirements to ensure that a candidate not only looks good on paper, but will be the right leader for the organization and its strategic focus. The unique advantage an outside trusted advisor can bring to this process are the years of experience across markets, industries and functions, combining the art and the science of assessment to this critical process — beginning with a preliminary assessment and then getting much more in depth with the finalist candidates.

7. Will they help you prepare for succession? Organizations that think beyond “today” also understand the critical need to think about the leaders for tomorrow, both internally and externally. This is the time when organizations take a hard look at the next generation of leaders and ensure that they are developing a diverse group of leaders for the future. Quality executive search firms will bring their talent assessment and marketplace expertise to this critical process to help CEOs, boards and the broader C-suite build a high-performance leadership team both for today and tomorrow.

8. Can they minimize risk? Highly qualified executive search consultants reduce the risk of making the wrong hire. The risks associated with an unsuccessful hire can be catastrophic. The selection of the right trusted advisor ensures that the entire process is a success.

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).
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How grocers can retain quality employees -Torrey Kim

 

Torrey Kim 

January 24, 2018

One of the best ways that grocers can keep customers coming back is to give them an excellent shopping experience, and that often starts with a high-quality grocery staff. But finding top-notch talent can be a challenge for retailers. Grocers can counter those challenges by looking for a few telltale traits up front, which can help solidify the odds of finding and keeping excellent staff.

Seek high-level customer service

Although some grocers consider scheduling flexibility the top trait they seek when recruiting retail staff, it’s actually not the best way to find talent that will last, says Mike Hamaker, director of grocery recruiting with iRiS Recruiting Solutions. Instead, he advises, look for applicants with excellent customer service skills.

“This stands the test of time,” Hamaker said. “Grocery stores are currently in a state of change. Customer service is one aspect of each grocery store that must remain present and strong. Without strong customer service, the experience in the store will diminish and so will the customers.”

In other words, Hamaker stresses, grocers should look at interviewees as a shopper would — not as the store manager would. “Flexibility is nice, but not really a trait that makes a grocer who they are. When we go shop a store, we don’t go there for flexibility of the associates, we go there because of price, convenience, service or selection,” he said. “The one thing that remains after everything else is how we are treated and felt about our service, that is what brings customers back time and time again.”

Look for willingness, drive

In addition to seeking interviewees with strong customer service skills, you should also look for applicants who have a strong work ethic, says Julie Curtis of Curtis Food Recruiters, which places executive-level leaders within grocery retail, wholesale and food manufacturing.

“Candidates that have a proven track record of a good work ethic will move your business forward much more than someone that can work the late shift,” Curtis says. “People that have a willingness and drive to learn your business will be the best hires. The retailer must them give them opportunities to take on cross-functional roles and more responsibility. Most people want an opportunity to grow their career, so give them a road map.”

Once hired, hold employees accountable

After a store hires staff members, management should both nurture them and hold them accountable, Hamaker says. “Store-level associates are the first line of defense against the competition. The reality for many retailers/grocers who don’t differentiate themselves will be extinction. There isn’t room for average retailers with the level of competition continuing to increase.”
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Tags: 

grocery staffretail staffhiring grocery staffMike HamakerCurtis Food Recruiters

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#Coffee

Who wouldn’t want to walk into this lobby everyday?! Last week some of our team had a fun day visiting the new facility of a favorite client!

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How to Stay Relevant in the Work Place

puzzle-piece

In an increasingly aggressive job market, staying relevant is no longer a choice but a necessity. It’s important to do everything you can to stay competitive.  Employers have increasingly higher expectations of their employees and it is important to stay one step ahead.

There are many pieces to this puzzle.  Here are a few tips for getting and staying relevant that will help you prove your value to your current or future employer.These strategies are beneficial for current employees, job seekers, college grads, or individuals re-entering the workforce.

Read and Attend Meetings

Read trade journals, articles and anything you can get your hands on related to your career and industry you work in. Try to take 30-60 minutes a week to read the latest industry or career news.   Along with staying current via the news, attend classes, industry relevant meetings and conferences.

Stay in the Loop                                     

Set up Google Alerts. One option is to subscribe to key words within your specialty area (“CPG recruiters,” “food science,” “food industry”). In addition to setting up an alert for your own company, you can also set up an alert for your competitors’ companies.

Continuing Education

A key piece to staying relevant in the work place is education and ongoing professional development. Many professions require continuing education to maintain licensure and credentials. It is something that a great workplace values and certainly benefits from as employees return to the workplace with new experiences and insights.

Network

The key to successful networking is to be able to tap into sources of expertise, recommendations, and advice from those with different or greater experience than you have. But don’t forget, these relationships are about give and take; it shouldn’t be just about your needs.

Social Media

Social media, a rapidly evolving structure, is a powerful tool to inform, motivate and influence.  LinkedIn, Facebook, Twitter, Google+, Pinterest, and Instagram are a great way to network and express your authenticity.  That being said, professional behavior is a must, all the time, on every platform.

Update your Successes

At year end, just after your performance review update your resume and LinkedIn page with successes from the year before.  This is a great way to keep your LinkedIn account and resume up to date and relevant without having to think back to what you did 5 years ago.

Investing time each week in your own professional development will increase your satisfaction with your current position and will keep you relevant and growing for future opportunities.  Set goals and hold yourself accountable with this process, trust me it will be well worth your time.

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