Let’s start by saying email is a great and necessary tool in today’s business world. Yet it is disheartening when a potential match between a client and a candidate goes south because of lack of communication. Why is it people are using email for conversations that really should be done through talking? Cadence and body language are major components necessary for a clear message, so why are they being left out of the equation? Don’t get me wrong, I’m as much as an emailer and texter as the next modern day professional, but I know when to draw the line. Do you?
Here’s my general rule of thumb:
Email is great for keeping a process moving. I love the immediacy it affords for quick feedback, for a status check, for solidifying facts, and to schedule. I absolutely insist on email for a list of references, compensation requirements, and job descriptions.
BUT when it comes to negotiating, making a job offer, obtaining a reaction to a candidate’s resume or interview – that’s a phone call. You say, “Karen get with it! With today’s technology you don’t need to speak person-to-person.” And I say, “Stop kidding yourself. Professional courtesy never goes away.”
There are things I can intuit from inflections when people talk that can’t be discerned from reading an email, and it’s even worse with a text message. There is an immediacy, a way that people open up, and an ability to advise, negotiate, and coach that can’t be replicated via a screen. What happened to active listening?
When I see a client respond to a resume with a three-word email, four-letter words come to mind. When I hear of a client making a job offer through email (a job offer for God’s sake!), my BP goes through the roof. Listen to the headhuntress: onboarding begins during recruitment. You want the top talent that’s out there; well so does everyone else. You need to reinforce company branding in every contact.
Recruitment is just like courting someone; when a guy I’m dating only texts me and never picks up the phone to talk, I am probably going to hit the delete button in my address book soon. People get carried away with texting and emailing – are they using it as a way to hide? Would you want to date someone or work for a company that used a screen as their only means of communication? The pen can be mighty, but it will certainly never trump human interaction (That’s why political candidates spend so much time on the road!) Cadence, tone and verbal cues are a must in understanding a person and maintaining a relationship.
Our K. Russo Associates End of Year Client Survey showed that candidates respond to initial emails and voicemails from recruiters at equivalent rates. But there soon comes a point when you need to step beyond email and engage in the nitty gritty… that’s a phone call.
Be a part of our online survey and let me know how you are communicating.
Tuesday, May 13, 2008
Wednesday, April 23, 2008
Diving Into A Recruiting Marathon
It’s not always the amount of revenue that my company generates that qualifies as a worthwhile week. Sometimes it’s getting overwhelming confirmation that we are on the right track, and other weeks it’s avoiding a potential catastrophe. I must say that the last two weeks have been like Nitrox scuba diving to say the least.
Let’s start off with avoiding disaster. Last year I attended the HR Forum held on the beautiful cruise ship, The Norwegian Dawn. I was on the ship less than 30 minutes when I ran into ex-husband #2. There was no avoiding the X for the next 48 hours. Can you imagine? Spare yourself and don’t. God clearly has a sense a humor to put me on a cruise to nowhere with my X. At this year’s event, I was overcome with joy to see the X would not be making an appearance. I could buckle down to business and concentrate my HeadHuntress powers on making connections that would hopefully end up more successful than my marriage.
The HR Forum is like running a 2-day marathon. With my terrific associate Nikki Shapiro, I conducted eighteen 30-minute presentations to some of the top human resource officers in the country, plus had meetings over breakfast, lunch, and dinner. This year’s HR buzz words are global talent acquisition, talent management, and retention. After years in the human capital space I can safely state with confidence: it’s all about the people and getting the best fit at the onset.
The HR Forum was held the same week as the biannual meeting of the Pinnacle Society. I am honored to be a part of the Pinnacle’s very select group of successful industry recruiters. Our meetings are a time to connect and share best practices. For a couple of days I could give my voice a rest and take an extended journey into listening and learning. At the top of everyone’s list was the growing importance of research, the front-end of the recruiting process. We discussed using social networking tools to research and identify candidates, internet search strings as well as blogging, niche boards and so on. Let’s face it if the new wave of talent is growing up in the digital age, executive recruiters need to become experts with web 2.0 resourcing.
So here was relief #2 – both events confirmed that my team and I are working in the right space and it spurred us to keep on trying new approaches and actively plan these initiatives into our day. Staying focused with all these new communication venues can be consuming, but there are no shortcuts to success! At the end of an incredibly intensive week, it was a huge relief, comfort and bonus to get validation from my peers not once, but twice. On top of not running into the X, I’d call that a successful dive without “the bends.”
Want to share your thoughts about social networking for talent recruitment? Please feel free to post your comments.
Let’s start off with avoiding disaster. Last year I attended the HR Forum held on the beautiful cruise ship, The Norwegian Dawn. I was on the ship less than 30 minutes when I ran into ex-husband #2. There was no avoiding the X for the next 48 hours. Can you imagine? Spare yourself and don’t. God clearly has a sense a humor to put me on a cruise to nowhere with my X. At this year’s event, I was overcome with joy to see the X would not be making an appearance. I could buckle down to business and concentrate my HeadHuntress powers on making connections that would hopefully end up more successful than my marriage.
The HR Forum is like running a 2-day marathon. With my terrific associate Nikki Shapiro, I conducted eighteen 30-minute presentations to some of the top human resource officers in the country, plus had meetings over breakfast, lunch, and dinner. This year’s HR buzz words are global talent acquisition, talent management, and retention. After years in the human capital space I can safely state with confidence: it’s all about the people and getting the best fit at the onset.
The HR Forum was held the same week as the biannual meeting of the Pinnacle Society. I am honored to be a part of the Pinnacle’s very select group of successful industry recruiters. Our meetings are a time to connect and share best practices. For a couple of days I could give my voice a rest and take an extended journey into listening and learning. At the top of everyone’s list was the growing importance of research, the front-end of the recruiting process. We discussed using social networking tools to research and identify candidates, internet search strings as well as blogging, niche boards and so on. Let’s face it if the new wave of talent is growing up in the digital age, executive recruiters need to become experts with web 2.0 resourcing.
So here was relief #2 – both events confirmed that my team and I are working in the right space and it spurred us to keep on trying new approaches and actively plan these initiatives into our day. Staying focused with all these new communication venues can be consuming, but there are no shortcuts to success! At the end of an incredibly intensive week, it was a huge relief, comfort and bonus to get validation from my peers not once, but twice. On top of not running into the X, I’d call that a successful dive without “the bends.”
Want to share your thoughts about social networking for talent recruitment? Please feel free to post your comments.
Monday, February 11, 2008
Burnt Out?
In my travels for both business and pleasure, I have often heard that Americans work too much.
The perception is that we are all about the money, work and ultimately success. Are we striving to become the most unhealthy burnout nation in the world?
As an ass-kicking business woman I will admit that I have put in a lot of hours over the years to get to this place in my career, but a few years ago I learned how to “turn it off.” You know, stop and smell the roses, because I was heading for a major burnout.
I believe we as Americans are soon to be a toasted society. Why is it that we feel compelled to do everything to extremes? We are the originators of super-sized meals, the X-Games and now 24/7 employees.
Perhaps people don’t know how to leave work in the office. We have become addicts of instant and constant communication, making it tough to compartmentalize the hours. I’m guilty of that, but I am trying to reform. It is a tough habit to break; I crave my “CrackBerry” and Bluetooth. I can’t go anywhere without them! Our escape is dictated by the battery recharger and dead zones, rather than what gives us true satisfaction.
There are companies that recognize that a burned-out employee is less productive, more prone to illness, and on the verge of dropping out…and taking their valuable and increasingly scarce labor talent with them. One of the biggest issues in human resources is RETENTION. So how are some trying to shift the burnout tide? Here’s three examples that range from major policy changes to holistic services:
If you have heard of other ways that companies are dealing with burnout, send them here. krusso@krussoassociates.com and I’ll post them.
So, are you burning dinner while multitasking emails and business calls (me), are you working on spreadsheets on your commute home, is it time to establish some boundaries? 9-5 is on life support and so are you!
The perception is that we are all about the money, work and ultimately success. Are we striving to become the most unhealthy burnout nation in the world?
As an ass-kicking business woman I will admit that I have put in a lot of hours over the years to get to this place in my career, but a few years ago I learned how to “turn it off.” You know, stop and smell the roses, because I was heading for a major burnout.
I believe we as Americans are soon to be a toasted society. Why is it that we feel compelled to do everything to extremes? We are the originators of super-sized meals, the X-Games and now 24/7 employees.
Perhaps people don’t know how to leave work in the office. We have become addicts of instant and constant communication, making it tough to compartmentalize the hours. I’m guilty of that, but I am trying to reform. It is a tough habit to break; I crave my “CrackBerry” and Bluetooth. I can’t go anywhere without them! Our escape is dictated by the battery recharger and dead zones, rather than what gives us true satisfaction.
There are companies that recognize that a burned-out employee is less productive, more prone to illness, and on the verge of dropping out…and taking their valuable and increasingly scarce labor talent with them. One of the biggest issues in human resources is RETENTION. So how are some trying to shift the burnout tide? Here’s three examples that range from major policy changes to holistic services:
- Companies are instituting polices against business emails during weekends and holidays, unless absolutely urgent. Corporate culture has turned from admiring the weekend work warrior to respecting and protecting time away from the office.
- I loved, loved, loved a front-page article in The New York Times Style section a few weeks ago about law firms that are rethinking the viability of an 80-hour work week now that attorneys are leaving the profession in droves. One firm took the courageous step of making a request that no court dates be set during the Christmas school break so its lawyers could spend time during the holidays with their families.
- A super-charged Wall Street boutique alleviates the tremendous pressure its traders feel by having an in-office masseuse. The traders are expected to avail themselves of the perk; a type of shut-off valve during the week when body and soul get to relax and unwind.
If you have heard of other ways that companies are dealing with burnout, send them here. krusso@krussoassociates.com and I’ll post them.
So, are you burning dinner while multitasking emails and business calls (me), are you working on spreadsheets on your commute home, is it time to establish some boundaries? 9-5 is on life support and so are you!
Monday, December 17, 2007
Are you ready for a new job? Analysis: Lying about a sick day
Here is a link to the article that coincides with the video. Just posted today! Click below to read.
http://www.businessweek.com/managing/content/dec2007/ca20071213_372903_page_2.htm
http://www.businessweek.com/managing/content/dec2007/ca20071213_372903_page_2.htm
Monday, December 10, 2007
Are you ready for a new job?
Recently I had the opportunity to share some of my thoughts on the ethics of job hunting. Who knew there was any such thing? Kidding! Click below to check out my interview with BusinessWeek Online. Comments and questions are always welcome.
Monday, November 26, 2007
The Mentally Checked Out Employee
Do you know a Mentally Checked Out employee? My guess is that you probably know quite a few. You may even be that employee. As a headhuntress, I come across this species quite often. Checked Out Employees (let’s call them COE’s) are pretty easy to identify and are becoming more and more common. Here are a few variations of the COE (and keep in mind there are cross-breeds):
The Disappearing Act – To this COE, lunch is code for 2 free hours to vanish
The Time Challenged – Funny how this person’s clock runs late in the morning, but come the end of the day, it runs early
The Master of Verbal Illusion – By populating workplace conversation with vague phrases like “It will be done soon” and “I’m still working on it,” the COE gives the impression of doing work
The “What Not to Wear” candidate – For this COE, Casual Fridays are an everyday event
The Roamer – This employee stealthily roams the work area looking to ensnare others into chitchat
The Smurfer – This COE is constantly clicking as soon as anyone comes near; but it’s really the back button being hit after visiting their favorite websites
Laugh, but mentally checked out employees are a serious cause for concern in corporate America. According to a recent poll in the Gallup Management Journal, 56% of respondents claimed to be “disengaged” or not involved in their work. These are the people who have by most standards quit their job, but continue to sit at their desk everyday and collect a paycheck.
And here’s the killer: Management often notices the mediocre behavior, but keeps the COE on the payroll. In fact, some managers are even intimidated by them. I say, “Get with it!” Are they waiting for the COE to change by osmosis or are they trying to avoid confrontation? Or, does the bogus threat of a lawsuit loom?
Having to make change is uncomfortable for most people. They fear change to their lives. Here, straight from the Queen of Change, (as I am often referred to by my friends), are some ideas on managing the Mentally Checked Out employee:
Inquire - Find out what they need to regain their “rock star” status. Be positive and refrain from telling them they are sucking the energy out of everyone. Be frank about their sub-par performance and try to get to the root of the problem. Reassure them that their contributions are appreciated and that you are willing to work with them, but not cover for them.
Offer Positive Challenges – Provide inspiration by giving the COE an assignment that is different from their daily work and showcases their value. Being checked-out may be a sign that the employee was getting stale with the same old-same old...and quite honestly, who of any creativity and critical thinking power, wouldn’t.
Be engaging yourself – Yes, you! As a manager, keep the door open to communicating with your employees. Twenty-four percent of all U.S. employees stated that they would fire their boss if they had the chance. (GMJ) You don’t want to create an “us versus them” atmosphere. By fostering two-way dialogue, employees are more apt to tell you something is amiss, rather than waiting to write it in their resignation letter.
Be ready to pull the plug – We all hate this part, but the reality is, if all else fails you need to give a written warning. (Be sure to follow your companies policies and procedures for disciplinary actions) Some people just lose their edge. Disengaged employees bring down others and their attitude can be contagious. You’ve got to nip this problem in the bud before you have a small epidemic. Warnings can jumpstart performance or send them jumping for the door. Either way, it is better than continuing to tolerate negative behavior.
I would love to hear your thoughts about checked out employees, or how you’ve dealt with these situations. Please feel free to comment and stay tuned for our next installment of “The Checked Out, The Burnt Out and The Disengaged.” (Real life - not a mini series)
The Disappearing Act – To this COE, lunch is code for 2 free hours to vanish
The Time Challenged – Funny how this person’s clock runs late in the morning, but come the end of the day, it runs early
The Master of Verbal Illusion – By populating workplace conversation with vague phrases like “It will be done soon” and “I’m still working on it,” the COE gives the impression of doing work
The “What Not to Wear” candidate – For this COE, Casual Fridays are an everyday event
The Roamer – This employee stealthily roams the work area looking to ensnare others into chitchat
The Smurfer – This COE is constantly clicking as soon as anyone comes near; but it’s really the back button being hit after visiting their favorite websites
Laugh, but mentally checked out employees are a serious cause for concern in corporate America. According to a recent poll in the Gallup Management Journal, 56% of respondents claimed to be “disengaged” or not involved in their work. These are the people who have by most standards quit their job, but continue to sit at their desk everyday and collect a paycheck.
And here’s the killer: Management often notices the mediocre behavior, but keeps the COE on the payroll. In fact, some managers are even intimidated by them. I say, “Get with it!” Are they waiting for the COE to change by osmosis or are they trying to avoid confrontation? Or, does the bogus threat of a lawsuit loom?
Having to make change is uncomfortable for most people. They fear change to their lives. Here, straight from the Queen of Change, (as I am often referred to by my friends), are some ideas on managing the Mentally Checked Out employee:
Inquire - Find out what they need to regain their “rock star” status. Be positive and refrain from telling them they are sucking the energy out of everyone. Be frank about their sub-par performance and try to get to the root of the problem. Reassure them that their contributions are appreciated and that you are willing to work with them, but not cover for them.
Offer Positive Challenges – Provide inspiration by giving the COE an assignment that is different from their daily work and showcases their value. Being checked-out may be a sign that the employee was getting stale with the same old-same old...and quite honestly, who of any creativity and critical thinking power, wouldn’t.
Be engaging yourself – Yes, you! As a manager, keep the door open to communicating with your employees. Twenty-four percent of all U.S. employees stated that they would fire their boss if they had the chance. (GMJ) You don’t want to create an “us versus them” atmosphere. By fostering two-way dialogue, employees are more apt to tell you something is amiss, rather than waiting to write it in their resignation letter.
Be ready to pull the plug – We all hate this part, but the reality is, if all else fails you need to give a written warning. (Be sure to follow your companies policies and procedures for disciplinary actions) Some people just lose their edge. Disengaged employees bring down others and their attitude can be contagious. You’ve got to nip this problem in the bud before you have a small epidemic. Warnings can jumpstart performance or send them jumping for the door. Either way, it is better than continuing to tolerate negative behavior.
I would love to hear your thoughts about checked out employees, or how you’ve dealt with these situations. Please feel free to comment and stay tuned for our next installment of “The Checked Out, The Burnt Out and The Disengaged.” (Real life - not a mini series)
Friday, October 26, 2007
Meet the HeadHuntress
For over 20 years I have been in executive search and recruitment. Believe me when I say I am never bored. Some days I am a leader, other days I am a headshrinker and then there are my teacher days. I am heroine to many of my candidates (and I hope to my child) and other days I am a kick-ass business woman, especially to legal departments that write unreasonable contracts which put pressure on the great relationships I have with my long-term clients. What I love about what I do, what I am passionate about, is guiding people through the constantly evolving job market and enabling them to achieve personal success within their career. I have an innate ability for this… of this I am sure. I am a HeadHuntress and these are my stories, insights, and lessons.
I often ask myself how I ended up here. It’s a question I pose to all potential clients, candidates, employees, and, yes, even lovers. It is a curious and wonderful question to gain perspective on people. Sometime the most interesting part is how the question is interpreted. Does the journey start with personal choices or professional ones?
The professional path is the easier avenue for me as it is where I have made my best decisions. As for the personal—while it may be entertaining reading that I have two ex- husbands and am a middle child -- for my introduction let’s focus on business.
Many believe that what you do in life is a reflection of your greater purpose. I’ve been told I am here to teach people to accept and not fear change. That would make sense for someone who is a headhunter, recruiter, whatever term you choose. My family and friends refer to me as the Queen of Change. Change is good and I am living proof.
In Diary of a HeadHuntress, I am offering a perspective to those who are seeking change – whether moving within the corporate world, or considering other options; those who need to decide whether it’s time to say adios to the corporate track and those who need to assess whether they have the guts and stamina to be an entrepreneur. This blog will also provide an honest reality check for employers that talk about retaining top talent, but are lost about incorporating outlets for creativity and autonomy. And, there is no disguising my thoughts about managing as a single working mother. It’s all part of who I am ...and my success.
If you are looking to advance your career or just be happy in the working world, if the lottery hasn’t worked and the trust fund is still years away, stick around. I see real life at its best and worst every day- some of it is unbelievable.
I often ask myself how I ended up here. It’s a question I pose to all potential clients, candidates, employees, and, yes, even lovers. It is a curious and wonderful question to gain perspective on people. Sometime the most interesting part is how the question is interpreted. Does the journey start with personal choices or professional ones?
The professional path is the easier avenue for me as it is where I have made my best decisions. As for the personal—while it may be entertaining reading that I have two ex- husbands and am a middle child -- for my introduction let’s focus on business.
Many believe that what you do in life is a reflection of your greater purpose. I’ve been told I am here to teach people to accept and not fear change. That would make sense for someone who is a headhunter, recruiter, whatever term you choose. My family and friends refer to me as the Queen of Change. Change is good and I am living proof.
In Diary of a HeadHuntress, I am offering a perspective to those who are seeking change – whether moving within the corporate world, or considering other options; those who need to decide whether it’s time to say adios to the corporate track and those who need to assess whether they have the guts and stamina to be an entrepreneur. This blog will also provide an honest reality check for employers that talk about retaining top talent, but are lost about incorporating outlets for creativity and autonomy. And, there is no disguising my thoughts about managing as a single working mother. It’s all part of who I am ...and my success.
If you are looking to advance your career or just be happy in the working world, if the lottery hasn’t worked and the trust fund is still years away, stick around. I see real life at its best and worst every day- some of it is unbelievable.
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