Pedagog Recruiting and Careers https://thepedagog.com Pedagog Recruiting and Careers Thu, 23 Apr 2020 15:23:55 +0000 en-US hourly 1 https://wordpress.org/?v=5.5.1 https://secureservercdn.net/166.62.108.22/dgu.07e.myftpupload.com/wp-content/uploads/2020/07/cropped-Untitled-design-15-32x32.png Pedagog Recruiting and Careers https://thepedagog.com 32 32 Working With A Recruiter https://thepedagog.com/2020/04/working-with-a-recruiter/ https://thepedagog.com/2020/04/working-with-a-recruiter/#respond Thu, 23 Apr 2020 15:23:53 +0000 https://thepedagog.com/?p=702 Candidates often assume they are going to have a typical job interview experience with a recruiter. They begin by preparing their “elevator pitch” and 5-year career path statement. Though we care about your goals, we have already reviewed your resume and compared it with the job in question. That’s why we are reaching out to…

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Working with a Recruiter

Candidates often assume they are going to have a typical job interview experience with a recruiter. They begin by preparing their “elevator pitch” and 5-year career path statement. Though we care about your goals, we have already reviewed your resume and compared it with the job in question. That’s why we are reaching out to you. 

  The best way to begin a conversation with a recruiter is by letting us do the asking first. We will help guide the conversation to pull the specifics we need to get back to our client and set up your actual job interview.

Recruiter -Candidate conversation:

  1. Let the recruiter start the conversation by asking questions.
  2. Be prepared to get very specific about your job preferences and absolutes.
  • Industry specifics
  • Pay requirements
  • Travel preferences

We love to hear, “I’m open.”

Join the conversation. Respond below with any candidate or recruiter insights that you would recommend.

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Helping Your Team Endure in Uneasy Times. https://thepedagog.com/2020/03/helping-your-team-endure-in-uneasy-times/ https://thepedagog.com/2020/03/helping-your-team-endure-in-uneasy-times/#respond Sat, 21 Mar 2020 04:27:56 +0000 https://thepedagog.com/?p=690 A.H. 3/20/2020 – Helping Your Team Endure in Uneasy Times. 2020 has come in like a lion and proven to be unsettling, to say the least.  As the economy and accelerated reality of a remote work-life balance continue to turn the world upside down, businesses are facing critical decisions and uncertain outcomes regarding the coming…

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Enduring

A.H. 3/20/2020 – Helping Your Team Endure in Uneasy Times.

2020 has come in like a lion and proven to be unsettling, to say the least.  As the economy and accelerated reality of a remote work-life balance continue to turn the world upside down, businesses are facing critical decisions and uncertain outcomes regarding the coming weeks. Nonetheless, most organizations are convinced this will pass, and companies will eventually go back to business as usual. Meaning, they will rely heavily on dedicated employees to help promptly pick up the pieces and recapture momentum.  

Below are some great examples of ways to help your employees endure throughout these uncertain times as our bright future evolves. 

Consistent Communication:

 No one likes being left in the dark, especially at work. Make sure, clear and concise messaging regarding updated protocol and precautions are going out weekly, if not daily, to your team. 

Encouragement & Reprieve:

People are now inundated with negative information almost hourly. 

To help counteract this influence, work to build positive environments throughout your organization, including words of reassurance. 

If feasible, allow for additional opportunities to assist in alleviating exhaustion and anxiety. For instance, set aside an extra 20 minutes of team building throughout the day, where concerns and issues are aired and discussed as a group, even if it requires meeting online. 

Recognition:

 While managers steadily handle the big picture, employees are in the trenches doing the work that often goes unrecognized. Make sure to give support by making notice of the efforts done on the day to day, and especially throughout global unease. 

Transparency:

  In unprecedented times, companies face hard decisions. Sometimes, these decisions result in the sacrifice of their employees.  Please make every effort to inform employees throughout these choices, leaving no one guessing whether their position is secure or not.  

Relationship:

  While your business is the priority, remember your teams are facing obstacles on the outside as well.  Do your part to build the relationship on an individual level with your employees. Letters of recommendation (for those laid off), paid leave during required closing, flexible start times, shortened work hours, work from home opportunities, are all great examples of ways to help your employees endure and to maintain a strong relationship throughout.

Tough times never last but TOUGH people do!

What are some ways you and your company are helping your team endure? Comment below.

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Do You Have Any Questions https://thepedagog.com/2020/02/do-you-have-any-questions/ https://thepedagog.com/2020/02/do-you-have-any-questions/#respond Mon, 24 Feb 2020 13:11:58 +0000 https://thepedagog.com/?p=685 Most interviews end with someone asking the question, “Do you have a question?” Many people make the mistake in an interview by not taking advantage of that opportunity to impress the interviewer with your intelligence and business acumen etc. Many people feel like they get to the end of the interview and when asked if…

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Most interviews end with someone asking the question, “Do you have a question?”

Many people make the mistake in an interview by not taking advantage of that opportunity to impress the interviewer with your intelligence and business acumen etc. Many people feel like they get to the end of the interview and when asked if there are any questions that genuinely most of their questions have been answered; at least to decide if they should go to the next step. So, they simply say “ No I think you’ve answered all my questions. Thank you very much.”

 But when you do that, you’re really missing the bigger opportunity there. The bigger opportunity is to come back with at least one or two questions. Being respectful of the time of course; if you’re running late in the interview, don’t ask two or three questions. But, come back with a very smart intelligent question that demonstrates your bigger picture thinking.

Don’t ask a question like, like “Can you tell me where the bathrooms are?” That would be a bad idea.

Instead, come back with a question or two about the business. Maybe, ask about the challenges that the business might be facing in the upcoming year or the opportunities.  Can you give me a few examples of people who have been successful here at the company and what character traits they have?

 Just asking smart questions will leave a very positive impression with the interviewer instead of just simply saying “No, I don’t have any questions.”.

What are some standout questions you have gotten from candidates, or have asked yourself during an interview?

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Putting Value in Brand Culture https://thepedagog.com/2020/02/putting-value-in-brand-culture/ https://thepedagog.com/2020/02/putting-value-in-brand-culture/#respond Thu, 06 Feb 2020 18:38:27 +0000 https://thepedagog.com/?p=675 As 2020 rolls on, the emphasis on companies to define their brand culture continues to grow. And while many organizations have embraced this head-on, a considerable amount remain confused on where to begin. Picturing brand culture may bring to mind the idea of employee perks and fun or lavish workspaces. However, a thriving brand culture…

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As 2020 rolls on, the emphasis on companies to define their brand culture continues to grow. And while many organizations have embraced this head-on, a considerable amount remain confused on where to begin.

Picturing brand culture may bring to mind the idea of employee perks and fun or lavish workspaces. However, a thriving brand culture represents a much deeper notion. Successful company cultures have a knack for establishing a unique identity that is founded on company-wide values, streaming from the executive team down. Recently, Glassdoor released the “Big 9 Cultural Values” found in companies like Amazon, Google, and Disney, that excel in brand culture.  

These nine values are:

  • Agility 
    • Easily adaptable to a fast-paced market 
  • Collaboration
    •  Performing well within your department and in one on one scenarios
  • Customer
    • Customer/ Client needs to be prioritized over all else
  • Diversity
    • Embracing all individuals regardless of gender, race, ethnicity, sexual orientation, religion, or nationality
  • Execution
    • Providing the tools and outlets concerning employees performing their role without limitations, and placing the appropriate responsibility for any duties that fall short of execution
  • Innovation
    • Charting new and groundbreaking areas for growth
  • Integrity
    • Placing much emphasis on honesty and ethical practices on both an individual and departmental level
  • Performance
    • Successful implementation of duties required to be rewarded according to company measures and all issues of underperformance to be swiftly and efficiently handled
  • Respect 
    • An understanding of honor and dignity for all throughout the company 

These values are not unusual or something only recently sought after. However, compared to the past, they are now being eagerly highlighted throughout the daily work environment. By providing your employees an understanding of what values your company is rooted in, it allows them to feel heard, respected, and a part of something bigger than the job at hand.

So, from recruitment to onboarding and every step after, make sure your company values lead the conversation between you and your employees; leaving them no room to question if they are the right fit for your brand culture.

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Where Do You See Yourself? https://thepedagog.com/2020/01/where-do-you-see-yourself/ https://thepedagog.com/2020/01/where-do-you-see-yourself/#respond Mon, 20 Jan 2020 04:54:36 +0000 https://thepedagog.com/?p=671 Many companies are still asking the question in an interview. Where do you see yourself in three years or five years? Not too many are asking about 10 years anymore. But, it’s really the question about where do you see yourself moving and what are your goals. The answer to that question that I found…

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Jeff discusses the best response to the most common interview question.

Many companies are still asking the question in an interview. Where do you see yourself in three years or five years? Not too many are asking about 10 years anymore. But, it’s really the question about where do you see yourself moving and what are your goals. The answer to that question that I found working really well, is to not focus on specific positions. But maybe using an answer like:

” You know I understand why you would ask the question. And, you know like companies who are having a very difficult time even doing a three or five year and definitely a 10-year business plan things are moving too quickly and the markets are too dynamic. So, for me what’s been working instead of focusing on a very specific job that I’m looking for, I’m focused on being successful and exceeding expectations in the position that I’m in. And, for me, that’s been working well because I’ve found that if I exceed the expectation in the positions I’ve been in, opportunities present themselves. I just have to be smart enough to recognize those opportunities and evaluate them in my career path.”

So going with a more softer response that focuses on exceeding expectations and giving examples of how you’ve done that, usually is more of a winner of an answer than simply saying: “well I want this position or I want your job.”

 (Don’t forget to connect with Pedagog

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You’ve got the smarts, but do you have the Soft Skills to match? https://thepedagog.com/2019/11/youve-got-the-smarts-but-do-you-have-the-soft-skills-to-match/ https://thepedagog.com/2019/11/youve-got-the-smarts-but-do-you-have-the-soft-skills-to-match/#respond Mon, 18 Nov 2019 11:56:48 +0000 https://thepedagog.com/?p=663 Soft Skills In today’s competitive job market, having experience and an education speaks volumes to potential employers. Yet, that won’t necessarily land you the job. For some, the term soft skills bring to mind the general adaptability and office etiquette organizations require. But, what if that was merely scratching the surface of where you should…

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Soft Skills

In today’s competitive job market, having experience and an education speaks volumes to potential employers. Yet, that won’t necessarily land you the job. For some, the term soft skills bring to mind the general adaptability and office etiquette organizations require. But, what if that was merely scratching the surface of where you should be as a professional?

Here are some of the top Soft Skills employers are looking for:

Positivity: Significant differences remain between the ability to do the job right and getting the job done right with a smile on your face. Our ability to convey optimism even in the most stressful of situations can be the defining factor in being considered for a position.

Reliability:  Founded on work ethic; reliability represents the level of trust an employer can put in an employee. A large portion of fulfilling this trust comes with integrity. This means meeting commitments and owning up to mistakes. No one enjoys an “excuse maker.”  

Delegation:  Even those working outside of a leadership or management role can benefit from putting delegation into action. Delegation requires prioritizing work obligations, using effective time management, and having the ability to trust either yourself or others to perform the task successfully.

Listening:  Whether it is in general conversation or the workplace, often, we find ourselves thinking about what to say next instead of listening. Being quick to respond can come across as arrogance or being irresponsible in your words. Employers are looking for those that listen with an intent to understand and process before responding. 

  Even when we feel confident in our current skill sets, it’s a great idea to reflect on the traits or areas we struggle with and look for ways to improve. As a professional, having a continual desire to improve upon our soft skills indicates to potential employers our level of dedication as an employee. 

For more information and an in-depth look at soft skills most employers seek out, check out this article by The Balance Careers.   

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Soft Close – Candidate https://thepedagog.com/2019/10/soft-close-candidate/ https://thepedagog.com/2019/10/soft-close-candidate/#respond Tue, 29 Oct 2019 11:15:08 +0000 https://thepedagog.com/?p=657 Soft Close – Candidate Always go for a soft close at the end of an interview. Traditionally you would have been told to ask for the job. Say, something like, “thank you so much for your time today. I want you to know that I’m very interested in this position.”. So, that’s a little outdated.…

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Soft Close – Candidate

Soft Close – Candidate
Always go for a soft close at the end of an interview. Traditionally you would have been told to ask for the job. Say, something like, “thank you so much for your time today. I want you to know that I’m very interested in this position.”. So, that’s a little outdated. A more progressive way to do that towards the end of the interview would be simply to say something like, “thank you for your time today. I’m just curious through our conversations today through looking at my background is there anything at all that will keep us from moving forward in the process?”. That simple statement makes it clear that you’re interested in moving forward and secondarily it gives you the opportunity to address any objections.

Now, you need to be prepared for the response that could come to that question. They may make you aware of some concerns they have, which you’ll need to address.
(And I know we will cover that in a separate video on handling strengths and weaknesses in an interview.)

So, in summary, make sure you always go for the soft close.

Let them know you’re interested…ask them about next steps !!

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Generation Z: On the Move https://thepedagog.com/2019/10/generation-z-on-the-move/ https://thepedagog.com/2019/10/generation-z-on-the-move/#respond Mon, 07 Oct 2019 01:57:08 +0000 https://thepedagog.com/?p=634   A.H. Oct. 6, 2019 Generation Z: On the Move  With Baby Boomers, Gen-Xers, and Millennials working to find common ground in a wide range of professional ideals and expectations, where does Generation Z fit-in? Recently, CNBC proposed that as Generation Z enters the US workforce, they will account for close to 61 million of…

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  A.H. Oct. 6, 2019 Generation Z: On the Move

Generation Z: On the Move

 With Baby Boomers, Gen-Xers, and Millennials working to find common ground in a wide range of professional ideals and expectations, where does Generation Z fit-in? Recently, CNBC proposed that as Generation Z enters the US workforce, they will account for close to 61 million of the nation’s career professionals, which is quite substantially larger than Gen- X.  A number that big means that an entire era of workplace practices will soon be changing, again. The question is, how many organizations are ready to make the changes needed to welcome the new kids on the block?

   Generation Z is considered those born between 1997 and 2015. Unlike Millennials, who experienced modern technology grow up steadily alongside them, Generation Z is the first exclusively digital generation. This accessibility to technology has equipped Generation Z with a level of tech-savviness that surpasses all previous generations. Perhaps, explaining why 90 % of Generation Zers prefer to have a Millennial (their technology-minded counterpart) as a leader or manager. 

    So how do business leaders and organizations run by older generations adapt to this brand-new group of innovative professionals? 

Tuning in and understanding is the best way to equip any organization for Generation Z. Here are three key characteristics Generation Z considers essential in the workplace. 

1) Authentic Work Relationships: When you think of Generation Z, you may imagine a young 20 something with their face glued to a smartphone. However, even though this generation was born into a digital world, they crave face to face relationships filled with genuine interest. 72% of Generation Zers look for leaders who are not only driven but able to build authentic relationships with their employees. 

2) Consistent Feedback: Around 60 % of Generation Z prefers regular feedback from there supervisors throughout the workweek.  40% of this group favor even more feedback by preferring daily touch bases with their manager. This type of feedback isn’t to be confused with criticism or browbeating. These sessions consist of positive, constructive, and guided feedback on their work. 

3) Work-Life Balance: From flexible schedules to remote work; both Millenials and Gen Zer flourish with a stable work-life balance. More and more employers are using flexible schedules as a recruiting incentive to attract these new generations. 77% of the modern workforce is more apt to choose an employer with a more considerable extension of flexibility than one offering higher pay and a rigid 9-5 schedule. 

It’s clear there will be some challenges for companies as far as transitioning into an environment that encourages Gen Zers in the years to come. (We won’t even start suggesting what working relationships are going to look like with Generation Alpha). But the good news is there are steps you can take now to help successfully start the transition process.

Start a conversation; host or sponsor a networking event for young adults.

Do some internal reflection on areas your company could begin to incorporate more work-life balance.

Finally, enlist the help of a seasoned recruiting firm like Pedagog to help bridge the gap in encouraging a younger generation of candidates to join your organization.  

Comment below to let us know your thoughts and experiences when preparing and working with multigenerational groups in the workplace.


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Soft Close https://thepedagog.com/2019/09/soft-close/ https://thepedagog.com/2019/09/soft-close/#respond Tue, 24 Sep 2019 20:28:05 +0000 https://thepedagog.com/?p=628 If you want to improve your offer acceptance rates with candidates, consider doing a soft close.

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If you want to improve your offer acceptance rates with candidates, consider doing a soft close.

I would never extend an offer to a candidate unless I have a high level of confidence they’re going to accept it. When you reach a point where you’re wanting to extend them an offer, reach out to them and ask: ” Is there anything at all standing in the way of you accepting an offer? “. Assuming, of course, that the numbers add up meaning the compensation and benefits, etc., which will be details included in the offer.

EXAMPLE:

“Is there any reason at all that you wouldn’t accept it? Because we would like to answer those questions now before going through the administrative process of approvals and signatures; only to find out that you have another opportunity that you’d prefer or you’d rather state your current company.”


If you take that simple step you’ll often surface questions and counteroffers or other opportunities. Candidates will feel a bit guilty if they then tell you there’s nothing standing in the way and then you extend the offer to them and they say no. Not that it still can’t happen but your risk will go down tremendously if you simply do a little role-playing with them. Walk them through the scenario of extending them an offer and help them understand that as a company we just don’t like to extend offers to individuals that don’t already likely know that they’re going to accept it.


So always consider soft closing candidates; you’ll improve your acceptance rates tremendously!

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Who’s Looking At You? https://thepedagog.com/2019/09/whos-looking-at-you/ https://thepedagog.com/2019/09/whos-looking-at-you/#respond Sun, 08 Sep 2019 02:03:35 +0000 https://thepedagog.com/?p=607 A.H. September 8th, 2019 Who’s Looking At You? With text messaging continuing to infringe on the phone call and video interviews becoming the norm, it comes as no surprise resumes and personal branding have also evolved.      For professional job seekers, a tangible resume is still vital. However, the need to take it one step…

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A.H. September 8th, 2019

Who’s Looking At You?

With text messaging continuing to infringe on the phone call and video interviews becoming the norm, it comes as no surprise resumes and personal branding have also evolved. 

    For professional job seekers, a tangible resume is still vital. However, the need to take it one step farther is becoming more and more critical in today’s digital world. Around 33% of employers state they will check a candidate’s social media, to determine if their professional persona matches their personal life. This means you may want to forgo posting the keg-stand photos from your college years or the ladies’ trip to Vegas videos. Even with the supposed security features and settings within these online platforms, a simple name search on google may still publish these items without you knowing. More so, 64% of employers claim they check out a potential candidate’s professional LinkedIn profile before deciding to hire. So, where do you stand with your LinkedIn presence?  

Here are a few steps to help clean up or start your LinkedIn profile:

Profile Picture

  • It’s always nice to have a professional headshot, but it is not mandatory. The goal is to have a photo that portrays you in a professional light; acceptable attire, groomed appearance, etc. Do not use heavily filtered profile pictures. (Yes, we can all tell when you’ve used the “beautify” feature on Snapchat. )

Content

  • Your LinkedIn profile should open with a summary outlining who you are as a professional. It doesn’t have to be rigid. Adding your personality is an excellent way to draw attention and engage prospective employers.
  • Next, you should breakdown your current and previous work experience. It shouldn’t be a copied version of your resume. Instead, focus on the title, dates, and key points of accomplishment.  
  • Finally, finish with your educational experience, certifications, and contributing skills. 

References

  • Use references from previous employers, project managers, educators, and co-workers to convey your authority, skills, and experience within your industry. (Pedagog will outline a “How to Ask” blog soon) 

Extras

  • Attach any relevant work, such as case studies or projects to highlight your accomplishments. 
  • Note any volunteer or outreach activities you are actively working with 

Lastly, having feedback is also a great step in effectively building your online brand and finalizing your LinkedIn profile. This is where partnering with a professional recruiting firm, like Pedagog, can be an excellent advantage. A recruiter can provide insight on what skills and experience employers are looking for and suggest any improvements to your profile. 

Now, you are set to start using LinkedIn to the fullest. Begin with building your network, sharing articles or creating your own, and interacting with content from thought leaders within your industry. (Don’t forget to connect with Pedagog

We want to hear your thoughts on managing who’s looking at you and creating an online brand; add your comments below.

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