for "testimonials" during our networking luncheon, they can be tedious and self-indulgent. Do they work? Manners seem to be regionally-defined as well as industry-distinct, but should they be? I mean, it's not as if a "service tip" can be written in and added to your invoice or paycheck. What is an appropriate thank you for a candidate or a client to offer you, the service provider? A few years back, I interviewed a young man for a position within my company. I liked him instantly over the phone and invited him on-site for an interview. He wasn't exactly right in the position for which he had applied, but given that we were hiring for many newly-created positions, I kept him on the line for another req I knew would soon be opening up. Two days after our interview, he sent me flowers. He also sent them to the Vice President of Corporate Services - my boss. Despite the fact that I felt it was inappropriate, I enjoyed the flowers and I did end up hiring him - but not because of the flowers. As a matter of fact, the flowers hindered his candidacy and almost cost him the job. Another candidate sent me a thank you note with a Starbucks card tucked inside. He didn't get the job but I did enjoy the coffee. I guess every position comes with perquisites of some sort or another, right? Still not sure how I feel about it. Is it taking a bribe if I don't allow it to influence my decision? Should I return the gifts that sometimes come my way? Is this at all related to payola or campaign contributions? One of the search firms I worked for always sent a plant to our placements on their second day on the job. "Thank you for securing us a large fee." It is a fine line, and one worth considering. Business is business - Service provider to client and vice versa. This doesn't exactly fall under the Holiday card exchange category. More "above and beyond..." We also sent Thank You cards on vellum to individuals interviewed as Professional References - in other words, "We treated you nice and you were nice back, do you want to buy our services?" Do we think they will not see past the gold-embossed Thank You? The fee paid in full and in a timely manner would be thanks enough for me. A pretty-near perfect placement/job should be thanks enough for them. But it doesn't seem to be. Do we require endorsements, testimonials, or recommendations? Shouldn't our work and referrals stand for themselves? Again, ego gets in the way. Perhaps the id is where we should meet. Where the two lines cross. When the rubber meets the road. Where you put your money where your mouth is...
So..., is a job well done thanks enough? by rayannethorn ...…
hoped the "popular fairy" would visit my house every night and bless me with instant friends and admiration. It wasn't easy being me. I thought big thoughts and wanted so much more. I guess most kids feel that way.
I loved thinking that there had to be more for me. So think I did. I reveled in books, sports, and entertainment. I could be anything I wanted in my own imagination. I guess I should have checked out the big book of jobs at the library because not only had I never thought of being a recruiter; I had never even heard of it, other than the obvious Uncle Sam finger pointing at you. If, as a nine-year old, I had known about recruiting as a career, I probably would have dreamed about the possibilities of it all. The chance to talk to people I had never met before every day, the opportunity to [sap warning] change lives, the prospect of lunch with big whigs, the ultimate ROI -> a piece of letterhead that says INVOICE across the top, and, of course, the glory of a client's check arriving in the mail..., how sweet it is. The perfect candidate for a job in recruiting? Must be low maintenance (everyone else comes first), can flip the switch easily (able to jump from one search to another quickly, without skipping a beat), grasp concepts rather quickly (freaking evolution of technology), fearless (can talk to anyone about anything), tenacious ( I get knocked down, but I get up again), accepting of defeat (your candidate isn't getting invited to the show), risky (willingly spending last dollar for a cup of joe with a candidate), and like people. There, I said it... you need to like people. I have heard it said that you don't have to like people to do this job. I respectfully disagree. You have to be engaging and at least, feign concern. And if that is the case, if you are feigning, then you aren't recruiting, you are acting. You have to be different. You have to act differently. You have to think differently. You need to be a freak magnet. That means everyone, candidate and client, have to enjoy you - the person, in order to get them to open the kimono all the way. To hear the stories and know. Know that you can fix their problem.
Find a job, fill a job. Those are problems for Super Grover.., er, I mean "Superecruiter."
ly HI-larious. I love to comment and follow the additional responses that come in. It can be quite entertaining. One such status update read: "Let's get some things off our chests. Confession time. I'll lead by example: When I was 3 yrs old, I ripped up my grandma's cigarettes. (Hey, I feel better now)." I thought back to when I was three. I didn't have to think too hard to remember an incident, and I do remember it, clear as day. My parents owned a nice little Volkswagen Bug. I think it was a '63 or '64. It was as cute as can be. I can distinctly remember popping that little car into neutral and accidentally rolling it out of our little driveway with me in it, it curved around the street in front of our house, and I smashed that little Bug right into the neighbor's car. I know when I think about this "incident" that it was just an accident and I was just a little kid, no more than a toddler, but I have felt responsible for this my whole life. Especially when I became an adult and was buying my own cars, paying for my own insurance. The lesson was true, trust me. I knew I had been told not to touch anything. I knew I shouldn't have jiggled that stick shift. I knew my parents would be angry. What I didn't know or comprehend, at the time, was the consequences of popping that little car out of gear. And maybe that is where we learn, where we either discover responsibility or avoid it. Consequences. We meet people every day that are very good at dodging responsibility, evading accountability, and somehow escaping liability. I am very good at assuming blame and clinging to it. The pain is the lesson, right?The pain of a mistake or error serves as a consistent reminder of that mistake. And it is through that pain that martyrdom is born. It would be easy to fall back on it and become absolved in suffering for the sake of suffering. The ease also proves the incorrectness of the absolution we seek. We all make mistakes. We all make errors in judgment. It is those instances that prove our humanity, our human-ness. Perfection requires an awful lot of upkeep. I am not prepared for that kind of maintenance plan; I think I will stick with my humanity. Are you ready for the consequences of your daily actions? Does this thought even enter your mind? Every phone call, every invoice, every send out, every nasty tweet, every thoughtless response has a consequence. Avoidance doesn't make consequences go away. It only prolongs the inevitable: the stand up and be counted. One way or another, one day or another, the census comes knocking. Will you be ready to answer, to accept and learn? Only time will tell.
professionals from around New England and beyond. The platform enables organizations to immediately recruit their needed in-demand IT skills required for Cloud Computing, CRM, Energy IT, Healthcare IT, and Mobile technologies.
“Our clients are seeing an immediate need to augment their staff with specialized IT professionals in order to respond to compliance requirements and a multitude of complex Social Business issues. Relational IT can be relied upon for fast and accurate IT Staffing and Consulting services due our industry knowledge and an extensive network of candidates,” said Greg Corson, CEO at Relational IT.
Relational IT has embraced the evolution of Social Business!
Relational IT has adopted a fully cloud based, smart phone accessible, endlessly scalable front and back office technology set to increase the speed and reduce the cost at which it operates. The industry’s best customer relationship management and applicant tracking technologies are seamlessly integrated with the firm’s user-friendly job portal where job postings are constantly updated. Simple and fast applicant registration, resume submittal, registrant updates, and other features are attracting a large number of qualified IT candidates which is facilitating fast and effective connections of hiring organizations with IT professionals.
Easy to access and use, consolidated time, expense, and invoice management applications put Relational IT’s clients, consultants, and employees on one platform eliminating redundant work and unnecessary errors – everything is real time and everyone has the same information.
All client, contractor, human resource, and vendor agreements are digitally signed and virtually stored using the Cloud’s best practices in compliance, security, privacy, and reliability to guarantee that access to needed information is immediately available.
Relational IT is distinguishing itself by combining social media technology with IT Staffing and Consulting best practices. By proactively integrating social media tools and job boards with its new recruitment and staffing platform, Relational IT is helping to expand career opportunities for IT professionals by increasing their visibility to companies seeking their help.
“Flexibility and transparency rule our new social business landscape. Everyone is empowered like never before. The professionals at Relational IT have years of business experience and appreciation for the complexities and challenges of budgets, deliverable time frames, and the on-going task of blending social and technical personalities to meet goals and competitive objectives” says Relational IT’s CEO Greg Corson.
To learn more about Contract, Contract to Hire, Full Time, and Project based Staffing & Consulting services, and to join our talented team of IT Consultants in: Cloud Computing, CRM, Healthcare IT, Energy IT and Mobile exciting Management technologies, visit Relational IT’s website www.relationalIT.com today.
About Relational IT
Relational IT is a trusted IT Staffing & Consulting partner to clients, small and large, throughout New England and across the country. Relational IT balances Talent, Teamwork, and Technology to find the right IT professionals for the right jobs fast.
Visit www.RelationalIT.com, read our blog, follow our tweets, or phone us at 855-440-0990to learn more about Relational IT, Inc.…