ents and industries--and thinking you can avoid them without making some adjustments, especially to those changes that may directly affect you, is asking for trouble. I live up the road a ways from Joplin, Missouri where a tornado destroyed lives and a good percentage of the town. Some of the folks who escaped the disaster—admitted that they “heard the sirens and the warnings…but never imagined they would be hit” so they made no effort to seek shelter until the last minute (they were lucky to tell the tail). While this is an extreme example of an event that has nothing to do with staying current with job skills, etc., it’s a simple reminder that everything can change in an instant. So, with my forty years (going on 41) in the discipline of recruitment, I remain a student of the recruitment process and also of fast moving cloud formations that loom up out of nowhere.
My "scar tissue", earned mostly in the trenches, reminds me to pay attention particularly in redundant situations—where a slight variation, if noticed, can be a learning event.
Just as importantly, learning from others, particularly from many of the active Pros in RecruitingBlogs.com, is a rich resource for tips, DOs and DON’Ts, etc., that can be instructive even for an old dog like me.…
doing a lot of research and asking important questions. You can certainly leverage your knowledge, past work experience and established contacts. Funneling all that into a recruitment related career path is very doable.
However, while you're getting everything aligned with pursuing this new career path--you must also know this: Be careful of what you ask for--you might get it, or get into it in this case. This one will be the death of you if you cannot SELL--your services; your candidates; your clients; your recommendations; your fee structure; yourself. If you cannot take a door-in-the-face; crickets; and rejection--this will be a death march.
I don't mean to be crude or rude--because I'm speaking from scar tissue of such downsides. Yes, it goes with all career choices and I'm sure you've learned from yours. But this one is rife with peaks and valleys.
If you're tough enough you will be AWESOME, particularly if you can also learn from Wile E. Coyote.
Good luck and keep asking questions...--you're on the right track and you came to the right group--RBC.
ted. Hope you see value in it.
"Great stuff, Jack--"Attitude and Aptitude" (the two A’s), and having a substantial energy level are essential for “The Makings of a Great Leader.” And it’s laudable that you’re getting training and certification to coach future leaders, some of whom may be great ones.
However, I have to disagree with the statement of looking past failure as if the experience of failure is not part of the learning process. You mentioned, “A level 5 never sees failure, challenges or mistakes - everything is an opportunity.” While seeing opportunities in everything sounds proactive and bold—it can also be a youthful mistake to ignore or overlook a true barrier or a flaw in the process that keeps contributing to a failure outcome. Thomas Edison is the master of learning from his 10,000 mistakes to get to a success. So the concept of never seeing failure, or at least acknowledging it, is shortsighted at best. And the macho boast that some make—that failure is not an option--is misguided and can actually guarantee failure. Sometimes you have to retreat, punt, reconfigure, reassess, take a time-out to figure out how to move forward to try to win, and observing failure, and what caused it, is a great way to get perspective.
It’s interesting that you also bring “coaching” into this particular blog post because a good coach; an effective coach—a leader among coaches is one who can motivate her/his team and/or individual player to understand what doesn’t work and contributes to failure. That’s coaching toward getting past, past mistakes. Part of good coaching is to teach toward excellence, fair play and winning--but to also point out flaws to eradicate those flaws. Why? Because, frankly, failure and losing are inevitable. The “win-win credo” functionally is a goal and a motivator, but anticipating and preparing for the potential of failure makes you human--which brings us to the whole concept of win-winning and lose-losing. My favorite appreciation for this concept and its outcomes was best philosophically presented, in my view, in the movie, White Men Can’t Jump. For me it is a famous, or infamous quote made by the character Gloria Clemente (played by actress Rosie Perez) when she commented on the concept of winning and losing. She said: “Sometimes when you win, you really lose, and sometimes when you lose, you really win, and sometimes when you win or lose, you actually tie, and sometimes when you tie, you actually win or lose. Winning or losing is all one organic mechanism, from which one extracts what one needs.”
For me, when the rubber meets the road in a career trek it will be past "failure and challenges, or mistakes" that will be most instructive to survivors of the continuous trek—on the business and/or personal level. As a recruiter, with the exception of entry-level positions--I’ll take education/training and EXPERIENCE of past successes and FAILURES as an asset over just "Attitude and Aptitude" and high energy any day. The “two A’s” and aggressive tail wagging may get you in the game, but nature and nurture (your biological make-up and how you were raised—hopefully with a moral center); street smarts and scar tissue from meeting challenges head-on (getting your hands dirty as you tussle and muscle forward, taking and giving some hits, expected and unexpected); and making adjustments along the way will position you to follow, lead or get blown away.
Sometimes you’re at the right place at the right time—and you’re prepared to perform; or “your daddy’s rich and your mamma’s good lookin’”…and so are you. Attitude and Aptitude with the spark of energy—are important, but show me some scar tissue too—then I’ll know you’ve scraped your knees on the playground and got up to get back in play onto the ever bigger playgrounds. And if you’re playing on a team expect to follow and contribute BIG before you can ever lead, because 360 degree assessments, invited or not, can derail the best Double A with oodles of energy.
Finally, “The Makings of a Great Leader” depends on so many other contributing factors, characteristics and attributes than these mentioned here, but these are valuable points to ponder."…
he Movie to those in the movie business.
Your detailed, multi-directional spin on how truly unique, interesting, and dynamic such a movie could and would be if real life Recruiters contribute to the writing of scripts representing the best and worst--and everything in between of the Recruiter's Story. I say, who better than real recruiters, not to be confused with fake recruiters, to tell the story of stories of the world of recruitment?
I also like Ken's option for a storyline for a movie based on a rookie's entrance and journey through the twists and turns in the life of a Recruiter. The ramifications here are much broader than just a movie. A series of movies is more like it, or an HBO Mini-Series may actually do it justice. There will be: Greek Tragedy; Inspiration; Love Story; Horror, Espionage; Westerns; Comedy—in any workplace; any geography; and in any job. I see EPIC potential here, Paul. Like the film, Up in the Air starring George Clooney in 2009 about people getting fired and the people doing the firing—“The Recruiters” will be about people getting hired and the people doing the hiring—and the people facilitating the people getting hired by the people doing the hiring—THE RECRUITERS!
My script would examine several vignettes that somewhat overlap but showcase a unique hero/antagonist in the mix. Included would be:
Comedy—wherein the interview process exposes human frailty on both the interviewer & interviewee side of the equation, highlighted by funny & embarrassing recruiter faux pas, bloopers and crash and burns.
Inspiration—wherein the recruiter is in very disadvantaged situation, works hard, studies hard and accomplishes much as a team and individual contributor.
Tragedy—wherein an outstanding high achiever has a great climb up the career ladder but falls from grace.
Evil Empire—wherein recruiters battle bureaucracy, unfair traditions and shortsighted decision makers.
Feel Good Storyline—wherein our hero, the recruiter, battles the evil protagonists; inspires youth; wins the girl or boy, and saves the day.
Every Recruiter with scar tissue earned in the trenches can contribute in some way to getting ideas for this script writing exercise going. …
till others chewed gum or showed up in rumpled clothes or with their pants falling down. One recruiter even told a candidate with his trousers down below his hips, to "Pull your pants up." According to the article, the outlandish dress costs some candidates the job.
Does it really make a difference how you dress for an interview? In many cases, it does. I'll never forget the gentleman I interviewed for an accounting position. He had been out of work for a few months and wanted to show me why. He took off his jacket, unbuttoned his shirt and started to pull down his pants (this is a true story) to show me the scar from a boat propeller that had injured him. He didn't get the job. Neither did the young lady in a bright red skirt so short and tight that she could hardly sit down!
In the conservative business climate I worked in at the time, appearances did matter. In other environments it isn't as important. However, it does make sense to dress your best for the interview, regardless of the dress code at the organization. If you're in doubt about how to dress for an interview, it is best to err on the side of conservatism. It is much better to be overdressed than underdressed (or undressed).
According to Kim Zoller at Image Dynamics, 55% of another person's perception of you is based on how you look. Her Dressing for Success information gives some tips on how to look your best, without necessarily spending a lot of money. Here's a quick look at the basics:
Women's Interview Attire
Solid color, conservative suit
Neat, professional hairstyle
Tan or light hosiery
Sparse make-up & perfume
Portfolio or briefcase
Men's Interview Attire
Solid color, conservative suit
White long sleeve shirt
Dark socks, professional shoes
Very limited jewelry
Neat, professional hairstyle
Go easy on the aftershave
Neatly trimmed nails
Portfolio or briefcase
More Interview Help:
How to Dress for an Interview
How to make a great first impression.
Job Interview Attire
How, and how not, to dress for an interview..
How to Dress for Success
A quick guide to dressing for an interview.
Interviewing can be even more stressful when you are expected to eat and talk at the same time. Here's how to survive a lunch or dinner interview.
Interview Questions and Answers
The key to successful interviewing is to review these typical interview questions and prepare your answers. Also be ready with questions for the interviewer - here's a list.
Winning Interview Skills
So, you’ve landed an interview for a seemingly wonderful job! Now what?
Good article by Alison Doyle…