Having Power

Weight of having strength and power

There are many concepts of what power means as well as what it is. Simply put, power is the ability to be effective. We speak of having powerful engines and equipment. The lion is known as the King of the Jungle because of its prowess and powerfulness. Leaders are known for their insight, vision, and ability to influence others to do (or overcome) certain things that were considered difficult for the ordinary.

Power isn’t allocated to an elite and unique class. It is something that derives from a number of sources and reasons.

Actual Power

Although some believe that only men (especially White men) are power brokers, that isn’t necessarily the case. It is also a common belief that only able-bodied people are powerful and capable of being effective. Being powerful comes from a number of sources.

• There is education that comes from learning being a good student in school and earning god grades. Some think of being a good student as having read the textbook and then checking the correct boxes on the Scantron during the examination.

  Still others believe that merely reading a lot of books, as well as newspapers and magazines, is the source of being well educated. That’s a piece of the formula.

• Education also comes from experience. Experience comes from exposure to situations, using good practices that net good outcomes, and then repeating those practices until they become second nature (require little to no pre-thought because the positive response, that has been reinforced many times over without contradiction) becomes intuitive and natural. Few have sat at a keyboard after reading a book about typing (or not having done so) and been able to type 150 words per minute. It takes practice to become capable.
• Being resourceful also provides certain advantages to leverage what seemed to be a disadvantage into an actual boon to effectiveness – and power. But resourcefulness stems from being not only educated about the properties of things but also being creative enough to realize the alternative uses for the traditional tools and situations.
• Therefore, another source of power is creativity.
• As we consider creativity, it needs to be remembered that raw elements (talents) have certain amazing properties. Unharnessed, they can be overwhelming and sometimes alarming, thereby deterring use. A certain amount of refinement can make the single raw talent (asset) become useful in many ways and attract even more bounties and alliances that previously considered. Refined use of abilities is critical to being powerful.

False Power

• Some feel their effectiveness and power over others stems from shouting down those who question what is being done. Yes, shouting will definitely drown out other voices. It will also turn away those who could have been supporters had the additional information been supplied.
• Then there’s use of force, sometimes coercion, in order to have power to get things done or influence action by others. Force and coercion ultimately produce impotence (ineffectiveness) of those who allow it. It also garners resentment, distrust, and negative reaction, loss of loyalty, and ultimately rejection by loss of alliance.
• Charismatic flattery will gain admiration and attraction. Caution: false flattery, while it appeals to the ego, will soon be seen for what it is – merely words used to get something in exchange for little in return.
• Duplicity is another form of false power. Some synonyms are “con game”, lying, sham, deceit, double-dealing, and hidden agenda, to name a few.

False power is only short lived in terms of being effective. Once the methodology is discovered, the loss of power becomes rapid and widespread. False power takes a lot of work because the audience, and potential supporters, is in constant need of being rebuilt in order to replace the attrition numbers.

The other thing about false power is the most important to remember. It’s evidence of lack of legitimate power. It’s evidence of a dangerous weakness that’s being camouflaged through the use of the above tactics, in addition to others not mentioned here. Don’t get caught showing how weak you really are.

Have Power

In sum, power flows from not a single class of people or thing. When it comes to considering a powerful person, it’s advisable to look for certain characteristics.

• Education
• Experience
• Vision
• Efficiency
• Time Sensitiveness
• Resourcefulness
• Refinement
• Professionalism
• Moderation
• Humility

It’s the short list. It’s also a “must have” list. Be certain what you seek is real, legitimate power and be powerful in doing so.

You May Also Find Useful

• The Wish for Power and the Fear of Having It
• Powerful: Building a Culture of Freedom and Responsibility
• Ask Powerful Questions: Create Conversations That Matter

Back in the Day

Previous roles are changed as life cycles evolve.

Today is Gerry Crispin’s birthday. He’s over 55 which is one of the thresholds for deeming a person as old, or ready to retire, or antiquated, or no longer useful. In other words, a target for age discrimination, whether passive or overt. Yet those who are 40 and older, even as old as in their late 80s, are still active in the work marketplace via many forms of employment and engagement. There is still a need for their knowledge, skills, and talent. Those attributes, those assets, provide a great deal of value to whatever enterprise chooses to include them in their mixture of talent.

I used this day to post a (as usual) teasing birthday wish to Gerry that read: “Have people started asking you about what you did back in the day? I just know you have a great response for that.”

For those of you who are curious about how “back in the day” is defined, Longman Dictionary of Contemporary English says it means “a long time ago, when you were much younger.”

Actually (never short on words or responses), Gerry did have a great public response, while also laughing at himself. It was:

lol. When the dinosaurs roamed the earth, recruiting was different but, as a candidate, you could physically apply to more companies then on a given day (Saturday before noon) with envelopes, paper resumes and stamps than you can in an entire week online. We could do a test…if there were any newspaper classifieds left but there isn’t so you’ll just have to take my word for it.

He raises some good discussion points. Undaunted, I had a response to his observations.

In the days of classified ads, all people were paid a minimum, livable wage. Thus, they were able to afford the cost of paper, copies, envelopes, stamps, transportation costs. But then, mailboxes were on every other street corner or the postal worker picked up the outgoing letters while delivering the new.

In those days, also, there wasn’t as much research required (or at least invested in) finding a job.

Now, in this digital age, there is less volume in terms of sent resumes because there’s more need for research. The challenges of making online applications can be time consuming if the employer doesn’t have a good webmaster.

Additionally, people are so busy working two, and up to five, jobs (as well as gigs) that they simply don’t have the time to do as many applications as back in the ’60s.

Then there are the discouragement and disillusion factors.

Gen Xers and Millennials (and even some who are older) have no qualms about expressing their belief that gray hair is an indication of being old, retired, and no longer active in the workforce. They will politely inquire about what it was like “back in the day” while forgetting that there are many who have gray hair and hold very responsible positions in businesses, while sitting on boards of directors, practicing from the bench (Associate Justice Kennedy), and being very involved in their consulting and training professions.

These gray- and white-haired stoics are not out in the pasture. An elite number have managed to stay afloat in the relevant and needed arena and are proving their worth in gold. And there are those who have been worn down to the rim and taken out of the game, many times not by choice.

Applying for work “back in the day” was more reasonable in many ways. No longer is it possible to simply take the “Help Wanted” sign out of the window and hand it to the owner while saying, “I’d like to apply for the job,” and get considered (even hired) on the spot. Job search was supposed to get better because of technological advances and the reach of cyber presence which also reduced the cost associated with conducting a search and vying for the gold ring along with that younger group.

There’s a vast amount of value in these vintage competitors. The training and preparation during their early days of school was different, more sound. There wasn’t a mass flocking to garner a degree, or even an advanced degree. There was substance being taught and concepts demonstrated in classroom discussion. There was actual experience gained through internships and volunteer work that didn’t detract from earning a meaningful living wage. Wage earning and work experience happened through various channels. For most, that experience and education was recognized and rewarded. But that was back in the day.

References:

• From guns to gay rights, Justice Anthony Kennedy was the Supreme Court’s swing vote, Richard Wolf, USA TODAY (3:32 p.m. ET June 27, 2018 | Updated 10:24 p.m. ET June 27, 2018)
• The Age Discrimination in Employment Act of 1967
• Age Discrimination
• EEOC Head On Age Discrimination By Employers, Chris Farrell Contributor, Next Avenue (Aug 17, 2018, 01:00pm)
• Facebook will remove 5,000 ad targeting categories to prevent discrimination, Nick Statt, The Verge (Aug 21, 2018, 1:23pm EDT)
• Try These 7 Smart Strategies to Find a Job, Randy Lilleston, AARP (March 23, 2018)
• Avoid the Seven Mistakes Job Seekers in Their 50s Make, How to sell yourself in a digital work world, sharpen your interview skills and write a look-at-me résumé, James A. Martin, AARP

Resources:

• Unfinished Work: The Struggle to Build an Aging American Workforce
• HR Genius

Over 50 and Counting

Experience-based Qualification

One of the things I’m an advocate about is inclusive employment for those over 50. They bring to the table a wealth of experience and knowledge that can be crossed over to other matters. It’s because of the awareness.

These are people who, actuarially speaking, have a lot more and a lot longer to making the social and business milieu better and we should avail ourselves of those benefits rather than shove them into a space and make them vegetate. Practice keeps abilities sharp and honed. Think of tools that rust and deteriorate from lack of use and maintenance.

Mental and physical practice are also tools that deserve to be kept sharp. Like a well-seasoned cooking vessel, they get better with time and continued use. Here’s evidence of one such person – who also realized there was “another door” that could be opened.

Resources:

• 5 Factors That Affect Your Employee’s Productivity, National Business Research Institute
• Media Professional Turned Personal Trainer, AARP
• Businessman Turned Prison Tutor, AARP
• Retiree Lands Bike Tour Job on Venice Beach, AARP
• Retired Teacher Gets Girls Into STEM, AARP
• Another Door
• SCORE
• ADEA

Additional Resources:

• Older Workers: Enhanced Communication among Federal Agencies Could Improve Strategies for Hiring and Retaining Experienced Workers: GAO-09-206
• Prolonged Employment of Older Workers: Determinants of Managers’ Decisions Regarding Hiring, Retention and Training (NiDi Books)
• Read The Desk on Kindle

There’s Going to Be a Little Pinch

Places Where You Can Ask

There are different venues to reach the destination for a job search or seeking an opportunity It’s about finding the opening to get inside the door and reap the rewards of having made that milestone.

As we move along one path or another, there will be times when we need to ask for something. There are four aspects to this. The first is knowing how to ask. The other is the willingness to accept the answer you don’t want to hear. The third is having the fortitude to say “no” – in a tactful but understandable way. And the last is having sufficient emotional intelligence (also referred to as EQ) to realize “no” does not mean resorting to some type of negative behavior. Oh, and there’s a fifth aspect to this picture which should actually be first. It’s knowing who to ask or getting leads to where the answer can be found.

Who to Ask

Who you ask for a reference or for a lead is dependent on several factors. The most significant is whether you admire some talent they have as well as whether you believe they respect you and the talents you have to offer. If they have neither, it isn’t worth your while to seek their assistance in getting an introduction or even a recommendation. The unspoken assumption here is that the person knows who you are. If they’re merely a stranger, one will question the validity and value of their recommendation.

A person has increased significance as a reference when they have some type of expertise, knowledge of the industry or profession. It’s a plus if they hold a respectable position in their industry or have a good reputation. What they say in regard to advice is positively received and rarely is flawed. They are thorough and ask good questions in order to reach solid conclusions. Likewise, they know good sources to get the right, most up to date answers.

Another way of evaluating who to ask is how much they know of your work ethic and the caliber of your work or the caliber of the content you provide. That content may be input in conversations during meetings, in various exchanges, diligence in making certain of the facts and understanding of the subject matter before speaking (or writing), and attention to details.

Can they vouch for your character? Are you one way today and another the next? People with equivocal records tend to not be very reliable. That’s a two-way street.

How to Ask

Asking for a reference takes some tact. Few relish the thought of being put in the center of the bull’s eye so an outright “I need a reference for a job and I’d like for you to be one,” is not going to go over very well. Perhaps that’s one of the reasons why LinkedIn no longer creates additions to the “Skills & Endorsements” and “Recommendations” sections of one’s profile.

The Endorsements did not require solicitation. If someone was aware of you and respected some aspect of your work, all they needed to do was click a link that added their name to the collection of endorsers.

The need for a recommendation can arise for any number of reasons, in addition to finding employment. Perhaps a recommendation is needed for admission to a school or some type of fraternal organization. A direct approach is appropriate for these types of needs. Still, it’s important that the person is familiar with you, your work, and your style.

In these situations, it is all right to let them know that (1) you’re seeking admission to a program (or consideration for an opportunity with one) and (2) you need a recommendation from someone who can speak to the value you can add to the program. The next part is where sensitivity is required.

As I said before, it isn’t wise to put the person into an uncomfortable position. Here, however, it is appropriate (now that the opportunity is revealed and your motivation for pursuing it is disclosed) that you ask if they would be willing to be a reference for you. Frame it in terms of the fact that you’ve known one another in a professional capacity and you believe their endorsement would add value (it’s appropriate to briefly outline why). If not, Ask if they can suggest someone who may be able to serve as a reference.

Sometimes the reference is needed for an application. The endorsement needs to be verified by the organization hosting the event. Once the commitment is made, the evaluator needs to be made aware that their email address, and sometimes a phone number, will need to be disclosed. Find out what contact information they prefer to have used. Be certain they realize this information is for verifying the recommendation.

Accepting the Answer

“No,” is a difficult word to say. There are times when it’s appropriate to do so. Therefore, rather than give a false impression that the answer is a genuine “Yes,” it’s far better to learn how to say “No” in a clear and unequivocal way so that later, there will be no misunderstandings and confusion. Learning how to say “No” applies to not only the one petitioned for a reference (or permission) but also for the one who does not want to accept a generosity or gift.

Sometimes the response can be couched in an explanation; sometimes the reasoning will remain private. No matter which, it’s important to be willing to hear “No” and abide by it. Retaliation is not an appropriate response. Lashing out also shows lack of maturity.

While working for a boutique executive placement firm, we had an uncomfortable situation arise. The applicant gladly gave a list of references. Some were represented as extremely good, reliable friends. The time for reference checks arrived and people were called to do that step of the screening. Unfortunately, one of the references gave less than a milquetoast reference. To say that left everyone in an uncomfortable state is understatement. Some type of explanation for the rejection needed to be formulated and then contact the applicant to tell them their candidacy was being dropped.

Was there a misrepresentation on the applicant’s part? No. But on face value and from the standpoint of a potential employer who didn’t do enough screening, there was a misrepresentation. Saying “No” can make a huge difference in whether someone’s quest for gaining a foothold is successful or not.

Be Brave

Asking for a reference can be a daunting experience for some. It’s necessary to muster up the courage to ask. On the other side of the coin, it’s necessary to muster up the fortitude to either say “Yes” or “No.”

Sometimes the evaluator is an extremely busy person. They encounter many people in a day. Keeping a mental record of what experience they’ve had with a person can be difficult, especially when the pressures of business are upon them. They may ask that a rough draft of the letter of recommendation be created so that they can edit it. This will also help them know what things to highlight for that particular venue. Not every situation is looking for the same qualities. The standout moments in the relationship – expert advice, superior knowledge of a particular subject, quick and accurate research, ability to explain complex concepts in an understandable way – are some examples of what is needed.

Life Goes On

It may be a disappointment to hear “No” when a request for a reference is rejected. That isn’t the only person in Life’s track of relationships where someone can offer an evaluation. Consider that it’s typical to request at least three references whenever someone is applying for a situation. So there was one who said “No.” That doesn’t mean everyone on the list of co-workers, acquaintances, colleagues, and associates will have the same answer. It also doesn’t mean that the door is forever sealed shut. Move on to whoever may be the next best.

The advantage of asking is learning the answer. It may be music to one’s ears, “Yes.” On the other hand, there may be a little pinch. The good thing about that pinch is that it doesn’t last forever.

Resources:

• The Right (and Wrong) Way to Ask Someone to be a Reference, Anne Pushkal, The Muse.com
• How to Ask for a Reference from an Employer, WikiHow
• How to Ask Your Professor for a Letter of Recommendation Via Email, WikiHow
• Behind the Scenes of Background and Reference Checks, Lewis Lustman, Recruiting Brief (November 14, 2016)
• 4 Effective Techniques to Screen Candidates, Stephanie, The Hire Talent (October 18, 2017)
• Reference Checking: Get Real Information from Reference Checks, Paul Falcone, Monster.com

Related Content:

• Read The Desk on Kindle
• Talent Genius

Getting in the Temp Agency Door

The New Workforce

At one point in time, getting formal temporary work was simply a matter of finding an agency. Well, actually, a little more than that. It was necessary to actually go in and fill out an employment application so that you could become a registered candidate. Then there were screening tests followed by an interview with the agency recruiter. Finally, you were asked about your availability and walked out with (1) a couple of time sheets in order to keep track of the hours you worked for (2) the job you were going to start doing the next business day.

In the Last Century

No, it wasn’t necessary to make an appointment. Having a resume was a nice thing to have. It showed a modicum of professionalism but more importantly, it showed you were prepared to work and show your work history.

Things changed a bit, but not drastically. The industry had little bearing on the protocol. It didn’t matter if it was office, labor, construction, nursing, or care giving. The routine was still the same. Labor agencies were even less formal. Simply go in, register, if the drop-in was not for the first time, simply put your name on the sign-in sheet, then sit and wait to be called for the next job.

Client Priority Changes

Some clients strove to streamline and formalize their operations. Their usual mode was to use their informal registration of applying to work via referral or emailing a resume and cover letter. They contacted their database of past workers to learn whether they were available for the next regular project and then did an new orientation. There was outreach for new workers who were sought by small advertisements and solicited referrals. But some decided to remove the paperwork and management from their workload. They turned to temp agencies to handle the administrative side of the employment issues. So the cadre of workers were required to register with the contracted agency during a registration period. The rest of the steps were the same.

New Game Plan

Sometime between 2008 and May 2017, the manner of working with an agency (from the worker’s side of the picture) changed. No more drop in, complete the application, go through testing, and walk out with a time sheet. Instead, applicants are now discouraged from even going into the agency office.

Instead, the applicant goes to the agency’s website and completes an application that’s accompanied by the applicant’s uploaded resume. In July, Joe Cummings, CEO, President, and owner of Royal Staffing, posted to LinkedIn by encouraging those who were seeking work to do so through his agency. The campaign was very similar to a current one that says, “Looking for a job? If so, we’re looking for you. Make your life easier and visit http://www.royalstaffing.com Look at the great opportunities we have waiting for you or someone you know.” What a great opportunity to find out how to be found. So I asked him to explain the new intake process used for registering temporary candidates.

“What we have our candidates do is fill out the online application. We reach out to each and every one of them once the applications received… If the applying candidate has the skills and a good work history for our niche market, we schedule an appointment for them to come in and interview. Prior to them coming in we do send them the assessment tests online and they complete them at home before they come into the office.”

This is now the protocol used by all agencies. Joe added some cautionary advice here. “[T]he job seeker is also responsible for following up on his or her application submittals to potential employers. The old adage still is very much alive today, the squeaky wheel gets the grease.”

But, What About?

There are still unanswered questions. This also begs the question of how the application / resume needs to be constructed in order to get temporary work – not gig work, just the fill-in stuff that used to be “easy-peasy”, walk in, take a test and complete forms, walk out with a time sheet and an assignment for the next day (and a paycheck the next week!).

Since there was no response by the end of June, I turned to the American Staffing Association to seek information. I explained my association and standing with the organization and asked for clarification about the change in protocol for registering with an agency. The burning questions were, “When did this practice begin and what is the reasoning for it?” Well, there’s been no response.

Digital and Modernization

Perhaps the reason for the change has to do with cost containment as well as the fact that we now do so much in a digital format. As each year since September 11, 2001 has passed, the need for security increases. Perhaps this manner of applying for work via the Internet has a small amount of attention to security issues. There is less need for office space and equipment so overhead is also reduced. Does that in turn mean that the contract workers can enjoy a small pay increase? It’s hard to say.

In the past, workers would choose an agency that was geographically easy to reach. At the end of the week, they could leave the work site and go directly to the agency office to drop off the verified time sheet. That also meant the previous week’s check could be held for them (not mailed) so they could personally receive it and handle it in whatever manner was necessary for their needs. Are checks now done via direct deposit? Security, as mentioned before, is growing to more than just physical site issues. Cybersecurity is now an important business concern. So perhaps that modicum of pay increase because of reduced overhead got absorbed by the expense of shoring up the vulnerabilities from the different weak spots. More open issues with no explanations.

The Same but Different

What remains is applying to work for more than a quick project now requires greater amount of formality. Yes, people do take vacations, go into hospital or take a leave of absence. Some employers manage the contingency by hiring one or two extra staff who have flexible skills. (That can become expensive over the long run.) And contingency work is still a great way to try out the talent before extending an offer of employment (also known as “temp to hire”) to get a 360, in-house evaluation of the talent. If the situation isn’t a good match, at least the “supply chain” of work continued without the usual interviewing / screening / onboarding interruptions created by traditional hiring methods.

And perhaps this is why the gig economy is not only growing but thriving today.

Resources:

• Americans’ financial well-being reaches its highest level in 10 years, Samiha Khanna, Journal of Accountancy (July 27, 2017)
• ASA Skills Gap Index: Top Hard-to-Fill Jobs by Sector (August 29, 2017)
• Trends in Employment, The Desk Annex (May 14, 2017)
• Jobs Growth in April 2017, The Desk Annex (May 5, 2017)
• #JobsReport – Lowest July Veteran Unemployment Rate Since 2001 Veterans’ Employment & Training Service’s (VETS) July Veteran Employment Update, data from the Bureau of Labor Statistics’ monthly Economic News Release (August 7, 2017)
• U.S. Department of Labor — ODEP – Office of Disability Employment Policy – Publications – Strategic Connections: Recruiting Candidates with Disabilities
• How to Use a Temp Agency to Find a Job, Alison Doyle, The Balance (July 16, 2017)
• Here’s How to Apply, Adecco
• How to write a CV for a temporary job, Clare Whitmell, The Guardian (10 June 2014)
• 10 Reasons to Take A Temporary Job, Aaron Guerrero, U.S. News & World Report (May 22, 2013)
• Intuit: Gig economy is 34% of US workforce, Patrick Gillespie, CNN Money (May 24, 2017)
• Is the Gig Economy Working?, Nathan Heller, The New Yorker (May 15, 2017)
• The Gig Economy’s False Promise, THE EDITORIAL BOARD, New York Times (APRIL 10, 2017)
• How The Gig Economy Will Change In 2017, Lydia Dishman, Fast Company (January 5, 2017)

Sponsored Links:

• Management and Organization of Temporary Agency Work (Routledge Studies in Management, Organizations and Society)
• PHR/SPHR Certification Exam Preparation

Interests and Hobbies for Distinction

An article recently came to my attention. The recommendations were dubious. Then an opportunity to share the knowledge with a group of recruiters arose. The group shared my reservations. The recommendation was to include one’s interests and hobbies on the resume and profile in order to distinguish special skills and stand out among the competition. The article proposed that the interests and hobbies would indicate particular strengths and abilities that can be used as indicia of success in the job that needs to be filled.

The group of recruiters voiced opinions on the matter:

• “I don’t normally pay attention to that section.”
• It doesn’t really have any relevance to the job that’s on my desk
• “I don’t use it.”

Job seekers are looking for whatever they can use to set themselves apart in a positive way. No doubt they will read that same article and believe that the advice applies to all job searches of whatever type and all manner of positions. After a lot of research in order to re-locate the correct article, one rose to the surface that made some distinguishing points about using hobbies and interests. They are helpful when the position is in a more esoteric area that requires unique skills that indicate traits such as perseverance, attention to detail, impervious to high levels of stress.

But what about the company that needs to fill a vacancy for a position in a special needs school? The person who knows and is able to use sign language may list that as a language skill and hobby in light of the fact that they do volunteer work at the John Tracy Clinic.

When we speak of job search, there’s an automatic default to ideas about jobs in the office. However, there are many types of jobs in different industries. A person could have a strong interest in health and medicine but they don’t want to be involved in working on people. There are also animals that require similar services. What about forestry as an option. Or that same person simply doesn’t want to be involved in health services but has a strong interest and keen skills in computers and programming. Perhaps their path to success is in the health sciences arena at a hospital or health facility.

So the candidate loves DIY projects. Could that mean they’re good a analysis, have strong concentration and focus skills, and are good at interpreting diagrams? Maybe there’s a niche for them in some form of construction or machine work.

The world of work is becoming increasingly complicated in regard to qualifying for a position and simply getting in the door. Occupations that you wouldn’t think of as requiring a resume now use that tool as part of the entry point. Do hobbies and extracurricular activities have a place and purpose on the resume or application? At times, they do. But they need to be used strategically if they are used at all. Sometimes they can become the bullet that shot the high school cheerleader who is applying for a mid-level management position in the foot. She’s remembered decades after leaving her application but not for the reasons she intended.

Resources:

• 9 Tips for a Surprisingly Helpful Hobbies & Interests Resume Section
• Resume Interests Examples: Resume Hobbies and Interests Examples and Tips
• Use Your Hobbies and Interests
• How to use your hobbies to get a job: top tips
• How to Write a Personal Interests Section on your Resume
• Hobbies & Interests On Resumes
• The Importance Of Hobbies and Interests On Your CV

Sponsored Links:

• Grow Up, Get a Job, Career Exploration Workbook: Activities & Exercises
• Professionalism: Skills for Workplace Success (4th Edition)

Exposure and Expertise

Businessman giving a used book to another businessman, learning to survive

There’s a constant search for the best qualified candidate to be added to your workforce. They come to the table with all the education that’s required by the job description. They have the right amount of experience performing the tasks that need to be done. They are aware of the terminology and use it in appropriate context. They are wonderful when it comes to timely execution and speed. Why do they have all of these gifts? Where can you find more of them?

No doubt some of these skills were gained in the classes they took. Still others were developed with exposure to various technologies. Still other things were learned through conversations and reading all manner of trade and recreational content.

How useful all of this knowledge proves to be depends on its source and the amount and type of education that accompanied it. If it was merely parroting something without any appreciation of what the expression means or its history, not to mention the why of its use, then it’s simply doing because you were told to do so when x, y, or z occurred.

You can break a contract but taken literally, it’s difficult to see how a piece of paper can be broken. How many who don’t have exposure to that term understand that violating the terms of the agreement can result in losing the benefits of the association? We can talk about algorithms. That’s a fine and fancy name for having different bases of measuring things that are already in daily use. We count denominations of money using a base of 10. However, we measure distances, space, and time with a base of 12. All of those are algorithms. Does the neophyte realize this? Perhaps not. They’re simply intimidated by this new word and concept that’s been put before them with no explanation.

Taking a skills test can be similar to taking a classroom evaluation of the last section that was taught. However, screening and selection tests such as the LSAT or the SAT are an entirely different thing. If the applicant has never experienced an evaluation process of that type, it shouldn’t be expected that they will perform well on literally their first exposure – unless, of course, there’s some form of genius lurking in those brain cells.

Scalia recently opined that Blacks should not be put into the better educational institutions because they have poor learning skills. That might be true were it not for the fact that educating Blacks has historically been an after thought (if that much). Like women, they were to be kept uneducated in order to have better control over the population and keep them in a state of being disenfranchised. And even in that ethnicity, plus the combinations that created racial and ethnic Creoles, there have been those who found patrons who saw the benefits of providing quality education to them. In the alternative, the population found ways to gain even the rudimentary gems of education in order to propel them into something more.

Education is a prized aspired to by all races and ethnicities. Each family sees it as the tool that will bring fulfillment of the promise of a better life and empowerment. But that promise cannot be realized if the mentoring and educating to create the employable candidate is not provided.

So develop your employee education programs to your advantage. Also develop mentoring programs with an eye toward reducing apathy while increasing engagement and productivity. The exposure to the concepts and terminology will provide you with more than just the ideal candidate for the next step on the ladder.

Resources:

• Supreme Court releases audio of Justice Antonin Scalia saying maybe black students don’t belong at elite universities
• What is an Algorithm?
• Overview of Learning Styles
• The Importance of KSA’s (Knowledge, Skills and Abilities)
  in the Federal Application Process

Sponsored Links:

• The Evaluation Interview : How to Probe Deeply, Get Candid Answers, and Predict the Performance of Job Candidates
• Executive Career Advancement: How to Understand the Politics of Promotion The X Factor
• The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work

Dispelling Myths: Timeless Lessons

What was the day like on June 20, 1926 in Beggs, Louisiana? Out of curiosity, let us look at a remodeled farm house from that period that’s now standing in present day standards. Simply switch out the dish washer for a stand with a place for a tub, a wood burning stove, and humble plaster on the walls, and you’ve pretty much transported yourself into the time and place. Let us compare and contrast that the updated appearance to that of the period. Consider The Creole Cottage. Aside from the appliances and an abundance of windows, the appointments are not drastically different.

It was the height of the Great Depression and the Summer. By necessity, industry was predominantly agrarian, the house filling with children. There were many hands contributing to the burgeoning amount of work to be done. We’ve gone through several economic revolutions in that time but some things are just as timeless as the cottage.

There were many lessons to be learned and passed on to the next generation. Lessons with regard to business matters and roles of the individual sexes. There were many teachers in many disciplines. But discipline and etiquette were primary for all, no matter what age or race. Abiding to strict rules of protocol and respect was expected of everyone toward their fellow humans. Pre-pubescents did not speak to any adult as though the adult was an inferior, no matter what the race. Likewise, children did not dismiss adults from their presence because the child was through talking to the adult.

Being articulate and well spoken is another trait of the Louisianan. Those skills represent one’s station as well as the status of the family. Expect the candidate from Louisiana to take humble pride in their speaking skills. In fact, don’t be surprised if there’s astonishment at a compliment paid to their articulateness. It’s a matter that’s taken for granted.

Even before there were human resource departments in urban areas and before the establishment of the Social Security system, a form of collective benefits fund in the form of a Creole Social Club was established in order to provide for emergencies. These are resourceful people who do not rely on handouts for survival. It is insulting to characterize them in any inferior way.

Animal husbandry was just part of the daily grind. So, also, was weights and measures and negotiating a fair price. Sundays were spent listening to Grandfather preach. Weekdays were constant exercises of how to speak to others with diplomacy, in a well modulated voice, using reason as the higher bargaining skill in order to negotiate the sought-after goal.

It was Great Depression America. That meant knowing how to be self sufficient. But it also meant having the wisdom to gain favor with all neighbors in case of need or emergency. Which takes us back to communication and persuasion skills. Speak; don’t speak. It takes a discerning mind to know when words are necessary in order to accomplish something and what priority the “something” has with regard to advocating for it.

There were social skills to learn. One realized that no matter who you were, you were an example of your family. That meant being circumspect in all manner of things. To bring shame upon yourself was to bring shame on not only your family but also your neighbors, your community. So being polite, knowing the rules of etiquette, and knowing your place were supremely important for the community to heave together and survive.

Evaluate, evaluate, evaluate. Before making judgments about anything, evaluate as much of the situation as possible. Gather all the facts. Judge the person by their acts and deeds and use a point system in order to rank whether they have earned being in your company or if they are begging for exclusion. If the words don’t match the actions, if they don’t have the right number of points, they need to be removed from consideration. Maybe they can redeem theirself sometime in the future. But there are many things that need to be accomplished. Better to not waste time and energy on one who will be a detraction. So keep them on the fringes (maybe) for future consideration and allow them to prove they are worthy of earning trust and inclusion for building resources and skills.

Things have changed since 1926. It’s called modernization and progress. But some things are constant. Before we fall on trusting the generalizations about classes of people, we need to realize that the character of a person and the foundations upon which they were raised are as ingrained in them as their DNA. Take them out of the place of origin and they will resort to the practices that made them who they are. Many are what we desire: circumspect, hard working, discerning, reliable.

References:

• Creole Society and Culture contrasted to American culture
• Evolution of Creole Culture in Louisiana
• The Creole Cottage
• Creole Language

Sponsored Links:

• Creole: The History and Legacy of Louisiana’s Free People of Color
• RESPECT ROCKS: A Behavior Program for Teaching Your Children Respect & Responsibility

Telltale Signs: Company Profile

A young man stood on the bus stop wearing a navy blue suit. He held a notebook-sized portfolio. His attire was impeccable. I ventured a guess and decided to test it.

“So how did the interview go?”

“Okay. But I’m not sure about them.”

“Just okay? Do you think you’ll accept the position?”

The more he spoke, the more I noticed excellent articulation and vocabulary. There were some physical features that were not very attractive. However, they were quickly dismissed as he continued his discussion of the interview and his analysis of the company and how he would fit into the organization, if he chose to. It was a restaurant and he was to be the host.

He talked about the glowing interview and the very attractive offer that was made. He expressed uncertainty about the acceptance and I questioned him, again.

“I’m not sure about them. There’s a lot of talk but they make me nervous. They’re cutting too many corners.”

Just as important to the recruiter is not only the candidate’s appearance on paper and in person but also how the client looks. And just as the candidate needs to present a good appearance and profile, so does the client. Care needs to be devoted to the quality that goes into the product in addition to the running of the company. Selection of those who appreciate those imperatives and can deliver in a professional, ethical manner is what needs to be reached.

The recruiter is looking for the best match for both sides. Very important to their livelihood is the client who has desirable attributes. A savvy executive management candidate, as well as the recruiter, will consider things such as amount of time in business, success record, office atmosphere, profit and loss statement, vision, planning, industry ranking and reputation, management, turnover rate, timely payment of debts and debt management, to mention just a few factors.

Cutting corners shows, no matter what the corners. When recruiting for the best, it’s important to put forth the best image possible. In the long run, you’ll attract the best and most loyal customers as well as the best candidates who will serve them to keep your business alive and profitable.

What is your interviewing style saying about your company?

Additional Resources:

• Hoover’s Online
• Fortune Global 500
• Vault Company Reviews & Rankings
• Diversity Employment Services – Company Research Directory
• LinkedIn Company Directory

Sponsored Links:

• Remarkable Service: A Guide to Winning and Keeping Customers for Servers, Managers, and Restaurant Owners
• The Complete Restaurant Management Guide (Sharpe Professional)
• Restaurant Financial Basics

Republished from Career and Executive Recruiting Advice (October 31, 2002)
Republished from Suite101.com (June 5, 2001)

Do the Research

Entrances is a 360 networking forum on LinkedIn. It’s for an exchange of information and for networking with others in order to develop new connections and awareness of new opportunities. The purpose is to gain better insights about another part of the employment sector other than your own space so that better choices are made based in feedback from the other players. One goal is developing relationships that can lead to referrals.

Entrances – Making sound choices based on informed networking

While it isn’t a forum for political speech, there are a series of videos running that are produced by ColorofChange.org based on their #IfTheySpeakForMe theme . They show by various examples of what ensues if others make choices for you because you didn’t do your research; instead, you were passive and took whatever you got. In this weekend before midterm elections, the videos emphasize the importance of doing good research before embarking on an endeavor or entering into relationships.

With those compelling ColorofChange messages are scenarios of hair care dictated by a stranger and being hijacked in a taxi. Those are similar to taking on employment with a client or employer you haven’t researched.

I encourage you to do the research this weekend that will help you make the right choice for you in the voting booth. Remember to vote. Exercise your rights.

Who Is This

That being said, remember to do some research, ask meaningful questions, about where your livelihood is or will be. Find out who the potential employer is. Determine whether the recruiter is the right one for you. What does the recruiter want in terms of a “qualified candidate” and how can the resume writer or the career coach help you them reach your goals. Maybe they simply are not the right fit. Maybe their philosophies are (and never will be) in consonance with your own ethics or beliefs in good practices. Consider the video wherein the hairstyle of several women is determined by a total stranger who contravenes the women’s wishes and relationship with their hairdresser.

We’ve talked about hair in Entrances from the perspective of what is accepted by the other side of the employment desk. It was intended to look at the various styles, colors, whether it constituted good grooming, and whether hairstyle is a valid hiring criteria. A few interesting views were expressed.

Making Impressions

Has someone impressed you with their words? What did they do to make that impression? How reliable are they? Would you be willing to refer them to something that may be a good match for what they have to offer?

Bottom Line

Which is the more important emphasis? Know who the employer is. Know their product or service before going on the interview or taking them on as a client. Recruiters are held liable for the misdeeds of their clients. It is a recruiter’s duty to guide a client along the more ethical path if they are erring in their decisions or execution of their business practices. But it’s imperative to know all of these things before getting involved or else having a delicate but compelling reason for taking a different, better path to open the right door and make better entrances.