I know…I know. You don’t want to hear his name again, especially in another blog post. Well, humor me for a few minutes. One of the reasons the media says Jets’ GM Mike Tannenbaum agreed to sign Tim Tebow to the team (yes, it is official) is because of his team-oriented attitude and ability to motivate—two characteristics the Jets’ pretty broken culture could benefit from. And, as the former Broncos’ starting quarterback and team leader, I doubt Tebow had his team doing trust fall activities and participating in ice breaker games during practice to help improve their group performance on the field. So, what can we learn about operating effectively as a unit from this athlete?
When I asked my associates about their experiences with team building, they all agreed that team building for team building sake is less effective than situations that challenge or reaffirm relationships among members or employees. Trust fall exercises, although helpful in theory, are often viewed as stereotypically ineffective over scenarios that better mask the overarching goal by assigning a group task for members to engage and problem solve.
Team building or team “bonding” is a great way to reveal a group’s dynamics and the
characteristics about a group that makes them likely to succeed as an interdependent and cohesive team. Similarly, activities such as rock climbing or exploring a city together, for example, can “break down interpersonal barriers, clarify roles, and improve group decision-making.” Such activities can “magnify players’ strengths” according to John Leonard Staffing Consultant – Direct Hire Division Mike Gosselin, making it clear who does what well and then developing strategies that capitalize on these individual strengths. Furthermore, it renews purpose by instilling self-efficacy and confidence in employees that they serve an important purpose as a team member.
The key behind a player’s actions is motivation. Leaders who invest time, effort and resources into team building demonstrate their willingness to invest in their employees and their success.
Jets coach Rex Ryan’s description of an athlete translates into the definition of a working professional. Tebow’s job is to play football, "get better as a quarterback and to help the team any way possible." From a corporate standpoint, shouldn’t we all own similar responsibilities?
You do not have to share his beliefs or think he is a good football player, but entertain the idea that he can teach us a little something about team building in the workplace by the impact he has had on his team on and off the field.
Share with us a story of when you worked with a team and
what purpose you serve(d) in your role!
Recently I asked my friends their opinions about recruiters and read a handful of “Top Myths about Recruiters” blog posts. I eventually realized that the best recruiters are not just employer-jobseeker matchmakers but long-term relationship investors who relish the opportunity to have a very real economic impact by helping job creation efforts. Below, I list several myths about recruiters and attempt to explain, in my opinion, why we do what we do.
*I make assumptions about recruiters and refer to them as “we” and “us” (to include myself in this category) but please note that I do not believe all recruiters agree with my opinions or conduct business in the way(s) mentioned.
Myth #1 - Don’t use a recruiter if you want to change your profession.
Actually, you definitely should! We are often known to speak the language of several different industries, making it easier for us to be able to see and speak to how your skills can transfer more seamlessly into another profession. Mindy Fineout calls recruiters connectors because we know about the markets and can help hiring managers be more open to what you bring to the table.
Myth #2 - Recruiters only care about the fee.
Some may, so be proactive and find someone who is focused on a long-term, non-monetary investment—someone who is invested in you and your needs. We have two primary goals: 1) help job seekers leverage their most valuable assets to secure a new position and 2) assist employers to fulfill their hiring needs. A dedicated recruiter will show their commitment to the dynamics of both sides of this partnership.
Myth #3 - It is better to apply on your own than to go through a staffing agency.
It may be the case that a preferred employer has not posted all of their openings. Chances are there is a recruiter out there who partners, knows, or can tell you the inside scoop about the organizations most attractive to you. What about when you are not looking? Mindy makes a great point, “A good recruiter will not only help you find the perfect job, but help the perfect job find you. “
Myth #4 - They do not acknowledge how changes in the economy can affect your candidacy.
Smart recruiters devote time and resources to stay current with their local economy’s labor market, industry trends and trusted salary information. Why? So we can better understand what motivates both you and employers to make decisions. The better we know what you are looking for in your next job, for example, the more effective we can be in matching you with opportunities most beneficial to you.
Myth #5 - They submit your resume everywhere and do not tell you where.
Every candidate is not viable for every job. Also, even if your background is appropriate, there are several other factors about a new job you consider when making a change, and we are perceptive to what factors are important to you. So, we ask you a range of questions before presenting you to any employer (salary requirements, preferred location, culture and work environment(s), etc.) to make sure we have your best interests in mind. It is a recruiter’s responsibility to be clear about 1) what exactly makes you a strong candidate, 2) your interest level and 3) at John Leonard, to discuss the position/company before we submit your resume.
Myth #6 - Recruiters don’t follow up or follow through.
It behooves any staffing professional to follow up because, as you know in this economy, things change…and change often. We invest in long-term relationships with our networks which means we respect a thorough process and check in frequently with candidates and clients alike. At John Leonard our mantra is “Actions Speak Louder Than Words™ so follow through is a given!
Myth #7 - Recruiters don’t make the final decision.
No we do not, however, hiring managers frequently ask us for our opinions about candidates. If you are competing against an equally qualified applicant, your relationship with your recruiter may hold a significant amount of weight. Your flexible, positive and persistent attitude during the hiring process could and often does make a difference to a recruiter’s level of willingness to go to bat for you.
So! Do your homework and shop around for the hiring professional who is right for you. Ask your friends what staffing agencies they have used in the past and seek out websites like Yelp for trusted reviews about staffing agencies in your area.
We have tested the waters just like Jamie and Adam (MythBusters), so rest assured the information is coming right from the horse's mouth.
How might a recruiter help you find your next job?
Corporate Recruiters are searching for you on LinkedIn and/or googling your name before you walk into their office. Approximately 91% of employers use social media sites to screen applications. They are finding out who you are and matching you to their company profiles to gage how you might fit into their type of work environment.
I conducted a seminar this past weekend at my alma mater providing college students with tips to develop and maintain a highly professional and informative social media presence and tricks for connecting with hiring professionals leveraging social media tools (the key takeaways from my presentation are below).
Question: What should you be doing right now to maintain a professional online presence and stand out from the crowd?
Answer: Talk about and share what you are passionate about, and do it frequently. Here's how...
*All examples were approved by the source.
1) Be Authentic. "Don't be afraid to let your personality shine through. Your personality is unique and should come through clearly and grab our attention," LinkedIn’s Director of Global Talent, Brendan Browne, tells SHRM Online. We want to be able to understand what is important to you.
2) Complete Your LinkedIn Profile. Fill out all necessary fields and include your interests, hobbies, and volunteer groups. Show us that you are well-rounded. Ask for recommendations from your former bosses, coaches, and mentors and publish your best work with the Publications feature. Your "LinkedIn profile is a blank sheet for you to get creative with."
3) Update your status. "Interesting, insightful and sometimes unusual status updates are always a very good indication that someone is passionate about their field," Brendan goes on to say. So, share articles you find from Pinterest, Digg, Reddit, Alltop, MeetUp and other social media sites, and mention articles your networks have shared.
4) Don't just focus on your candidacy. It is more advantageous for you to talk about and share current trends in your industry than to simply post that you are looking for a job. So post your thoughts and ideas to show you are knowledgeable and eager to learn.
5) Tweet. Twitter is more than just posting what you had for breakfast this morning. You can find what agencies are working on interesting opportunities in your location and stay up-to-date with industry news.
6) Think outside the box. Blogging or creating a video are two powerful tools for not only being creative in communicating who you are and what you love but gaining competitive advantage against others vying for the same job(s). All you need is a blog hosting site to teach you the ropes or a digital camera/flip cam and YouTube, respectively. These "resume extensions" will not only appear when your name is searched on search engines or social media sites but has been proven to be a deciding factor for hiring managers.
7) Make Many Connections. What alums from your alma mater are on LinkedIn? Who has the title and industry experience you hope to have one day? Searching and connecting with these people will grow your connection and follower base, and it will communicate to staffing professionals that you are interested in and open to learning from industry leaders.
In an interview, you only have a short time to convince the interviewer that you are passionate about what you do. When you are engaging and interacting through social media, you are able to effectively communicate to those considering you for a job that you have acted on your interests over a steady period of time, have studied similar topics and connected with influencers, making you a stronger candidate and the right fit for a potential employer.
So what are you doing now and what will you change having read this blog?...Let us know!