tag:blogger.com,1999:blog-64119020186700066482024-03-05T01:35:00.259-06:00Higher HiresHigher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.comBlogger20125tag:blogger.com,1999:blog-6411902018670006648.post-17229863259508052632018-02-07T21:12:00.000-06:002018-02-07T21:21:06.035-06:00
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhJCfgJZZktRoezrMPNUpUVHc3SkjUEAP52MWPl7oJndhmIKJg_Ynuyws8AmBZ7ei4uUUfSdLiAAsuUeD9bIjxMb9r8DnqyMdmTQRPA2N6yzcdp-6Z8k2PLkPDFHgRzulkF4VkK9ZXVU9k/s1600/2018+02+07+Private+Directors+Association++program+Lee+Eisenstaedt+and+me.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhJCfgJZZktRoezrMPNUpUVHc3SkjUEAP52MWPl7oJndhmIKJg_Ynuyws8AmBZ7ei4uUUfSdLiAAsuUeD9bIjxMb9r8DnqyMdmTQRPA2N6yzcdp-6Z8k2PLkPDFHgRzulkF4VkK9ZXVU9k/s320/2018+02+07+Private+Directors+Association++program+Lee+Eisenstaedt+and+me.jpg" width="240" height="320" data-original-width="1200" data-original-height="1600" /></a></div>
Private Directors Association - Harassment in the Workplace: Challenges Board Members & C-Suite Executives Face – excellent program with Lee Eisenstaedt, Co-Founder, Leading with Courage Academy, moderating a panel of experts - Jon Vegosen, Founding Member, Funkhouser Vegosen Liebman & Dunn Ltd, Terra Winston, Founder, inTerract, Gail Golden, Ph.D., Gail Golden Consulting, LLC and Aaron Turner, Senior Advisor, Risk Strategies Company. It was a great discussion talking about all sides of the issue - legal, risk management, coaching and consulting Boards and senior management. Picture - Susan Rosenstein with Lee EisenstaedtHigher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-8691141002676914872018-01-28T23:43:00.003-06:002018-01-28T23:43:41.526-06:00Wall Street Journal Saturday/Sunday January 13-14, 2018 Review section
The Key to Success? Doing Less by Morten T. Hansen, professor of management at the University of California, Berkeley
Adapted from his book, “Great at Work: How Top Performers Do Less, Work Better, and Achieve More”
The title of the essay in the WSJ caught my eye immediately. How does one succeed by doing less? Very intriguing. Morten Hansen’s story sounds like that of many MBA’s who take positions in top consulting firms, start-ups, etc. and spend years working 60. 70, 80 plus hours a week to excel in their career. His Ah-Ha moment came while he was working on an intense project and saw some slides done by a teammate and thought how much better her analysis was than his with better insights and ideas. When he went to look for her and couldn’t find her, he asked a co-worker where she might be and lo and behold she had left for the day. In fact, she typically worked 8:00 a.m. to 6:00 p.m. That’s when Morten decided to leave consulting to study workplace performance as an academic. The bottom line is that his research indicated that “the best performers work hard (about 50 hours a week), but they don’t outperform because they work longer hours. They outperform their peers because they have the ability and courage to cut back, simplify when others pile on, to say “no” when others say “yes”, to pursue value when others just meet internal goals and to change how they do their jobs when others stick to the status quo.” They were selective in which priorities to focus on and then excelled at them.
It is a fascinating essay that makes one want to read more in his book.
Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-85205139415600008582018-01-17T13:46:00.001-06:002018-01-17T13:46:49.682-06:00Lee Eisenstaedt is a bestselling author, speaker, and co-founder of the Leading With Courage® Academy (http://www.lwcacademy.com). His passion is helping new and emerging leaders make a bigger impact, sooner by being more self-aware of their leadership strengths and blind spots. This is the result of his first-hand, career-changing experience of how the earlier we’re aware of them, the greater the impact. He’s just become an Everything DiSC, Certified Trainer, which is a great complement to his corporate leadership experience, the insights from the research he did for his book and the Academy’s workshops, assessments and team of executive coaches. Companies in need of some assistance developing emerging, new or struggling leaders should consider contacting Lee. Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-43307165720171125002017-12-06T09:16:00.000-06:002017-12-06T09:16:31.173-06:00Sandra Wilson, a CEO, President, Board Member, Consultant, Industrial & Manufacturing B2B Services executive has written some very interesting posts on leadership, corporate culture, and client relationships. Her most recent post on “Change” talks about when the best time is for a leader to make changes and why---very insightful. Check out all of her posts on her LinkedIn profile – Articles and Activity, https://www.linkedin.com/in/sandralongwilson/ Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-22695289352787313602017-10-31T16:00:00.000-05:002017-10-31T16:00:25.484-05:00As a Board member of the Indiana University Alumni Advisory Board – Chicago, I was so pleased to host a Coffee with Cream & Crimson held on October 12, 2017 at the IU Chicago Advancement Office. The theme was "Making the Right Career Moves". I gave the group my thoughts on a range of considerations to keep in mind before making a job move and to make sure they are not just “running away from a situation” but rather “going to a new opportunity”. We had a lively discussion with lots of questions and personal situations. Great program. Looking forward to doing another one. Photo (right-left) me, Karen Matts, Alicia Webb<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEguo53n3gcHgLaQ-wm2f7LC5f3XGq8Px9lna9FLx5a4vKkKXJQ3cUZ9z8MgI9sXENjF8lYEizZ7J-P0jWhxcf8K-LYnmB2ImkhN06poN39VEUipBlJt6HwA6GnGUcIsTaalLo229D9-OxA/s1600/Cream+and+Crimson+10+12+2017+Alicia+Webb+Karen+Matts+and+me%25282%2529.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEguo53n3gcHgLaQ-wm2f7LC5f3XGq8Px9lna9FLx5a4vKkKXJQ3cUZ9z8MgI9sXENjF8lYEizZ7J-P0jWhxcf8K-LYnmB2ImkhN06poN39VEUipBlJt6HwA6GnGUcIsTaalLo229D9-OxA/s320/Cream+and+Crimson+10+12+2017+Alicia+Webb+Karen+Matts+and+me%25282%2529.jpg" width="320" height="240" data-original-width="1600" data-original-height="1200" /></a></div>Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-58942109514629427892017-09-07T11:36:00.002-05:002017-09-07T11:49:36.060-05:00Wall Street Journal, Business News, 09/06/2017
The Big Shift at Work
Everyone has felt the shift in retirement and health benefits received from employers, which has been dramatic in recent years. While today more people are able to have flexible work schedules and work remotely from home, a favorite coffee/tea house or on the beach, many fringe benefits of full-time, permanent jobs have gone by the wayside.
The biggest concern we hear from candidates is covering health benefits. The days of companies self-insuring or giving employees coverage at no cost are long gone but companies offering the best healthcare options rate higher up in evaluating which company to join.
Looking at the WSJ chart, it is clear to see the vast changes.
<b>HEALTH INSURANCE </b>
Share of workers at large companies with employer-sponsored health insurance - 97%(1980) vs 61%(2016);With single coverage paying no premium -72%(1980)
vs 5%(2016); With family coverage paying no premium - 51%(1980) vs 1%(2016)
<b>RETIREMENT </b>Percentage of private-sector workers with pension plans 38%(1979) vs 13% (2014);With a 401(k) plan 17%(1979) vs 45%(2014)
Source: Bureau of Labor Statistics (health insurance, work-life balance); Kaiser Family Foundation (health insurance); Employee Benefits Research Institute retirement)
Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-36322366779929992622017-06-29T15:33:00.000-05:002017-06-29T15:36:04.210-05:00Hiring without resumes - Could this be a new trend?WSJ Business & Finance Tuesday, June 27, 2017
Radical Hiring Experiment: Resumes Are Out -
No resume? No campus recruiting. No human touch until the end of the process. Now that’s a new concept.
No more agonizing over every word, accomplishment, spell check, whether to have an Overview or not, what to include, tailoring it to the specific job, how to format it, how to be creative.
Well, a radical concept is being tested by Unilever PLC. While no resume is required, Unilever PLC is testing an exhaustive, in-depth new screening process for hiring entry level jobs and internships where software and algorithms do the bulk of the work to narrow the candidate pool for the final interview.
A human writes the job description and a targeted ad is placed on Facebook and career-advice sites (like WayUp and the Muse) Interested candidates are directed to a career site to apply. Then the fun begins. The candidate goes through a series of online games and if they pass that hurdle, they go on to the next step – submitting a video answering pre-selected questions. The software uses a variety of data points including how fast the person responds to the question, body language and vocabulary to weed people out. For the candidate, it has to be strange because there isn’t the human feedback or body language of an interviewer to see if something needs clarification.
The candidate pool becomes narrowed down to those who actually finally meet face to face with managers and human resources.
Since the fall of 2016, Unilever has hired over 450 people globally. It will be interesting to follow how the process works over time vs the conventional method. Will it produce employees who are more successful and a better fit with the company? And, will it be extended to higher level positions?
Stay tuned.
Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-36565838108317089422017-05-23T16:10:00.000-05:002017-05-23T16:15:29.840-05:00AICC Spring Showcase Featuring Women Founded Israeli Companies
The America-Israel Chamber of Commerce Chicago (AICC) Innovation Showcase of Women Founded Israeli companies was a fabulous success @1871Chicago last night -
Moderated by Alyssa Jaffee, Pritzker Group Venture Capital; Panelists were Roni Tehori, Sentic Technologies, Tali Kogan, Tel Aviv Couture & Ilit Raz, Joonko (right to left). Illinois First Lady Diana Mendley Rauner was the keynote Speaker.
It was an awesome event to learn how these entrepreneurs were inspired to start their companies, raise money, deal with the ups and downs and how they are succeeding.
As First Vice President of the AICC, it is rewarding to be a part of promoting Israeli companies, particularly women founded ones. This Showcase was the Inaugural Spring event and we look forward to continuing the tradition.<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoGplDpbPYkkD4EJ7Yp-mn9N-ekKx4ho2szteDI9iZXsAYTIecQaFnyrdeAyWfXk27YFfdvJHWC0Np6X6A0blmcKHk_GldPJeeF1S41n_izMvnaFZAmdBhWP8iMQSuSXzQkuWuEGamPsk/s1600/Panel.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjoGplDpbPYkkD4EJ7Yp-mn9N-ekKx4ho2szteDI9iZXsAYTIecQaFnyrdeAyWfXk27YFfdvJHWC0Np6X6A0blmcKHk_GldPJeeF1S41n_izMvnaFZAmdBhWP8iMQSuSXzQkuWuEGamPsk/s320/Panel.jpg" width="320" height="213" /></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjEiksLPF3ciE-xPHpqKBLwDBYHeIGV_7c4I6sAQO6_P8YO9NXqHb6RDok0WYYf7mjueqqCNx-t_LTBLGr_9dwqB9H5OzISbnQIjMzVFpzJsEjAQ_VNqovu_g1b9Z3RwuM06Bb5KWyYoBE/s1600/Jane+Fischer+and+Diana+Rauner.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjEiksLPF3ciE-xPHpqKBLwDBYHeIGV_7c4I6sAQO6_P8YO9NXqHb6RDok0WYYf7mjueqqCNx-t_LTBLGr_9dwqB9H5OzISbnQIjMzVFpzJsEjAQ_VNqovu_g1b9Z3RwuM06Bb5KWyYoBE/s320/Jane+Fischer+and+Diana+Rauner.jpg" width="320" height="213" /></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjqKX2jY7NWRHI0EjSeKmSShSMzgaeb8NFlldvgelWDkKgdIMBXy-a-kIz9VrLadZsXmiCef-wkUdffEEP01EN3nBGSN32l5jizN9wb4fRSYPRGX67SEDFmd7HorNp4oIGrXd93ne0zwa4/s1600/Spring+Innovation+Showcase+Candice+Dillion+%2526+Jacqueline+King+05+22+2017.jpg" imageanchor="1" ><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjqKX2jY7NWRHI0EjSeKmSShSMzgaeb8NFlldvgelWDkKgdIMBXy-a-kIz9VrLadZsXmiCef-wkUdffEEP01EN3nBGSN32l5jizN9wb4fRSYPRGX67SEDFmd7HorNp4oIGrXd93ne0zwa4/s320/Spring+Innovation+Showcase+Candice+Dillion+%2526+Jacqueline+King+05+22+2017.jpg" width="320" height="180" /></a>Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-50156601017004371242017-04-06T18:53:00.001-05:002017-04-06T18:53:22.884-05:00I 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
<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGgGcOPVSrBGAHbmjalIhHOuhdRPWl4atCWSCnPfwY06PErdO2pcSqHUsbnou3RJgCTdPS6yceHfsJnOH2QSN-rQkWWKTVsq4ZB21j_xCLaVkkLJCS4ezL86ZLyrcZb3W8ufLymxMvlLI/s1600/2017+04+06+Choose+Chicago+Annual+Meeting.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGgGcOPVSrBGAHbmjalIhHOuhdRPWl4atCWSCnPfwY06PErdO2pcSqHUsbnou3RJgCTdPS6yceHfsJnOH2QSN-rQkWWKTVsq4ZB21j_xCLaVkkLJCS4ezL86ZLyrcZb3W8ufLymxMvlLI/s200/2017+04+06+Choose+Chicago+Annual+Meeting.jpg" width="200" height="200" /></a></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPt91VOKHIgKRChRv3WuJZkgbM1r6KBlH9ofhrAsx_j1JzVrxnXvRZez0PLT2Lw42lofsBOFBdlHUUB4gzbbxcCJ5jv4py87V9oda_Z1RmPp0UxSSvbV-nUI_Q-jRGboJndI82eCzwbl0/s1600/2017+04+06+Choose+Chicago+with+Kathy+Bucaro.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPt91VOKHIgKRChRv3WuJZkgbM1r6KBlH9ofhrAsx_j1JzVrxnXvRZez0PLT2Lw42lofsBOFBdlHUUB4gzbbxcCJ5jv4py87V9oda_Z1RmPp0UxSSvbV-nUI_Q-jRGboJndI82eCzwbl0/s200/2017+04+06+Choose+Chicago+with+Kathy+Bucaro.jpg" width="200" height="200" /></a></div>
Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-87260685489292554862016-08-31T10:02:00.001-05:002016-08-31T10:02:51.589-05:00
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<span style="mso-ascii-font-family: Calibri; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-hansi-font-family: Calibri;"><a href="http://chicagoama.org/women-in-senior-leadership-she-suite-2016/" target="_blank"></a></span></div>
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<span style="background: white; border: none windowtext 1.0pt; color: #333333; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-border-alt: none windowtext 0in; mso-fareast-font-family: "Times New Roman"; mso-hansi-font-family: Calibri; padding: 0in;"><a href="http://chicagoama.org/women-in-senior-leadership-she-suite-2016/" target="_blank"><span style="color: #333333; text-decoration: none; text-underline: none;"><span style="font-family: Calibri;">Women in Senior Leadership / Convo's from the She-Suite - </span></span><span style="border: none; color: windowtext; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; text-decoration: none; text-underline: none;"><u><span style="border: none windowtext 1.0pt; color: #008cc9; mso-bidi-font-family: Arial; mso-border-alt: none windowtext 0in; padding: 0in;"><span style="font-family: Calibri;">Chicago AMA</span></span></u></span><span style="color: #333333; text-decoration: none; text-underline: none;"><span style="font-family: Calibri;"> 9/20/2016. I am
the moderator with a panel of top Chicago C-suite women executives. </span></span><span style="border: none; color: #333333; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; text-decoration: none; text-underline: none;"><span style="border: none;"><span style="font-family: Calibri;">No matter the career paths that successful C-suite
executives have taken, there's one constant ... each cultivated their own
success! For insights </span><span style="border: none;"><span style="font-family: Calibri;">about the steps they took to
navigate the career maze to r</span><span style="border: none;"><span style="font-family: Calibri;">each the top, join </span></span></span></span></span></a></span><span style="font-family: Calibri;">us </span><span style="background: white; color: #333333; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-hansi-font-family: Calibri;"><span style="font-family: Calibri;">for a lively panel discussion. For more
details or to register, visit the Chicago AMA website. </span><a href="http://www.chicagoama.org/"><span style="color: blue; font-family: Calibri;">www.chicagoama.org</span></a><span style="font-family: Calibri;"> </span></span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike>Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-69687748789065963642016-06-01T17:22:00.000-05:002016-06-01T17:31:17.535-05:00<br />
<div style="margin: 0in 0in 0pt;">
<span style="font-family: "calibri";">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.</span></div>
<div style="margin: 0in 0in 0pt;">
<br /></div>
<div style="margin: 0in 0in 0pt;">
<span style="font-family: "calibri";">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
of time.</span></div>
<br />
<div style="margin: 0in 0in 0pt;">
<span style="font-family: "calibri";">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
advice.</span></div>
<br />
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">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.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">NO cell phone, telephone, pets or children nearby.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">Have a glass of water nearby.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">Practice having a conversation and don’t talk with
your hands – it’s distracting.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">If you have to clear your throat, press “mute”
so it isn’t disruptive.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">Look directly at the interviewer on your
computer.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">Be a good listener. Don’t interrupt the
interviewer.</span></div>
<div style="margin: 0in 0in 0pt 0.25in; text-indent: -0.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";">
</span></span></span><span style="font-family: "calibri";">If possible, get the questions ahead of time,
but don’t rehearse answers. It will sound that way.</span></div>
<br />
<div style="margin: 0in 0in 0pt;">
<span style="font-family: "calibri";">Relax and enjoy the experience. And, use social media to
promote it.</span><br />
<span style="font-family: "calibri";"><span style="background-color: white; color: black; display: inline; float: none; font-family: "arial" , "verdana" , "helvetica" , sans-serif; font-size: 17px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 20.4px; text-indent: 0px; text-transform: none; white-space: normal; word-spacing: 0px;">To hear the complete podcast, </span><a href="http://www.strongsuit.com/podcast" style="-webkit-text-stroke-width: 0px; background-color: white; color: navy; font-family: arial, verdana, helvetica, sans-serif; font-size: 17px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 20.4px; orphans: auto; text-align: start; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">http://www.strongsuit.com/podcast</a><span style="background-color: white; color: black; display: inline; float: none; font-family: "arial" , "verdana" , "helvetica" , sans-serif; font-size: 17px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 20.4px; text-indent: 0px; text-transform: none; white-space: normal; word-spacing: 0px;">, Podcast #020, May 10, 2016</span></span></div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike>Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-58496549113200961752016-05-23T21:36:00.000-05:002016-05-23T21:36:22.574-05:00Strong 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
twenty years.<br />
<br />
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.<br />
<br />
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.<br />
<br />
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.<br />
<br />
To hear the complete podcast, <a href="http://www.strongsuit.com/podcast">http://www.strongsuit.com/podcast</a>, Podcast #020, May 10, 2016Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-44710792529258789912013-06-03T20:25:00.001-05:002013-06-03T20:25:26.367-05:00"Just Look Me in the Eye Already", WSJ, May 29, 2013The Wall Street Journal’s May 29, 2013 feature article in the Personal Journal section, “<a href="http://online.wsj.com/article/SB10001424127887324809804578511290822228174.html" target="_blank">Just Look Me in the Eye Already</a>” 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.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-70478999567084982382012-07-11T17:45:00.001-05:002012-07-12T14:58:53.206-05:00Working with Recruiters, published in American Marketing Association Newsletter By Sima Dahl<b style="background-color: white;">Personal Branding and Social Networking Expert at MarketMyCareer.com</b><br />
<br />
For this Article I interviewed Susan Rosenstein, President of Susan Rosenstein Executive Search Limited.<br />
<br />
<b>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?</b><br />
<br />
<b>A.</b> 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.<br />
<br />
<b>Q.</b> <b>What is the best way to find a qualified recruiter that specializes in marketing?</b><br />
<br />
Ask your colleagues for recommendations<br />
<br />
Search LinkedIn on keywords including recruiter, marketing and similar keywords. <br />
<br />
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.<br />
<br />
Don’t forget alumni websites and your school’s LinkedIn groups where recruiters often post jobs<br />
<br />
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.<br />
<br />
<b>Q. What are your top tips to successfully work with a recruiter?</b><br />
<br />
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.<br />
<br />
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.<br />
<br />
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).<br />
<br />
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!<br />
<br />
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.<br />
<br />
<b>Q. What are ways can candidates stay connected in between opportunities?</b><br />
<br />
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. <br />
<br />
Facebook and Twitter – be a fan, be a follower.<br />
<br />
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.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-77468114823510089412011-10-31T17:44:00.002-05:002011-10-31T17:59:56.998-05:00Competitive Edge TipsIn this competitive environment where the candidate pool for a position is filled with top-notch backgrounds, getting in the door for an interview is just the beginning. With clients scrutinizing all aspects of a candidate, it is the subtle, behavioral, soft skills that close the deal. <br /><br />It is inevitable that at some point in the interviewing process, dining enters the mix; a lunch, a dinner, a reception. An interesting article on the front page of the Chicago Tribune’s Money & Real Estate section (October 9, 2011) written by Bill Daley presents the case for the importance of etiquette and table manners in landing the job---at any level from a new MBA to a CEO. Being able to comfortably juggle eating, using the correct fork and conversing presents a very polished image and puts people at ease and able to focus on the conversation.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-81518135131583530572011-09-20T15:45:00.005-05:002011-09-20T16:14:40.313-05:00Social Media and Corporate BoardsThe effective use and management of social media to connect with consumers and customers present challenges for businesses. For senior executives on corporate boards, social media presents a unique twist. Karen Kane, a contributing blogger, tells us how to manage it. <br /><br />It’s Not Social Media, It’s Strategic Communication Boards Need By Karen Kane<br /><br />Concerned about social media, a few boards have actively sought new directors with a social media background to bring that capability into their boardroom. A staff member of the National Association of Corporate Directors mentioned that directors are having a hard time because the candidates are generally in their 30s and 40s and directors worry about upsetting the collegiality of the boardroom. That is, how would a 30 or 40 year-old fit with a group of mostly older directors? In fact, boards are getting older. The number of boards with elderly members is growing because many boards are raising the age limit for retirement to 80 and some eliminating forced retirement altogether according to Joann S. Lublin in the Wall Street Journal.<br /><br />Social media may be a helpful competency but so much of what is embedded in the Dodd-Frank Act is a call for greater transparency, better communication between directors and the shareholders who elect them. Social media is communication, albeit faster and user-generated. Since the concept of communicating directly with shareholders is a new concept, boards need the assistance of high-level communication strategists—either as board members or consultant –to help boards craft their own communication policy and get them ready for the dialogue shareholders are demanding.<br /><br />What directors are really worried about is hijacked media where a company’s asset or campaign is taken hostage by those who oppose it. Managing social media is rooted in best communication practices including crisis management.<br /><br />A recognized expert in corporate governance communication practices, Karen Kane offers unique competencies in working with CEOs, corporate secretaries, corporate staffs and boards on governance communication, including shareholder engagement programs. Her company website, www.karenkaneconsulting.com offers rich content including articles that describe how regulations and shareholder dynamics have changed corporate board work as well as her blog about current governance issues.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-66952929879634597522010-09-27T13:28:00.005-05:002011-01-19T14:18:35.070-06:00<span style="font-weight: bold;font-family:arial;" >To Consult or Not To Consult</span><br /><br /><span style="font-family:arial;">For those senior level executives who are in transition, the question arises as to whether one should spend full time looking for the next position or take consulting assignments. We suggest taking consulting assignments because it:</span><br /><ul style="font-family: arial;"><li> Keeps one active and up to date in his/her field</li><li> Allows a company to learn about a person's capabilities, style and potential for a full-time position with the company</li><li>Creates networking opportunities; People feel comfortable referring a person to a colleague if they know the person's work</li><li>May provide an entree to a new industry or product category</li></ul><p><span style="font-family:arial;">There are "meaty" assignments available as companies that have cutback senior level positions are outsourcing some of the responsibilities.</span><br /><br /><span style="font-family:arial;">Keep in mind that a balance needs to be maintained so that consulting does not overshadow job hunting.</span></p>Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-47300870935379144122010-03-29T14:24:00.001-05:002010-03-29T14:25:16.470-05:00This blog has moved<br /> This blog is now located at http://higherhires.blogspot.com/.<br /> You will be automatically redirected in 30 seconds, or you may click <a href='http://higherhires.blogspot.com/'>here</a>.<br /><br /> For feed subscribers, please update your feed subscriptions to<br /> http://higherhires.blogspot.com/feeds/posts/default.<br /> Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-75453361477484618092010-01-08T17:09:00.003-06:002010-01-08T17:22:57.417-06:00<span style="font-weight: bold;">RESUME FOCUS</span><br /><br />More than ever, employers expect resumes to be targeted, precise, concise and grammatically perfect. Some of our clients tell us that if they find a typo on a resume, they pass on the candidate. Their belief: a candidate who isn't rigorous in his/her initial presentation, will not be rigorous in the work they do for the company.<br /><br />So, don't rely on SpellCheck. SpellCheck highlights words that are misspelled not misused. We see many resumes with the word "Manger" instead of "Manager" in the title because SpellCheck recognizes "Manger" as a legitimate word.<br /><br />Make sure several people read your resume carefully. It is easy for the person writing the resume not to notice left out words or unclear phrasing because he/she knows what they meant to say.<br /><br />Remember, your resume is your first impression to a potential employer.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0tag:blogger.com,1999:blog-6411902018670006648.post-40981830575542881102009-12-23T12:22:00.002-06:002009-12-23T12:28:34.620-06:00Pulse On the Market 12.23.2009PULSE ON THE MARKET<br /><br />The year has been a real roller coaster, but in the fall we began to see a move by companies toward adding back <span style="font-style: italic;">some</span> middle to senior level management. This has been a welcome change from early this year when companies eliminated levels of management and hunkered down with fewer people to maintain the business. The trend seems to be to hire selectively without multiple levels of senior management.<br /><br />We are hearing the same scenario from senior level folks who have been in the market this year, colleagues in recruiting and corporate clients.<br /><br />One of our candidates had a good analogy. At the beginning of the year, everyone was walking around with their fists clenched and now, while they are not wide open, they are more relaxed.<br /><br />Let's hope the trend continues in 2010.Higher Hireshttp://www.blogger.com/profile/01095554149673853190noreply@blogger.com0