You know as well as we do that this quotation is actually the other way around. In fact, our founding principle is based on the basic premise that our actions do indeed speak loader than words!.
That being said please raise your hand if:
1) you have ever received a LinkedIn “I’d like to add you to my professional network” invitation from a complete stranger or
2) you have ever received a LinkedIn message from a complete stranger telling you something irrelevant to who you are and what you do.
These introductions just don’t cut it when it comes to social networking. It’s amazing – the messages my colleagues and I sometimes receive on LinkedIn, from random people who say they have something valuable to us…when in actuality, they do not.
What is missing in those “ill-thought” interactions is a pre-established connection. You have never seen or heard of this person before, yet they claim that 1) they are reputable enough to connect with or 2) to assume that what they are trying to “sell” is something you want to “buy” (whether it is a product, service, job, etc.)
It has been argued that social media serves as a “digital handshake” for how we go about introducing ourselves to others, but what so many forget is the “people” piece of the equation.
Mull this over on your commute today. Do you think social media can replace in-person
interaction? (Don’t be shy; use our comment section below to jot down your thoughts). In James Nathan’s Is cold calling dead, he describes exactly what electronic interactions lack when used alone. According to him, “there’s no feeling, there is no empathy, there is no understanding, persuasion, compassion.” People need to put a face to a name, to recognize and interpret facial expressions or at the very least hear a tone of voice when communicated with. It is well documented that the best way to be successful in establishing a connection is to demonstrate authenticity.
Here at John Leonard, we know there is no substitute for this. Visiting our clients and organizations we want to partner with is a weekly routine. When we share with them timely articles or blog posts relevant to their specific business verticals, they already know who we are, that we are credible, and that we are a business they can trust. When they need us, we’re there…Our actions have already spoken.
You cannot sit behind a desk all day. You need to “show up.”
From the very beginning, John Leonard’s CEO, Linda Poldoian, always used to say that everyone needs to remember that actions speak louder than words. When she became the owner in 1981, Linda wanted to make sure that our founding principle was based on the weight of these words. It has truly become the guiding principle for our thought process, in everything that we say and do.
We'd like to hear your opinions (below): do you think social media can replace in-person interaction?
I came across an article last week on ere.net that I was compelled to share with my colleagues. This article, which calls into question a staffing agency's uniqueness, made us here at John Leonard really chew on the meaning of "The John Leonard Difference"... very quickly we realized that the answers lie within our unique process.
Matt, let us provide you with something refreshing.
Instead of writing you a pitch you've heard a hundred times about why we're different, here are the results that set our agency apart from the rest:
- 96% of the candidates we meet with are referred to us
-We have the best reviews on Yelp among our competition
-We practice Non-invasive recruiting, are State Office of Minority & Women Business Assistance (SOMWBA) certified, and have an extensive Temporary benefit package that includes health insurance
-Our creed--motto--foundational principle is "ACTIONS SPEAK LOUDER THAN WORDS™" which I gather, from your article, is a motto you value.
An example as to how we screen for culture fit:
Before we begin a candidate search for any and all new clients, we make sure to physically step foot into their office in order to better understand the work environment of a particular organization and to thoroughly grasp the kind of person who will excel there. The vibe, work setting, employee personalities, physical location and office landscape are all key factors that we at John Leonard do not just “take into consideration” but include as qualifications in our search processes.
Not only that, but after each client visit, a detailed report is entered into our client file (CRM) and is distributed across all consultants to ensure every individual within John Leonard understands and appreciates the specific culture attirbutes of each client organization.
This is how we build ever stronger and lasting relationships.
Yes, you can buy a CareerBuilder posting, and so what added value are you receiving from working with a staffing agency? Well, Senior Staffing Consultant, Jennifer Kuchy, will tell you: "What we're finding in this market, due to the increase in the candidate base, is that some agencies are submitting candidate resumes to client companies without having taken the time to meet with the candidate or properly interview them. That's not how we work at John Leonard -- we personally meet with each and every candidate prior to our client even seeing the resume."
Before a John Leonard candidate walks through a client's door, they have gone through our software skill evaluations, professional references have been checked and a personal interview has been conducted by one of our consultants. What we do cuts our clients' recruiting processes extensively and frees them up to tackle other aspects of their jobs.
So, what sets John Leonard apart? Why don't we let our actions speak louder than words...
" What I liked most about working with Jennifer [at John Leonard] is that she truly qualified me as a candidate before contacting my now current employer. I've worked with a lot of recruiters in the past that just rush the introduction phase and submit your resume as fast as possible. Jennifer really took the time to understand my background and skill set to make sure that I was a qualified candidate for the position. I honestly felt like convincing Jennifer I was a fit for the job was harder than the employer interviews!" August 2011