‘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

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

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

How NOT to fire someone: 5 common mistakes

Unless you're a natural bully, firing someone is never fun. It is, of course, a necessary part of being a manager, and it's a skill that can be honed. The worst mistake, according to experts? Going through the motions like a robot. Act like a human being. There is a very good chance that one day it may be you on the other side of the desk and you'd appreciate being handled like one.

Here are 5 common firing mistakes. Avoid them, and you'll become as proficient as possible in the skill of laying someone off with respect:

Not looking your soon-to-be ex-employee in the eye One of the best ways to show respect is to make eye contact. This is incredibly important - there's another human being across the table from you and being human at this difficult time will make a huge difference to them after they've left and recall how this was handled, especially if it’s their first time. It can scar people for years to come.

Being cagey about your reasons Explaining your reasoning -- briefly -- is the fastest way to give this difficult situation a silver lining. Done the right way you can help catapult someone's career instead of paralyse it. By being open, you can help them excel in a different environment if they don't fit yours.

Being too friendly about it It is entirely possible to sack someone and to be so nice about it that they don't realise they have actually been fired. Getting fired is emotionally very tough, but you can soften the blow by making your message clear and as concise as possible. This means starting right away with your unfortunate message, and then adding any "thank you for your contributions". Of course, this latter comment will depend upon the situation.

Not involving HR Whether your human resources team is ever-present or stays behind the scenes, this is one of those key times that it can often help to use your HR team. If you can have an HR Manager in the meeting with you or waiting elsewhere, it allows the person being terminated to talk afterward with the HR person who can explain issues such as final pay and any ongoing benefits, that will become very important to the individual.

Not shutting up After giving someone this difficult news, give them 30 seconds to digest the blow. Continuing talking while the message is being processed doesn't help them and can certainly hinder the person's ability to get through this moment. Finally, avoid getting into a very detailed discussion of the situation (beyond a brief explanation). By doing so there is a very good chance that you could unintentionally say something that may come back and bite you at a later occasion. Having an HR person present who understands the legal niceties can prevent you from saying too much, or too little.

In my experience almost everyone has either been through this situation or knows someone who has, so as ever, the team at Chesterton Gray would like to hear your thought. 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

Ironically, being a slacker leads to burn-out

If you were one of the many chronic procrastinators at university who swore you'd turn over a new leaf when you hit the workforce, psychologists have some bad news for you: studies suggest that the tendency to be a slacker actually bodes pretty badly for your career after graduation, and not in the ways you'd suspect.

How was this ominous titbit gleaned by researchers? The British Psychological Society Research Digest blog reports that a pair of psychologists completed standard tests of procrastination and expectations for success for nearly 300 college students. Then they tracked how these same students (now grown up and part of the workforce) were doing in their jobs.

The conclusion:Students who found reason to avoid work-related tasks at university, and who were pessimistic about their chances of success, were more likely, 10, 14 and 17 years later, to report feeling disengaged from their job, and were more likely to report experiencing work-related burnout.

What's the final thought on this? Primarily, that psychologists discover the strangest things, but the findings are also a stern warning that taking it easy and putting off tasks is not a recommended way to keep work easy-going. Ironically, a tendency to slack off seems to actually lead to burn out and boredom.

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.

Criticism and how to gain something positive from it.

We all want to feel like we're "good" at our jobs. More than ever, our identities are tied up in our professions. The first time that we meet someone new, the initial question is usually, "What do you do?" not, "What are your favourite hobbies?" or, "What kind of parent are you?" Nowadays work defines us in such a substantial way, even constructive criticism can feel like a blow.

Yet being able to accept and process criticism is crucial to success in the workplace. "You are not paid to be a diva, and if you act like one, you won't get promoted," said Roy Cohen, author of The Wall Street Professional's Survival Guide. Eventually, resistance to criticism may even get you fired as Lord Sugar has pointed out on numerous occasions. If you get defensive and shut down when criticised, you won't be able to turn those negative remarks around so that they can now have a positive affect on your career.

We have compiled 5 tips to help you use criticism to your advantage:

Listen and ask questions
It's very important to listen carefully and to ask questions -- not only will it help you understand the issue, but it'll show that you want to solve it. Showing a degree of empathy for the person giving the criticism will also work in your favour. A positive response such as: 'I wasn't aware of that -- where do we go from here?' will help you move forward.

Think about the source
Some criticism needs to be taken with a grain of salt. For instance, is this critique coming from someone who you need to impress and/or respect (such as your boss or mentor) or someone who might want you to second-guess yourself (such as a competitive colleague)? If the person is an expert who understands you and your skills and background, the criticism may well be valid and useful. If the person is not an expert or doesn't know you then the information may be less helpful. By the same token, it's probably best to ignore unhelpful career advice from your hairdresser or mother-in-law.

Consider sleeping on it
Particularly if you a highly defensive individual, you might consider listening to criticism, then asking for a follow-up conversation the next day. It is extremely helpful to revisit [the issues] with your boss the next morning, and that action will make you appear as a thoughtful employee. Not only will you be less likely to blow up or get defensive, but you may begin to solve the problem so you can make the criticism an opportunity for future success.

Give thanks for the critique
It's important to give genuine thanks for constructive criticism, especially if you consider it at all helpful. Expressing your gratitude conveys your belief that: 1) the person giving the feedback is someone you respect and trust and 2) you are open to constructive feedback. Showing that you are open to receiving criticism demonstrates that you are a team player, not a prima donna.

See the silver lining
The world is split into the optimists and the pessemists and even if you’re one of the latter, try to see the glass as half full. It may not feel like it in the heat of the moment - but criticism is actually a learning opportunity. If it is received in a positive light, it can be used to advance personal growth and development and may ultimately further your career. If the powers that be didn't think you brought value to your team, they wouldn't offer criticism -- they would just wait for an opportunity to either make you redundant or simply fire you.

Which situation would you actually rather go through?

The five reasons that we’ve come up with probably only scratch the surface, if you have others that are better or simply different then we’d love to hear them.

As ever the team can be contacted as www.chestertongray.com

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.

Want to be a great communicator? Use plain English

For most professional people there comes a point in their lives when, sooner or later, their boss will take them aside and advise them that at the next meeting or business conference they’ll be making a presentation on....

After all, you can’t get very far in your career without learning to present. Well, the same is true of speaking and writing.

And if you work with and listen to enough successful executives and other business leaders, you’ll find that, with rare exception, they use plain English and cut to the chase. Think of Sir John Harvey-Jones as a classic example. That means no jargon, no beating around the bush, no padding and no flowery or big words.

Sounds great, doesn’t it? Well, here’s the catch. For some odd reason, most people seem to have great difficulty being direct when they communicate.

When I first started working in sales I’d just come from working in a warehouse I couldn’t write or speak to save my own life. The first time I had to make a presentation, I was so terrified by my lack of experience that I nearly did a runner. The only thing that saved me was I was only given twenty minutes notice over lunch and my boss never left my side.

But, I worked for a big company and saw a number of very good practiced speakers who made it look easy and that’s where I learned two things:

1) Ditch all the flowery composition and big words they taught us in school, and
2) Get your message across as crisply, as clearly, and in as few words as possible.

Now I appreciate that that’s easy to say but harder to do. So here are 10 tips to help you succeed in business by learning to speak and write in plain English:
1. Be direct with your point or position. Say what you mean and mean what you say. Don’t over-think or over-complicate it.
2. People will remember the first and last thing you say or write. Long rambling laundry lists are worthless.
3. Communicate economically, as if you have to pay for every word. Your audience is actually paying with their precious time and share of mind.
4. Words come from your mouth and fingers, but wisdom and inspiration come from inside you. Dig deep.
5. People are more likely to remember things you tell with stories and humour.
6. When you fumble around, it usually means you’re trying to come up with some way to spin what you want to say.
7. People connect more with genuine feelings than intelligent logic. People may learn from ideas but by and large they follow people.
8. It’s a proven fact that people do business with those they feel comfortable with and trust. They judge that, in a large part, on how you speak and write.
9. Communication is bidirectional, not a one-sided data-dump. Remember, you give a little to get a little.
10. Don’t over-rehearse or over-edit. Where to draw the line comes with time and experience. Anyone who has ever had to be best man/woman can tell you all about that one!

So now hopefully you are a little more prepared for that next occasion when your boss taps you on the shoulder and asks you to be their key note speaker.

As ever, comments, thoughts and suggestions are welcomed by the team at www.chestertongray.com