How To Address The Root Cause Of Your Employee Engagement Issues

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Forbes Coaches Council -Full Article Avaialable at: https://www.forbes.com/sites/forbescoachescouncil/2018/03/02/how-to-address-the-root-cause-of-your-employee-engagement-issues/#490a427f7e7f

Katrina Brittingham gives advice to management on how to get to the root of employee engagement issues.

Encourage open and safe conversations

Conduct forums that encourage employees to be open and feel safe talking about work situations and career development. Really hear what is being said and make changes accordingly. Your employees are your internal customers and you lose valuable talent and knowledge if you don’t listen and come up with a plan that addresses employee pain points.

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15 Tips For Helping You Keep Focus And Get More Done At Work

Originally posted on Forbes.com
https://www.forbes.com/sites/forbescoachescouncil/2019/07/11/15-tips-for-helping-you-keep-focus-and-get-more-done-at-work/#2675c0bc1454

Workplaces are busy areas, with a significant number of distractions assailing the average worker every day. Between the draws of social media, the demands of the job, open office plans and noisy co-workers, getting focused on what really needs to get done is a task in itself.

And when focus is an issue, workers tend to be less productive and may prioritize tasks poorly, ending up with critical problems being shoved all the way to the bottom of their to-do list. To help, 15 members of Forbes Coaches Council offer their best tips and tricks that can help employees find and maintain their focus, even when a storm of distractions surges around them.

1. Block Meetings With Yourself

It seems helpful to work within time units. Best one so far is a 30-minute chunk of undistracted work followed by a short break. Just set the alarm clock and focus on one task. If you want to be sure that nobody will interrupt you, block a meeting with yourself in a calendar. However, the best tool for time management is your willingness to guard your time and say “no” to distractions. – Inga Bielińska, Inga Bielinska Coaching Consulting Mentoring

2. Create A Social Engagement Schedule

Distractions during work are the No. 1 complaint of people who go to the office every day. Co-workers often drop by for a five-minute chat that may cost you 30 minutes. You may check your email or social feeds periodically taking away more of your work time. To increase your productivity, create a social engagement schedule and share it with others. Managing your time is your business. – Lillian Gregory, The Institute for Human and Leadership Excellence

3. Add Mindfulness To Your Life

Adding mindfulness to your daily life can greatly impact your ability to focus no matter what the distraction. The good news is you can do this with mini mindfulness exercises in a short amount of time. Try deep breathing to a count of four on the inhales and four on the exhales and incrementally increasing your exhales to a count of eight, releasing tension or anything not serving you with each exhale. – Debbie Ince, Executive Talent Finders, Inc

4. Silence The Outside Noise

Enter deep work mode at the office by silencing the outside noise and removing unnecessary distractions. Put your smartphone on airplane mode or “do not disturb” so that you aren’t getting distracted by personal emails and social media notifications. Consider wearing earplugs if possible, or putting on light music with headphones that will help calm you and shift your mind into focus. – Wendi Weiner, Esq., The Writing Guru®

5. Become Fully Engaged

When you establish a daily plan of action you love, you will be so focused and engaged, there will be no distractions. Get honest with yourself: Is your mind, heart, and gut fully vested in what you set out to accomplish? if so, you will naturally be so focused you won’t notice what others are doing around you. No one can prevent you from giving full attention to what you set out to do except you. – Susan K. Wehrley, BIZremedies

6. Limit Smartphone Temptations

Every single distraction at work may not be the cellphone, but maybe we can stop calling it a “smartphone” because it has made our workforce a lot dumber. It’s also the Pandora’s box of distraction at work. You can regulate it yourself and save relationships and maybe your job. Let checking it be a reward during a break. Turn it off. Leave it in your car. Discipline the temptation, the usage. – John M. O’Connor, Career Pro Inc.

7. State Your Intention

One tip that I’ve shared with clients with open work environments to help increase their productivity is to give their employees small signs that they can display in the workspace that will help signal their intention to others. One example would be “Do Not Disturb – Deep in Thought,” which gives them permission to be focused. Certain etiquette practices are needed in the workplace to set the tone. – Carolina Caro, Carolina Caro

8. Define Acceptable Behavior

Noise pollution is real. Having a corporate rule that all cellphones are on silent goes a long way to limiting distraction collectively. Our thoughts are interrupted by dings and rings. Our brain is rewarded with a dopamine rush when we get a text or a “like.” Collaborate on a democratic way to define what’s OK and what’s not for your team. – Frances McIntosh, Intentional Coaching LLC

9. Focus On Groundedness

Open offices and social chatter are everywhere, and while we would love to spend hours hiding in a conference room with a “do not disturb” sign, that isn’t always possible. Find a picture that brings a feeling of groundedness and comfort. Place that photo on your desk so when you look at it for 60 seconds you can feel grounded and comfortable and are able to re-energize and focus. – Amber Wendover, Thinking People Consulting, LLC

10. Practice Extreme Monotasking

As an adult with ADHD, I know how distractions can hurt productivity. I’ve been in your shoes where cubicle noise is boisterous and piercing, so the best advice I can give…wait, what’s that, squirrel? Just kidding. Do your Pomodoro Technique of extreme monotasking in a private area or little huddle room somewhere else with earphones and Beethoven. Return to your desk after and join the fun! – Brian M Harman, Business Management Hallmark

11. Make The Most Of Peak Performance Time

Structuring the workday around your peak performance time can be beneficial in eliminating distractions. A fresh mind can more easily concentrate without effects from the office environment. If early morning is your optimal time, focus on the work that requires the most thought and creativity. Fill the rest of your day with tasks that are not affected by interruptions and background noise. – Deborah Hightower, Deborah Hightower, Inc.

12. Enter The Matrix

Don’t allow distractions to keep you from completing your best work. Enter tasks in advance on an Eisenhower Matrix to be clear each day what your priorities are. Check it hourly. Focus on what’s urgent and important first. Schedule the important, and keep those appointments with yourself. If possible, delegate less important tasks. Avoid at all costs that which is neither urgent nor important. – Christine Rose, Christine Rose Coaching & Consulting

13. Put Like-Minded Together

It can be helpful to put people who like noisy environments together and those who prefer it quiet together. Some people prefer the noise, and it helps them feel energized, while others do not. Recognizing this can be critical. It can also help to try earbuds and promote certain hours as quiet time. – Dr. Diane Hamilton, Tonerra

14. Focus On One Stimulus

Paying attention to one sight or sound in the environment isolates it from others. This focuses the mind, enabling us to become fully present. Looking at a light for a few moments or listening to a specific sound (rain outside the window, the hum of an air conditioner, birds chirping) can help us regain focus and mindfully go back to what we were working on before being distracted. – Tracey Grove, Pure Symmetry Coaching and Consulting

15. Work From Home

If you suffer from noisy co-workers who drain your attention and energy, inquire about the ability to work remotely at least one day a week. You can take this time to focus and recharge from the distractions of the office. You just need a place set aside for work at your home. If this is not an option, a good set of headphones can block out the noise. – Katrina Brittingham, VentureReady LLC

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Two Easy Steps For Selecting The Right Executive Coach

Originally Posted on Forbes.com

Executive coaching has become an essential part of many companies’ strategies to develop their senior leadership. Companies often leverage coaching to increase productivity and team engagement and preserve the knowledge of seasoned staff by retaining leaders who need some help learning new skills or revamping their leadership style. This leads to greater overall success.

Individuals have also sought coaches to advance their careers because it provides a one-on-one individualized approach to prepare leaders for executive-level responsibility or a support system as they transition.

However, executive coaching may not produce the desired outcome you are hoping for if you don’t find the right executive coach for your company. Here’s how you can do so in two simple steps:

Step 1: Identify what your ultimate goal is.

Coaching means different things to different companies or individuals. If you Google “coach,” you will receive results for financial management coaching, life coaching, spiritual coaching, business coaching and more. Each coach within these categories has a different approach or system to helping their ideal client achieve their goals. As a result, there are infinite potential results you can achieve with the right coach.

Before hiring an executive coach, ask yourself what type of coaching you or your organization would benefit from specifically. What is your ultimate goal for hiring an executive coach? Be as concrete as possible. Develop a concise definition of what executive coaching means for you or your company.

Step 2: Assess for fit.

To identify whether a coach would really be the right fit for you or your company, interview them to learn more about their credentials and certifications as well as their business acumen. Hiring an executive coach is just like hiring any other professional. Do they fit in with your company culture? Will they be able to engage your staff? What are their qualifications working with your industry? Do they have a system that yielded the results you want to achieve in your company or individual as a senior leader?

The coaching industry is not regulated, but there are coaching organizations and associations that provide guidelines for coaching and ethics. All reputable associations use International Coach Federation (ICF) standards for coaching practices, training and ethics. The Professional Association of Resume Writers and Career Coaches and The Career Network are two organizations that also accredit coaches and ensure their courses follow the ICF guidelines on training, ethics and confidentiality. Did your coach train at one of these organizations?

Lastly, check to ensure your coach is getting continuing education or professional development to ensure they are current on trends in your industry.

Once you have found the right fit, you or your executive leadership are well on their way to achieving goals. Choose wisely and strategically, and you will build or develop quality leadership and carry your company to the next level.

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Your Resume Can Survive a Lost Job!

There’s a reason that businesses hire employees for a “probation period.” It usually takes a few months for new workers to learn the ropes and start adding value. Employers use this time to determine whether you’re worth the long-term investment.

If the manager likes your performance after the first 90 days or so, consider yourself gainfully employed. If your performance wasn’t up to par, you know what happens next: you’ll lose the job. But let’s turn the tables for a moment.

Getting fired is not always a bad thing.

Losing a job can lead to new opportunities. It can shake up a stagnant career. It can even remind you that you aren’t following your dreams, and provide motivation to get back on track.

If you were dismissed due to poor performance, you probably stayed too long.

During the probationary period, you surely noticed that something wasn’t right. The hours, the paycheck, the culture. Or the job responsibilities didn’t match your expectations.

Here’s the thing. Sometimes you need to quit your job in order to save your career.

I can’t tell you how many times I’ve heard job seekers say they stayed in bad jobs to protect their résumés! Employers don’t like “job hopping,” they told me, so they sacrificed job satisfaction for what they hoped was a better-looking work history. They didn’t realize that short-term positions aren’t the end of the world, and there are ways to navigate this issue in résumés that actually strengthen your candidacy.

Here’s something else. If you find yourself feeling more concerned about your résumé than your happiness, your priorities are out of order.

Of course, every situation is different, so weigh the pros and cons carefully. And if you choose to quit, do it with professionalism. Think of it like this: job interviews open new doors, and exit interviews make sure the old doors don’t close too tightly. If done right, your leave-taking will sustain relationships, foster respect, and support your career progression.

Now, let’s fix that choppy resume.

Remember that your résumé is designed to land interviews. So it’s important to create a powerful brand and streamline the document. Include only the most impressive and pertinent details about your career. Cut everything else out. This may mean combining several short-term roles, removing irrelevant jobs, or showcasing the transferrable skills from fast-turnaround positions.

Let’s say your background includes 10 years in non-profit administration but recently you tried a short stint in sales that didn’t work out. Before moving forward in your job hunt, determine if the sales role strengthens or weakens your resume presentation.

Are you targeting sales opportunities? Switching to the corporate sector? Keep it in! But if you wish to return to your former career, make your non-profit expertise jump off the page instead.

Life doesn’t always unfold as we expect. If you need to leave a job to protect your health, happiness, or well-being, by all means. Leave. You can revise your resume once you’re out the door.

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Top Tips to Staying Stress Free in the Workplace

Although this might not be a thought that pops into your head when you’re swamped with work – humans are happiest when they’re kept busy. ​ However today’s average workplace has never been more stressful.

We naturally like a challenge to experience purpose and fulfillment, however it’s not so easy on those days with looming deadlines or tensions among your colleagues. Instinctively these situations trigger stress in the workplace, which we all know isn’t pleasant and can have a significant impact on your health and quality of life.

Our digitally enhanced world might be to blame, especially with demand for innovation and early business success. After extensive research and comments from selected industry professionals we have collated this comprehensive infographic to teach you all about work-related stress and top tips on how to deal with it.

Here are the top tips to staying stress free in the workplace:

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Why a Personal Brand Isn’t Just a “Nice-to-have”

Don’t have a brand? Think again!

Everyone has a brand. The only real question is what they are doing to cultivate it? Just because you do not have your logo or have your own company, doesn’t mean you do not have a personal brand.

However, what is a personal brand and why should you care about it?

Some define a personal brand as the set of characteristics and values that immediately come to mind when people see or hear about you. However, if you stop there, what you have described is more a reputation and not a brand. An effective personal branding does not just describe your characteristics and values. It ALSO defines the promises you make to employers and the value you bring to their organization.

The reality of employment today is that recruiters and hiring managers are turning to the internet to look for and find out information on the people they might employ.

According to data reported by CareerEnlightment.com, even five years ago, 94% of recruiters and some hiring managers were turning to social media as a new source for qualified candidates.

Let’s face it, the queues of people lined up to get in the traditional doors of opportunity are worse than the lines at Ben & Jerry’s on Free Cone Day! Your chances of being a successful applicant through these methods are slim.

Furthermore, for hiring managers, they are labor intensive as for each job posting they put out they contend with hundreds of résumés.

Job seekers and hiring managers would far rather “bump into” each other on the internet via their networks than sifting through hundreds of people they do not know.

 

 

But, I’m not even on Social Media!

Even if you have made a personal decision to stay off social media and don’t post information on the internet, monitoring and maintaining your online presence is essential.

Your brand lives both online and offline. Just because you don’t interact with social media does not mean you do not have a brand. Social media is only one source for people to find and discover more about your brand, but it also exists in the employment reviews and personal experiences of those who know you and work with you.

For those who chose to engage in the online world, digital networking is playing an ever-increasing role in identifying and creating new opportunities. Those who think their CV, a newspaper and maybe a few company job posts via gumtree, career boards or company websites are the best or only tools available for career management are selling themselves short.

Branding…The bare minimum

The most effective personal brands will align with who you are AND be relevant to your target organization. The trick comes in figuring out how to break it down and concisely explained it across multiple media sources including social media, personal conversations, and your CV.

Since you already have a brand, you don’t need to create one. What you can do is manage your personal brand so that what people see about you is what you WANT them to see.

  • Start by identifying your values. What are the things you stand for, no matter what. What are your pet peeves? The things that irritate you if they aren’t done right? These questions might help you point to what you find important in life and work.
  • Next, identify your strengths. What do you do better than others?
  • Take the time to research the perspectives of others. Ask friends, family members, and employers for feedback on your character, personality, and performance. In fact, Performance Reports can be a valuable source of external information that will help you to identify where you excel and where you don’t
  • Finally, research the needs of your ideal employer or client. Take the time to consider the challenges that they are facing and how your brand would offer them value.

Final Thoughts

Monitor your Online Reputation by frequently Googling Your name

Don’t think that because you haven’t posted anything that there isn’t information about you available on the internet. So, what do you do if something unsavory comes up in your search?

The simple answer is to bury it.

While it is challenging to remove something once it is online, frequent posts about brand-oriented content will help to keep quality information on your brand high in the search engines and minimize anything that might not be so complimentary.

Invest in Building a Quality, Concise Brand

There are several great resources available both online and off. One of the best investments you can make is in your career. The small price you’ll pay compared to your annual salary will pay itself off multiple times over. Consider working with a qualified career coach or certified résumé writer who can help you to identify and articulate your personal brand on paper and via social sites.

Many people feel like they can do this by themselves, but the intensely personal nature of the work can make it difficult to be objective. If you do decide to DIY your career, then at a minimum get the advice and feedback of friends, family, and coworkers who may have unique insights and perspectives on your value that you might not have considered.

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Does this Resume Make My Butt Look Old? (Or How to Age-Proof Your Resume in 3 Easy Steps)

You’re considering a new opportunity—good for you! So, you pull out the old resume and think, “I just need to add my last job, and it’s ready to go, right?”

…Um…not so much…It probably needs a lot more work…first, you’ll need to age-proof that resume!

“Come on…” you may be thinking, “They can’t see my wrinkles on a resume!” Well, they sort of can…

Here are three items you’ll need to review, to ensure they don’t imagine the scent of Bengay wafting from your resume pages.

1) Dusty Dates

Let’s start with the major dead-give-away: Dates! If you write that you graduated from Columbia University in 1977, the person reading your resume might think you graduated with Alexander Hamilton (Columbia’s class of 1777.) Yes, I know you’re proud of that fine institution, and you can (and should) keep your degree on your resume—including your major (only if relevant) and “Magna Cum Laude” (if earned.) Just delete that darned date!

The same can be said for other dates on your resume. Let’s say you’re pleased to have worked at IBM back in the 90’s. But probably anything you did for the prestigious Big Blue involves an obsolete technology, process or practice. Instead, consider lumping all of your jobs prior to 2000 under the heading of “Related Prior Experience.”

2) Fossilized Formatting 

Remove the following from your header right now: street address, home phone and any email address that ends with aol.com or Hotmail.com. While you’re at it, scratch the section called “Objective” and the disclaimer at the bottom that reads, “References Available Upon Request.” Now, here’s what you need, instead:

Contact Information

The Header of your resume should list Your Name (Large, Loud and Proud,) your cell phone, your email address (which should be yourname@gmail.com; not CoolGranny1960@sbcglobal.net.)

Professional Summary

On a modern resume, this section replaces what used to be the Objective. As with any executive summary, you will write this last, and will not use “Professional Summary” as the section title—that’s like titling your top section, “Header.” Instead, use your targeted job title such as “Registered Nurse,” “Information Technology Leader” or “Operations Manager.”

Reference

These are a waste of valuable space on a resume. Save this separate document for the interview.

3) Old-School Skills and Technology

Remove any references to technologies that will show you worked in the dark ages. These might include the words “typing” (now “keyboard skills”) or Lotus 123 (Yes—I miss it too—but you now have mad Excel skills, don’t you?) Don’t mention your COBOL knowledge, either. As with everything on your resume, if it’s not currently relevant, it should not be there.

Following this check-list can help you present yourself as a ‘Thoroughly Modern Madison’! And although a great resume cannot get you the job, it can help you garner that first phone call—and hopefully, a face-to-face interview. And, yes, there are ways to age-proof that interview meeting as well, but first things first.

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Common Networking Mistakes and How to Avoid Them

Networking is rightfully touted as the magic bullet in a job search. Overwhelmingly, when my clients land positions they covet, they first learned of a role through someone they know – often a weak tie rather than someone from a long-term relationship – instead of an online job listing.

Those of us who are introverts (and often extroverts, too) tend to be hesitant about reaching out to people we know and we’re often paralyzed at the idea of expanding our networks to include people we want to connect with but don’t want to impose upon. The good news is there are some useful techniques available to you that are best explained as what to avoid, including:

Steer around trite phrases such as “I’d like to pick your brain.”

Simply ask for help and let your contacts know that you’re in a job search while making it clear that you’re simply asking for their advice.

Don’t ask “what can I do for you in exchange for your help?”

You’re building a relationship, if you introduce the idea that you want a transactional connection with them – one where each of you is mentally keeping a spreadsheet about who has given more – that degrades the genuine connection you’re developing. Definitely, seek ways to support them and offer them intel, access to your connections, and the benefit of your experience and knowledge, but do it organically without the “you scratch my back, I’ll scratch yours” mentality.

Don’t confine your engagement to just one meeting.

Here’s where you DO need a spreadsheet so that you can track the dates and substance of your conversations with specific people. If you’re serious about launching a job search, you’ll begin to lose track of who you talked to when and what you discussed, so take notes. Also, mark your calendar to loop back to people with updates and individualized emails so that you stay on their radar. Remember that brevity goes a long way in these follow-up touch points.

Avoid pinning your hopes on one or two people and/or companies.

Desperation is a natural emotion in a job search. Much is at stake, and, of course, it matters that you land a job quickly. When panic bleeds into these conversations, people instinctively back away out of fear that they won’t be able to deliver what you need. To keep those emotions at bay, it’s important to have many avenues and opportunities so that one doesn’t topple under the weight of expectations that are too strong. Job opportunities fall away for many reasons that have nothing to do with your fit and qualifications, so guard against that agony by pursuing multiple opportunities and connections at the same time.

Trust your gut as you navigate networking conversations, and remember that people want to be helpful. If you structure your conversations in ways that make it easy for people to offer their advice and support, you’ll soon be welcoming offers for positions that you’re targeting.

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Understanding Applicant Tracking Systems

Question: How do I know if a company uses applicant tracking system software?

More than one-fourth of all companies use some kind of an applicant tracking system to manage applications and candidates, and this number continues to grow. ATS software is more likely to be used in large companies (more than 100 employees) and certain types of industries — technology, healthcare, and government organizations. Unless you’re personally handing your resume to the hiring manager, it’s possible an ATS might be used in the applicant screening process. (And even then, the resume may be scanned in!) When in doubt, submit an ATS-friendly resume. You can always follow-up with a hard copy of a more formatted (non-ATS-friendly) resume or bring the formatted version with you to the interview.

Question: What is an ATS-friendly resume?

An ATS-friendly resume is formatted in such a way that it can be easily imported and read by the ATS. However, because there is no industry standard, the general guidelines are: No charts, graphs, or special formatting. Use only keyboard characters (*, >, /, etc.) to separate information. Save the file in .DOC or .TXT format (do not upload a PDF, RTF, or JPG).

Question: If I’m given the chance to upload my resume or copy-and-paste it in, which should I do?

If you’re given the choice, upload a Word file with your ATS-friendly resume. Larger companies are likely using newer ATS software that will keep formatting mostly intact. For smaller companies, copy-and-paste an ATS-friendly text file into the application form.

Question: How do I know which keywords will be used in the ATS search?

Many times, you can identify the keywords that will be used by reviewing the job posting for the position and job postings for similar roles. Also check out skills and other qualifications in resources like the Occupational Outlook Handbook (http://www.bls.gov/ooh/) and O*Net (www.onetonline.org).

Question: How does the length of the resume fit into this?

Resumes that will initially be screened through an ATS can be longer, because the computer file generally doesn’t show pages, only characters. Some ATS software has character lengths — but you’ll generally only see that if the resume is copied-and-pasted into an online form. In those instances, it will list a character limit (for example, “Submissions are limited to 20,000 characters.”). But not many systems have that limitation.

Question: How can I bypass the ATS?

Remember: People hire people. Ultimately, if you can get your resume in the hands of the hiring manager, recruiter, or company owner directly, you don’t have to worry about making it out of the applicant tracking system in order to get an interview. Research shows that approximately 75 percent of jobs are never formally advertised or posted, and only about 5 percent of candidates are hired from job postings. So focus on getting your resume to the right person in order to land an interview. It’s especially important to bypass the ATS if you don’t have the “perfect” qualifications, as outlined in the job posting.

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How to Work Effectively With Recruiters

“R-E-S-P-E-C-T / find out what it means to me” is a line made famous by Aretha Franklin, and one that recruiters have adopted as their mantra. This is probably because there is a love-hate relationship between candidates and recruiters. Specifically, candidates love what recruiters can do for them, but at the same time, aren’t fond of the fact that they need their services.

One can hardly blame candidates, since over the years recruiters have been branded as uncaring, money-hungry vultures who have their eyes set only on the bottom line. Whether there is a grain of truth to that belief or not, I can’t say for sure. However, what I do know is that recruiters have been, and will continue to be, a viable resource for candidates. For this reason, recruiters shouldn’t be dismissed, but instead appreciated for the role they play in the career services industry.

Many recruiters suggest that job seekers don’t fully understand what a recruiter’s function is in the job search process, and that this is where the lack of respect originates. In an effort to educate job seekers, below are some pointers that recruiters want every job seeker to know.

 

Respect what recruiters do. Although recruiters don’t work for you, the good ones will work with you. With a hiring company in mind, a recruiter will make recommendations on how you should change your resume, the way you interview and/or the way you dress. If this is the case, heed his or her advice. Recruiters have insider information on the specifications the hiring organization is searching for, and the clues they provide are based on that knowledge.

Respect what recruiters can’t do for you. The recruiter’s allegiance is to the hiring organization. Therefore, he or she is going to spend his/her time and resources on scouting a candidate that fits the hiring organization’s specifications, not on finding you a job. That’s why it is important to realize that recruiters are just one source of getting interviews. Your job search plan should include other methods of gaining employment such as networking, answering want ads and responding to Internet postings.

Respect the interview with a recruiter. Save your war stories for your local bartender. When you contact recruiters, be discriminating about the type of information you provide. A meeting with a recruiter is an interview. Don’t allow the informality of the conversation to convince you otherwise. During a meeting with a recruiter you will be judged on your performance; therefore, be professional at all times.

Respect a recruiter’s time. When a recruiter has recommended you for a position, that means he or she has invested time in your career; therefore, respect their time, return their phone calls, and provide them feedback on the company after any interview. Recruiters are especially interested in knowing your interest level, your thoughts about the interviewer, the rundown of the interview process, and the next step agreed to by you and the company.

Respect a recruiter’s reputation. Recruiters aren’t just out to fill a job order. Their credibility is dependent on the caliber of candidates they send on interviews. As a result, recruiters look for candidates who know what they want, present themselves professionally, and are out to win job offers.

 

When working with a recruiter, a partnership is formed; and in order for the relationship to be successful, there must be a mutual respect between the two of you. Recruiters want to work with candidates who want to work with them, not candidates who are having difficulty finding a job and want to be rescued. If you can effectively convey to a recruiter that you have a sincere interest in working with him or her, you’ll find yourself in turn treated with respect.

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