Inside this Issue

• Goal Setting
• STAR Approach
• Working with a Recruiter

Boredom isn't in a set of activities or relationships. Boredom, or enthusiasm, is in the mind of the person involved.

If, while playing basketball, the hoop is placed only one foot above the floor, the game will be brief, since the sense of achievement won't deliver any excitement or challenge. And if the hoop is placed 15 feet up, it'll also be a brief game since the players will feel a sense of hopelessness and give up in frustration.

This attitude of boredom and frustration is really all about goal setting. Goals that are too low result in boredom; goals that are too high, result in frustration.

Goals should be set just "beyond your comfort zone" - so you have to stretch and extend yourself. be open to change and perhaps to trying something new. This stimulates opportunities for continuous learning and growth.

If you don't set your own goals, or if you allow other people to set unrealistic objectives for you, then you're on the path leading to feelings of discouragement, frustration of boredom.

Remember: when you set your goals, you're in control.

Leadership @ Work - Harvey Silver Ph.D.

Many interviewers are now utilizing the STAR Approach to their interviews and you need to know what it is. The STAR Approach is an interview approach to deal with behaviour based interview questions.

Situation or Task - Describe the situation that you were in or the task that you needed to accomplish. Be Specific about the event or situation, do not provide a generalized description. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event.

Action you took - Describe the action you took. This is all about YOU. Even if you are discussing a group project or effort, describe what you did -- not the efforts of the team. Don't tell what you might do, tell what you did.

Results you achieved - What happened? How did the event end? What did you accomplish? What did you learn?

Working with a Recruiter

When you’re looking for a new job do you really want to use the services of a recruiter? The question is the same as repairing your own car – if you have the skills and training of a mechanic, you’re best off doing it yourself; if not, you’re better off with a professional.

Pros to working with a Recruiter:

• You don’t have to pay them…the companies that do the hiring pay for the service
• Recruiters are privy to many positions that are NEVER posted on the job boards – they allow you the ability to tap into the hidden job market
• Recruiters can provide market intelligence, company background information, networking leads, resume and interview critiquing, etc…

Okay, so now you have decided to contact a recruiter… what next?

Too many candidates do not take the interview with the recruiter seriously. Please remember, if you don’t present well to the recruiter, you will never present to their clients. Always dress professionally, arrive on time and be well prepared. Be prepared to complete an application form. Given that a recruiter will review hundreds of candidates, consistency of data becomes essential to ensure that the basics are covered and that the entry of your information into the database is as efficient as possible. We can assure you that the candidates who refuse to complete the application leave a negative impression and that does not bode well for a successful placement.

Below is a Guideline of Do’s and Don’ts when working with a recruiter – study the lists carefully and treat your Recruiters with respect.

Inside this Issue

• Successful Coaching
• Giving Kudos
• Eight Interview Questions
• The Time to Plan...

"At the heart of every successful coaching relationship is the genuine belief that people can grow when given opportunities, support and feedback."

Successful Coaching

As leaders, we all want better performance from our people, our business units, and ultimately, our organizations. Hence we emphasize tangible results and ways of achieving those results. How often do we emphasize learning, growing and having fun? When you coach your son’s or daughter’s hockey team, you don’t lace up the skates and put the puck in the net yourself. You teach the basics, get them as many games as possible and cheer your head off! Coaching at work is not that different. It is an approach that emphasizes getting the work done, but even more importantly, it focuses on developing people so they are able to function effectively, and independently. At the heart of every successful coaching relationship is the genuine belief that people can grow when given opportunities, support and feedback.

Jackson Leadership Systems

Giving Kudos

Sometimes offering praise is harder than it should be. In a busy office, it’s easy to forget to complement and voice your appreciation.

But praise can really make a team member’s day. Here are some reminders of how easy it is to say, “Thanks, well done!”

1. Great effort, you make us all look good
2. I have great confidence in you
3. You’ve grasped the concept well
4. Your efforts are really making a difference
5. Thanks so much for your consistent effort
6. You are a valuable part of this team
7. You make the team’s vision come alive
8. Your accomplishments inspire the team
9. You keep improving – well done.
10. I’m proud to have you on my team

Eight Interview Questions to Get them Thinking

1. Do you have written goals you want to accomplish and if so, tell me about them?
   You are looking for indications of maturity, focus, planning ability, and desire for achievement.
2. How did you earn your first pay cheque, how old were you, and what did you do with the money?
   With this question you are probing to check their work ethic.
3. What are the top three leadership traits that you look for in a manager?
   With this question you are attempting to gauge their expectation and ascertain their preferred management style.
4. Have you ever failed at something and if so, why did you fail and what did you learn from the experience?
   This question lends itself to a discussion on resiliency, personal responsibility, and their tendencies under pressure.
5. Everyone has strengths and weaknesses as employees. What are your strong points for this position?
   This question gives them the opportunity to tell you what assets they bring to the table and how they see themselves fitting into your organization.
6. What is the one thing you would improve about yourself?
   This question gives you an indication of their self-assessment capability.
7. Other than family members, who has been the greatest influence in your life and why?
   See who they draw inspiration from – it might help with managing them.
8. If you were to fail in this position, what do you think the reason would be?

The Time to Plan for Something is Before you Need It...

...Otherwise you are not planning, you are reacting!

Current statistics show:

• 6.8% of the employable workforce is unemployed
• 10% is EMPLOYED and ACTIVELY seeking a new role
• 83+% IS EMPLOYED and NOT ACTIVELY seeking a new role

What is your plan for Talent Acquisition for 2007?

Come to Sutherland Search and let us help you tap into that 83% that needs to be found .

Sutherland Search engages in active recruitment (or "headhunting") to help you find the right candidate. Let us put our feelers into the marketplace for you so that when a need arises, we already know who might be suitable to fill it for you.