The high cost of bad recruitment

A few days ago I worked out that I’m now in my twenty sixth year in the recruitment industry and I think that it’s fair to say that I’ve done my fair share of recruiting. And I can tell you with absolute certainty that one of the most costly, time-consuming blunders a business can make is picking the wrong person for the job.


How costly? The industry employment statistics currently estimates that the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. That means a single bad hire with an annual income of £50,000 can equal a potential £15,000 loss for the employer.

On top of the financial cost the loss is compounded by the impact of a bad hire on productivity and team morale. One subpar employee can throw an entire department into disarray. Team members end up investing their own time into training someone who has no future with the company.

One of America’s top CEO’s has estimated that his own bad hires have cost the company well over $100 million. As a consequence of that he now offers new recruits a $2000 bonus to quit after their first week on the job!!

As the search and recruitment firm we’re not in that position but here are a few techniques we believe to be effective in preventing recruitment disasters:

1. Over-prepare: A job candidate isn’t the only one who should prepare before the interview.

When you’re recruiting employees for specific, technical roles, it can be hard to prepare the right interview questions. It’s useful to find an expert in the candidate’s specific field and get some advice on the best questions to ask. This is worth the extra effort, even if it means consulting someone outside your company.

So if you’re recruiting for an IT role, find and talk to an IT person about what makes a good team member. Then, add three specific IT-related questions to your interview. Don’t be afraid to loop back with your expert to get their feedback on the responses.

2. The secretary test: Great collaborators don’t pull rank.

All of the candidates who we invite here to meet us for an assignment are initially met by our team PA. Over the years it always surprises us to find out that a number of the candidates who had been personable and courteous to us were rude to her.

The ability to work well with others is a skill that benefits any workplace. An obvious way to gauge this is to contact the candidate’s references. But, why not take it a step further and dig into a candidate’s social media profiles? Switched on HR departments are already looking through candidates’ Facebook and LinkedIn profiles. I recommend going as far as checking a candidate’s Twitter feed to gain insight. You never know what you might find!

3. The curveball: Hide an unexpected question in the fine print.

We believe that the most effective employees are those who take the time to read the fine print. During one assignment a client mentioned that they write a small, unconventional request into a job application. This can be something as innocuous as, “Please list three websites you visit often.” In their view, candidates who overlook this question or didn’t provide a full answer aren’t worth interviewing.

Why? People tend to be the most alert and thoughtful during this initial stage of the job application process. If they can’t pay attention to details here, how will they perform once they’re on board?

When it comes to recruitment, Steve Jobs once said: "I noticed that the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 or 100 to 1. Given that, you're well advised to go after the cream of the cream. ...A small team of A+ players can run circles around a giant team of B and C players."

How do you find your crème de la crème?

If you would like to discuss how you we can work with you on your key recruitment issues then please contact one of the Directors at www.chestertongray.com

Interviews and some thoughts on how to avoid common pitfalls

Despite the plethora of information out there we are constantly amazed by the number of candidates who are woefully unprepared for their upcoming interview. Talking points rehearsed? Check. Company and interviewer researched? Of course. Answers to tough questions practiced? Naturally. Psychological traits analysed? Sorry? What?

Without knowing it, you communicate your deep psychological beliefs, attitudes and weaknesses every time you open your mouth. My colleagues and I have interviewed hundreds of people who looked stellar on paper, but who exposed their hidden tendencies, issues and mental roadblocks as soon as they spoke.

As I understand it Cognitive Distortions are limiting or weak habits of thinking that are not accurate. Now we all suffer from these occasionally, but when they come to be how we see and interact with the world, they can prevent us from seeing things as they really are, which can limit our growth and success.

If you want to appear confident and project the right attitude then you’ll need to stop leaking negative psychological ticks. So here are a few ideas to help you through the next job interview:

1. Fallacy of Fairness. We feel angry and frustrated because we think we know what is fair, but life and other people won't agree with us.

Example: "I worked hard for my previous employer for three years but was still made redundant."

Here the applicant is angry and frustrated that their efforts were not rewarded when they thought they should have been. The reality may be that the company was forced to downsize because of the current European economy and their firing had nothing to do with the employee's work ethic. This cognitive distortion can come across as sounding whiny or complaining. Think of a six-year-old stomping their feet and proclaiming, "But that's not fair!"

2. Filtering. There is reality and then there is our interpretation of reality. They are always different. With this cognitive distortion, imagine seeing, hearing and experiencing the world through a special filter that highlights negative details and filters out all of the positive details.

Can you see the positive in an otherwise negative situation? This is a critical skill that is attractive to employers. Accept your responsibility for what went wrong, but look for anything that is positive from the event.

3. Control Fallacies. There are two types of control fallacies: Externally controlled and internally controlled. Externally controlled fallacies occur when we view our behaviour and success as something that is beyond our control (i.e., not generated from within but rather from something outside ourselves). In other words, we are helpless victims of fate and happenstance. Externally controlled beliefs sound like excuses. It shows that you have no personal responsibility for your life. Nobody wants to hire someone who constantly says it was bad luck, fate or just not in the cards when something goes wrong (or right!).

The internal control fallacy is the belief that somehow you are responsible for the pain, happiness, failures and successes of everyone around you.

Example: "Because of my involvement, our regional division was number one in sales for the entire company."

If you can back this up with data, this is a powerful statement that is sure to get attention. However, if you don't have the data, this statement is a red flag. It may mean that you are a bit narcissistic, prone to exaggeration or have the tendency to believe that you are personally responsible for the success of others -- all three of which are not what you want to communicate.

4. Always Being Right. We all know this guy (or gal), so please don't let it be you. Being wrong is unacceptable to them, and they will go to any length to demonstrate why they are right (and why you are wrong). While only a rookie will get into a power struggle with an interviewer, this cognitive distortion can come out when you describe your work history or when the conversation touches on your ex-bosses and co-workers.

Admit your mistakes. Own them. Don't minimize them or suggest you don't make any. Nobody wants to hire or work with a know-it-all ... especially when they don't.

5. Polarized Thinking (or "Black & White" Thinking). We are either perfect or we've failed. Like a light switch, it's either on or off -- there is no in between. This cognitive distortion shows a lack of mental flexibility and single-mindedness.

6. Blaming. Here, we hold other people responsible for our pain. It's always someone or something else that is responsible for our problems and mistakes.

It is beyond frustrating to hire someone who does not take responsibility for their actions and choices. Be a breath of fresh air and take responsibility -- at least some of the responsibility.

The fear applicants have is that, if they "own up" to any weaknesses or mistakes, then they won't be looked upon favourably, but the opposite is true.

Naturally, as with all things, there are some caveats about the interview process. Think of it like this -- When a candidate interviews with a company, it's much like a date - both try to impress each other and if all goes well an offer is extended and both work together. More often than not, especially in fields with a very high demand for candidates, many hiring managers will say whatever they can to convince their prospects that they are the "ideal" manager.

I suspect that we’ve lost count of the number of times that we’ve had hiring managers tell us that they are "hands off" managers who turn out to micro-manage their employees; ones who "encourage innovation", but when given new ideas to improve the bottom line, they immediately bristle; or assert they have an "open door policy" but then become tight-lipped when asked questions or hide in meetings to avoid their employees.

Every interview is a challenge, we hope that with some of these thoughts behind you the interview will be less stressful – possibly enjoyable – and improve your success rate along the way.

For more help or advice on interviews please talk with one of our consultants at www.chestertongray.com

Planning ahead; re-writing your CV

The traditional Christmas shut down is now about 5.5 weeks away and after a quiet December the jobs market has historically always picked up in early January. The drivers behind this are two-fold; firstly many companies are now in new financial years and therefore have new budgets to spend and secondly the Christmas period has always been a time when many candidates reflect upon their careers and aspirations resulting in a surge of activity in the New Year.

As a candidate you can wait until your frustrations kick in once you are back at work and update your CV then, you can do it over the holiday period, though I feel sure that there will be too many other distractions and it will be put aside or you can start planning to get ahead of the game now, re-write it and get it out to all the search firms or recruitment companies that you’ve used in the past.

CV’s are marketing documents, so you want yours to portray you in the best light possible. Of course you will read it, re-read it, ask your friends and former housemate, the one with a double first in English, to read it and give their comments on it. I suspect that you will tweak the format until it's just perfect, but the chances are you're still probably making some - if not all - of these errors.

1. Your CV reads like a job description. True, there are similarities, but there are also distinct differences. If you write, "Responsible for sales in the Midlands" that tells me nothing about what you accomplished. It tells me and prospective employers what you should have done, but not what you actually did.

2. There are no numbers on your CV. Numbers bridge corporate cultures. If you write, "Increased revenue," that's a good thing. If you write, "Increased revenue by 25 percent over a three-year period," then that tells us a lot more about what you did. How many people did you supervise? How big was the budget you managed? By what percent did you increase efficiency? How many clients did you have? This tells us so much more and means that your CV will stand out from all those others sitting in the pile.

3. Your formatting only works on your computer. Not everyone uses the same word processing program that you do, meaning your formatting may not translate. Bullet points disappear. Tabs get shifted. Check how your resume appears in Microsoft Word, Open Office, Google Docs and any other common program before you email it. Formatting problems make you look sloppy even if your resume was perfect when you hit send. The other issue is that many companies now use CV scanning systems, which have problems reading boxes on CV’s: keep it text driven.

4. It's too long or too short. No, there isn't a secret, perfect length for a resume. But if you're a new graduate with two full pages, you'll look pretentious. And if you're someone with 15 years of experience with everything crammed onto one page, you'll look like you haven't done anything. Scientists and academics need extra pages for their publications. The point is, you will need to work out what is standard for your industry and your experience. The rough rule of thumb guideline is one page for new grads, two/three pages for experienced employees and extra pages for candidates with numerous publications.

5. You have an objective statement. I have never - and I really do mean this - never ever seen an "objective statement" help someone get the job. We know what your objective is - to get a good job with a great salary in an environment where you can learn and grow and blah, blah, blah. If you have something unique to say, put it in your cover letter. Take it off your CV and fire any “career coach” or CV writing house that tells you to include one.

So, that’s now set you up to attack the job market in the New Year, good luck, it will be a challenge in the current European economic situation, but it can be fun and hopefully it will ultimately be very rewarding for you.

These are the thoughts collated by my colleagues at Chesterton Gray, if you have further points that you think could be added to the list, then as always we would be delighted to hear from you. www.chestertongray.com

The Annual Appraisal.

It is one of those times that no matter how hard you’ve worked and how good you think that you are at your job; the butterflies kick in and rational sentiment can go out the window.


Your annual appraisal might seem like the at-work equivalent of a school report but in reality it's a progress report for both you and your boss.

"A review is an opportunity for the manager to motivate an employee, by recognising their good work and redirecting their efforts and energy if necessary," says Brian Poggi, author of "I Am Not Average: How to Succeed in your Performance Review." He has conducted hundreds of performance reviews during his time in corporate America, which includes stints at GE and Polaroid.


Here are six things Poggi says you should never say during your appraisal. They can damage not only your review, but also your career:


Nothing at all

If you fail to prepare for your review (by not giving yourself a self-review and anticipating questions or concerns), you should be prepared to fail, as the saying goes. "It communicates that you don't see this as an important event, and that signals that you may not be a competent employee," says Poggi. If you have some talking points ready (perhaps things that would help you do your job better), there will be a natural give and take of ideas -- particularly important if you are anticipating criticism.


How did I do?

"By asking this question you're inviting a critique, and while you may get some positive [input], you're leading them down a less-than-optimum view of your performance," Poggi says. Your boss will share his or her concerns -- you don't have to draw their attention straight there.


What can I do better?

Again, a relatively vague statement like this not only invites criticism, but also shows that you haven't really prepared or aren't self-aware. "Instead, say, 'These are some things I'd like to work on,'" says Poggi. He adds: "Rather than ask [about your faults], present how you can make your job more productive and the company a better place."


Can I have a pay rise?

Poggi says simply asking for a rise because you have been at the company for X number of years will get you nowhere. On the other hand, the review is a prime time to prove your worth -- which lays the groundwork for that salary conversation. "Your boss probably has several direct reports and there is no way he will remember all the great things you've done," says Poggi. "Many employees think if they keep their heads down they'll be rewarded. It's great in theory, but it doesn't work."


I'll do better

If you do get criticism, ask for further explanation or an example of what you can do to improve. "If they say, for example, you need to work better on a team with others, say 'Can you give me an example of how I can do that better?'" Poggi says. This shows you're interested, and gives you a clearer idea of what success in this area looks like to your supervisor.


I'm bored

If you're bored with your current position, outline your successes -- and then point out other areas where you could add value in a specific, new way. But don't mention giving up other responsibilities to focus on more challenging or interesting stuff just yet. "You want to come across as wanting more, not wanting to wash your hands of something," says Poggi.


So there you have it. A few simple thoughts on how to manage what might be a difficult and stressful situation and ways to turn it to your advantage.


If you have thoughts from either side of the annual appraisal table then we would be pleased to hear from you. www.chestertongray.com

Voicemail; love it or loathe it, we’ve all used it.

One of the foremost places that technology has transformed the basics of business etiquette is in the realms of communication. But there are few things that wind people up more than voicemail. Are there rules around the proper use of it? In fact, is voicemail acceptable at all anymore?


Considering I spend a sizeable portion of my life talking to people on the ‘phone you would have thought that by now I’d be a dab hand at leaving concise factual messages. But far from it. I know that occasionally I ramble and worse still I know that on certain occasions I am going to ramble when I have to leave a message!


The whole disaster that is voicemail hit home recently when I was interviewing and had switched the ‘phone to silent. After the interview I listened to the message from a candidate which went on and on and on, singularly failing to tell me who he was right until the end of the message, or even the gist of why he was calling me.


When I finally returned to my desk, I couldn't bear the thought of wasting another five minutes wading through the long, rambling message to find the candidate's name, email, and phone. So, after a short mental debate, I just deleted the message.


He could have left a short message with the pertinent details right up front. Even better, he could have simply emailed me, or at the very least followed up the call with a mail that contained the details I cared about. As a result he’s missed out and will probably do so again in the future unless he learns to present himself better.


I think my reaction was reasonable; in today's fast paced business world, I no longer have time to waste listening to voicemail, teasing out valuable details, and transcribing it onto paper myself. But what do you think? Is there a place for voicemail in the office anymore? If so, what are the rules of the phone that one should follow?

Here are my top five rules:

• Don't leave voicemail. It's fine to call and try to reach someone when they’re in the office, but if they're not available, skip the voicemail and leave an email, which is easier to scan for important details.

• Don't even call. If they’re not in the office, first try instant messaging. It's less intrusive, as it can be ignored if the person is busy.

• If you've decided to ignore my first two rules, keep it short. Voicemail is not the place for long narratives. If your message is more than a minute long, you're doing it wrong.

• The first words out of your mouth after the beep should be who you are, how you can be reached, and what you need. Once you're done with that, feel free to leave a little more context.

• Don't leave voicemail.

I’m quite prepared to be told that in fact I’ve got it all wrong and that voicemail is the singular most important office tool. If that’s the case drop me an email, not a voicemail, and tell me why I’m wrong!

If you would like to talk with one of the Directors or Consultants then please feel free to contact us as www.chestertongray.com

Interview preparation & how to be on the ball

As we approach the traditional summer break I thought that I would put a few thoughts together for the post holiday’s blues return to work. Over the last twenty plus years that I’ve been recruiting it has almost always signalled an upsurge in candidates hitting the market and clients finally recruiting after months of inertia. There are 1001 subjects that I could write on but few are more important than that face to face meeting; the interview

Before you walk into a job interview, you want to give yourself every opportunity to show yourself at your very best. Here are six things to do in the hours and minutes before your meeting:

Eat brain food

Put down the doughnut, the Danish pastry, anything sweet -- it'll just leave you susceptible to an energy crash during your big moment. Instead, fill up on meals and snacks that will sustain you and won't leave your stomach growling mid-question. Just as in everyday life you should eat meals that are low on the glycemic index and combine carbohydrates, fats and proteins. There is a huge quantity of research that has showed that proven brain food includes fish, blueberries, spinach, nuts and vegetable.

Warm up your mind

You want to be firing on all cylinders by the time your interview begins. If your meeting is first thing in the morning, consider doing the crossword or Sudoku while you're already stoking your brain cells with coffee. It's a great way to get into the problem-solving mode.

Get handy with deodorant

Sweaty palms leave a soggy first impression and just feeling yourself melting down can cause you to lose focus. Over the years I’ve met many a candidate who occasionally gets sweaty palms under stress, and the best tip that I was given was to rub a dab of unscented deodorant on your palms.

Call a positive pal

Please don't spend time with someone who always thinks that the glass is half empty, who tends to discourage you or makes you nervous, instead, call Mr/Mrs Positive - a friend, partner, mentor or even a relative -- who can give you a last-minute boost. It will work wonders for your attitude when you walk into meet your interviewer.

Put away your notes an hour before

Many candidates have a tendency to rehearse talking points in the car or taxi ride on the way to an interview. But preparing up until the very last second can backfire. Don't over-practice, you don't want to memorise your answers. You have to be genuine and spontaneous.

Take a quiet moment

Before you enter the office where your meeting will take place, try to briefly clear your head. Find a quiet place near your interview - a church, a library or a far corner of a hotel lobby - take a deep breath and try to calm yourself. By doing so you'll enter your interview prepared and on the ball.

If you have an interview, then good luck and let us know if you tried any of these tips and if they worked. If not, what tips have you used that work?

As ever, the team welcome your thoughts at www.chestertongray.com

Simple steps to achieve your objectives

If there was a shortcut to success, would you want it? A strategy to follow that would help you get what you want in the most efficient and effective way possible?

Most normal people have a limited number of hours in the day and a limited amount of energy to get what you need to get accomplished, while at the same time going after your bigger goals.

Reading the autobiographies of successful business people and politicians, it becomes clear that they have all adopted broadly similar strategies, of which these tend to be the key four:

1. Know your desired outcome. When you use your car's sat nav, do you type in all of the addresses you don't want to go to or just the one where you do want to go? Clearly, it is critical to know your desired outcome. What do you want to achieve? What are you going after? Now is not the time to be casual, vague. Imagine you've rubbed the magic lamp and you get one shot at requesting what you want. Be clear and be specific.

2. Take action. Get started. Simply do something -- anything, really. Don't fall into the trap of having to know the best action to take to get started because this will cause delay. In fact, it's the excuse far too many use so they don't have to get started.

3. Focus on feedback. Remember the games that you played as a child? What if you only played them and never moved on? You'd never know if you were getting closer or farther away from the prize. If you try to analyse every conceivable next step, you'll never know if your path is leading you closer or farther away. Taking action is how you get feedback. Take the step, because even if you are wrong, that will give you valuable feedback so you can adjust your approach in the future.

4. Be flexible. If you notice your actions are not leading you to your desired outcome (or maybe not as quickly as you wish), then you have to be flexible in your approach. It's not enough to just notice what you are doing isn't working; you have to shift your strategy. Stop, turn, and take a step in a different direction until you get closer to your outcome even if you've invested a lot of time and energy in your previous moves.

It really doesn’t matter what you’re doing, whether it’s in your business or personal life, if you keep to these four steps then they will help you achieve your goals faster and more efficiently.

Please feel free to let us know your thoughts or whether you feel that there are other traits that should supersede these four. www.chestertongray.com

The 10% fee and why it doesn’t work.

Year after year, in challenging economic times, the mantra of cost down is bashed out across almost every business stream and the recruitment world is not immune from it. Those of us who have been around the block once or twice understand the need for businesses to cut costs but also see the number of times that it can actually do you a disservice.

In my best Max Bygraves; let me tell you a story.

Three years ago I won my first retained assignment from a client that I had been pursuing on and off for a couple of years. Good job and an interesting assignment to get my teeth into. As I approached finalising the shortlist they signed off a second role at a slightly reduced fee. I’ve no problem with as it makes sense, so much so that in fact I filled both roles and they recruited a third from the first shortlist. Hurrah!

However, last year as the sector tightened HR & Procurement decided to implement a European PSL and would only work with agencies/recruitment firms/search firms that would agree 10% success only fees.

I declined.

In December they signed off six roles in a new division which went out to their preferred agencies. Much to their surprise eight weeks later they hadn’t received a CV, let alone interviewed a candidate and senior management were jumping up and down on the line managers because the roles were still empty and the projects now really needed the staff.

So why has this situation happened?

Rightly or wrongly recruitment is seen as an overhead cost rather than an investment, with little or no understanding from the procurement and HR teams as to how the agencies operate.

The consultants in the agencies lead very regimented lives in the way that they work and are very heavily revenue targeted, which is why there is such a high turnover of staff in agencies.

Once you send them the 10% fee based job description they will work on it briefly until another client (maybe only hours later) asks them to work on a role with a 20% or more fee, so day by day your role slips remorselessly down the pecking order until quite frankly you’re forgotten in the desire to produce revenue and not be fired takes over. And then there is the other side of the equation. Let’s say that by chance the consultant does find a candidate who matches your brief; are you going to see the CV? Well not necessarily no. Why? Because the consultant’s manager will ask where the consultant is going to send “send out” the CV to and once again the need to satisfy revenue demands takes priority. The manager will ‘encourage’ the consultant to service the 20%+ fee clients rather than the 10% fee client.

Result? Eight weeks later the vacancy still hasn’t be serviced.

To return to my client: Eventually I agreed a 20% fee and in one month had the first three roles in order of priority at offer stage with a one role/one candidate success rate and yes they’re still waiting to hear from their agencies!

Not having people in place for key roles is as every bit, or more, expensive on the bottom lines as paying for the right recruitment firm to find those people.
Invest in expertise and specialist knowledge and it will deliver accordingly.

If you would like to talk with a Director or Consultant about how we can work with you then please contact us at www.chestertongray.com

Why You Should Stop Being a Wimp

Have you ever met a truly successful wimp?

I didn't think so. Somewhere out there you might find a wealthy wimp, but having money doesn't necessarily mean success. (And not having money doesn't necessarily mean failure.)

Who succeeds in the business world? It's not the person that sits back and doesn't take any chances.

Business owners cannot build their businesses by being wimpy. They take financial and personal risks. They evaluate the market and see what services are missing and try to jump in there or they think that they can do a better job than the people already out there. Sometimes (frequently) they commit themselves to pay other people's salaries before they know for sure if they'll bring in enough income to pay their own.

Successful sales people have to go out every day and risk rejection in order to sell their products. You cannot sit at home (or at your desk) and expect customers to call. If you are easily upset at being told no, you won't be successful in this area.

Senior Directors didn't get there by keeping their head down and doing precisely what their bosses asked of them. They looked for new opportunities. They suggested new paths for the business. They made decisions that perhaps the rest of us wouldn't make, because others might think they are stupid. They didn't go home at night and complain that they weren't being promoted. They asked for promotions, spoke up in meetings, and put themselves in the path of rejection every day.

Creative geniuses didn't achieve genius status just be drawing one picture, designing one ad campaign or auditioning for one play. They succeed because they recognise that they have something to offer and they do not give up. They show their portfolios. They attend audition after audition. They seek out feedback, teachers and mentors to show them where their mistakes are and what they can do better.

A lot of us have some traits that reflect a little of the wimpy side. It's much easier to take the safe path. And, honestly, there's nothing wrong with being safe. But just as being safe reduces your risk of failure, it also reduces your risk of success.

Now, this isn't advice to go in to your boss and announce loudly that you quit because someone told you to. It isn't advice to be irrational. It isn't license to be rude. Wimps are rude. Strong people are politely firm. You must think through your plans--you must have plans in the first place. But it is advice to take your risks where there is potential for payoff. It is advice to speak up in a meeting. It is advice to work extremely hard and then ask your boss for the recognition you deserve.

In short, stop being a wimp.

www.chestertongray.com

Signs you're burnt out -- and what to do about it

As we approach the end of the first quarter of the year a recent conversation about the “desperate need” for a holiday made us re-appraise how we view our work. There are a number of warning signs that you are burning out on your business or your job:

1. You see weekends and holidays as R & R. If you look forward to a holiday because you want to do nothing and just veg out... you're burned out. Time off should be fun, adventurous, stimulating -- we all have chores to do, but if all you can think about is sitting on the couch and escaping from the grind you need to make changes.

What to do: Plan something for this weekend. anything; just make sure it's active. Go for a ramble or go cycling. Go to the cinema or the theatre. Do something you normally don't do. Don't worry about the household stuff, because an uncluttered mind beats an uncluttered home any day. Then try to plan (yes, plan) at least one thing you'll do each day just for yourself. Every day is the same when you have nothing to look forward to. Sameness is the mother of burnout.

2. You leave work thinking, "That is all I can handle today." We all have to go home at some point (even if "home" means walking up a flight of stairs.) But how you leave work means everything: If you leave because you've reached your limit then you allow too many headaches, problems, and crises to occur on a regular basis.

What to do: Save one fun thing and do it just before you leave work. If you run a business, choose something gratifying: Checking daily receipts, reading online feedback (hopefully positive), chatting briefly with employees, planning your next move... always leave on a positive note. The same applies if you work for someone else. Never save the tough stuff for last; how you leave work sets up your next day.

3. When you're home you think about work -- but not in a good way. We all take work home with us, even if only in our minds. What do you think about? Do you worry about what might go wrong? Do you dwell on interpersonal conflicts or the lack of opportunity? Some aspects of work are fun; the key is to think about them.

What to do: Don't wait for someone else to help you find the fun in what you do. Think of something you want to do differently. Then whenever you think about work force yourself to think about what you want to do instead of what you have to do. The "have to" stuff will find you whether you think about it or not; you are the only person you can rely on to find and do the stuff you want to do.

4. You hire or promote just about anyone. Hiring or promoting an employee should be just as exciting for you as it is for them. Think about it: You get new skills, new attitudes, new points of view... you get to leverage the skills and experience of others. Pretty cool, right? Not if you're burned out; then you see every new employee as a warm body and every promotion as an open slot filled.

What to do: After you select the best candidate, take a few minutes to reflect on why you chose them. Pay particular attention to the specific skills that put them over the top -- that's what you should seize on first. If an employee is great with people, have them start by repairing damaged or neglected customer relationships. You hired or promoted them for a reason; turn them loose! Your business wins, and so does your attitude.

5. You've stopped thinking about winning. Face it. We all try to win. We all want to succeed, to get promoted, to build a bigger business... we're all competitive to some degree. If you've stopped thinking about the next level then mentally you're stuck in a rut -- and your career is stuck, too.

What to do: Take a step back and think about what you once wanted to accomplish. Are those goals still realistic? If not, create new goals and targets. If there truly is no way "up" for you in your current business or profession it's probably time to move on, painful as that may be. But be objective: The "ceiling" you perceive is rarely impenetrable, only seeming that way because you've given up. Don't.

6. You think everyone else has it easy. Perspective is the first casualty of burnout. Lose perspective and you think the people around you get all the opportunities or the businesses around you get all the breaks. Deep inside you know that's not true, but you let yourself dwell in "woe is me land" because to accept that others have it just as rough -- and yet somehow are succeeding -- means the problem is you.

What to do: Accept the problem is you -- not in a depressing way but in a liberating way. Accepting that you are the problem instantly gives you control to find a solution. (When everyone else is to blame, what can you do?) Everyone has it rough. Everyone struggles. Everyone is impacted by forces outside their control. No problem: What will you do about it? No one has it easy, but people who accept responsibility for their future have it a lot easier than those who don't. You're in charge -- and that's a good thing.

Hopefully these thoughts will help you over the next few months and give you fresh impetus.

The Three Types of Multi-taskers

It is an alleged well known fact that men cannot multi-task, or can they? But in this age when we all have to buckle down and do more roles as departments become leaner, the question is: What kind of multi-tasker are you?

"Bleary-eyed," might seem like the most obvious answer, and for many who juggle multiple roles, it's no doubt true. But a study by Montreal's Concordia University and University of Toronto finds that there are actually three distinct types of multi-taskers and that some styles are definitely healthier than others.

The Universities studied people who had three hats to wear: student, employee, and family member. How did they cope? It appears in three ways:

Problem solvers.
This group face the problems of juggling multiple roles head-on, but, ironically, their can-do attitude can eventually get them into trouble. Problem solvers are great planners, but often fail to realise that even the best planning isn't going to create more hours in the day. They often have trouble accepting the fact that if they keep trying to do it all, they'll eventually burn out. The researchers say it's better to admit at the outset that energy and time are finite, and that things are going to slip through the cracks no matter what.

Talkers.
So-called talkers use venting, complaining and commiseration to help them deal with the stresses of multiple roles. As in the other two styles, this comes with both positives and negatives. On the positive side, talking to family and friends can result in new ideas about how to get things done and encourage other folks to lend a hand when possible. On the negative side, it's very easy for commiseration to become an end in itself, reinforcing feelings of hopelessness and eating up way too much time.

Avoiders.
These folks are in denial, and it's hard to blame them. They cut back on stress by trying to avoid it, and often resort to bad habits-sleeping too much, drinking too much, using drugs-to keep them from thinking about the stress they're under. Yet this 'type' has something to teach the others, too. Everyone who juggles multiple roles needs a break now and then, and healthy diversions are much-needed.

How to Cope
The study went on to give some advice for multi-taskers:
• Find areas where you can do double duty. Is there work-related projects that could also earn you class credit? If you're looking after an elderly relative, bring your own kids along and ask them to cook dinner.
• Talk to your employer about flexible work arrangements, even if they're only temporary.
• Give yourself a break. Dodge the stress, at least for a short time, with a small indulgence - even if it's only watching a favourite TV show.
• Let things slide. The house is going to get dirty. There's no use fighting it.

So there according to the Universities we have it. What do you think is the best way to deal with the conflicting, constant, and overlapping demands of being a spouse, parent, student, employee maybe all at once?

Answers and thoughts, as ever, to the team at www.chestertongray.com

The Eeyore Candidate

During a recent assignment we were interviewing candidates for a position that had been open for months and it felt like we were never going to find the right candidate who. That was until we found the perfect CV.

Before redundancy the candidate had a proven track record and had worked for some major companies in the right sector. Without any hesitation, we set up an interview and I was certain that as long as they showed up and were breathing, they’d get the job.

A week later it was time for the interview and I went to the reception where I saw two candidates waiting. One was sharply dressed and exuded confidence. The other looked like they had slept in their suit. Considering the importance of the role, the smart candidate had to be mine. I walked up and introduced myself, but a small, quiet voice behind me in the scruffy suit corrected me and introduced themselves as my candidate

What followed was the longest and most boring interview of my life. We gave them every possible opportunity to impress us, but every question was answered in a ho-hum tone and it became apparent that they weren’t all they seemed to be. Needless to say we didn’t include them on the shortlist but they definitely left an impression on me. We described them as Eeyore, the depressed donkey from “Winnie the Pooh.”

I understand that being unemployed and looking for work can turn even the best of us into an Eeyore, but keep in mind that Eeyores don’t get jobs.

If you think you might be an Eeyore candidate, try these 10 tips…
1) Surround yourself with positive peopleIdeally everyone you come across will be supportive of your job search, but some people’s idea of support is actually detrimental to your success. You will come across people that make up excuses for you, like “The job market just sucks right now. It’s not your fault.” Try to distance yourself from these people. While they are trying to help, their “solutions” will only keep you down. Instead, if you have friends, family, and colleagues who say things like “I know you can do it,” or “Keep it up!” or do things like e-mail you jobs to apply to, keep these people close. Their support is positive, and being around them will give you a more positive outlook.

2) Don’t take it personallyThe most amazing job seekers will encounter rejection from time to time. Most of the time, the reason for rejection has nothing to do with you anyway. The reason you don’t get the job or don’t even get an interview might be because of budgeting, internal candidates, or a complete revamp of the company or department you’re applying to. Don’t focus on things you can’t control. Focus on yourself and your abilities.

3) Tell yourself you’re hirable
If you’ve worked at least one day in your life, then you must have some hirable skills. You are good enough to get a job, but no one will hire you if you don’t think you deserve it. And besides, beating yourself up every day gets downright exhausting.

4) Practice interviewing
There’s nothing as depressing as completely blowing an interview. There’s one easy way to combat this: practice the interview. Most recruitment people will ask the same questions over and over again. You can find articles and books online of standard interview questions. One word of caution though: a successful interview isn’t just about being able to answer the questions. It’s about how you answer the questions. Practice how you will answer the questions you anticipate being asked. Set up a mock interview with a friend, a recruiter, or even your other half. Acting out the scenario in a friendly setting will help you prepare for the real deal.

5) Get out of the house
When you’re looking for a job, your job search should be one of your top priorities, but it should not be your only priority. You can only sit in front of your computer and send out CV’s for so long before you get cabin fever. Getting out of the house is okay. Reward yourself for your hard work by going out for a walk or a treat of some sort. Just getting outside, being around other people, and being in sunlight will have a dramatic effect on your outlook.

6) Network
Find some professional networking groups in your area or in your industry. Many of them may even have events that cater to people who are “in transition.” The people you meet at these events may be able to give you advice on how to be an effective job-seeker and may even point you in the direction of companies that are hiring.

7) Set small, achievable goals
It’s great to start with the end in mind, but don’t let the end be your one and only goal. If you wake up every day of your job search thinking, “Today is the day I get the job,” the fact of the matter is that you will fail from achieving your goal every day except for the very last day of your job search. That feeling of failure isn’t exactly motivating. Focus on the smaller steps you need to help get you there. Tell yourself, “I will apply to 15 jobs today,” or “I’ll RSVP for two networking events today.” These are small, achievable, attainable goals, and you will feel good about yourself when you cross them off your daily to-do list.

8) Go shopping and give yourself a job seeker makeover
As I commented at the start; Clothes definitely make the man (or woman), so take some time to go shopping for a new interview outfit if necessary. Apparently the act of shopping makes you temporarily happier!! Investing in a new outfit that makes you look like a success will also make you act like a success. When you like the way you look, you will exude the confidence, happiness, and positivity that Eeyore candidates lack.

9) If it’s really serious, then get serious help
Being unemployed, especially for a long period of time, can easily lead to a serious depression problem. If you notice any depression warning signs over an extended period of time, such as having difficulty getting out of bed every morning or heightened alcohol consumption, go to your doctor right away and get help. Your job search is important, but your mental health should always be your top priority. Also, if you are clinically depressed and not getting proper treatment, your depression will be a major hindrance to your job search. Take care of yourself and everything else will fall into place.

So let’s look forward to a positive year and make sure that it’s the one where we all achieve our objectives.

www.chestertongray.com

What's better than a salary?

No, this isn't an eyeball-catching headline to get you to click. There is a strong train of thought that says that if you spend your career solely focused on salary, you'll lose out in the long run.

Times are hard and your salary pays the monthly bills. But if that's your primary job criteria, there’s a good chance that you'll never get ahead of the game and you'll be living hand to mouth your entire life.

Then there’ll be the nagging feeling that so many people are doing better than you. I'm not saying money doesn't matter. The goal here is to achieve financial success, enjoy the process, and feel good about the result.

However, when it comes to your career, you need to look at the big picture. If your focus is too myopic or narrow, you won't achieve big things. A higher salary doesn't trump working at a company with greater opportunity for promotion to the next level. Does it?

This isn’t made up, it’s serious stuff culled from a number of professionals who have been giving career advice that works in the real working world. With that in mind, let’s look at the issues.

10 Things More Important Than Your Salary

1. Your goals. Yogi Berra said, "If you don't know where you're going, you may not get there." He was right. You need to have goals and a plan. You can (and should) revise them anytime, but you need to have them and focus on them. If you're smart, opportunistic, adaptable, and work hard, you'll achieve great things ... including financial success.

2. Loving what you do. Steve Jobs commented "Your time is limited, so don't waste it living someone else's life. You have to trust that the dots will somehow connect in your future. This approach has never let me down, and it has made all the difference in my life. The only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle."

3. The company you work for. There is one common secret to career success that’s mentioned by many. Think of every company as a possible spaceship to the moon. You've got to get on the ship, but if the ship can't get you there, what's the point? Work for a winning company where you'll have room to advance or an entrepreneurial company where you can wear lots of hats. You have choices. Exercise them.

4. How opportunistic you are. Given the choice between skill at negotiating a fat package and being adept at creating your own opportunities and making your own luck, most would choose the latter.

5. How hard you work. These days it's more popular to talk about working smart than working hard. You need to do both. Success does not come without hard work. You need to be willing to do whatever it takes to achieve your goals.

6. Your attitude. If you believe that you earn everything you get, are willing to work your socks off to get that promotion, and have a can-do attitude no matter what's thrown at you, then that promotion is yours, guaranteed.

7. Making an impact on the business. Business is about business, and the closer you get to making a real impact on the business, the more valuable you'll be to the company, the more opportunities for growth and advancement you'll have, and the more money you'll make.

8. Opportunity to get out and network. If you're locked away behind a desk after day, your opportunities are limited. But a job where you can get out into the industry and network and shake the right hands is like gold to a young up-and-comer. In terms of future opportunity, it's worth far more than a fat paycheque.

9. Equity ownership. In my experience, your salary pays the mortgage and bills and they have a funny way of rising to meet your salary. Equity, on the other hand, is a potential windfall that, by definition, you absolutely cannot count on until it's liquid. It also adds an element of diversity to your income since it's based on the whole company's performance, not just yours.

10. Pay for performance. Salary is only part of the compensation picture. If you're aggressive and believe in yourself, you can benefit more from a healthy, well-structured, and somewhat open-ended bonus plan where your goals are clear and achievable and you can knock them out of the park.

It is our belief that if you focus on these 10 things instead of purely on your salary, you'll do far better in the long run. Especially financially.

One final thought. If you're challenged, gratified, engaged, like your boss, have better benefits, flexible conditions, etc., you'll be happier and perform better in the long run. That goes without saying, doesn’t it?

As ever, thoughts and comments are welcome. http://www.chestertongray.com

How to leave the office at 5pm

Over the twenty odd years that I’ve been in (allegedly gainful) employment the culture of hours worked has changed markedly. The 80’s with its booming yuppie years accelerated the acceptance, or should that be expectation, that you were in before the first light of dawn and if at all possible were the last person to leave at night. In many cases changing the mindset of management has been part and parcel of changing a business’s culture and through some very high profile law suits and heart attacks the business world finally realised that the work life balance of its employees was an integral part of its success or failure.

Talking to the number of candidates that we do it is plain that every morning they set a goal to leave the office in time to spend the evening hanging out with their family and friends. And every evening around 5 or 6pm, they look at the pile of work that’s still outstanding and realise it's not happening. Again!

But before you settle for another late night of takeaway’s and furious family members, think about this: many people actually do manage to have both fulfilling careers and fulfilling home lives. What do they know? From all of our interviews I've realised that these successful people adopt a few key tactics for shutting down their pc at the end of the day and leaving the office:

1. Realise you can leave before everything's done. In our rapid-fire age, email, requests for assistance, calls and meetings can fill all available space. If you aim to go home with a zero inbox, you will almost certainly never go home. Work will always be there and will take whatever time you give it. So give it less time. We all have a point of diminishing returns.

2. Split your hours. Leaving the office at 5pm doesn't mean you need to be done for the night. Try going home, spending time with your family or pursuing other personal projects, and then if you must work from home, fire up your laptop later in the evening for another hour or two. You'll probably be refreshed enough to solve problems that would have taken you until 8:30 if you'd stayed put.

3. Do a 4pm triage. If the to-do list for the day that you created first thing has been too ambitious, you'll probably realise, by mid-afternoon, that it can't all happen by 5pm. So at 4pm, go through and rank the most important tasks. If you knew that the electricity was going to go off in your office at 5pm, rendering more work impossible, what would you do before then? Do those things. Then stop. Pick up the to-do list again when you do your evening session or better still, the next morning. Who knows, maybe some of the problems will have solved themselves in the night!

If you have some better thoughts and ideas on how to ensure that you’re not stuck in the office until midnight, the team at Chesterton Gray is always keen to hear from you.

5 Things you should never say in a job interview

Sometimes it feels as though I’m stuck in Groundhog Day where everyday, or an event, is a repeat of a previous one. Earlier this week I overheard a colleague having to explain a few basic interviews techniques to a candidate who has changed jobs several times before but who plainly felt the need for guidance and reassurance.

We all know that job interviews are never easy and they’re especially stressful when opportunities are so few and far between, as they are at the moment with the European economy going through its travails.

When you have at last secured an interview, the single most important thing you can do is prepare and practice, by doing both a run-through with a savvy friend, and then doing a self-review. This practice should help settle your nerves and help you work on weaknesses. So, on the back of some surreptitious eavesdropping here are 5 things never to say to the line or recruiting manager:

1. Something they’ve heard a million times before
Some people just love interviewing others and spurring them to be creative and compelling in their answers. Others ask the same dull questions they’ve been asking for years. Whether your interviewer is inspiring or barely conscious, you’ll need to come up with new answers to what are likely old questions. Never be cliché. For instance, don’t tell the interviewer you are a people person. Prepare and practice your talking points prior, and you’ll be less likely to rely on stock answers.

2. A request for any kind of concessions
You can’t do overtime because your children’s day care finishes at 5. You’d like to work from home part-time because you have a new puppy. You need an ergonomically-sound mouse and phone set-up. You’re not so into working on weekends, holidays, or your birthday. Especially in a first interview, you want them to want you — badly. Once they do, you can then ask for what you want, which includes specific questions about salary, benefits, or holiday time.

3. Anything that shows you’re over or under ambitious
Inevitably you will be asked the question “Where do you see yourself in 5 years?” A question which can make certain candidates answer too honestly (”I have no idea!”) or show their true colours (”Hopefully, in your job…haha…”). Helping you find your true passion isn’t really their problem, and the fact that you want to advance ASAP can also raise concerns that you’ll jump ship quickly.

4. Anything negative
You probably know better than to criticise your former boss. But you should be positive throughout the interview process. Don’t be negative about anything including your previous office, your old company’s personnel policies, traffic on the way to the interview, or the weather. That said, there are certain times to be constructively critical of your former corporation as well as the company with which you’re interviewing. The key is constructive input. What can you do to improve their situation with your skills and experience, instead of merely mocking it?

5. That you have no weaknesses
Yes, the question “What is your biggest weakness?” is incredibly annoying, boring, and irritating (see “Something they’ve heard a million times before,” above). But asserting that you are a perfect human being isn’t the answer either. That way you certainly won’t come across as credible if you say that you have no weaknesses. Ideally you should talk about a real weakness that is not central to the position that you are seeking and show how you have overcome that weakness. This will help the employer see you as a three-dimensional potential employee, instead of as a two-dimensional resume.

I truly don’t believe that any of the above is ground breaking news to the majority of job seekers, but equally it never does any harm to refresh one’s knowledge before you find yourself in the one interview situation that you didn’t want to be in.

As ever, thoughts and input more than welcome.
www.chestertongray.com