Tuesday, May 23, 2017
AICC Spring Showcase Featuring Women Founded Israeli Companies
Thursday, April 6, 2017
I attended Choose Chicago's Annual Meeting today at McCormick Place. It was a great event showcasing the variety of events, partnerships, media coverage, marketing that has brought tourists to Chicago, with the positive economic impact. 2016 was an awesome year for Chicago - Go Cubs. There were 54.11 million visitors to the City, the third year of over 50 million. David Whitaker, the President and CEO of Choose Chicago is leading the charge and looking to bring in more global visitors. With all the attractions (sports, cultural, food, entertainment), Chicago is an ideal city for companies to locate and attract top talent. As more and more companies relocate to the downtown area, the city becomes more vibrant. Looking forward to a great 2017.
Photos: Davie Whitaker on stage and me with Kathy Bucaro,Co-Founder/President of LiquidIron, www.liquidiron.net
Wednesday, August 31, 2016
Wednesday, June 1, 2016
Have you ever done a Skype interview that becomes a
podcast? You think it should be a “no
brainer”. You have a conversation with someone on a topic you know and you are
looking at the person on your computer- it’s simple. Not so fast, if it’s the
first time you have done it and you don’t know the questions ahead of time, it
can be tricky.
Jeff Hyman, founder of Strong Suit, successful serial entrepreneur,
advisor to hundreds of entrepreneurs on how to recruit “rockstars” and
long-time business colleague of mine invited me to be interviewed for one of his
biweekly podcasts. The topic – how to recruit rockstars! No preparation ahead
It was a great experience, a little nerve-racking at the
beginning, but I look forward to doing it again. It actually was great fun. The
things to keep in mind are similar to what I would tell a candidate who is
doing a Skype interview with a potential employer. I had to remember my own
Before the interview, do a test with someone to
see how you look to them. Make sure the monitor is set properly so that not
just your face is in view. You want to be sitting at a desk or table to create
a setting and you might even want to have the chair raised a bit to have more
of you in view.
NO cell phone, telephone, pets or children nearby.
Have a glass of water nearby.
Practice having a conversation and don’t talk with
your hands – it’s distracting.
If you have to clear your throat, press “mute”
so it isn’t disruptive.
Look directly at the interviewer on your
Be a good listener. Don’t interrupt the
If possible, get the questions ahead of time,
but don’t rehearse answers. It will sound that way.
Monday, May 23, 2016
Strong Suit Podcast, the playbook for how to recruit Rockstars, interviews Susan Rosenstein on how to find top talent for start-ups.
Jeff Hyman, advisor to entrepreneurs on hiring “Rockstar” talent and
founder of Strong Suit, asked to interview me for one of his weekly
podcasts. What an opportunity for me! Jeff is a successful serial
entrepreneur, who has started 5 companies and raised $55 million from VC
investors and who is a fellow Kellogg alum of mine I have known for
He asked “how do I define a Rockstar”. There is no single definition.
A “Rockstar” at one company may not be a “Rockstar” at another company.
A person may have an MBA from a top school, worked for large
corporations, achieved major accomplishments, received promotions and be
considered a “Rockstar”. That same person may go to a start-up where
he/she has no staff, there isn’t a structure or processes in place, must
wear lots of hats and changing directions is the norm. That same person
may feel like a fish out or water.
So, candidates must take a true assessment of what drives them and
understand their true comfort level with making dramatic changes and
start-ups need to really do a “deep dive” when interviewing candidates
to understand the person’s fit with a culture.
As recruiters, the exploration of the candidate’s fit with our
clients’ culture is pivotal and can be the tipping point in presenting
the person to our client.
To hear the complete podcast, http://www.strongsuit.com/podcast, Podcast #020, May 10, 2016
Monday, June 3, 2013
"Just Look Me in the Eye Already", WSJ, May 29, 2013
The Wall Street Journal’s May 29, 2013 feature article in the Personal Journal section, “Just Look Me in the Eye Already” is one to take note. With the use of smartphones many people feel it is acceptable to have a conversation while constantly checking their mobile device for fear of missing a communication. With more meetings being conducted via conference call, there are fewer face to face meetings. Smartphones are even brought to “in person” meetings and checked during discussions. The result is a reduction in eye contact during a conversation. As the article indicates, eye contact can be an influential tool and lack of eye contact can send the wrong message.
Wednesday, July 11, 2012
Working with Recruiters, published in American Marketing Association Newsletter By Sima Dahl
Personal Branding and Social Networking Expert at MarketMyCareer.com
For this Article I interviewed Susan Rosenstein, President of Susan Rosenstein Executive Search Limited.
Q: Susan, I’m often asked by recent grads for advice on how best to launch their career, and I’m sure you hear the same. What do you tell them?
A. Build relationships early in your career. Don’t wait until you need to look for a job. Consider it part of your career planning. Think long-term.
Q. What is the best way to find a qualified recruiter that specializes in marketing?
Ask your colleagues for recommendations
Search LinkedIn on keywords including recruiter, marketing and similar keywords.
Recruiters often work nationwide, so don’t limit yourself to your backyard
Explore industry associations, like the American Marketing Association. Recruiters with similar interests are likely to also be members.
Don’t forget alumni websites and your school’s LinkedIn groups where recruiters often post jobs
Once you have gathered a few names, do your homework. Visit recruiter’s websites to determine if they specialize in your functional area(s) of interest, level of experience and geographical preference. Understand how the recruiter works with his/her clients, e.g. retained, contingency, or “container”, a hybrid model.
Q. What are your top tips to successfully work with a recruiter?
Introduce yourself via email and attach a copy of your resume. Briefly describe your qualifications and the type of work you’re seeking and request a phone meeting to explore if you’re a good match for their practice.
Be prepared and organized for your call. Managing your career is first a “thinking” exercise, then comes the “doing”. Be prepared with a target list of companies including industry, culture, size, salary, geographic preference and any other important parameters. Create a vivid picture for the recruiter of your dream job.
Be respectful of the recruiter’s time. Ask how they prefer to work, for example, how often should you provide updates, and what is the best mode of communication (email, phone, social media).
Recruiters may not meet with you until they have a search that fits your background. When you do meet, remember that you have to “sell” the recruiter first, and only then will they feel comfortable “selling” you to their client! Help the recruiter see your personality and presence. The success of this meeting may be the deciding point of whether they send you for an interview or not!
If you are able, offer to be a resource for the recruiter for any current or future searches. Being a valuable resource is a great way to stay top of mind.
Q. What are ways can candidates stay connected in between opportunities?
LinkedIn. This allows the recruiter to tap into your connections and vice versa. Be judicious in asking the recruiter to introduce you to their connections. Many of their connections are candidates and clients who they may not feel comfortable contacting.
Facebook and Twitter – be a fan, be a follower.
Email. Send updates when you have career news – a promotion, change in responsibility, updated contact information, or a new assignment. It not only keeps you top of mind but also helps us keep our candidate database current. If you are in transition, send periodic updates to let the recruiter know you are still looking and include any recent consulting assignments completed or interviews you’ve had, even if they did not result in a job offer.