Tag Archives: leadership

6 Low Cost/ No Cost Recruiting Efforts

Attracting the Best on a Budget

By Jeremy Eskenazi

Jeremy Eskenazi

Recruiting can be challenging in any economy. When times are good, top candidates have many options, and when times are bad, employed people don’t want to make a move. As with any challenge, it’s important to tackle it strategically, and your recruiting professionals are no different. When it comes to acquiring talent, having your sourcing strategy and process in place should happen before you even need to hire someone.

You may be wondering why you would need to know your search strategy before you need candidates. With the market quickly fluctuating, it’s important to know where to look, and what type of talent you will be looking for because as much as you want to snap your fingers and have amazing candidates appear, it often takes a lot longer than that.

Once your talent acquisition strategy is in place overall, you can start to think about where you would find the kind of talent you and your recruiting team determined your business needs to continue to be successful. To help you get started, here are some low-cost/no-cost sourcing channels that could be considered as part of a recruiting strategy:

Think about where you would find the kind of talent you and your recruiting team determined your business needs to continue to be successful. Click To Tweet

Referrals

Employee referrals (ER) are the number one source of candidates by far—and usually rated the best quality source. ER programs don’t always have to have a monetary reward, though many do, and the best focus on recognition and simplicity.

Recognizing employees for their referral quickly is the key. Instead of monetary rewards, think about other less costly rewards that focus on the recognition. Try not to put too many rules or barriers to participate in the process and be sure to have a process to recognize referrals immediately and follow up with them to ensure success. If you pay a reward, consider paying it immediately upon hire and consider alternative ways to pay including branded debit cards or check ceremonies.

Job Boards

Job boards are great for attracting active candidates. Ensure that your team’s postings are well written from a candidate’s “What’s in it for me” perspective. Don’t use company acronyms and slang. Check out and “borrow” great postings using the job board’s search system. Make sure your posting is easily findable and is refreshed regularly. Resume databases are quite expensive, and because of this, they aren’t suggested if you are focusing on low-cost resources. However, there are some other alternatives to this option including the use of free or “niche” job boards.

Social Networking

Social networks provide a great opportunity to find more passive candidates who may not be applying to your open job postings. Using social networks only help your recruiters find possible targets to contact—you still have to call or contact these people! Keep this in mind when you are planning your recruitment strategy. Since time is limited, focus on the best resources:

LinkedIn: First, make sure your team members are easily found. Their profiles should be complete and “public.” Change the settings in LinkedIn to ensure that they are searchable in Google. There are places on profiles to include links to websites for your company and other information. Your team should thoughtfully ask and answer questions in LinkedIn answers to be more findable.

Use LinkedIn Groups to join and start groups, and you can post jobs here for free! Invite people who can expand your network to find the type of people you want (like your hiring managers). You can use these LinkedIn sources to build a call list to actually call or e-mail them directly (outside of LinkedIn). LinkedIn “InMail” is limited and more expensive.

Facebook: Facebook is still targeted at a slightly younger audience. It’s harder to find sources on Facebook, but your team can use regular searches to find their co-workers, classmates, and others to get beyond their own network. Search for Friends on Facebook or leverage it to find candidates to join Facebook pages that are appropriate to you and your jobs. Facebook company pages are also great ways to attract candidates.

Twitter and Instagram: It is even harder to find people on these platforms, but a lot of posts are public and searchable. Use these sites to broadcast your jobs (video job descriptions starring current employees or your CEO are a popular low-cost option) to relevant people or talk about your company’s culture.

Blogs

Search relevant online blogs for subject matter experts and sources of candidate referrals. Find blogs by using Google Blog search and review the “About me” section. Look at their blogroll to find others who share the same interest. Discussion groups are great places to search too—you can simply review their content and decide if you want to pursue.

Google

Googling for candidates is an even more specialized skill, one that is free, provided the recruiter has the skill to do it well. There are great resources out there to learn how to do this even more effectively. Remember, the lowest cost solution may not always be the best resource to actually save money if it ends up taking an unskilled person triple the time to complete the task!

Resume Mining Services

Instead of buying expensive resume database access, consider using a “Resume Mining Service.” These services offer a low-cost solution on a per-job basis or in packages of jobs. The work they do is simple: they source and scour internet online resume databases for actual resumes and provide those resumes to you, usually overnight. Most services can offer an additional resource to do quick telephone screens on the resumes submitted.

Sourcing can be stressful, but with a game plan, and a little creativity, you can find the best talent with little, or even no budget. Good luck with your sourcing efforts!

Jeremy Eskenazi is an internationally recognized speaker, author of RecruitConsult! Leadership, and founder of Riviera Advisors, a boutique Recruitment/Talent Acquisition Management and Optimization Consulting Firm. Jeremy is not a headhunter, but specialized training and consulting professional, helping global HR leaders transform how they attract top talent at some of the world’s most recognized companies. For more information on Jeremy Eskenazi, please visit www.RivieraAdvisors.com.

Bolster Your Company’s Culture with 7 Skillsets of No Fail Trust

By Jason O. Harris

Jason Harris-your people

Each day you walk into your office, are you giving consideration to what type of culture you are cultivating? Are you and your team of leaders aware that your actions will dictate whether you are cultivating a culture of compliance or culture of connection, commitment, and community?

Daily, you are faced with important decisions, and how you handle those decisions as well as how you interact with your team, will dictate the culture. Your organization’s culture will ultimately determine what kind of experience your customers and clients will have.

If you were to be placed at the helm of a multimillion-dollar Air Force cargo jet or a commercial airliner, under stress and other challenges, there is an absolute necessity for cohesiveness, communication, and commitment in order to be the high-performance team required to operate these jets. You already have a great team, but is your team ready to handle their job along with the stress of combat? This is where it is critical to have the right skill sets that will enable you and your team to Trust the Training, Trust the Process and Trust the People

In order to cultivate cohesiveness, connection, and commitment in these fast-paced, high-performance teams, there are seven critical skill sets that are always present and encouraged.

If you or your organization are ready to soar to new heights, take a look at the seven skill sets and decide how you can apply personally and within your organization.   

1. Professional Knowledge 

Professional knowledge is critical and is the foundation to any high-performance individual and team.  When your people are equipped with the professional knowledge essential to their jobs, it makes it easier to empower them and trust them to make decisions when things get challenging. Think about a professional pilot and consider how knowledgeable you want them to be. Would you consider your team trained to have that level of knowledge, to execute their job when hundreds of lives are on the line?

2. Situational Awareness 

Situational Awareness (or SA) is the ability to understand and comprehend environmental elements, events, and possible scenarios as it applies to time, space, and the collective comprehension of their possible interpretation. There are multiple types of SA to include individual, team, and organizational SA. In order to make the right decisions at the right time, it is critical that SA be present. SA has been cited as being fundamental to successful decision making in aviation, healthcare, emergency response, and many other high-stress environments. The lack of SA, according to scholarly documents, has been a driving factor in accidents attributed to human error. In order to keep your operation performing at its best and being positioned for continued improvement, your people need to have collective SA for any threats that might harm the operations. What kind of training has been put in place that helps to cultivate and reinforce this skill set?

3. Assertiveness 

Assertiveness is defined as confident, forceful, self-assured behavior. Further, assertiveness is being self-assured and confident without being aggressive. When it is time to make business decisions and the fate of your organization is on the line, like flying a commercial airliner with hundreds of passengers on board, it is imperative that your people are trained, ready and willing to speak up and assert their voice to avert a disaster. When the success of your organization is on the line, your people need to be empowered to speak up and assert themselves, appropriately, to ensure the operation continues smoothly and, in many cases, in order for the operation to improve. Can your people trust that the leadership team will be ready to listen and acknowledge when they speak up and assert themselves for the greater good of the organization?

Can your people trust that the leadership team will be ready to listen and acknowledge when they speak up? Click To Tweet

4. Decision-Making

Decision-making is the process and action of making choices, especially important choices, by identifying a decision, gathering information, and assessing alternative possibilities. When you look at decision-making and its application to your environment and how it relates to high-performance teams, you need to be ready and able to make important and significant decisions. Sometimes these decisions will have to be made in very short order, without supervision. In order to make these time-sensitive decisions, your people will need to be empowered, knowing that they are prepared and trusted to make decisions that can be very critical to the operation and success of the organization. Consider what you can do to equip, prepare, and empower your people to make the right decision, in a moment’s notice, at the right time.

5. Communication

Communication is defined at the exchange of information or news. When it’s crunch time and critical decisions need to be made, whether in flight at 35,000 feet in the air flying at 600 mph or when a major deal is on the table for your organization, communication is absolutely essential. When it’s time to make decisions, given the time-critical scenario, you want, need and expect your people to communicate. Have your people been empowered and trusted to communicate the critical information at the right time and right place?

6. Leadership

Leadership is defined as the act of leading a group of people or an organization. Every organization, especially high performing organizations, need true and authentic leadership. They need leadership that is effective at all levels of execution. Leadership in your team and organization has to be further defined as the people that influence others to accomplish the team and organizational objectives in a manner that makes the team more cohesive and more committed to each other, the mission at hand, and the organization.

7. Adaptability 

Adaptability means being able to adjust to new conditions. When your organization or team is moving at the speed of success, it is imperative that members are adaptable. The organization has to empower its people to be ready and prepared to adapt to many different scenarios. When flying commercial jets across the world, there is likely to be some turbulence and there is likely to be some weather formations along the route. In order to get to the intended destination safely, the crew has to be adaptable to go over, under, and around the turbulence and thunderstorms. Being adaptable can only happen when the people have been empowered.

The next time you walk into your office, you should be clear on the culture you are cultivating!  The seven skillsets laid out will support the cultivation of a culture of connection, commitment, and community. When you start to implement these seven skills sets your team will begin to soar to new heights, you and your team will begin to Trust the Training, Trust the Process and Trust the People!

Jason O. Harris is a leadership and trust speaker, consultant, and certified character coach. As a decorated combat veteran, Jason brings unique perspectives gained from his battlefield experience to your organization. Jason’s No Fail Trust™ methodology was crafted from his own harrowing, life-altering experiences, and conveys the importance of cross-generational communication and mutual trust. Jason enjoys working with organizations and leaders that are no longer willing to settle for cultures of compliance and are ready to build and cultivate cultures of commitment. For more information on Jason O. Harris, please visit www.JasonOHarris.com.

Casting Your Confidence Net

Four Strategies to Manage Self-Doubt

By Dr. David Chinsky

confidence net

Even when leaders are clear about where they want to take their teams, pushback from colleagues, combined with self-doubts, can cause them to become paralyzed at the point of action. Clarity without confidence is an ineffective formula for success.

All leaders are subject to resisters and critics—some external and some internal. Let’s look at some examples of external pushback that some of the world’s biggest innovators needed to overcome to achieve their dreams.

When Akio Morita, then chairman of Sony, proposed manufacturing a tape player that didn’t record, he was met with a tremendous amount of resistance. His critics questioned why someone would purchase a recorder that didn’t record. Sony was known for tape recorders that recorded and played.

Despite the heavy criticism, Morita pushed ahead, resulting in the Sony Walkman, a product that met with universal acclaim and ended up being a precursor to the iPod and other mp3 players that came later. Had it not been for Morita’s persistence in the face of opposition, who knows if we would have seen the iPod as early as we did.

Another example of a leader with a vision was Fred Smith, founder of FedEx. When Smith was selling his idea of delivering packages “absolutely, positively overnight”, critics were quick to point out that major airlines would already be doing this if there was a market for this service. We all know the phenomenal success of FedEx, and its several competitors that emerged later, and this success is due largely to the willingness of Smith to go against the mainstream thinking of the time that this was not likely to be a profitable venture.

Leaders, at times, need to take leaps of faith, particularly when they have thought through their ideas and believe passionately in what they are pursuing. There will always be naysayers, and when we vest too much authority in their claims, we risk missing out on the tangible benefits that result when decisive actions are pursued despite the strong pushback that pioneers often confront.

While external pushback can be powerful, it is often your own self-doubt that prevents you from moving forward. You may have noticed that the bolder your vision is, and the bigger your plans are, the louder these inner critics often become. In reality, the presence of these saboteurs often serves as confirmation that you are not playing small.

Some of the common “inner voices” we hear, if we are honest with ourselves, include:

“You Don’t Know What You’re Doing”

“You’re Not Up to This”

“You Won’t Succeed”

“You’ll Look Like a Fool”

“No one Will Support You”

These self-doubts are normal and come with the territory of leading others into the future. Instead of focusing on eliminating these doubts, a better approach is to simply manage them. Here are four strategies that you will find helpful in managing self-doubt:

  • Be aware of negative self-talk, and get good at recognizing it as distinct from your true intent. Recognize these voices as “normal” for successful people taking on big projects.
  • Consider alternative perspectives or different ways of looking at the same situation. Acknowledge and act on your power to choose how you will think. If you are thinking, “I will fail at this”, consider how the alternative “I will succeed at this”, might cause you to choose a different path. Often, we can’t know whether we will succeed or fail before trying. Henry Ford was correct when he said, “Whether you think you can, or you think you can’t—you’re right.”
  • Ignore your self-doubts once they have been exposed for the imposters they are.
  • Don’t panic, and know that everything can look like a failure in the middle.

Keeping our doubts in check will naturally contribute to greater confidence. A way to reinforce that confidence is to construct a Confidence Net comprising a repertoire of positive habits that buffer you from the onslaught of both external and internal pushbacks. These habits, when performed consistently, feed our confidence, and provide us with the ability to remain focused on our plans, despite the noise all around us.

When asked what personal habits contribute to greater confidence, many leaders point to regular exercise, daily prayer or meditation, positive affirmations and even a power outfit.

Like safety nets, designed as insurance to help people through life’s shocks and stresses, such as those created by illness, unemployment or job displacement, a Confidence Net is your very own personal structure to mitigate the effect, and lower the volume, of your inner voices or self-doubts.

Dr. David Chinsky is the Founder of the Institute for Leadership Fitness, a celebrated speaker, and author of The Fit Leader’s Companion: A Down-to-Earth Guide for Sustainable Leadership Success. After spending nearly twenty years in executive leadership positions at the Ford Motor Company, Nestle and Thomson Reuters, he now focuses on preparing leaders to achieve their highest level of professional effectiveness and leadership fitness. For more information on Dr. David Chinsky, please visit: www.FitLeadersAcademy.com.

The Top 6 Leadership Competencies Everyone Should Know & Grow

By Dr. Steve Yacovelli

If you turn to most organizations—including your own—you’ll likely be able to list out the “core values” that anyone within the workplace should embody. Look in the break room, on the annual performance appraisal, or maybe on some cool tchotchke given out at an annual workplace event; you’ll see things like “integrity,” “teamwork,” and “customer focus” listed. This is the social contract that anyone working for that organization should abide by.
Regardless of what your organizational values are, it’s showing time again—especially in today’s modern workplace—that Thehave an awesome handle on most of them.

“But I’m Not a Leader!”

You may be thinking, “Wait a minute: you say ‘leader,’ but I’m not a leader.” Shenanigans! A “leader” really is anyone who needs to influence and, well, lead within the organization. That could be a department head leading a corporate function, a project manager leading a team to accomplish a goal, an individual contributor with no formal leadership authority but still needs to get their stuff done—everyone within today’s workplace is indeed a leader one way or another.

In short: if you’re in a work situation where you need to interact with co-workers, bosses, direct reports, or customers, then guess what, friend? Congrats … you’re a leader!

Why These Six Competencies?

There’s been a lot conversation about what are “the right” competencies that someone serious about their own leadership development should focus on. But when you look at the field, the latest books on the topic, and what experts “out there” are focusing their energy, it’s really these six:

  • Being Authentic
  • Having Leadership Courage
  • Leveraging Empathy
  • Using Inclusive Communication
  • Building Relationships
  • Shaping Culture

What’s interesting about the six areas is that they are very intertwined. For example: being your authentic self as a leader requires having courage; building relationships requires effective communication skills, etc. So, while we’re looking at these six leadership competencies one at a time, they really wonderfully interconnect to make up the whole leadership you.

Let’s explore these Top Six.

1. Being Authentic

A smart leader is one who’s authentic: they conduct business as their true selves (and not just a company “talking head”), they are truthful, and have self-awareness of their skills and abilities; they know what they bring to the table as well as where they lack competence. Nothing erodes trust (your ultimate goal as a leader) by being insincere and fake. Authentic leaders are genuine.

2. Having Leadership Courage

Leadership courage isn’t that action hero kind of courage, but it’s being brave enough to do the right thing, even if it’s against the majority (or your bosses or customers). Having courage allows you to not get stuck in a rut, but to try new things, be innovative, have those more challenging conversations, ask “why are we doing it this way?” and be able to speak up and put yourself out there.

3. Leveraging Empathy

A leader who leverages empathy puts themselves in other people’s shoes. They think about situations from not just their own position but that of the other person. Smart leaders know that emotions and logic both play a part in the modern workplace, and they are open to listening and learning about the context of others within their team.

Effective communication leading to leadership success. Click To Tweet

4. Inclusive Communication

So much can be said about effective communication leading to leadership success, but let’s focus on just one aspect: effective listening. Smart leaders who engage in effective listening show respect and that they are paying attention to the speaker. Leveraging effective listening allows team members to not just be heard but feel that you as the leader are present and paying attention. As the saying goes you do have two ears and one mouth for a reason—you should be listening twice as much as you speak.

5. Building Relationships

Psst: Here’s a big, giant, crazy secret: building relationships leads to leadership success. It’s not to say the other leadership competencies aren’t important, but if you focus on building relationships using some of the other competencies here (like effective communication and being authentic), you can accomplish anything. Work gets done when you leverage your relationships (and doing so builds trust … there’s that “t” word again).

6. Shaping Culture

As a smart leader, you’ll want to shape and influence your organizational culture for the better (this is sometimes called “change management”). How can you do this? Through ensuring the six parts of a true change management program are in place:

  • mobilize an active and visible executive sponsor (that could be you!)
  • dedicate someone(s) to manage the change process
  • apply a structured approach and process to the change
  • engage with team members and encourage their participation, communicate frequently and openly
  • integrate and engage with effective project management best practices.

Closing

Being a smart and effective leader isn’t easy, and there’s so much you can do to either start or continue to grow as a leader. But, by focusing on these six competencies as a starting point, you will not only “amp up” your own leadership effectiveness, but you’ll also improve the performance of those around you and your organization. And—added bonus—that makes the workplace just a little more enjoyable for everyone. Now that you know, go grow.

Dr. Steve Yacovelli (“The Gay Leadership Dude”) is Owner & Principal of TopDog Learning Group, LLC, a learning and development, leadership, change management, and diversity and consulting firm based in Orlando, FL, USA, with affiliates across the globe. With over twenty-five years’ experience, Steve is a rare breed that understands the power of using academic theory and applying it to the “real” world for better results. His latest book, Pride Leadership: Strategies for the LGBTQ+ Leader to be the King or Queen of their Jungle is available June 2019. www.topdoglearning.biz.

10 Commandments for the Inspirational Leader: The Foundation of Business Solutions

By Michele Wierzgac, MSEd

Michele-your personal brand

There are so many theories in leadership ranging from vision to self-awareness to service. The simplest way to develop your leadership skills is to have a work ethic mixed with a solid foundation of core values.

Inspirational leaders have commandments they work and live by. Commandments, or guidelines, lay the critical foundation for the development of leadership and business solutions.

All of you have your own commandments that you work and live by. These Ten Commandments will work as a guidebook to inspire your staff, increase workplace morale, and lay the foundation for a successful company.

1. Be truthful

Any leader aspiring to greatness must do two things all the time—listen and tell the truth. Inspirational leaders own up to their mistakes and correct them as soon as possible. Do not blame others for your error. And when someone comes up with a brilliant idea, give credit where credit is due. Do not take credit for the idea. You will be respected by your team.

2. Be consistent

Leaders are always performing like an actor on a stage. You must consistently and authentically act out your part in front of your audiences. You must lead with high energy, all day, every day. You must protect your personal brand.

3.Be empathetic

To start using empathy more effectively, put aside your viewpoint, and try to see things from the other person’s point of view. Then validate the other person’s perspective and examine your own attitude. Perhaps you are more concerned with being right rather than finding a solution or accepting others as they are. Listen with your heart to determine what the other person feels.

4.Be generous

Business and personal relationships are everything. Every relationship needs to be a two-way street. However, before a relationship can be formed, you need to give with zero expectation of receiving anything.

5. Be strong

Inspirational leaders bring a light to someone’s life. You become the message of hope and encouragement to your staff. Encouragement comes from focusing on the strength of another person to drive their motivation and perform at a higher level which adds value to the organization and your personal brand.

6.Be articulate

Effective leaders put words together based on the thoughts and needs of others. You must create the whole story out of words you have collected. Inspirational leaders are able to articulate and clarify what many of us have been thinking on the subject for a long time. Inspirational leaders seek and inspire excellence, not perfectionism. Go out there and learn so that you can return to your team members and inspire a culture of learning and accountability.

7. Be approachable

Are you accessible? Do you have appropriate body language? How you appear to others is key to being an inspirational leader. Some people have a fear of authority, but it is your responsibility to remove the barriers and establish an environment of trust. By using proper verbal communication and listening skills, you will become much more approachable and inspirational. You are in control of how approachable you are.

Your name can open and close doors for you. Guarding your personal brand needs to be a priority. Click To Tweet

8. Be a brand champion

If you are passionate about a common interest, you create a very attractive personal style of interaction, and inspire your team to become involved and take an interest in you. They become a brand champion, a supporter, and a cheerleader of sorts for you. In return, you become a brand champion for them. Because we share a bond, we naturally support one another no matter the situation because of our passion. Remember, passionate people are attuned to the five senses, taste, touch, scent, sound, and sight. Passion for a common purpose brings people and ignites warmth.

9. Be a genuine spirit

Talk to people—listen to what they have to say and what they actually mean. Sometimes those two can be completely different things. There is a beautiful story in everyone, so listen intently with an open mind; try to add value to the conversation wherever you can. Everyone has a gift—bring the best out of everyone. Among many other lessons of the heart, Leo Buscaglia reminds us “love is open arms. If you close your arms about love you will find that you are left holding only yourself.” Remember, some people are unreasonable and self-centered….love them anyway. Inspire them. Bring the best out of them.

10. Be credible

Reputation is about earning credibility, not expecting it. You must work hard at building credibility so others are confident about doing business with you. One way to earn credibility is to keep your promises. Another way is to be honest. Actions speak louder than words. If you are credible and honest, your personal brand will sell naturally. So make your brand work for you. Most people agree that there is a direct correlation between a person’s reputation and his or her success. How effectively you represent yourself in public often determines what you will accomplish in your life. Your name can open….and close….doors for you. Guarding your personal brand needs to be a priority.

As an inspirational leader do you have commandments that you work and live by? What do they look like?

Michele Wierzgac is a leadership expert, keynote speaker, and author of the forthcoming book, Ass Kicking Women: How They Leverage Their Informal Networks For Success. With her high energy presentations, Michele conveys sound leadership solutions and promotes audience engagement and on-your-feet participation. She promises her audience that they will leave her solution-driven keynotes and workshops with at least one passionate, life transforming leadership tool. For more information on bringing in Michele Wierzgac for your next event, please visit: https://micheleandco.com.