It is highly unlikely you will ever see the Tony award winning mega hit, “Hamilton the Musical.” Unless you want to pay 3500$ for a seat that costs 165$ to StubHub, the waiting list is over two years long. It is even more unlikely you will read the Ron Chernov biography the show is based on, because it clocks in at nearly 900 pages, and you fall into a drool-inducing nap when a YouTube selection exceeds two minutes.
Finally, graduation day has arrived. What a relief for the students who no longer have to attend early morning classes or pull all-night study sessions. For the parents, grandparents and others, the last tuition payment has long since been sent (or the student loan payments have yet to begin), and everyone is stress-free once and for all … right? Not so fast. Does he or she have a job? Will the new graduate be moving back home, and for how long?!
What does this catch phrase even mean, you’re probably wondering?!… It is pretty simple actually: GOOGLE YOURSELF BEFORE A JOB INTERVIEW!!!
Gone are the days of talking on the phone for hours on end. They’ve been replaced by text messages, Snapchats, Instagram, Facebook Messenger, and emoticons. (I know this firsthand with my two sons, who have no idea that a ‘smartphone’ is intelligent enough to dial a phone number--unless they need something from Mom!) …
I am not one to share a lot about my personal life online, but I recently found the topic of reflecting, researching, and planning to be very relevant. You see, my lovely fiancé and I are currently in the stages of wedding planning! And given what I do for a living, I could not help and see parallels between planning a job change and planning a nuptial celebration. Both are HUGE life steps, and both require making important decisions … If you are considering making a job change (and/or planning a wedding-- I don’t suggest you do both at the same time!!), check out the following high-level steps to take:
Staying on the topic of my previous post: I’m still naïve, and I’m still a millennial – but I’ve picked up a few things over the last few months. One of them is that the world revolves around TRUST … We trust our doctors with our lives, our accountants with our money, and you all (well, most of you) trust us recruiters to put you into the right career. So I’m going to challenge all you candidates and companies out there to this simple question:“Doesn’t it make sense to treat me, the recruiter, the same as you do your doctor or accountant?”
Every day a gazillion emails are sent and received. Most senders are people trying to advance an agenda and essentially trying to “sell”. I don’t mean just prospecting, but any kind of effort using digital communication to further a cause. There are some messages that don’t get read past the first three words, and others that truly advance a process. Here at Hobson, we have spent a great deal of time studying email, how it has evolved, and how it has remained the same. We pride ourselves on training our team on the best ways to USE and NOT USE email when selling.
Over the course of a week, I independently surveyed a small group of Vice Presidents that manage Sales teams in NY, MA, CT and OR. I was interested in what differentiators they look for when evaluating talent. Their answers quickly squashed my pipe dream of bringing Billy Beane’sSabermetrics® to Recruiting!
The most dangerous phrase in the language is,’We’ve always done it this way’.”
~Grace Hopper
How does your company’s hiring process measure up in today’s employer market? If you are not innovating and moving forward, you risk getting left behind and losing top talent, (a.k.a., money!)
When you meet someone for the first time, within 30 seconds you decide whether you like them or not. But what exactly are the determining factors of someone being worthy of your “like”? What gives them the “It Factor”? I get a version of this question all the time- whether I am helping young girls develop their interview skills within the pageant world, or prepping candidates for a job interviews.