Talent Search Partners, Inc.

TALENT SEARCH PARTNERS, INC.

Menu

Career Insight

The Perfect Match: How To Choose The Right Recruiter For Your Next Career Move? (Questions That Every Candidate Should Ask Their Recruitment Partner & What To Beware Of!)

Career Insight, Career Preparation, Inspiration /

A credible recruiter takes you on a career exploration that hopefully leads to personal freedom and professional development. Before that exploration commences, that recruiter will ask the candidate some qualifying questions to better understand their current situation, educational background, work history, goals, ambitions, family life, etc. The answers to these screening questions will determine whether that candidate will proceed to a next step with the client or be passed into a pipeline for future roles & consideration. This candidate qualifying process is fundamental and sets the tone for future conversations. This qualifying process works both ways, and candidates should be just as prudent in how they select a recruitment partner as recruiters are about which candidates they decide to work with. If you are not asking questions to better understand your recruiter to help you determine whether they are the right partner for your next career move, then this article is timely. You wouldn’t put your health in the hands of just anyone, and neither should you with your career. What you do as a profession consumes the vast majority of your waking hours, and choosing the right recruiter will not only make the career search more fulfilling and enjoyable, but in the end, you’ll know that you landed with the right company. Afterall, this is about your family, your career, your professional development, and your quality of life. Before deciding whether to partner with that recruiter, please consider asking them the following questions (in no particular order of priority): Recruiters/Agencies are a dime a dozen, but a Recruiter who respects his craft is resilient, understands his purpose, and isn’t afraid to hold hiring authorities & candidates accountable. Whether you are an active job seeker or a passive candidate looking to take a leap into the market, make your decision wisely and do what is best for your career by choosing the right Recruiter. Be prepared for that next conversation & I wish you the best in your pursuit of greatness!

The Perfect Match: How To Choose The Right Recruiter For Your Next Career Move? (Questions That Every Candidate Should Ask Their Recruitment Partner & What To Beware Of!) Read More »

Counteroffers – Part 2 (What They Don’t Tell You)

Career Insight, Career Preparation /

CANDIDATES – If you are faced with a counteroffer from your current employer, please keep the following in mind: 1.      Your current employer is going to remember that you tried to leave once2.      Your current employer is going to remember that sick day or unexplained “family emergency” that pulled you away for half a day all so that you could meet with another company3.      Your growth at that company could likely hit a ceiling. Meaning, don’t expect to be considered for future promotions or increases in the future4.      They are going to remember that you backed them into a corner and forced their hand for more money When faced with a counteroffer, remember the reasons that made you search for or entertain a new opportunity to begin with. If there are issues at your current employer, then a new position or an increase in pay will not make those issues magically disappear. Ethically, remember that you’ve given your word to another company if you’ve already signed their offer and your reputation is on the line (most may not care about the latter). Balance is key – I’m not saying not to consider or accept a counteroffer, but do your due diligence. Evaluate the motivation(s) behind it, and make sure that you are doing what’s in your best interest for the long-term. Lastly, be honest with yourself and with your current employer and don’t burn any bridges behind you.

Counteroffers – Part 2 (What They Don’t Tell You) Read More »

The Great Departure – A Recruiter’s Guide To Retaining Your Best Talent

Career Insight, Employer Insight /

As a talent partner to some great organizations, I’ve seen my fair share of turnover (admittedly, this is not terrible for my line of work). It pains me whenever I see a good employee leave a company for reasons that could have been remediated or altogether avoided. The sad part is that there are normally warning signs that those in positions of leadership fail to see or completely ignore. If you’ve recently had to deal with an increased number of people running away from your leadership, then chances are there could be an underlying issue related to your approach to handling those relationships. Here are some of the common mistakes I’ve personally noticed amongst leaders: They adopt a standalone leadership style – It’s common for some leaders to manage their teams from their own little remote island. If this is you, then you’ll have a difficult time building good camaraderie and chemistry within your team.  This has been exacerbated by covid and the rise in remote & hybrid working arrangements, some of which is necessary due to legitimate personal circumstances, but some accommodated merely out of convenience or preference. I caution you not to operate as a separate entity from your team, only making appearances when it is in your best interest to do so. They neglect to say, “Good morning!” – This sounds insignificant, but acknowledging your team when you walk into the office in the mornings or during a morning video touchpoint is vital to building a healthy & friendly team culture. It is human nature to emotionally disconnect from an environment or from a relationship when you are not acknowledged or made to feel important. Try your best not to fall into the trap of making your best people feel like you are doing them a favour by allowing them to be on your team. They treat their people like cattle – Average employees who are only working for a pay cheque may not mind being herded around like cattle, but for top-performers who care about their work and the impact it has on a company and the world around them, they prefer a more personalized & kind approach to the leader/employee relationship. This mindset is more common amongst larger organizations with multiple departments/layers, but within your immediate team, endeavour to be a welcoming and engaging leader who treats everyone with respect & dignity. They don’t listen – This is where most people in positions of leadership lose the respect of their team and subsequently see higher levels of turnover. We say we are listening to our best employees, but our actions suggest otherwise. Common examples of this disconnect could be not addressing grievances that have been raised by an employee or failing to recognize an employee’s strengths and leveraging those strengths across the organization accordingly. Also, refrain from creating a culture where fingers are pointed and blame is assigned when things go wrong, or an employee leaves the company. People normally quit as a result of feeling unrecognized for their contributions, feeling detached from their boss or team, having unattainable carrots dangled over their heads, or being forced into roles that they don’t enjoy doing. There is no work-life balance – This should go without saying and in this post-covid climate, but it is imperative that leaders offer their employees a balance that includes time in the office and time away from the office when it’s necessary to do so. They delegate & micromanage at the same time – Are you one of those leaders who assigns a task to a member of your team, only to obsessively over-manage the way they complete the task? If this is you, then stop this immediately. Nothing is more demoralizing for a team then to not have the trust from their leader or room to make mistakes and learn from them. Delegate and cut the strings immediately, only lending oversight when it’s asked for or clearly needed. Final thoughts: At some point, you’ll need to face the hard truth that the problem could be you, but the good news is that we are all learning how to be better leaders. If this latest article has highlighted some points that are relevant to you, then please, for the sake of those under you, take the necessary steps to improve your approach to dealing with people and problems. Feel free to leave a comment or reach out to me directly if you have any questions. Remember, leadership is a privilege, not a right. Lead with your heart and don’t be too prideful to apologize. All the best to you, my fellow leaders.

The Great Departure – A Recruiter’s Guide To Retaining Your Best Talent Read More »

Sunday Scaries

Career Insight, Inspiration /

There is a new phenomenon in the land known as the “Sunday Scaries”. This is used to describe the anxiety that many US workers experience the night before heading back to work Monday morning. I can only imagine how traumatic this must be for the people who experience this sort of anxiety. At its core, this anxiety can be directly attributed to one’s displeasure with their profession, their company, or their work environment. If you find yourself loathing your Monday morning experience, then the timing might be right to do a career reflection and an honest re-evaluation of what’s important to you. What you do as a profession should complement your life, not take away from it. It should be rewarding and bring your existence deeper meaning. You are labouring for more than just a title or salary, and I’ve noticed that those who love what they do, end up having the greatest impact on the companies they work for and the lives around them.

Sunday Scaries Read More »

3 Clear Cut Signs That Your Interview Went Well & An Offer Could Be Imminent

Career Insight, Career Preparation, Inspiration, Job Interviewing Tips /

I’ve facilitated many interviews during my career as a recruiter, the vast majority leading to positive results (thankfully). As a job seeker or passive candidate, there are usually signs that your interview is heading in a good direction. In this week’s post, I’ve highlighted 3 clear cut indicators that you’ve likely won the favour of the hiring manager and could be receiving a formal offer of employment in the near future. The top 3 signs are outlined below… Disclaimer: Even if these signs occur in your interview, that does not necessarily mean that you are the frontrunner for the position, or likely to receive an offer. It definitely positions you well, but don’t take your foot off the gas. Thinking you have the interview in the bag could lull you into a state of complacency that could end up derailing things for you. Stay humble, stay focused, and know that at every step of the process, you are being “interviewed”. We wish you the best in your pursuit of greatness.

3 Clear Cut Signs That Your Interview Went Well & An Offer Could Be Imminent Read More »

How To Strategically Carve Out Your Next Position – 4 Action Steps

Career Insight, Career Preparation, Inspiration /

As a recruiter, I’ve facilitated a considerable amount of career changes over my career, with the majority of those coming from candidates who were not necessarily in the job market (commonly known as passive candidates) but were willing to entertain something new if it truly represented a good career move for them. In fact, some of my most memorable candidate experiences have come from those who were gainfully employed, high performers. Career moves at all levels should be well-thought out and your reasons/motives should be clear in your mind and clearly articulated to a potential new employer. This is where having a career coach or a trusted recruiter 😉 can work wonders for you. For most professionals in their field of expertise, whether passive or an active job seeker, there are practical steps that you can take to position yourself for your next career move. Here are my top 4! Let’s face it, changing careers is daunting for most people. Preparation is key and remember, what you do as a profession should be rewarding and bring your life deeper meaning. You are working for more than just a pay cheque, and I’ve noticed that those who love what they do, end up making the most money. Be courageous in your pursuit of greatness!

How To Strategically Carve Out Your Next Position – 4 Action Steps Read More »

Feeling Overlooked At Work? Here Are Some Tips To Standout

Career Insight /

To get ahead in this life, you will need to rub shoulders with the right people. This applies to all career levels and age groups. With the rise in remote work, it is becoming increasingly difficult for employees to stand out in the conventional ways within an organization. Believe it or not, proximity bias still exists in many organizations. That old saying comes to mind, “out of sight, out of mind”, unless you go out of your way to video chat with your team or peers on a daily basis. If you are one of those who has opted to work remotely/hybrid, then you will need to take the proper measures to make sure you remain “visible” and are not being overlooked for organizational/departmental promotions or raises. Here are some tips to help you stay in sight: Turn On Your Camera – When video chatting with your team or participating in meetings, keep your camera on. Unless you cannot for personal reasons such as childcare, sickness, or distractions in your background, you should always be on camera! Keep Learning – The promotional scale typically sways in favour of those who are improving in their craft by means of learning. If you’re programmer for instance, there are many coding languages that are trending now that you can take tutorials on (some are free). Employers show greater appreciation to those employees who are investing in themselves and thereby making themselves more valuable & marketable. Don’t Hoard The Praise – This goes against popular belief, but I still believe it is better to give then to receive. Praising the efforts of your team members and publicly recognizing their contributions to a project or a workplace function, not only makes you more liked within the organization amongst your peers or subordinates, but it demonstrates selfless leadership skills if you are an individual contributor looking to take a leap into management. Build A Good Relationship With Your Superior/Manager – This should not be confused with sucking up! I am referring to showing yourself to be an ally and someone who they can depend on. Good leaders always want to surround themselves with good followers who will not undermine them. Believe me, you are more likely to be considered if there is already a good relationship in place that is based on trust. Final Thought: If you are lacking in any of these areas, now is the time to do a professional inventory of yourself to make sure you are staying ahead and lining yourself up for that promotion you deserve. Remember, “doing your job” is not enough. All the best to you as you continue to grow in your career!

Feeling Overlooked At Work? Here Are Some Tips To Standout Read More »

What Are Your Salary Expectations? (Key Interview Question)

Career Insight /

So, you’ve sailed through what appears to be a successful first hour of an intense but cordial interview for a position that you are quite interested in. The only thing left is a firm handshake to seal the deal, when the hiring manager throws out one last question – “what are your salary expectations for this position”? This is one of the most common questions that every candidate will face in an interview and there is no shortage of commentary around how to answer this deal-breaking question. No matter how strong the fit may be, money has derailed many positive discussions, so it’s important to position your answer correctly and to avoid drawing lines in the sand. When answering this question, I often encourage my candidates to keep things flexible and to base their responses on concrete research into the position they are applying for. Here are some tips to help you navigate through this question and to make sure you nail it every time: Deflect the question back to the hiring manager and ask about their budget – a candidate that I recently dealt with gave one of the best answers to this question that I’ve heard over my career in recruitment: Regarding the full-time salary, I’ll admit that I am a bit out of touch with current wages in the engineering/mining industry to know what a fair salary range is these days for this set of responsibilities. In 3 of last 4 positions, my salary was in the $_ – _ k range. In general, there should be some upward pressure with inflation over the last few years for that level of contribution/performance, but I am also aware that we may be entering tough economic times, and that I would be in a more focused, individual contributor role with no direct reports to start, compared to my previous level of responsibility. That being said, I am also confident that I can quickly grow with the company’s ambitions in this area. Please let me know if the range above is in line with their budget or if there is a significant gap. I like this answer because it’s considerate of outside factors (i.e., inflation, tough economic times), and the candidate presents a historical range that politely plants a seed of expectation, all while remaining conscious of the company’s range and internal workings within their ranks. If you can craft an answer around this example, you will definitely standout amongst the other applicant’s. Move past the question and go back to your qualifications – sometimes it’s good to remind the interviewer(s) of why you are a good fit for the position and the key things you bring to this role that will make you a high performer. The key is to gently maneuver around this question to pinpoint the main areas that were raised during the interview to make your case for why you are deserving of their highest range for this position. You can reinforce your answer by again referring back to historical salary information and your own present-day research. If you are still pressed for an answer based on your response to #2, then offer a salary range. Be realistic with your range and know that hiring managers typically hear the lower end of whatever range you provide. The key to providing a successful response to this question is to be prepared. Do your research and don’t be afraid to ask for what you are desiring to make. This is your career, and you deserve to make a wage that is aligned to the value you can bring to the company. If you are having doubts about previous answers to this question and you’d like to tighten up things in this area, feel free to reach out to us for a free consultation. All the best to you.

What Are Your Salary Expectations? (Key Interview Question) Read More »

Handing In Your Resignation This Week? Try These Tips!

Career Insight, Career Preparation /

So, you’ve crossed the finish line of that position that took 4 rounds of strenuous interviews and accepted this new role that you believe will be a great career move for you and your family. Congratulations! Now what? You’re now faced with that dreaded conversation with your superior at the company you’re leaving, and your stomach starts to rumble like you just ate some stale beans (apologies to bean lovers). Leaving an employer where you’ve grown and developed good working & personal relationships with your counterparts is never easy and the emotions may be high. This is especially daunting if that employer provided you with great opportunities for career development and made personal investments in you. Alternatively, this conversation with your employer can significantly raise anxiety levels if you work for a tyrant who you’ve witnessed treat others who departed like the enemy. As part of your transition, I thought it necessary to share some insight to help you leave on the best of terms: Finally, be anchored in your reason(s) for departing. Hold your ground and remember that you’ve already given your word to another company. Lastly, express your gratitude to everyone in the company. What are some other points that you can think of to make your resignation a more peaceful and worry free experience? Please leave your comments below and stay tuned for more articles like this one.

Handing In Your Resignation This Week? Try These Tips! Read More »

Your Perspective Is Everything

Career Insight /

Earlier this year, I created a post on LinkedIn about a trend in hiring/recruitment known formally as “ghosting”. I appreciate all those who responded to the post with their comments and views on the subject. The post succeeded in what it was meant to do, and that was to generate conversation. I appreciate the views from my fellow recruiters as well as from a candidate who had been personally ghosted by a recruiter. The sad truth is that ghosting will continue to be a point of contention between candidates and recruiters/hiring managers. Sacrifices are normally taken for granted & knowing is half the battle. Being informed is the first step towards bridging the ghosting gap and holding everyone accountable. If you are a Recruiter, it is important to understand that candidates are carving time out of their busy schedules to speak with us & our clients, and that time should be respected and reciprocated. If you are a candidate who has interviewed with a company and you were fortunate enough to receive an offer letter, please be conscious that this process does not happen over night. Schedules are moved around, and team members are pulled away from their regular tasks to contribute to interviews and provide input to offers of employment. Throughout my career as a Recruiter, I’ve been ghosted by many candidates. Does that mean that I’m going to stop recruiting? Does the fact that there is counterfeit currency mean that I am going to stop transacting? Of course not. Thankfully, I’ve had more positive experiences with candidates than I’ve had negative. The glass is half full for a reason – your perspective is everything. Ghosting is a certainly not one-sided, and it hurts everyone involved. Let’s endeavour to be respectful of everyone’s time.

Your Perspective Is Everything Read More »