LinkedIn and dating; much the same really!

The business world has changed so much in the last twenty years that it is nigh on impossible imaging returning to sitting in a library flicking through reference manuals or scrolling through microfiche to unearth the information that you were after. If you’re under 30 you’ll probably have to Google microfiche – now how old do I feel!

So, where would we be without LinkedIn, the new business white pages that seems to dominate these days? I bet you couldn't imagine going back to the days before you could find people you'd lost track of or attempt to connect with pretty much anyone in the working world, whether they like it or not. And therein, lies the rub.

In many ways, LinkedIn is a lot like a dating site, except for business.

If you’re old enough you’ll remember the J. Geils Band who had a song called "Love Stinks" that goes like this, "You love her; but she loves him. And he loves somebody else; you just can't win." Trying to connect with people on LinkedIn can be just like that. Moreover, how we network and form relationships in the working world is very similar to how we do it in our personal lives.

It is an almost unquestionable fact that these days if you want to have a career, you've got to have a LinkedIn profile. On top of that it's also a great way to manage your business contacts. But LinkedIn also makes it easy to try to connect with people you don't know to further your career or your business opportunities. However, don’t be surprised that it’s not just beautiful blondes who hit on your LinkedIn profile but the occasional moose too.

OK, not the world’s best analogy, but you've got to admit, it true. I’d be surprised if you haven’t had an opportunist or two contact you on a number of occasions. They put you on the spot and then you've got to reject them. It's annoying. Unless, of course, they've got something you want, in which case you’ve just made a connection. Not for life. Just until you get what you want, get bored and dump them. Just like dating.

As for posting to all those groups and commenting on discussions, that's just like when you were single, wasting your nights bouncing from one bar to another hoping to meet that someone special. Just try to imagine all those desperate, inane, rambling nightclub conversations that ultimately led to absolutely nothing. That's right. LinkedIn is just like that.

Twitter's different. Twitter's a media outlet, an overloaded news source for people with ADD - because very few people really ever have the time to read even a tiny fraction of what is tweeted. Anyway, you're not going to form any real relationships on Twitter. Either personal or business.

I’m over thirty (and quite a bit) so yes this all makes me sound cynical and jaded, but really that's because there's nothing new here, at least not if you’ve been around the block a few times. Working at a company or doing business is all about relationships. Business relationships, personal relationships, they all work pretty much the same way. And online social networks are just a new way to find each other.

Is there anything that can be learned from this? Business life is a lot like personal life. Companies are a lot like homes. Bosses are like parents. Business partners are like spouses. Colleagues are like friends. And employees are like kids. Yes that sounds strange, but if you think about it, it might actually make sense.

As for online social networks, they're just a new way to do the same old stuff. They're another way to find and connect with each other. The same rules apply.

As ever we’re keen to hear from you, let us know your thoughts on networking, social networks and if you must – your dating experiences!!

You can contact us at: blog@chestertongray.com or tweet us at @chestertongray

Three habits of effective leaders

It doesn’t matter how old you are or what industry you work in, but over the years the chances are that you will have worked with and for many bosses/leaders/managers, some of whom were awful and had possibly been promoted above their ability, whilst others appear to have taken to leadership like a duck to water. There are natural leaders, but many, if not most, have to work at it and are given ‘management training’ or simply work out from previous experiences of past managers the good and bad of leadership.

Which begs the question; Are you a leader? It doesn’t matter if you’re a Director or a Graduate entry-level employee, leadership is an essential skill that can propel you and your career to bigger, better things. There are countless books and on-line forums dedicated to the subject, but here are a few of our thoughts.

What are three habits a competent leader practices regularly?
The first habit is asking different questions. This is about expanding your curiosity. The second habit is taking multiple perspectives. This habit is about listening well and understanding the perspectives of others. The third habit is looking at systems, and that one reminds us that while the human brain likes to break things down into manageable parts, it is the unwieldy combination of those unmanageable systems that opens us up to new possibilities.

Do even the best leaders make mistakes?
Yes of course. They'll get mad and make mistakes, and sometimes they won't even recognise that they've done that. But the best leaders, like entrepreneurs, never stop learning, never become so arrogant or complacent that they stop believing they have room to grow. John F. Kennedy wrote that "leadership and learning are indispensable to each other." The good leaders (almost) never forget this.

What else separates great leaders from everyone else?
They create environments where people can thrive. We all have the experience of people who make us feel small and less capable than our colleagues versus those who make us more capable in their presence than we are without them. Good leaders remember that their perspective isn't the only truth, and they welcome entire human beings into the workplace -- inconvenient emotions, vague hunches, thoughtless mistakes and all.

If I want to become more of a leader today, how should I start?
Believe that you can change and begin to look for the ways you might need to by asking for feedback from others. Forgive yourself for your limitations (rather than denying them or beating yourself up about them), and then seek to grow beyond the way you understand the world today.

Nothing above is groundbreaking or revolutionary but hopefully a few common sense thoughts.

As ever we’re keen to hear from you, let us know your thoughts at blog@chestertongray.com or tweet us at @chestertongray

How to resolve conflict in six easy steps.

When we interview candidates for an assignment, one of the most common reasons that they offer up for leaving their current employer is that they’re having “issues” with either their manager or with another member of staff. Too often these are unresolved until the moment when they hand their notice in, at which point the companies try and resolve them. Sometimes the candidates decide to stay, but more often or not they still choose to move on.

By and large it would make working life a great deal less stressful for all involved if these issues were addressed at a far earlier stage. My colleagues and I have whittled down a few key steps that may not resolve every conflict, but will certainly help to improve communications:

1. Drill down. When you get upset, you become flooded with emotions. Your mind can start to resemble a bee hive of activity -- racing thoughts and a lack of clear focus. This is when you should drill down and to really try to figure out what you are actually most upset about. You're probably upset over 20 different things, but your job is to keep drilling until you hit the core of what is most upsetting. Once you get past feeling angry and thinking that your boss is an idiot, you may find that there is something deeper that is really troubling you. The answer will have a marked effect on how you handle the situation.

2. Be positive. It's critical you do your best to determine the other person's positive intent. What's positive intent? Well, negative intent is when you attribute the other person's behaviour to them wanting to hurt you and do you harm. When you are in the middle of a heated argument, negative intent comes naturally. "Why is he doing this to hurt me?" is a perfect example of assigning negative intent -- the assumption that he is trying to hurt you. It's difficult to resolve a conflict if you think the other person is hell-bent on doing you harm. Instead, play detective and try to figure out their positive intent. What positive outcome were they trying to achieve? Once you do this, understanding and empathy can begin to flow.

3. Step into their shoes. This is easier said than done -- especially when emotions are running hot -- but if you really want to resolve the disagreement or conflict, this is essential. If you can, pretend you are the other person and answer these questions: What are your goals? What must I have been thinking and feeling in order to respond/react the way I did (remember to continue to assume positive intent!)? When you can step into the other person's shoes you can begin to see and understand their interpretation which can help you resolve the conflict.

4. Rub the "magic genie" lamp. Be clear on precisely what you need to have happen. Maybe at this point you realise it's not worth it to resolve the conflict, or alternatively, that what you really need is to rekindle the relationship. Whatever it is, figure it out. Stop focusing on what you didn't get and all the things that didn't work out and start focusing on what you need to have happen now. This isn’t what you "want" to have happen. You may want a heartfelt apology and a dozen roses, but what really is the minimum you need in order to have the conflict resolved? Your answer will be your guide going forward.

5. Create a game plan. Now that you've taken a step back and tried to figure out their perspective and what it is you want to accomplish, now's the time to determine the best course of action to get you what you need. Should you send an email? A phone call? Call in a mediator, for example HR? What can you do that will increase the chances you'll get your wish from step 4? Your game plan should focus exclusively on only those things you can control. Whilst your wish from step 4 may be that the other person apologises, this unrealistic because you can't control this. Instead, what can you control? Scheduling a meeting? Yes. Having a civil conversation about what happened? Of course. Taking responsibility for things you would have done differently? Absolutely. You are controlling what you have control over to create an environment where an apology is more likely versus sitting back and waiting for an apology.

6. Execute. Now that you know what you need and what you control, go get it done. Resolving conflict is not a simple task, but by keeping these guidelines in mind, it can be less painful and more effective.


As ever we’re keen to hear from you, let us know your thoughts, do you agree or do you have other key areas that you look at to resolve conflict within your business life: blog@chestertongray.com or tweet us at @chestertongray

Seven ways to take a real holiday from the office

As we approach the end of July it seems that the whole of Europe is about to shut up shop for the summer holiday. Are you one of those people about to take your annual holiday? If so, good for you. According to a recent Expedia survey in the USA, most of us will fail to use two precious days this year. Overall, that adds up to 226 million lost days, or $34.3 billion, left on the table by the U.S. workforce.

Now it strikes me that you've almost certainly earned those days to recharge your batteries and to spend time with your family before facing up to the second half of the year. But to avoid getting constant emails, phone calls or even the dreaded call to come in, you'll want to prepare your office properly. Because holiday time should be spent on a beach with a margarita or sheltering under canvas as the heavens open. One place you should definitely not be? Sitting in your office.

Follow these tips, and you'll be dreaming of sand, sea and a suntan -- not work -- by the end of the month:

Think before you send. The day before you leave your office, be stingy with emails. Electronic messages are like boomerangs -- they come right back at you. "Typically for every email you send, you can expect double the responses in return (thank you, FW, RE, CC and BCC)," says Yahoo! Web Life Editor Heather Cabot.

Organise your office. Spend a day tidying your desk so that your colleagues who are left behind can easily find important files or data. You should also make any active files accessible on your computer desktop, if there is a chance you'll want to ask someone else to retrieve them.

Take a tip from McDonald's. One of the reasons McDonald's is so successful is because they have systems in place so that anyone can step in and it will continue to run smoothly. Clearly outline the way to do things to simplify anything from invoicing to interviewing potential employees while you're away (and while there are more temps than usual filling in).

Leave an automatic to-do list. You'll probably already be leaving a "to-do" list for any of a team that you might manage whilst you're away. But make sure it gets done without you checking in with an automatic follow-up email to employees, through Outlook or another comparable program. That way you don't walk into a post-holiday mess upon your return.

Give everyone advance notice. Your colleagues and boss should know you're leaving, but give clients a heads up, too. Change the answering machine, voicemail, hold music, and/or email line to say/read when you will be away on holiday. This will give anyone working with you a few weeks’ notice on your absence so they can get anything they need you for done beforehand.

Try a dry run. If you have real concerns then ask your team to operate as if you are on holiday for a couple of days. Then, hold an informal meeting after the dry run to see how it went. Discuss the obstacles and install procedures to address them. Dry runs let you show your team (not just tell them) how to operate without you, and it gives them the confidence to follow through on the plans in place.

Don't check in. If you don't call or email to see if there is anything you need to know about, you won't get roped into something that can probably wait. If you've set up the proper systems, you shouldn't have to worry about missing something important. If there is an emergency, you'll get a call. Your team will follow suit: If you lead by example you will soon create a culture where everyone takes a real holiday, comes back rested and is ultimately more productive.

As ever we’re keen to hear from you, you can let us know your thoughts either before or after your holiday at blog@chestertongray.com or tweet us at @chestertongray

Public speaking; how to grab people’s attention

I was at a business presentation a couple of mornings ago, along with about 100 other people, and there were two things that struck me. Firstly how relaxed and informal the key speaker was and secondly when the Q&A session came around, there was absolute silence from the audience.

Now I’m not a natural at standing up and making a presentation but whether you're addressing your team in a weekly meeting or headlining at a large conference, it's easy to get butterflies before public speaking. The last thing you want to see when you look out at your audience? People checking their smartphone, yawning, or just staring at you blankly.

It’s terrifying for some, but incredibly easy for others, so if you’re due to be that person soon; here’s how to avoid losing the audience:

Make your pitch personal
Telling stories is a great way to draw people in. Personal stories and self-directed humour are most effective. Facts, stats and other information are great, but a story acts as a vehicle to put that data into a digestible form.

Start strong and build on the momentum
A great intro line, interesting stat or news headline can help hook your audience. If your presentation is at a breakfast meeting, you might try and find a statistic about the number of breakfast meetings held each month/year or how many people skip breakfast for meetings.

Use props to pull them in
Some people are visual learners, so a physical prop, a PowerPoint presentation, YouTube videos and/or maintaining eye contact can help them concentrate. For instance, you might show that there is a new smart phone app that is relevant to what you’re talking about and you can give a demonstration of it.

Interact with your audience
Get your audience involved, and help them appreciate that not listening isn't an option. Get them to do something physical. For example, if you're talking about work-life balance, have people stand on one foot. Instruct them to post something on LinkedIn, ask for a show of hands, or break them into groups for smaller discussions. Whilst we all come from different backgrounds, try and show that you have an understanding of their world. Be personal. Make eye contact. Use people's names. Encourage questions and participation.

If you can integrate some of those thoughts into your presentation then in no time at all you’ll be a natural standing up and delivering to your best ability.

However, the total silence in the Q&A session did surprise me and I was the sole hand in the air. Even after a lengthy and informative answer there were no further questions, so we all adjourned for coffee. This gave me the opportunity to mention my surprise to a few fellow audience members and they all confessed to feeling awkward about wanting to ask a question, even though they might have wanted to do so. At some point in the future I suspect that they too will have to stand at the front and make a presentation and I sincerely hope that by then they have gained the confidence to do so.

As ever we’re keen to hear from you, let us know your thoughts at blog@chestertongray.com or tweet us at @chestertongray

LinkedIn: Quality over quantity.

I was at a dinner a few night ago chatting to a chap in his 40s who worked for a FTSE Plc and I was very surprised to hear that not only didn’t he have a LinkedIn account but that he was barely aware of it. Over a beer I tried to explain its uses and how he should best utilise it for his further career development.

Coming home it got me thinking that perhaps it was time to put those thoughts down on to paper and get the views of the LinkedIn community.

Oddly he was well aware that social media exists, he and his wife have Facebook profiles and he belongs to a number of members groups on Facebook but on Facebook, your popularity is measured by the sheer number of friends you have. However, on LinkedIn, padding your numbers doesn't increase your "worth." In fact, doing so could make it a less effective catalyst for your career.

My view is that you should carefully consider both quality and quantity when networking through LinkedIn:

Why shouldn't you connect with everyone on LinkedIn?
In the professional business world, quality always matters more than quantity, especially when it comes to business contacts. You could have a database full of "contacts," but how many of those contacts can you rely on to answer your emails instantly, find you a new recruit or help you out when you're in a jam?

So what should LinkedIn users aim for in terms of numbers?
There is no magic number but you should aim to have at least 50 connections. Once a member meets 50 contacts, they'll start to unlock many more networks and doors via their second- and third-degree connections.

What makes someone a worthwhile connection?
Before you connect with someone, ask yourself how you can help that person down the line and how you might benefit from connecting with them. Are they in a similar industry or an industry you're thinking of switching to? Working at a company you admire or one that's a competitor? Or are they an expert in their field or alumni with similar hobbies?

Is it ever OK to quickly add a lot of new contacts?
Yes, it's OK to have an increased number of followers if you are actually helping them. You can do this by sharing insightful comments, commenting on their posts, updating articles you're reading, joining group discussions and answering questions.

As long as you are maintaining a meaningful dialogue, then it is safe to create more connections. Despite what you might see from other contacts, having 1000+ by your name won’t actually change the way LinkedIn works for you: and yes I’m aware that I’m approaching 2000! But with the number of assignments I manage it is inevitable that I’ll have more contacts than most non-recruitment people.

What are signs that you're heading in the wrong direction?
If you find yourself inundated with comments, it might be time to backtrack and go through your connections and seek out who is truly meaningful to you and your professional growth. You can also go to your settings and cut down on the number of updates and shares you receive. Just like any other form of networking, you'll get more out of LinkedIn by the amount of time you spend on it. Create a welcoming interface. Join groups that you're actually going to participate in, and tailor LinkedIn Today to stories you are interested in reading. Connect with people who inspire you. They'll more than likely have great insight to share.

As ever we’re keen to hear from you, let us know how many people are you connected to on LinkedIn and how they have helped you or how you have helped them, blog@chestertongray.com or tweet us at @chestertongray

How to fall in love with your job again.

It's easy to love a new job. It's called the 'honeymoon phase' because everyone's hopes are high, it's a new challenge and it's a stimulating time, but after three to five years, that same exhilaration can often lead to boredom and frustration.

The buzz-kill here is familiarity. Initially in a new job, you're trying to understand your role. Once you've done that, you revel in the fact that you've developed a routine and are "good" at what you do. But then you get bored. Despite our common pursuit of less stressful lives, humans are wired for change, and new challenges are the fuel that makes life worth living.

It’s at this time of year, after the initial excitement of a new year and when the second quarter inertia kicks in for many, and they realise that they’re getting stale. So here are a few thoughts on how to spice up your job love life again.

Re-think your tools. It's easy to get overwhelmed by daily tasks and never-ending "to do' lists. Technology can help tame the beast. The great artists like Michelangelo spent enormous time making sure they had the best brushes, paints and materials for their canvases. The bottom line is that whatever you do for a living, there's probably an effective tool that can help you do it better. Depending on your business, different applications and software can help you accomplish daily chores faster and even make them more fun.

Say "yes" more. Variety can help an old job seem new, but you have to raise your hand when opportunities arise. It can be easier to just do what you've been doing, but if that isn't satisfying you have to challenge yourself to take on new tasks. Not only will you learn things, but you'll work with different people. That in itself may make a big difference.

Brush up on your people skills. After a few years on the job, you have probably mastered the nuts and bolts of the position. Now's the time to work on meeting new people, leading a team speaking in public or pitching your ideas. Formal programs like can help, or you can simply take time to work on these softer skills every day. Your efforts won't be wasted. Learn to deal with people more effectively and you'll become a star at the office.

Write a "did" list. At the end of each day, don't just cross off things that are done on your to-do list. Instead, write a quick "did" list, an informal summary of everything and anything you accomplished, from sharing a smart idea in a meeting to finally cleaning off your desk. If you regularly celebrate your successes both small and large, you won't have to wait for praise or a promotion for a boost.

Look at the big picture. If you feel like a cog in a wheel, focus on seeing how important the wheel is within the company. In the day-to-day battle, it's often tough to see the bigger picture and learn the impact you're making in the world. But perspective matters and each person makes a difference. A great manager should be showing you this, but that doesn't mean you can't try to see it for yourself, too.


Try these tips today, and hopefully you'll start loving -- or at least enjoying -- your work a little more. And if your honeymoon period is well and truly over and this work marriage looks doomed, maybe it's time to break up and start looking for something new. In which case, you know who to call!

As ever we’re keen to hear from you, let us know your thoughts at blog@chestertongray.com or tweet us at @chestertongray

10 things that you shouldn’t say in an office

Office jargon has been around since the first office was created and is frankly pretty annoying; it's an assault on the ears even to hear it. If you’re a cricket fan then the chances are you have played Boycott Bingo or if you too are one of those frustrated employees then the chances are that you’ve been to a meeting and played "Buzzword Bingo" using cards with expressions like "outside the box" or "on the same page."

Fortunately, such jargon goes out of style pretty quickly. I haven't heard "going forward" for a while but equally on the flip side, old expressions are almost immediately replaced by new, even more irritating ones.

Over a cup of coffee one morning we “brainstormed” the jargon we hear on a daily basis and here are a few of the results, with the odd example.

Leverage. Deployment of an insufficient amount of something to do that which was previously done with much more. Example: "After the layoffs, we can leverage our staff of three to cover the entire country".

Reach out. This one really is my pet hate for so many reasons. To deliver news. To talk or connect with someone. Example: "I wanted to reach out to you about my next job". No you don’t, you want to talk to me!!

It is what it is. Meaning: Get used to it.

Viral. So prevalent that it has almost became the word of 2013. Example: "Twitter has gone viral".

Game changer. A catalyst that will transform a frog into a prince or vice-versa. Example: "Getting indicted for fraud was a game changer for Joe Bloggs".

Disconnect. A situation in which you wanted jam, but someone gave you peanut butter. Example: "There is a disconnect between what the consumer wants and what we intend to provide".

Value-add. A gain, usually financial. Example:

Circle back. See you again and again and again whether or not you want to be seen. Example: "The stalker abided by the court's restraining order but then circled back to hang out by the house".

Socialise. Ram the idea down their throats. Example: "We need to socialise to our patients our practice of closing the doctor's office every day for two hours at lunch." In other words, “Call an ambulance”!

Cutting edge. Oh dear, my second pet hate. So modern, it's to die for. Example: "Their offering is so cutting edge that they will take the country by storm".

Now that these expressions have been officially identified as irritating jargon, you might want to give them up, or add to the list! Unless your boss is planning to circle back to reach out to interface and socialise to your value-add. What can I tell you? It is what it is.

As ever we’re keen to hear from you, let us know your thoughts at blog@chestertongray.com or tweet us at @chestertongray

Five personalities that might wreck your meeting!

When I secured my first “proper” job I don’t think that I was really aware of what the ‘management’ actually got up to or that they were never available for me to talk to because they were in meetings; in fact they always had a looming presence!

These days the world has moved on and it doesn’t really seem to matter who you work for, whether you’re a small family firm or whether you work in a large corporation, the chances are that you spend a lot of time in meetings.

And if you do spend a lot of time in meetings, you soon see human nature displayed in its full glory as your colleagues and customers jockey for attention, claim credit for anything they can and prey, Darwinian-style, on weaker members of the tribe.

So, next time that you are called to a meeting, here are five kinds of people that can make things go awry fast -- and a few thoughts on how to deal with them:

1. The bully. Speaks loudly and speaks for softer-spoken team members, apparently deciding that they are unable to make their points for themselves. Actually says things like "that's a stupid idea" to someone whose ideas aren't stupid. Feel free to treat this person like the primary schoolchild whose behaviour they’re channelling. If you let them get away with their infractions, they’re only going to get worse.

2. The non sequitur. This person needs to be heard and either doesn't understand or doesn't care that the ground rules of a discussion require at least some relation between discussion points. As a counterpoint you could interrupt swiftly with "That's an interesting point. Let's note that and move back to our current agenda." If you don't have a timed meeting agenda, then you're inviting this behaviour.

3. The would-be visionary. This person is a frustrated philosopher who has a nasty habit of sending the discussion down a rabbit hole by proposing ideas that sound important the first time you hear them, but rapidly leave you cringing by the time they’ve brought them up in a third or fourth meeting. Respond with humour if you can but it’s key to bring the discussion back to your line.

4. The constant questioner. This person assumes that asking questions about everything the speaker says makes them sound smart and attentive, not realising (or caring) how distracting it is for the others in the meeting. Unless the person is your boss, this person usually turns out not to have any real questions once he or she realises it won't be possible to turn the meeting into a Socratic dialogue.

5. The rambler. Now we all know of these! Occasionally makes good points, but buries each nugget in 10 minutes of fluff. Unless you want your 20-minute meeting to last an hour, get adept at asking a question that cuts to the chase.

Those are my thoughts, how do you keep bad meeting personalities in check?

As ever we’re keen to hear from you, let us know your thoughts at blog@chestertongray.com or tweet us at @chestertongray

‘Tis the season to be job hunting!

The first “proper” working Monday of the New Year is supposed to be the day when disgruntled employees finally decide after the Christmas and New Year break that enough is enough and that it’s time to look for a new job. And ideally a pay rise!!

The big job boards report increased activity, particularly at lunch time (odd that!) and at about 6pm when candidates get home and log on having said hello to the wife/husband/kids/dog/cats/hamster and start trawling for the net for their next career move.
The other incentive to move is that many companies are now in a new financial year and as a consequence have the budgets to hire the next round of talent that’s coming onto the market.

So, if that sounds like you today, then head over to www.chestertongray.com and talk to one of the Directors or consultants about the roles that we are recruiting or if you’re a company come and discuss how we work and can help you unearth your next superstar.

5 Questions great candidates ask at an interview

Whenever we pitch for a new assignment we always discuss the interview stages that the client will go through as part of the recruitment process. Normally they’re all pretty similar; very occasionally there is the odd assessment centre thrown in, but by and large little seems to have changed over the last twenty years or so. Which got us into thinking about the process from the candidate’s perspective.

Having discussed post interview feedback with a number of them, it appears interview techniques haven’t changed much either and the phase of the interview that still seems to stump far too many candidates is when the client turns the tables and asks: "Do you have any questions for me?"

Either candidates haven’t planned ahead or they have over planned. Most candidates don't actually care about the answers; they just hope to make themselves look good by asking "smart" questions. To them, what they ask is more important than the answer.

Great candidates ask questions they want answered because they're evaluating the interviewer, the company--and whether they really want to work for the management.

Here are five questions great candidates ask:

What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organisation." They want to make a difference--right away.

What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organisation is different, and so are the key qualities of top performers in those organisations. Maybe top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it's a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment. Great candidates want to know, because 1) they want to know if they fit, and 2) if they do fit, they want to be a top performer.

What are a few things that really drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?)

In every job some activities make a bigger difference than others. The HR team need to fill vacant positions... but what everyone really wants is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity.

Companies need its IT people to perform effective repairs... but what candidates really want is for the techies to identify ways to solve problems and provide other benefits--in short, to generate additional sales. Great candidates want to know what truly makes a difference.
They know helping the company succeed means they succeed as well.

What do employees do in their spare time?
Happy employees 1) like what they do and 2) like the people they work with.

Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities. What's important is that the candidate wants to make sure they have a reasonable chance of fitting in--because great job candidates usually have options.

How do you plan to deal with...?
Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends... there's rarely a Warren Buffett moat protecting a small business. So while a candidate may see the company as a stepping-stone, they still hope for growth and advancement... and if they do eventually leave, they want it to be on their terms and not because it was forced out of business. A great candidate doesn't just want to know what you think; they want to know what you plan to do--and how they will fit into those plans.

As ever we would like to hear your thoughts; from either side of the desk. Have interview techniques changed or stagnated? Do candidates ask mundane or killer questions? Do clients prepare themselves for the interview as well as candidates? What would you change about the whole process?

Please feel free to go to www.chestertongray.com and let us know your thoughts.

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

Why your emails are too long -- and how to improve them

Every day my colleagues and I receive hundreds of emails; as I’m sure that you do. Some are vital, others less so and many are simply irritating. Frustratingly they come in all shapes and sizes, there is no one size fits all template. Rumour has it that email is the source of, and solution to, all of life's problems.




Certainly, the modern business world could not exist without the ability to exchange messages instantly, but email also causes all sorts of communication problems. For starters, there's way too much of it. Second, much of the email we get is too long. Long email creates bottlenecks in our in-boxes and more often than not goes unread because it seems too complex.



As with all things, ask a hundred people a question and you will get a hundred answers, however, here are some of the top reasons why your mail is too long, and what you should do to change it:



You don't know exactly what you're trying to say. It’s a truism that writing more isn't going to cover up the fact that you are lacking knowledge. We also find that candidates write too much at the start of an email because they don't know how to phrase what's on their mind. I suppose that it's a form of clearing one's throat. The solution? Re-read you’re your opening paragraph and if it doesn't get to the point right away, delete it.



You're sending spam. Who's on your "To" and CC lines? Do all those people need to be there? If not, prune the list. Resist the temptation to send email for its own sake, especially in a corporate environment.



You're forwarding the whole thread. Scan the forwarded bit below your new message. Do you need to include the entire thread, dating all the way back to the invention of computers? Some context might be essential, but cut as much as possible. Otherwise, it'll feel like the recipient needs to read a novel to understand the issue.



It should be more than one email. If your email is really long, take a look and see if there are multiple action items, projects or requests included within. If so, you'll probably get a better response by sending several shorter, to the point emails.



You're not self-editing. Don't just write and click "send." Yes, you're busy, and yes, you need to send a lot of mail. But reading, thinking about and editing your email before you send it can help you trim down your messages and make them more understandable. It might also mean that those you receive back take the same attitude and make your life easier!



As ever your thoughts on what makes a bad/good email are more than welcome.



If you would like to talk with a consultant then please go to www.chestertongray.com

Working from home: the five golden rules

It has been all over the news this week that Yahoo's new boss, Marissa Mayer, has just ordered her employees back to the office, issuing an edict that will ban them from working at home. A renowned workaholic, she's worried that they are secret slackers, and will miss out on creative brainstorming meetings with their colleagues.

This appears to go against the thought processes of many business leaders over the last decade, but should companies really turn their backs on the flexible working? In these more aware days of the work/life balance, we have a chance to shape our work to suit the way we live, instead of our lives to fit our work.

Home working has huge advantages, especially for people who have used it to juggle a career and childcare duties, but how can you make sure you are doing your jobs effectively, so that your boss admits that home working is a good idea?

Here are five ways to maximise your efficiency:

1. Create a private place

Create a dedicated workspace where you won't get distracted by the rest of your life, away from your DVD collection or where your kids watch telly or where the dogs can pester you for a walk. Turn it into a sanctuary full of plants, artworks or whatever you need to make it somewhere you like spending time, even if it is just a corner of a room. And remember, almost nobody (apart from Winston Churchill) ever worked efficiently lying in bed.

2. Go on a digital diet

Employers fear you will spend all day surfing and tweeting, so prove them wrong. If you need to ration your time online, for instance only checking email once every two hours. There are programs such as Freedom internet blocker, which turns off web access for a specified period.

3. Schedule your day

With nobody looking over your shoulder, you need to set clear daily goals; otherwise you may fritter your time away. At the end of each day, make a list of what you plan to do the next, and have it waiting on your desk for when you sit down in the morning. And prioritise that into an A&B list.

4. Arrange some human contact

Most people go crazy spending all day alone. So give yourself a daily dose of human interaction, which you can think of as a reward for knuckling down to work. Have lunch with a friend, go for a walk to the local corner shop or phone your favourite relative for a mid-morning break. Recharge yourself with conversation.

5. Use the flexibility

Where and when do you do your best thinking and working? Some people do their best problem-solving while out running at dawn, or think best surrounded by the white noise of a cafe. So do what really works for you, using the gift of flexible working to your – and your employer's – advantage.

As ever, if you would like to talk with a Director or Consultant then please contact us at www.chestertongray.com

Office presents; tricky but not impossible.

Now that Black Friday and Cyber Monday are behind us, holiday shopping season is officially underway. And for office workers, that includes shopping for colleagues and bosses. But buying gifts for them can be as much of an etiquette minefield as the annual holiday party. Give the wrong gift, and you can derail your career before New Year's. Give the right one, and you'll start 2013 off right.

Here are 7 brief tips which we hope can help you:

Don't blow your budget

It's all too easy to want to impress your boss and colleagues with expensive presents, but this may send the message that you're trying to buy their loyalty. If there is no agreed upon budget, spend less rather than more. An office holiday gift is meant to be a token of appreciation rather than a large holiday gift from Santa, not only will your gift be seen as more tasteful, your credit card will thank you.

Do make thoughtful choices

While your gift to your colleague won't be as personal as to your spouse or parent, show that you know something about the person. If you don't know them particularly well then choose something he or she can use at work, such as a quality pen, a stylish organizer, or an iPad or eReader cover. Gift or music vouchers or sports tickets are safe options. By and large it’s probably best to avoid bottles of booze or spa treatments (the first is risky if the person doesn't drink, the latter could send a mixed message)!!

Give gifts away from the office

If you're only giving gifts to a few select people (and not the entire staff) then you should consider doing it at lunch. However, if you're playing Santa to all, make sure the gifts are equal in value, particularly if staff members are at equal levels on the corporate ladder. You shouldn't give more to one than the other because inevitably they will compare.

Always give your PA something

Again, a small token is still fine - but always give something. It's a nice holiday gesture to show your gratitude to someone who supports you and shows loyalty throughout the year. Even if this person is new, it's still appropriate and can work wonders for the forthcoming year.

Think about joining forces

If you're not sure whether it's appropriate to get your boss a gift, consider organising a group one. By doing so it looks less self-serving and with joint funds you'll be able to give him or her a nicer gift without breaking your budget.

Remember to say ‘Thank you’

It always seems to happen that someone is caught off guard by a gift from someone they didn't buy for. Don't panic - simply give back your gratitude. It is not mandatory to reciprocate, but it is essential to accept the gift with a genuine smile on your face and say something such as, “Thank you so much for thinking of me”.

Just say no to gag gifts

Ok, we all like a joke and a laugh to lighten the working atmosphere, but anything that can be seen as possibly offensive has no place in an office environment. Save the gag gifts for very close family and friends. Unless your office is hosting a white elephant exchange where the premise is to give a silly gift, opt for tasteful over tacky.

Those few thoughts should give you plenty of time to prepare and come up with the perfect gift for your colleague(s).

As ever, the team can be contacted 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

Loving your employees.

Whilst it’s hard to escape the news that Europe, or at least several parts of it, are in a downturn/recession/double-dip recession/in stagnation (please delete which option you feel isn’t applicable), the fact remains that there are successful businesses across the continent that are trading profitably, show growth signs and have cash in the bank. Invariably they don’t have a monopoly and as a consequence they have competitors which would like to steal (a) some of their market share and (b) quite possibly a number of their key employees.


That means that you run the risk of one of your staff handing you an envelope on a Monday or Friday with their resignation in it; so how are companies making sure that that doesn’t happen?

I'm talking about the things that the best companies do to engender the dedication, loyalty and, yes, even the love of the people who work for them.

Everyone knows that the days of the one-company career are long gone. Depending on what data you choose to believe, the average person will change jobs between five and seven times in a lifetime. So if you run a business, it is virtually certain you will lose every employee you have (hopefully not all at once).

It's a reality that hurts, because enlightened companies know that employees are every bit as important as customers and other stakeholders, and great employees are hard to find and painful to lose. Whilst you may have to accept that your employees won't stay forever, you should never stop working at making your company the kind of place that's hard to leave.

Companies with the happiest and most productive employees, and the lowest turnover, tend to have key people-priorities in common.


Trust. In both directions. Your employees need to trust you, know where they stand with you, and feel safe with you. And you must show that you trust them, whether it's with projects, decisions, time or money. The miserable and destructive phenomenon of "office politics," as clichéd as it may be, really boils down to nothing more than issues of trust.

Responsibility. Give your people as much as they can handle, maybe even a little more. It tells them that they and their jobs are valuable and gives them a chance to shine (or fail). It helps you identify star performers, it discourages logjams and gets more done, and it's good for your business.

Culture. Your company culture is its heart and soul, the glue that holds it together. Great employees don't stick around in companies with lousy cultures, and all other things being equal, employees perform better within a great culture. And this is usually an area where smaller businesses can almost always have an edge.

Opportunity. People naturally want to keep moving, preferably upward. And they will naturally stay with an employer longer if they know they can earn the chance to do more or different things, climb the proverbial ladder, and earn more money. This can be challenging for small companies, as with only a handful of jobs there just might not be a ladder to climb. You should seek and create opportunities for people wherever and however you can.

Recognition. Some people love getting awards, plaques and employee-of-the-month certificates. But what really matters over the long term is ongoing, straightforward, day-to-day appreciation and recognition. Give genuine praise, both publicly and privately, for work well done. Never take even tacit credit for someone else's work (and in general give much more credit than you take). Say thank you, often. There are few things that will get an employee to start polishing up their CV faster than feeling unappreciated.

Salary. Of everything on this list it's the one over which most small businesses have the least control. Clearly a good employer must do its best to pay good people what they're worth, but small companies often can't compete with big ones when it comes to compensation or "packages." So while pay is obviously a critical issue, the limited resources of a small business make the other five elements all the more important.

Trust, responsibility, culture, opportunity and recognition are entirely within the means and resources of any company, and it has been proven time and time again that employees will, within reason, make salary compromises for the most appealing overall opportunity.

The employer/employee relationship is much the same as any other relationship: what you get largely reflects what you give.

For more on Chesterton Gray then please visit our web site 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