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Tom Brady is the Greatest of All Time

Tom Brady has quieted his detractors over and over, the latest being last nights Super Bowl. The debate of “Greatest of All Time” has been going on for longer than a decade at this point.

It’s great to celebrate achievement, but I always get a kick out of looking back on how it all started…

Every pro player was once a high school player, and one of the most fascinating seasons is NCAA recruitment.

You might be surprised that Tom Brady was hardly even catching any of the college coaches eyes.

In fact, his father had to take matters into his own hands. . .

Tom’s dad decided he would do a little ‘marketing scheme’.

“We had some game tapes and collated them to his abilities” the elder Brady told Bleacher Report.

“Then we sat down and decided what schools he would even consider. We sent the tapes out to those schools… around 54 schools.”

Brady’s father knew that in order to give him the best shot at a great school – he’d have to promote him a little bit.

This eventually led to Michigan’s assistant Bill Harris and head coach Gary Moeller making a bet on who would eventually become the greatest of all time. . .

Long story short – don’t be afraid to promote yourself!

If you’re not on the radar, get on the radar!

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How to Make Sure You Never Get Promoted (Book)

This Friday afternoon, I had to share a book I had read last night from Mason Burchette of Best Buy Metals, its called “How to Make Sure You Never Get Promoted”. It’s a book that I wish I had at the beginning of my career.

In short, it shows you how to make yourself so valuable that your employer will nearly have no choice but to promote you. More info in the video below!

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How to Passively Recruit Professionals Affected by Instability (GUEST BLOG)

If you’ve ever wondered if there’s a simple and easy way to passively recruit candidates out of competing businesses under a lot of instability. . . look no further.

Craig Webb was nice enough to publish my quick tutorial on how to use the LinkedIn Advertising platform for targeted recruiting, enjoy!

Webb Analytics: LinkedIn Ad Recruiting

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Podcasts Uncategorized

Buying Yourself a Job (PODCAST)

I’ve done it, I’ve officially gone to Recruiting Hell.

Well, at least I was on the podcast 😉

Rob Conlon was nice enough to have me on, and we discussed something that could be seen as a bit untraditional. . .

Buying yourself a job!

Check it out:

Listen to “Episode 31 -Buying Yourself a Job?! – Ft. James Aiken of Legacy Search” on Spreaker.

 

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Overcoming “I’m Not Interested in Changing Jobs” While Recruiting

“I’m Not Interested in Changing Jobs”

A True Recruiting Tragedy

You find the perfect candidate and your reach out to them, the phones ringing, and they pick up, Oh, you’re excited. You’re ready. Cause you think, Hey, this is going to be a perfect person…

You explain who you are, where you’re from and what you’re calling for and they say, ” sorry, I’m not interested in changing jobs…”

What do you say? What do you do? The best way to handle this is with honesty because you want to build a network either way.

Think Long Term

You explain to them, “I’m not here to get you to change jobs. I’m just calling you to learn more about how you want to develop your career long term and see if we can help you in that process”

Hiring somebody is a symbiotic relationship anyway. So don’t go into it making them think you’re immediately trying to get them to make a move and say, ” I just want to have a conversation. I just want to learn more about you”

Value the Relationship Over the Hire

That’s all it is. Don’t put the pressure on them. Don’t take third base before you rounded the first. Develop the relationship so you can have it long term.

If you’re looking for ways to properly conduct the first interaction once you have their consent, check out our article, “Effectively Attracting Candidates

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Candidate Resources Human Resources Uncategorized

Are Hiring Events Worth It?

Are Hiring Events Worth It?

The Illustrious Job Fair

When it comes down to whether or not a hiring event is worth it, we can look at it from two different directions. We can look at it as a hiring company, or we can look at it from the candidate/associate perspective.

Job fairs and hiring events are great concepts, as the organizers pull together a lot of like-minded people in order to provide their attendees with a strong candidate flow. Typically these events are free for the attendees.

Its not necessarily about whether or not they “work” as much as which job fairs work best for you. . .

Job Fairs as an Employer

If you’re looking to make multiple hires in a short amount of time, a job fair might be the best option for you. The main issue to look at is the type of talent you are searching for, as well as your ability to properly screen and retain the talent.

Many job fairs focus on volume. There are many widely publicized job fairs that attract folks in manufacturing, retail, and general operations.

If you are looking for a high-level hire at a job fair, you need to make sure you’re picking the right one and matching up with the proper audience.

Local job fairs are great tools for meeting a lot of talent at once, but the more specialized skillset you’re looking form, the more you need to worry about audience versus volume.

Job Fairs as a Candidate

If you’re a candidate looking to get hired at a job fair, you’re going to have a lot of success when ti comes to networking all around.

Take the time to meet the folks at each company and booth, do not pick and choose what you like or do not like. You do not know enough about their offering to screen out yet. If you talk to the table and it doesn’t make sense or doesn’t vibe, you can move on. But, if you’ve decided to invest the time, its best to create as many connections as possible.

Make sure to bring plenty of resumes for distribution, but most importantly, make sure you are going to the proper job fair. If you are an accountant and you’re going to a job fair for machinists, you will likely not have much success. Although – – the networking aspect here is absolutely key. If you are going to an unspecialized job fair, still take the time to meet the most applicable point of contact possible, and learn who the best person to contact within that firm would be for the role you are searching for.

Make sure you look professional, and put on your networking shoes. Do not leave without having established new relationships. If you are just going to walk around and look at what everyone’s doing, there’s plenty of other places to people-watch!

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Human Resources Uncategorized

Hiring Like-Minded Employees

Hiring Like-Minded Employees

Culture is Forever

If you’re concerned with hiring like minded employees, congratulations, you are among a very large group of friends.

Naturally, businesses want to build a strong culture of like-minded people that can all be moving in the same direction.

Nowadays, many firms are actually putting more focus on the culture fit versus a functional fit. As they say, you can teach a job, you can’t teach a personality. That’s why making like-minded hires can have such a huge impact on business.

Define Your Culture

In order to find someone like-minded, you have to define what you’re like!

Seems simple enough, but really get into the core of your people and how you operate as a business. There is no good or bad answer, there is only the right answer.

There is a huge difference in culture between a high activity sales and close-driven culture and a laid back family environment where custom care is the primary focus.

Figure out how you define yourself first.

Design the Questionnaire

Once you’ve figured out your core culture, begin to ask candidates behavioral questions focused on uncovering specific scenarios that they have (or have not) displayed the traits you find most important.

A few behavioral questions would include:

  1. Tell me about a time you followed your bosses orders even when you didn’t believe them to be correct
  2. What is a time where you disagreed with a coworker on how a situation should be handled, and how did you alleviate the disagreement and solve the problem?
  3. Tell me about a time where things just slipped through the cracks and a customer got upset. How did you fix things?
  4. Tell me about a time you had to directly help a teammate in order for them to be successful

Trust the Gut

Now, nobody is saying that you should jump to conclusions after the first couple minutes of meeting someone.

What you should do is trust your social abilities after having long conversations with the candidates. Yes, this is a completely subjective way of addressing things, but we are dealing with humans – not robots. We cannot always be 100% objective.

If you’d like to learn more on hiring the right cultural fit, please reach out to us at james@legacysearch.net