Chris Bailey's Posts - RecruitingBlogs2024-03-29T05:52:59ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylendhttps://storage.ning.com/topology/rest/1.0/file/get/1526776275?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=1rqc9jduok73n&xn_auth=noNo candidates for dream job? Cant understand it!tag:recruitingblogs.com,2015-07-22:502551:BlogPost:19068052015-07-22T17:14:42.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p>Simply put I have spent the last couple of months looking for a good recruiter, preferably from a financial services orientated background, but as the weeks have gone on the lack of candidates is staggering!</p>
<p>You would think that living and working for an amazing company in the Cayman Islands would be a huge draw. Great earnings (Tax free), no commute, live on the beach and do what you love in a busy market with plenty of potential!</p>
<p>I organise a HR conference here and…</p>
<p></p>
<p>Simply put I have spent the last couple of months looking for a good recruiter, preferably from a financial services orientated background, but as the weeks have gone on the lack of candidates is staggering!</p>
<p>You would think that living and working for an amazing company in the Cayman Islands would be a huge draw. Great earnings (Tax free), no commute, live on the beach and do what you love in a busy market with plenty of potential!</p>
<p>I organise a HR conference here and the speakers I bring down simply love it - Ask Tim Sackette or Jennifer McClure! I met a whole bunch of great people at SHRM15 including your executive editor Mr Matt Charney - Everyone is very keen to come to Cayman and trust me it is awesome.</p>
<p>So what am I doing wrong? - I can't believe that it should be this hard for people to break their comfort zones and get out and explore the world and be turned on by living in a place only an hour or so flight from Miami....</p>
<p>To clarify I have had lots of HR folk apply for the role - but I have to have a pure recruiter, agency background, 360, run a desk, build relationships etc... </p>
<p>I could turn this blog into an analysis of all the people who say to me "I would love to work in the Cayman Islands" vs the amount of those who actually would go and work anywhere, the resulting stats would be very few. There is always a sick grandma right at the end of the process.... the real answer is people are scared about what they don't know... my response... you will go through life never really learning anything, meeting anyone or simply enjoying what you do....</p>
<p>So over to the recruiting blogs community..... any good recruiters want to come and work in the Caribbean? :) Or Any advice where I need to look (Have posted ads everywhere!)</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557568287?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557568287?profile=original" width="255" class="align-full"/></a></p>Happiness Vs Engagementtag:recruitingblogs.com,2014-05-22:502551:BlogPost:18062142014-05-22T15:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p style="text-align: left;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557532926?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557532926?profile=RESIZE_320x320" width="259"></img></a></p>
<p>I recently gave a presentation on this topic as I often feel that much of the HR vernacular is always around employee engagement and should be much more about employee happiness. Now my written word is about as eloquent as a line backer ice skating but try to bear with me!</p>
<p> </p>
<p>I asked the audience the question “Can you be…</p>
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<p style="text-align: left;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557532926?profile=original" target="_self"><img width="259" src="http://storage.ning.com/topology/rest/1.0/file/get/1557532926?profile=RESIZE_320x320" width="259" class="align-left"/></a></p>
<p>I recently gave a presentation on this topic as I often feel that much of the HR vernacular is always around employee engagement and should be much more about employee happiness. Now my written word is about as eloquent as a line backer ice skating but try to bear with me!</p>
<p> </p>
<p>I asked the audience the question “Can you be engaged but unhappy”. I think you can. I could be engaged in a project I am doing but I am actually unhappy with my boss/manager/pay/commute/lots of things….</p>
<p> </p>
<p>So if we turned the question around, “Does happiness increase engagement?” absolutely…. So the focus is how do we make our employees the most happy they can be within the workplace as we cannot control their personal lives. In truth work happiness will spill over into their personal lives as work wont be the thing they moan about.</p>
<p> </p>
<p>I did an experiment prior to the presentation. I went into a number of companies with little or no notice just telling them that I needed to get with their HR team for 10-15 minutes ahead of the HR conference. I then showed up with a video camera and some music the result is the video below which we showed at the start of the HR conference.</p>
<p> </p>
<p>We visited 20+ businesses and every time we had laughter, smiles and fun and I can guarantee that the first thing anyone told their better halves when they were asked the question, “how was your day”, they immediately told the story of the crazy guy with a camera…. They returned to their desks smiling.</p>
<p> </p>
<p>So, were those employees more engaged/receptive after something spontaneous that they enjoyed? Well follow up with their line managers suggested “yes”. So the next question is how do we keep that sort of momentum going? It is very easy to make someone genuinely smile, random acts of kindness is good, downing tools for 10 minutes and cracking open the biscuit tin is another, but to really create a movement we needed a path to happiness (sounds very Buddhist!). I remembered a talk by Steve Gilliland at the SHRM13 conference. Steve talked about how one person can make a difference and how no matter what your station or position in life/company you can be the difference. So if I bought someone a coffee that doesn’t expect it they smile creates a small bubble of happiness, if I notice that someone is working through their lunch and I grab them a sandwich another small happiness bubble. If as the HRD of my company I start thinking about what would make the employees happy that doesn’t cost the company much money then I think I have struck nirvana. In all we create our own environment by how we act towards the people we spend most of our lives with! This does not have to be a top down approach it can start from anyway and it will percolate its way through the organization. If one teams sees another team having fun they want to be like that team they will ask “Why” and “how” then lets do that….</p>
<p><a href="http://www.vimeo.com/92768914" target="_blank">www.vimeo.com/92768914</a></p>
<p>Ryan Kahn spoke at length at the CISHRP14 conference on Gen Z “the digital workforce” plus how people want to work for companies with causes, well if your cause was to “be the difference” would it make you an employer of choice? If through small circles of happiness a large happiness bubbles was created would it be one of the best places to work? Would internal politics decline? Would collaboration increase? Well take a look at companies like TOMS Shoes and see if that isn’t this model personified….</p>
<p> </p>
<p>Thanks and be happy :)</p>Clock Watching - am I too old school?tag:recruitingblogs.com,2014-02-27:502551:BlogPost:17921702014-02-27T19:13:10.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557527086?profile=original" width="225"></img> Somebody very close to me recent started working in the city (London, England for my US friends). Being the first role out of university, all was</p>
<p> and is very exciting for them. So, 6 months in and they are changing jobs which is pretty much par for the course at that age when you are finding out what it is you want to do etc…</p>
<p>However, I received a phone call when the new job offer letter came through and I wanted to take a pulse check and see what my fellow…</p>
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<p><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557527086?profile=original" width="225" class="align-full"/>Somebody very close to me recent started working in the city (London, England for my US friends). Being the first role out of university, all was</p>
<p> and is very exciting for them. So, 6 months in and they are changing jobs which is pretty much par for the course at that age when you are finding out what it is you want to do etc…</p>
<p>However, I received a phone call when the new job offer letter came through and I wanted to take a pulse check and see what my fellow recruiters thought. I will of course give my opinion and let you know the advice I gave.</p>
<p>To put it all very simply what they were worried about was the hours which are 08.30 – 6.30 every day (Wednesday 10-7) and every 4<sup>th</sup> Saturday 09.30-4.30pm. With lunch deductions it works out to a 43 hour week. On a starting Salary of £23,000.</p>
<p>Now I looked at those hours and thought they are not bad for City Firms etc… and told them that’s fairly normal what did they expect? “Well finishing at 5pm would be good” was the response. As this is the first role out of Uni etc… (I know I worked all the hours I could to get ahead “back in the day”) it sparked a hint of annoyance that these hours seemed too much?</p>
<p>Have I become to accustomed to long days which are made even longer with social and events we do in the evening to continue the network? Have Generation Y got it right by saying no right from the outset? Does this demonstrate what’s wrong with the youth of today not wanting to give it their all from the get go? Does it purvey the TV culture mentality of “everything comes easy?” I worked and do work very hard to be able to play golf and take time off and travel but I certainly paid my dues</p>
<p> in my formative years.</p>
<p>I am delighted to say that after the initial wobble they accepted the role. But a reality check on the state of the market and the competitive nature for jobs currently was needed.</p>
<p>I know I have asked more questions than given answers or opinions – have I grown too cynical? Are others experiencing the same at present? Should I be reducing my hours! I look forward to your comments! Thanks<a href="http://storage.ning.com/topology/rest/1.0/file/get/1557527086?profile=original" target="_self"><br/></a></p>Looking to meet Miami based Recruiters/leaders this week...tag:recruitingblogs.com,2013-08-26:502551:BlogPost:17490722013-08-26T21:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p><a href="http://www.recruitingblogs.com/page/human-resources" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557520533?profile=original" width="225"></img></a> Hi all dont worry its not a sale pitch! I am interested to pick the brains of Miami based recruiters especially those in a leadership capacity working in the IT, Finance HR & legal sectors. I will be based in Brickell and will buy the drinks just thought I would see if anyone is about? You never know where off the cuff meetings…</p>
<p></p>
<p><a href="http://www.recruitingblogs.com/page/human-resources" target="_blank"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557520533?profile=original" width="225" class="align-right"/></a>Hi all dont worry its not a sale pitch! I am interested to pick the brains of Miami based recruiters especially those in a leadership capacity working in the IT, Finance HR & legal sectors. I will be based in Brickell and will buy the drinks just thought I would see if anyone is about? You never know where off the cuff meetings lead! </p>
<p></p>How many of you can relate to this "Candidate Emotion Cycle"tag:recruitingblogs.com,2013-07-29:502551:BlogPost:17340212013-07-29T21:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557518158?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557518158?profile=original" width="340"></img></a> I see this pattern again and again not just with candidates I know, but with anyone suddenly finding themselves out of work. So I thought I would jot down the stages of the "candidate emotion cycle". Of course the cycle can be broken at any time and is often done so by luck or by the amazing recruitment abilities of the recruiter but that is a topic for another…</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557518158?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557518158?profile=original" width="340" class="align-left"/></a>I see this pattern again and again not just with candidates I know, but with anyone suddenly finding themselves out of work. So I thought I would jot down the stages of the "candidate emotion cycle". Of course the cycle can be broken at any time and is often done so by luck or by the amazing recruitment abilities of the recruiter but that is a topic for another missive... enjoy this Monday afternoon musing and let me know how many of you have witnessed this! or is it really just me....</p>
<p></p>
<p>Following redundancy "Candidate Emotion Cycle" (CEC) </p>
<ol>
<li>Worried – what will I do next?</li>
<li>Angry – Why did I get let go?</li>
<li>Can take on the world – it wont beat me!</li>
<li>Worried again – it might beat me!</li>
</ol>
<p><span style="color: #ffff00;">**********</span><strong>Meets a recruiter</strong><span style="color: #ffff00;">***********</span></p>
<p> A) Very excited by options talked about</p>
<p> B) Very deflated by lack of interest</p>
<p>5A) Can take on the world again!</p>
<p>5B) Depressed</p>
<p><em>No call yet from recruiter (its only been 24hrs)</em></p>
<p>6) Depressed</p>
<p>7) Hatred - Its all the recruiters fault</p>
<p>8) Elated they got an interview – loves recruitment consultant</p>
<p>9) Elated got second interview – Recruitment consultant is the best</p>
<p>10) Depressed didn’t get job – Recruiter sucks</p>
<p>11) Hates recruiters generally</p>
<p>12) Worried - calls all recruiters constantly</p>
<p>13) Hates - recruiters</p>
<p>14) Elated got an interview</p>
<p>15) Recruiters are the best GOT JOB!!! Simply fantastic so happy!</p>
<p>16) Recruiters are a waste of money going to hire direct…..</p>
<p>17) Wants a new job……</p>
<p></p>
<p>:) </p>IT'S A BOY!!!!!!!tag:recruitingblogs.com,2013-07-22:502551:BlogPost:17296432013-07-22T15:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557519239?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557519239?profile=original" width="121"></img></a></p>
<div class="WordSection1"><p>For those who were expecting that this British ex-pat somehow had a direct line to Saint Mary’s hospital in London and could deliver the news before he BBC I am afraid this post might disappoint you!</p>
<p> I am actually referring to the social typecasting that happens simply in a name. How many times have you read a CV and thought this girl…</p>
</div>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557519239?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557519239?profile=original" width="121" class="align-left"/></a></p>
<div class="WordSection1"><p>For those who were expecting that this British ex-pat somehow had a direct line to Saint Mary’s hospital in London and could deliver the news before he BBC I am afraid this post might disappoint you!</p>
<p> I am actually referring to the social typecasting that happens simply in a name. How many times have you read a CV and thought this girl looks good only to be surprised when the candidate is a boy and vice versa. Not that sex makes them good or bad but you do start to build a mental picture of the person based on their Name, CV and hobbies, this could allow people to build a very different picture of you. There are actually a number of Gender-neutral names to be aware of pasted below to help keep you aware: (I am sure this list if not definitive)</p>
<table border="1" cellspacing="0" width="248">
<tbody><tr><td width="126" valign="top"><p> <b> <a href="http://www.babycenter.com/baby-names-addison-5315.htm">Addison</a></b><a href="http://www.babycenter.com/baby-names-addison-5315.htm"></a><a href="http://www.babycenter.com/baby-names-addison-5315.htm"></a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-adrian-71.htm">Adrian</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-ainsley-107.htm">Ainsley</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-alex-462505.htm">Alex</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-andy-289.htm">Andy</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-ari-357.htm">Ari</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-ash-470655.htm">Ash</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-aspen-7305.htm">Aspen</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-aubrey-5465.htm">Aubrey</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-bailey-5335.htm">Bailey</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-bay-497285.htm">Bay</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-blaine-648.htm">Blaine</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-bobbie-21135.htm">Bobbie</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-brett-720.htm">Brett</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-brook-10035.htm">Brook</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-caelan-467045.htm">Caelan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-campbell-8155.htm">Camell</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-carroll-116175.htm">Carroll</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-charlie-462665.htm">Charlie</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-chris-462925.htm">Chris</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-clay-1041.htm">Clay</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-corey-1110.htm">Corey</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-dana-6685.htm">Dana</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-dakota-462705.htm">Dakota</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-dale-464775.htm">Dale</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-daryl-467835.htm">Daryl</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-devin-462625.htm">Devin</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-dorian-1376.htm">Dorian</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-drew-1398.htm">Drew</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-eddie-1451.htm">Eddie</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-eli-1495.htm">Eli</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-elliott-1520.htm">Elliott</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-frances-1731.htm">Francs</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-frankie-463535.htm">Franke</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-gabriel-1761.htm">Gabriel</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-glenn-1881.htm">Glenn</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-gray-467025.htm">Gray</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-harper-7165.htm">Harper</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-hayden-462585.htm">Hayden</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-jamie-5805.htm">Jamie</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-jean-466635.htm">Jean</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-jesse-462725.htm">Jesse</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-jordan-462525.htm">Jordan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-jules-2367.htm">Jules</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-julian-462635.htm">Julian</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-kaden-462695.htm">Kaden</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-kelly-5765.htm">Kelly</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-kennedy-5415.htm">Kenney</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-lake-470325.htm">Lake</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-logan-462495.htm">Logan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-max-3120.htm">Max</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-morgan-5245.htm">Morgan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-pat-482035.htm">Pat</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-peyton-5425.htm">Peyton</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-ray-3786.htm">Ray</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-reed-3802.htm">Reed</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-riley-5295.htm">Riley</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-river-464285.htm">River</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-roan-469945.htm">Roan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-rudy-3930.htm">Rudy</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-ryan-3944.htm">Ryan</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-sage-3969.htm">Sage</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-sam-3992.htm">Sam</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-shawn-462825.htm">Shawn</a>, <a href="http://www.babycenter.com/baby-names-sean-462545.htm">Sean</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-stevie-466175.htm">Stevie</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-tanner-462675.htm">Tanner</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-taylor-5185.htm">Taylor</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-toby-463465.htm">Toby</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-tyler-462475.htm">Tyler</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-val-486445.htm">Val</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-west-476515.htm">West</a></p>
</td>
</tr>
<tr><td width="126" valign="top"><p> <a href="http://www.babycenter.com/baby-names-winter-10895.htm">Winter</a></p>
</td>
</tr>
</tbody>
</table>
</div>
<p> </p>
<p>We talked last week about the 6 second CV, well if in that 6 seconds they thought you were the wrong sex would that be an issue? Why do call centers based in India often have people using a false name “Hello my name is Peter…” etc., when clearly it is not. This is because humans are predisposed to racially stereotype based on name also. </p>
<p>I mention all of the above because there is so much in the press about the name of the forthcoming British Royal and it made me think about the associations people have with names and how often I personally have been wrong in my mental picture of a person prior to meeting them. </p>
<p>So to all would be parents out there please think twice before naming you child Chardonnay or Merlot you could be stacking the odds against them from a very early age! </p>
<p>Now lets see if Wills & Kate name the new arrival something quintessentially British! </p>My Best Career Mistaketag:recruitingblogs.com,2013-07-16:502551:BlogPost:17260422013-07-16T20:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://www.recruitingblogs.com/page/human-resources" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557518492?profile=RESIZE_320x320" width="250"></img></a> Taken from the LinkedIn group of the same name I thought it appropriately apt to share on recruitment blogs.</p>
<p>My best career mistake, leaving stockbroking and becoming a recruitment consultant. It’s the age-old cliché that no one leaves university with the intent on becoming a recruitment consultant. Its like a calling, recruitment finds you! I have never heard a child when asked “what do you…</p>
<p><a href="http://www.recruitingblogs.com/page/human-resources" target="_blank"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557518492?profile=RESIZE_320x320" width="250" class="align-right"/></a>Taken from the LinkedIn group of the same name I thought it appropriately apt to share on recruitment blogs.</p>
<p>My best career mistake, leaving stockbroking and becoming a recruitment consultant. It’s the age-old cliché that no one leaves university with the intent on becoming a recruitment consultant. Its like a calling, recruitment finds you! I have never heard a child when asked “what do you want to be when you grow up?” answer a recruitment consultant, and I can hardly blame them. Our chosen profession does not have literal fires to put out or medicine to dispense or allow us to travel in rocket ships to the moon, so it’s very hard to engage the youth that ours is and can be a very sort after service (regardless of the muppets out there that play at being consultants).</p>
<p>So my best mistake was (to my families horror) leaving a well paid job working for a prestigious investment bank to become a recruiter. Fast forward 15 years I get to live in a tax neutral jurisdiction offering HR and recruitment advice to the worlds biggest financial institutions and rounding off the day on the beach. It has also afforded me the luxury of travel, meeting my wife and enjoying everyday what I do. Everyone at the time thought I was crazy luckily they were wrong! Which is why I often tell people to follow their gut instinct, it's so often right.</p>
<p> </p>
<p>What’s your best career mistake? </p>Is your resume 6 seconds worthy?tag:recruitingblogs.com,2013-07-16:502551:BlogPost:17260022013-07-16T16:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p><a href="http://www.recruitingblogs.com/page/job-seekers" target="_blank"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557518370?profile=RESIZE_320x320" width="250" class="align-right"/></a></p>
<p>A great article on LinkedIn this morning which is so true:</p>
<p></p>
<p><a href="http://www.linkedin.com/today/post/article/20130716133441-7668018-is-your-resume-6-second-worthy?trk=tod-home-art-large_0" target="_blank">Is your resume 6 seconds worthy?</a></p>
<p></p>
<p><a href="http://www.recruitingblogs.com/page/job-seekers" target="_blank"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557518370?profile=RESIZE_320x320" width="250" class="align-right"/></a></p>
<p>A great article on LinkedIn this morning which is so true:</p>
<p></p>
<p><a href="http://www.linkedin.com/today/post/article/20130716133441-7668018-is-your-resume-6-second-worthy?trk=tod-home-art-large_0" target="_blank">Is your resume 6 seconds worthy?</a></p>Recruitment Bucket-listtag:recruitingblogs.com,2013-07-15:502551:BlogPost:17254032013-07-15T15:13:57.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557516271?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557516271?profile=original" width="220"></img></a> I was reading an article about “30 things to do before you die” (<a href="http://www.mindbodygreen.com">www.mindbodygreen.com</a>)</p>
<p>I especially liked points 5, 6 10, 17,18 and 30</p>
<ul>
<li>Leave the job you hate</li>
<li>Find your purpose and live it full heartedly</li>
<li>Travel to the place you keep thinking about</li>
<li>Follow your heart</li>
<li>Risk…</li>
</ul>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557516271?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557516271?profile=original" width="220" class="align-left"/></a>I was reading an article about “30 things to do before you die” (<a href="http://www.mindbodygreen.com">www.mindbodygreen.com</a>)</p>
<p>I especially liked points 5, 6 10, 17,18 and 30</p>
<ul>
<li>Leave the job you hate</li>
<li>Find your purpose and live it full heartedly</li>
<li>Travel to the place you keep thinking about</li>
<li>Follow your heart</li>
<li>Risk everything for love</li>
<li>Play with the world</li>
</ul>
<p>So it got me thinking and I decided to ask some candidates “if you had a job bucket-list what would it be?”:</p>
<p>Most of the answers revolved around getting ahead, making a good decision, hiring friends rather than co-workers and earning millions. However there were some more creative thinkers out there who’s answers I could definitely relate to:</p>
<ul>
<li>To build something meaningful</li>
<li>To laugh everyday</li>
<li>To be inspired by those around me</li>
<li>To travel and get paid for it</li>
<li>To be able to look back with no regrets</li>
</ul>
<p> </p>
<p>So with the above in mind what would be on a recruiter’s buckets list? I thought the recruitment boffins here at recruiting blogs might be able to build the ultimate -</p>
<p> </p>
<p align="center">Recruitment Bucket list:</p>
<p align="center"> </p>
<ol>
<li>To be considered an expert in my specialist field</li>
<li>To have my advice sort out</li>
<li>To speak on recruitment and HR matters all over the world (Get paid for travelling ;)</li>
<li>Achieve a Klout score of 100 (lol)</li>
<li>Place people who achieve greatness</li>
<li>Meet someone interesting/inspiring everyday</li>
<li>Inspire/motivate/guide others</li>
<li>Break the comfort zone as much as possible</li>
</ol>
<p> </p>
<p> </p>
<p>Over to you guys……. Happy monday</p>Would you hire these people?tag:recruitingblogs.com,2013-07-05:502551:BlogPost:17211812013-07-05T16:16:42.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p>Inspired answers to interview questions and scenarios taken form the archives of recruitment legend for some Friday fun – now would you hire these people?</p>
<p>1) An interviewee was asked to sell a glass of water that was on the table in front of them. In order to do this they set fire to the bin in the room, which created a need….</p>
<p>2) A nervous 16 year old applying for a position in the Royal Navey when asked the question can you swim ? replied 'why havn't you got enough…</p>
<p></p>
<p>Inspired answers to interview questions and scenarios taken form the archives of recruitment legend for some Friday fun – now would you hire these people?</p>
<p>1) An interviewee was asked to sell a glass of water that was on the table in front of them. In order to do this they set fire to the bin in the room, which created a need….</p>
<p>2) A nervous 16 year old applying for a position in the Royal Navey when asked the question can you swim ? replied 'why havn't you got enough ships !</p>
<p>3) A candidate was asked if there was anything he did not like to do, expecting an answer related to the computer programming position he was applying for. After much debate, he answered, "I don't like to clean my bathtub."</p>
<p>4) “My priorities are to get paid as much as possible for doing as little as possible” ok clearly a no to hire but still felt it needed including as a funny answer!</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557515633?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557515633?profile=original" width="390" class="align-full"/></a></p>
<p></p>
<p>I know we have had some funny interview stories in the past but any other gems for some friday banter? </p>Please add me to your network….really? Tips to get me & others to connect..tag:recruitingblogs.com,2013-07-02:502551:BlogPost:17206402013-07-02T21:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557517120?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557517120?profile=original" width="314"></img></a> I want to get peoples take on this, I try very hard to limit my LinkedIn connections to only people I could pick up the phone to and ask a question. That way if you did really need an introduction to one of my connections I could provide that service for you, should I so choose. I understand LinkedIn’s philosophy of building your network especially so you can find others but…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557517120?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557517120?profile=original" width="314" class="align-left"/></a>I want to get peoples take on this, I try very hard to limit my LinkedIn connections to only people I could pick up the phone to and ask a question. That way if you did really need an introduction to one of my connections I could provide that service for you, should I so choose. I understand LinkedIn’s philosophy of building your network especially so you can find others but I rely on groups I join to have that effect for search purposes. I also spend a lot of money per month having the best LinkedIn account money can buy so I can access and contact the profiles of others should I desire to. </p>
<p>As I am sure happens to most of you, your news feed becomes to big to really glean information from it without spending too much time scrolling through it so why would I accept LinkedIn requests from people I don’t know, to be honest I often decline them. So if you really think I can add value to your network here are a few tips to encourage me to accept!</p>
<p>1) Don’t just send the message – “I would like to add you to my professional network on LinkedIn” – this tells me you are lazy as you could not be bothered to say why. If you read give and take by @adammgrant you will see you are a taker and should be more of a giver! </p>
<p>2) Don’t say we are friend if we are not – tells me your just milking the system</p>
<p>3) Tell me how you came across me, why you think I would be a good person to know as it can work both ways, the recruiter in me will also go hummm maybe there is a role for you….I also like to know how people find me its always good to be visible in our line of work.</p>
<p>4) Tell me why it would be good to know you, do you do something amazing are you really interesting, can you grow a money tree? I know I am being sarcastic here, but really I do love engaging with interesting people. People who are challenging the norm doing great work or leaders in their field will always get an acceptance from me as these are people I will engage with.</p>
<p>5) Be real – if all you think I can do is find you a job in paradise then say just that I respect honesty more thank anything else so if you open with “Hi Chris we don’t know each other but I really want to pay no tax and live in the sun could you point me in the right direction…” I am probably likely to help even if its only providing an introduction or giving you some advice. So be real !</p>
<p></p>
<p>Happy to hear other peoples take on this and how you actually use LinkedIn to help! And happy 4<sup>th</sup> July this week to all our US friends !</p>#SHRM13 - World Record were you there?tag:recruitingblogs.com,2013-06-21:502551:BlogPost:17173442013-06-21T17:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557516158?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557516158?profile=RESIZE_320x320" width="265"></img></a></p>
<p>My first HR conference, and helped set a world record. That’s right the largest gathering of HR Professionals happened this week in Chicago. As a recruiter, speaker and qualified HR professional I decided it was time I make the annual pilgrimage to HR mecca and I have to say I was not disappointed.</p>
<p>15,000 + HR professionals, recruiters, relocation service…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557516158?profile=original" target="_self"><img width="265" src="http://storage.ning.com/topology/rest/1.0/file/get/1557516158?profile=RESIZE_320x320" width="265" class="align-right"/></a></p>
<p>My first HR conference, and helped set a world record. That’s right the largest gathering of HR Professionals happened this week in Chicago. As a recruiter, speaker and qualified HR professional I decided it was time I make the annual pilgrimage to HR mecca and I have to say I was not disappointed.</p>
<p>15,000 + HR professionals, recruiters, relocation service providers, payroll providers, trainers, tax consultants and just about every conceivable service offering to HR was in attendance as well as a speaker line up of over 200 industry professionals including the likes of Hilary Clinton, Dan Pink, Blake Mykoskie and Steve Gilliland.</p>
<p>You might not recognize the last two names but they gave some of the most inspiring, funny and tear jerking presentations I have had the privilege of watching. </p>
<p>Blake Mykoskie is the CEO and founder of TOMS shoes where for every pair of shoes they sell they gift another pair to someone in need. They have also just launched TOMS Glasses where for every pair of glasses they sell again they gift another pair to someone who cant afford them and also pay for operations to restore sight as well. To date they have given out over 10 million pairs of shoes! Simply a remarkable company which aligns its CSR program with their products. </p>
<p>The Second chap Steve Gilliland really struck a chord with me as he spoke on two subjects “how to hide your goat” and “making a difference”. Steve is one of only 200 people inducted into the speakers hall of fame and it is evident why. He has a knack of story telling which is hilarious, poignant and slick that keeps you engaged and wanting more. I didn’t realize I had taken so much away from his talks until afterwards when I found myself thinking about and acting on some of the things he highlighted. </p>
<p>I could pen most of their speeches here for your viewing pleasure but that would loose the impact these speakers had. It would also take away from just how well put together this conference was and I urge you to consider it next year in Orlando as recruiters play a huge part in the HR strategy . The trends that came out at SHRM will no doubt help us tailor our search solutions to meet the demands that are being placed on HR. </p>
<p>Did I mention we also broke a world record, had a private performance by Kelly Clarkson and consumed some of Chicago’s finest food and beverages! See you next year!!! </p>Recruitment Envy?tag:recruitingblogs.com,2013-05-21:502551:BlogPost:17041252013-05-21T01:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557513012?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557513012?profile=original" width="259"></img></a></p>
<p>What makes a recruiter switch firms? I mean really is it just about the possibility of earning more with another firm? Or do all recruiters want to manage large teams and then regions running a big firm? </p>
<p>Some of the most successful recruiters I know have stayed within a firm or started their own firm and really locked down their niche market.</p>
<p>So my…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557513012?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557513012?profile=original" width="259" class="align-center"/></a></p>
<p>What makes a recruiter switch firms? I mean really is it just about the possibility of earning more with another firm? Or do all recruiters want to manage large teams and then regions running a big firm? </p>
<p>Some of the most successful recruiters I know have stayed within a firm or started their own firm and really locked down their niche market.</p>
<p>So my first question is do recruiters move for the same reasons as our candidates?</p>
<p>I would argue that we are just as needy as our candidates and just as fallible when being seduced by another firm, in fact given the amount of moves some recruiters have had I would say we are more susceptible to a better offer than our candidates. But is that offer always better? This is where I say it really has to be something great to get you out!</p>
<p> </p>
<p>Good recruiters build a reputation and that reputation also enhances the brand you are working for. How do you calculate reputational damage to your personal brand when you move? Can you measure client loyalty? Are you sure your clients will move with you? Now obviously if you are unhappy, feeling unloved and underpaid these are all strong motivators, so I am not saying don’t move but if you are a successful recruiter, earning good money and you have been with a firm for a good few years then really why are you moving? Especially if you have a good market, good boss, good clients are you actually going to earn significant multiples somewhere else by moving? Are you really going to be a good manager when you are very good at managing yourself? Out of 5 excellent recruiters I would say only 1 will be a good manager and the top firms recognize this but it is also why they loose allot of excellent recruiters. The top search firms in the world are not run by lots of managers far from it, they have teams of excellent niche recruiters who understand that they want to manage their own desk and get on with being the best in their market. They are called principles or partners and often have benefits packages that far outstrip that of a manager in a big firm.</p>
<p> </p>
<p>So my missive today is to all those recruiters who are being wooed by the rec to rec’s…. Ask yourself do you really want to move to become a manager or do you want to be the best recruiter in the market place….. They are to very different paths each with their own rewards but identifying which one you should be is key and many get it wrong. Some people just want a change and that is also fine but make the change something great not just old for new. Now back to the title of this bumbling missive, don’t envy the competition the grass is not always greener and remember they are salespeople as well, if your good yes they want you but they want you to do exactly what you are doing now! Is that really reason to change?</p>Facebook Failstag:recruitingblogs.com,2013-05-17:502551:BlogPost:17033522013-05-17T19:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Last week I hosted the 10th Annual HR conference at the Ritz Carlton here in Grand Cayman and we invited a </span></p>
<p><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557509494?profile=RESIZE_320x320" width="250"></img> <span style="font-family: 'times new roman', times; font-size: 12pt;">number of international speakers to attend. One of whom was Ryan Kahn, host of MTV's HIRED program (@hired). Ryan spoke very well about the engagement of the Millennial's and it did strike a chord with me that we are…</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">Last week I hosted the 10th Annual HR conference at the Ritz Carlton here in Grand Cayman and we invited a </span></p>
<p><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557509494?profile=RESIZE_320x320" width="250" class="align-right"/><span style="font-family: 'times new roman', times; font-size: 12pt;">number of international speakers to attend. One of whom was Ryan Kahn, host of MTV's HIRED program (@hired). Ryan spoke very well about the engagement of the Millennial's and it did strike a chord with me that we are turning to Facebook and LinkedIN to reference these Millennials more and more. It also occurred to me that companies are rejecting candidates based solely on what they see in an individual picture and very little is done to educate clients about "context" and what is acceptable. Obviously pictures of an incriminating nature ca</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">n only be taken one way, but is drinking or smoking socially acceptable behaviour? Especially as you are looking into someone private life?</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">I did a little experiment earlier today, I randomly picked 10 candidates from our database and "Facebook-ed" them, 7 out of 10 of the profiles were unlocked and all their pictures were accessible. Of that 7, 5 candidates had pictures on their sites that I would not want my future employer to see. They weren't bad or socially vulgar but they showed individuals in states of undress or intoxicated or visiting the playboy mansion etc.. etc... </span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">So although we have done it in the past we now have a corporate policy to advise all candidates on their social profile ensuring that they lock up their accounts so that only friends can see them. I also endorse educating clients not to take things out of context and really ask themselves is the picture reflective of their brand i</span></p>
<p></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">f its out there.... It raises so many questions... especially when some companies are now asking for access to personal facebook accounts! Which again raises many legal issues....</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">So in summary the enclosed picture made me laugh, I found it on Pintrest and it prompted this missive! Happy Friday </span></p>Possibly the best talent attraction video ever!tag:recruitingblogs.com,2012-10-08:502551:BlogPost:16118122012-10-08T15:00:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p></p>
<p>Ok so this is not your norm, BDO have been in business here in the cayman Islands for ten years and they wanted to celebrate with a corporate video. They asked us for our help and we were very surprised when they said they wanted it to be funny! An accountancy firm willing to mock themselves! I know its unheard of especially as they are one of the top ten accountancy firms in the world. But this video goes to show why they have been voted one of the top employers here in Cayman, why…</p>
<p></p>
<p>Ok so this is not your norm, BDO have been in business here in the cayman Islands for ten years and they wanted to celebrate with a corporate video. They asked us for our help and we were very surprised when they said they wanted it to be funny! An accountancy firm willing to mock themselves! I know its unheard of especially as they are one of the top ten accountancy firms in the world. But this video goes to show why they have been voted one of the top employers here in Cayman, why their recruitment brand is strong and why their staff love working for them. They have one of the best retention records and throw some of the best parties (video of that to follow!) but for now I wanted to share our collaboration it was a fantastic team building exercise as well as a very funny piece! </p>
<p>Enjoy!</p>
<p></p>
<p><iframe width="560" height="315" src="http://www.youtube.com/embed/_knvffkunTI?wmode=opaque" frameborder="0"></iframe>
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<p><a href="http://www.cmlor.com/cml-tv/vid/bdo-mockumentary.html"> </a></p>Resigning does not mean falling out with your current employer or does it?tag:recruitingblogs.com,2012-04-13:502551:BlogPost:15438232012-04-13T20:55:23.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p> </p>
<p>There have been a number of articles recently on this topic mainly from the point of view of the person having to resign; I especially like the editorial by Wendy S Goffe on the Forbes website</p>
<p><a href="http://www.forbes.com/sites/deborahljacobs/2012/04/09/how-to-quit-your-job-without-burning-your-bridges/">http://www.forbes.com/sites/deborahljacobs/2012/04/09/how-to-quit-your-job-without-burning-your-bridges/</a></p>
<p>However it does present an atypical response to…</p>
<p> </p>
<p>There have been a number of articles recently on this topic mainly from the point of view of the person having to resign; I especially like the editorial by Wendy S Goffe on the Forbes website</p>
<p><a href="http://www.forbes.com/sites/deborahljacobs/2012/04/09/how-to-quit-your-job-without-burning-your-bridges/">http://www.forbes.com/sites/deborahljacobs/2012/04/09/how-to-quit-your-job-without-burning-your-bridges/</a></p>
<p>However it does present an atypical response to resignation by a naturally cautious person who is a lawyer. There is absolute nothing wrong with this it simply portrays a very methodical and thought out approach to the point of getting legal advice about the resignation, which is to be commended, plus at her level I would see why this would be a good example to follow. But what about those in very different roles and environs, those that can’t afford legal advice, those that want out but like their job and employer but just simply have something better to go to? Do we always burn our bridges when we resign? I would say no, but people are often embarrassed or feel rejected, some employers/ managers often say it feels like being “dumped”. However I would stress that most managers/employers who are close to their staff and care about their wellbeing will know if your time with them is limited. Therefore its not going to be a shock! It’s a little like the anticipation of an “injection/shot” is always worse than the shot itself! It is my opinion that if you take the sting out of the process it can become pleasant and even a learning opportunity.</p>
<p><b>So for the employers</b> – put yourself in the employees position, they are dreading this moment, probably more so if you have a good relationship with them, they are nervous about the unknowns! Like notice periods, pay, references and next steps. Even if you are really disappointed that they are leaving and angry that you have invested time in them, DO NOT BE ANGRY! Be happy for them they have made their decision, otherwise they would not be sat in front of you now! I am not a fan of “buy backs” or convincing someone to stay you are only delaying the inevitable unless you can offer them a different role in a different part of the business, but if that’s the case why didn’t you do that already! So be happy, congratulate them ask where they are going, tell them you will be disappointed to lose them (even if you’re not), you will visibly see them relax, they will be productive throughout their notice period (generally) they will respect your mature and reasoned approach. Moral in the office may even go up as others in the office will hear that you a nice manager. People should not be afraid to resign because if they want to go you need to know why!! They will talk to you openly about their feelings which are nothing but great feedback.</p>
<p><b>For the employee resigning</b> – This is your opportunity to leave a lasting impression of worth, you never know when you will need a reference, or possibly another job (grass isn’t always greener!). Be prepared, tell them where you are going, (you may get garden leave if it is a competitor). Above all be honest and thank them for giving you a job and an opportunity, remember its business but this is where it can be taken personally, so be nice about them and the firm. Be constructive with any criticism and phrase the feedback as your opinions not anyone else’s. Do not let yourself be bought or coached into rescinding you resignation, your card is now marked, progression will be limited as there will always be a question towards you commitment to the organization. Sounds hard but it’s true.</p>
<p>One final piece of advice for anyone resigning – are you 100% sure? If the headline of tomorrow’s newspaper was to read that you had taken this decision would you be happy for everyone to know? If so you have nothing to lose, if not then revisit the reasons you want to move on and evaluate how those issues will be remedied by you new employer. It’s not always about the money! But once you resign your should be committed!</p>Online Video – the new recruitment adverts?tag:recruitingblogs.com,2012-03-14:502551:BlogPost:15299992012-03-14T15:11:51.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557497434?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557497434?profile=RESIZE_1024x1024" width="750"></img></a> Have you heard the statistic that the average person will read the first few lines of an advert or article before flicking onto something else if it does not grab them? However on average someone will watch a 3 minute video even if it doesn’t grab their attention!</p>
<p>So this got me thinking why not start video adverts, to include a corporate profile, information on roles…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557497434?profile=original" target="_self"><img width="750" class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557497434?profile=RESIZE_1024x1024" width="750"/></a>Have you heard the statistic that the average person will read the first few lines of an advert or article before flicking onto something else if it does not grab them? However on average someone will watch a 3 minute video even if it doesn’t grab their attention!</p>
<p>So this got me thinking why not start video adverts, to include a corporate profile, information on roles available, and some info about the location of the role. Would you not be left with the notion that this company was serious about hiring you? You could see the people involved and best of all you would know the job(s) is/are very real. Video also features very highly on google rankings and you can place them on your company website, YouTube, LinkedIn and facebook, simultaneously you can be as creative as you like plus the cost of a good corporate profile is less than the cost of an advert in the FT.</p>
<p>A little while ago CML thought we would do exactly this with a slight twist. We wanted to portray the Cayman Islands to those who know nothing about it, almost like a relocation guide. We then asked clients who were recruiting to let us produce a corporate profile. They did and the response has been brilliant. This was especially successful for BDO who successfully recruited four individuals who had offers at another big 4 firm but chose BDO because they watched their video. See Video - <a href="http://www.cmlor.com/cml-tv/vid/bdo-cayman-islands.html" target="_blank">http://www.cmlor.com/cml-tv/vid/bdo-cayman-islands.html</a> Granted this video is all about working at BDO and if you look at other videos they are not job specific but really there is no reason why they could not be. We set up a production company “CMLTV” in partnership with some talented film school graduates and hey presto we have a platform that has produced over 60 videos in a year. Could the next step be to make adverts job specific?</p>
<p>So what do you think? Could YouTube establish a recruiting channel? We watch adverts all day, but if doing a job search on a job board would it not be good to see a list of job specific video adverts, click on the ones you want to see and apply. Recruitment agencies would get into media and drive another revenue stream to their business. Phantom job posting would be a thing of the past and world peace would be created…. Ok getting a little carried away now but you get my drift…. There is one big downside to this and that is time, it takes time to produce the advert so if companies are in a rush then this could be a factor. However for a business critical hire time should not get in the way of securing the best candidate and as most retainers can average 8 weeks from start to finish I am sure running the video as could be a possibility. If not, then just the corporate profile remains as an attraction tool. Either way having some form of video to promote you as a great employer should in this digital age it’s a pre requisite! In my humble opinion! Please discuss!</p>Have you got "The Fear"?tag:recruitingblogs.com,2012-02-27:502551:BlogPost:15211752012-02-27T17:30:20.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557494933?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557494933?profile=original" width="167"></img></a> No, not the <a href="http://www.lilyallenmusic.com/lily/">Lily Allen</a> song by the same name, but the innate fear of breaking one’s comfort zones following the initial euphoria of being presented with an opportunity to work abroad.</p>
<p>Having completed my second international move (this time to the Cayman Islands), it has struck me just how many people say “Wow, what a…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557494933?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557494933?profile=original" width="167"/></a>No, not the <a href="http://www.lilyallenmusic.com/lily/">Lily Allen</a> song by the same name, but the innate fear of breaking one’s comfort zones following the initial euphoria of being presented with an opportunity to work abroad.</p>
<p>Having completed my second international move (this time to the Cayman Islands), it has struck me just how many people say “Wow, what a great opportunity, I would love to do that”… yet in reality I would say that less than 20% of people would actually see an international move through to conclusion.</p>
<p>This number is not based on guesswork, working in recruitment we see this happen on a daily basis. Virtually 90% of initial calls to candidates asking if they would be interested finish with a “Yes indeed”, only to be followed up with “It’s not the right time” or “the other half doesn’t want to” or “we have Sunday lunch with my parents every week so we couldn’t leave <em>them</em>.” For international companies and recruiters this is a constant obstacle to talent.</p>
<p>So what is this “fear“? The unknown? New start? New friends? Or is it simply too hard? Many of us know and like our routines, the thought of breaking them for something exciting in the sun fills us with images taken from the movies. Of sunsets on a yacht, playing beach volleyball with a harem of good friends and having a BBQ on the beach. Yet most people then think “well actually it’s good here, we have the gym and tax and I know where the library is and surely there can be nothing better than Tesco’s?”. Then thoughts turn to family and even though you have not seen your Nan in weeks, possibly months, how could you possibly go on an overseas adventure? “Of course the money cannot really be as good as here, I’m on a career path, I don’t mind the 50-hour plus weeks and commute into the city”.</p>
<p>I honestly do not understand this irrational behaviour, the only way to really understand if the opportunity is viable is to analyse it like this:</p>
<p>Is the money better? At the end of the day it always comes down to money, the work life balance is only a plus factor but if you’re not better off by moving then the move will never happen. So that’s your first analysis. If you are moving to a tax- free jurisdiction I can say you will almost certainly be better off financially.</p>
<p>Safety, work life balance, services, climate, cost of living etc… Honestly these are all secondary to the first question. If you are moving internationally then chances are you’re moving to a commercial centre that will have thousands of reference points on the internet. Forget them all and ask yourself this “Why are they commercial centres that everyone knows about and if they were bad would anyone live there?” Of course not. Easy answer – join a forum or ask a local expat, you’ll get a warts and all answer. Most employers would encourage this.</p>
<p>If you still can’t break the routine of your daily life and are blind to the fact you might enjoy even a three-year move somewhere else, then I’m afraid you might have “the fear”. As for me I’m off to play some beach volleyball and have a BBQ with some friends and enjoy my tax-free spends…</p>Why Recruitment is like the Oscars!tag:recruitingblogs.com,2012-02-27:502551:BlogPost:15212172012-02-27T13:30:00.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557495201?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557495201?profile=original" width="233"></img></a> I am one of those guys who likes to celebrate achievement. Society today can be too quick to judge something like the Oscars as sycophantic, narcissistic indulgence for the elite. But I disagree, in a world of 24-hour news that makes the heart sink, a night in front of the Oscars can really make you smile, especially now they cut the acceptance speeches right down!</p>
<p>So…</p>
<p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557495201?profile=original"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557495201?profile=original" width="233"/></a>I am one of those guys who likes to celebrate achievement. Society today can be too quick to judge something like the Oscars as sycophantic, narcissistic indulgence for the elite. But I disagree, in a world of 24-hour news that makes the heart sink, a night in front of the Oscars can really make you smile, especially now they cut the acceptance speeches right down!</p>
<p>So following Meryl's 17 nominations it sparked a thought as to how many people take part in a recruitment "production". Please allow for some dramatic license here! But the best part is when a recruitment production goes well, everybody is lauded, everybody gets a clap and sometimes even an award (let's call it commission). Similarly in the movies when a bad production is released it is critiqued and lambasted from every tree top, it is made fun of and sometimes people even walk out mid way through. </p>
<p> </p>
<p>Again back in the recruitment production have you ever thought what like for like awards we could have and just how many awards we could give here are just a few:</p>
<p> </p>
<p>Behind the scenes</p>
<p> </p>
<p>Best Researchers</p>
<p>Best Administrator</p>
<p>Best Data entry</p>
<p>Best Marketing</p>
<p>Best Consultant</p>
<p>Best Manager</p>
<p>Best Director</p>
<p>Best pitch</p>
<p> </p>
<p>Front of house</p>
<p>Best headhunt</p>
<p>Best team move</p>
<p>Best negotiation</p>
<p>Best salary increase</p>
<p>Best new career</p>
<p>Best team building day</p>
<p>Best advert</p>
<p>Best website</p>
<p>Best acceptance</p>
<p>Best foreign assignment</p>
<p>Best candidate</p>
<p>Best employer</p>
<p> </p>
<p>Feel free to add your nominations above and we will start the "feel good" movement of the Recruitments Oscars! Apologies for the ramble but I guess I just want to remember all those who in my recruitments productions have been amazing and continue to inspire, you know who you are. Also I want to thank my mum.... Ok enough now.....music and black out...</p>Social Media Vs Being Socialtag:recruitingblogs.com,2012-02-24:502551:BlogPost:15199812012-02-24T16:25:47.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p>Every article I seem to read at the moment extols the virtues of using social media to network, some to the extreme; I mean really does having 500+ contacts on LinkedIn really help? Does having 500+ facebook friends really get you that job of a lifetime? I would say maybe. Now I would not go as far as Thierry Breton, CEO of Atos who has banned email (<a href="http://www.forbes.com/sites/tykiisel/2011/11/30/ceo-bans-email/">http://www.forbes.com/sites/tykiisel/2011/11/30/ceo-bans-email/</a>)…</p>
<p>Every article I seem to read at the moment extols the virtues of using social media to network, some to the extreme; I mean really does having 500+ contacts on LinkedIn really help? Does having 500+ facebook friends really get you that job of a lifetime? I would say maybe. Now I would not go as far as Thierry Breton, CEO of Atos who has banned email (<a href="http://www.forbes.com/sites/tykiisel/2011/11/30/ceo-bans-email/">http://www.forbes.com/sites/tykiisel/2011/11/30/ceo-bans-email/</a>) , but I do take his point that it has become the norm to communicate simply in text. I spent a few hours recently with our CEO at the Ritz beach party where over 1000 delegates of the IMAC Conference where having their final networking and close party. It really drove home the importance of “face time” verses “text time”. We laughed with many clients (probably helped along by the free bar!), we swapped war stories and generally had a good time.</p>
<p>Now we often do business development meetings, but we also do “E-voidance”, we send clients a touch base email rather than just picking up the phone and saying “let have a catch up over a coffee or even a beer”. As business leaders we have to set the example and as there are so many good places in Cayman to eat and drink I cannot understand why we are not out more often! So to the CML staff – 2012 is the year we stamp out “e-voidance”, drink more coffee and eat out more. I know I am such a hard taskmaster!</p>
<p>In summary today’s blog (written with a small headache) basically says don’t ignore quality face time with clients in favor of becoming a social media guru. I am not going to hire someone I meet on twitter. I am going to hire someone who makes me think, “Ahh yes he/she was at the event last week, they seemed like a really good guy/gal let’s get them in for a meeting”… Social media can only do so much the rest is all about forging relationships and letting people know you’re more than just an online profile!</p>Why job boards will never replace good recruiterstag:recruitingblogs.com,2012-02-23:502551:BlogPost:15199042012-02-23T20:29:39.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p>I have seen many articles written about how companies are using job boards and direct hire methods to cut out the recruiter, and true there are roles that can be hired with little or no interview required (these methods really inspire employee engagement from the outset….not). True you can get a 100 applicants from LinkedIn, or such like, and have the HR administrator or internal recruiter spend a few hours sifting through the CVs, then a few hours more arranging tests, plus a few more…</p>
<p>I have seen many articles written about how companies are using job boards and direct hire methods to cut out the recruiter, and true there are roles that can be hired with little or no interview required (these methods really inspire employee engagement from the outset….not). True you can get a 100 applicants from LinkedIn, or such like, and have the HR administrator or internal recruiter spend a few hours sifting through the CVs, then a few hours more arranging tests, plus a few more hours for the initial screening interviews, oh and just a few more setting up the next stage so that the candidate finally gets in front of the hiring manager….. phew!! </p>
<p>Meanwhile, during the long winded admin process, the hiring manager at your competitor has picked up the phone to his trusted recruiter and has 2 CVs that hit the mark inside of 24hrs. He could interview within 48hrs, put the candidate in front of the board within a week, and make the offer. Now from a candidate perspective which would you prefer? From a hiring manager perspective which would you prefer?</p>
<p>Having surveyed our own candidates many of them said they would not apply to a job on a job board because they never hear anything other than the automated response or when they do hear back it’s been over 2 weeks and they have moved on or become disinterested in the advert they applied for. Many times they didn’t even know which companies they were applying to! Now granted great job adverts on solid job sites, branded by the company, will engage the audience – but how many potential candidates are you missing? So many candidates seem to be giving up on the job boards and simply asking a recruiter to make it easy by providing the introductions to their target companies. There is a lot of “them and us” between job boards, recruiters and employers. It is my belief that in order to get the very best from the talent pool a company has to have an integrated policy that cannot be set by salary level, which the market seems to think is acceptable. For example it’s OK to reach out to search firms for executive hires but not use a job board. Conversely hiring policy suggests that for more junior positions we cannot use recruiters. This just seems absurd, why not take it position by position rather than create a sweeping policy that cuts off certain areas of the available human capital to your organization.</p>
<p> <a href="http://www.cmlor.com/blog/wp-content/uploads/2012/02/Slide11.jpg"><img class="aligncenter size-full wp-image-5218" src="http://www.cmlor.com/blog/wp-content/uploads/2012/02/Slide11.jpg" alt="" height="540" width="720"/></a></p>
<p>In the title I specifically say “good recruiters” which means those that know their market, want a partnership approach and are honest about their deliverables. Often client frustration occurs when a recruiter cannot deliver within the stated timeframe often leaving the hiring manager or board in a workload crisis! Most agencies will already be using job boards as part of their research approach but they are not used in isolation. When combined with headhunting and talent mapping plus the variety of other tools at their disposal, good recruiters will know the market. Why pay an internal resource to repeat work already done by a partner consultancy? Plus we have whole teams dedicated to research, it’s our life blood, so how can an internal resource compete?</p>
<p>Finally, relationships matter: a job board can’t understand the personality required to “fit in”; a job board won’t call you back at 11pm when you’re still in the office swamped in work and need a solution fast; a job board can’t tell fact from fiction; a job board won’t take background references; a job board won’t give you free advice and a job board wont have done all this before you pick up the phone to the recruiter who is already dealing with candidates that you are looking for. Plus job boards cost money regardless of success – when dealing with a contingent recruiter you don’t pay them unless they deliver! Now contingent job board fees, there’s an idea…</p>Recruitment – it’s funny – everyone sees it differently!tag:recruitingblogs.com,2012-02-16:502551:BlogPost:15146562012-02-16T16:12:58.000ZChris Baileyhttps://recruitingblogs.com/profile/ColinDoylend
<p><span class="desc"><br></br></span></p>
<p><span class="desc">A humorous pictorial take on how I think people perceive recruitment across the world!</span></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557494749?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557494749?profile=original" width="720"></img></a></p>
<p>I noticed this trend on some of the social networking sites posting a similar slide about different people/animals and how they're perceived, and thought I could have some fun for our company's blog!…</p>
<p><span class="desc"><br/></span></p>
<p><span class="desc">A humorous pictorial take on how I think people perceive recruitment across the world!</span></p>
<p><a target="_self" href="http://storage.ning.com/topology/rest/1.0/file/get/1557494749?profile=original"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557494749?profile=original" width="720"/></a></p>
<p>I noticed this trend on some of the social networking sites posting a similar slide about different people/animals and how they're perceived, and thought I could have some fun for our company's blog! <a href="http://www.cmlor.com/blog" target="_blank">www.cmlor.com/blog</a></p>
<p></p>
<p>However, I've never posted on RecruitingBlogs.com and thought it would be a perfect introduction! Let me know what you think!</p>
<p></p>
<p>Chris</p>
<p></p>