What is trust? It may feel mysterious and elusive, but in-fact we know a great deal about how it is formed, sustained, and recovered. It’s not that complicated. We have to initiate trust to be worthy of it. Trust is the belief that a teammate has technical competence to perform a task, combined with a team goal in mind and actions while portraying ethical principles such as fairness and honesty.

How do we earn or repair trust? Blending ability, kindness, and integrity is the secret sauce. Displaying ability, benevolence, and integrity in all you do consistently will lend you credibility as a trusted advisor. However, when one of these attributes slips, reputations suffer. Trust can obviously be remade, strengthened, or under-minded in every encounter you have.

An employer’s motivation to attract, hire, and retain professional top talent is mirrored by a professional’s motivation to excel and contribute within organizations. It’s not rocket science that the key to every company’s success is the caliber of its people. From what I hear on a daily basis from the “best of the best” in the niche markets we serve, the “key employee” dream wish list always has trust on the top. They want to be heard and trust that leaders will do the best they can to remove obstacles that stand in the way of collective success.  

“The Five Dysfunctions of Team” is a fantastic book that discusses trust as the foundation of every successful team. Our team has read and examined this book and we have even implemented many of the tools that we learned into our day-to-day activities during the years. Through facilitated workshops and by opening up dialogue, we have learned to be more effective and efficient by extending more trust and less judgment. This has helped us elevate our consultations with our customers and candidates as well. Helping each other look at things a little differently just may be the answer to our mission:  To be the staffing provider and employer of choice.

Click here for an exercise you may want to do: http://flpbs.fmhi.usf.edu/pdfs/Five%20Dysfunctions%20of%20a%20Team.pdf

Chris Carlson, CPC, Aureus Group Regional Manager

About the Author, Chris Carlson
Chris is an experienced executive in the staffing industry. She has extensive experience in developing and implementing operational analyses and programs and has assisted hundreds of firms streamline processes and upgrade the competencies of its workforce. Finding innovative ways to generate new business and build teams is her passion. She has developed and executed many successful strategic marketing plans. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the regional manager of Aureus Group specializing in the Finance & Accounting, Systems and Executive search areas.

In addition, Chris is a Certified Professional Consultant, and has a Bachelor of Science in Business Administration and a Master’s of Business Administration from the University of Nebraska at Omaha.

As I reflect on my almost nine years with my present company, I have no doubt that I have truly found a career that fits my personality, life style, and goals. It was not an easy decision and definitely not an easy transition. Although I will admit to having lied about how much I loved this position when I first started, as failure was not in my vocabulary; I know now that I found my passion!

I encourage each and every one of you to not just find a job, but a career that will take you to discovering what that passion is. If you know what it is already – make it happen!

HOW DO YOU FIND YOUR PASSION:
1- What do you truly love doing? Talk to somebody who really knows you, they may know you better than you know yourself.
2- What keeps you going?
3- Be a risk taker, but don’t quit your job right away – explore possibilities and feasibility.
4- Be prepared to fail and be ready to get up to try it again!

“I know the price of success: dedication, hard work, and an unremitting devotion to the things you want to see happen” Frank Lloyd Wright

Nuria Archer, Sales Manager, CPC

About the Author, Nuria Archer
Núria Archer has been with Aureus Group since 2003 and has more than fifteen years of business experience, including a prior career in the accounting field at an international organization, having worked in Spain and the UK. Núria holds a degree in hotel business and tourism from the University of Girona in Spain, where she is originally from.  During her tenure with Aureus Group Núria has received accolades earning recognition as a top performer, “Presidents Club” awardee, Employee of the Quarter, promotion from Account Manager to Sales Manager and most recently transitioned to the Executive Search team. Núria has also earned designation as a Certified Personnel Consultant.

Unfortunately, I’m not able to attend my brother’s games this year and not being there to cheer him and his team on like a crazy woman is absolutely killing me!  When I spoke with him the other night, I asked him about all the different steps he’s been taking to get the team prepared for playing in the state tournament. He told me about the scouting reports and game tape he’s been reviewing on their prospective opponents. And, once again, this is becoming somewhat of a family affair, as my dad is heading down to the games early this morning to help my brother scout. Man, I wish I could be there!

Relating this back to the world of job searches and candidate recruitment, I think we can learn something from a high school coach’s undying passion for a sport and his desire to know exactly what the competition is going to throw at his team during the big game.

If you’re a professional who is interested in pursuing a new opportunity, know what the market looks like for someone with your skill set and experience level. How do you compare to your competition – to the individuals who are going to be pursuing the same positions as you? Are you missing any special certifications or exposure to certain duties that might make you less desirable in the eyes of a hiring manager who is focused on bringing in the best and brightest professionals? If so, what can you do to change this and make yourself the “hot commodity” that every hiring manager is going to be excited about interviewing? 

As a hiring manager, know what your competition is doing to recruit and retain the best talent in the marketplace. How does this compare to your organization’s recruitment and retention strategies? Nothing is more painful than losing a great new prospective employee to your biggest competitor, or perhaps even worse, losing a top performer to an arch rival.

So, my advice it to invest time in those “scouting reports.” Get to know and gain a thorough understanding of your competition. And maybe, just maybe, you’ll end up being a part of a championship team. I feel blessed every day to be a part of a championship team here at The Aureus Group.

Stephanie Miller, Senior Account Manager, Aureus Group

About the Author, Stephanie Miller
Stephanie Miller has worked for Aureus Group for five years.  As a senior account manager within the Finance and Accounting division, Stephanie partners with organizations throughout the state of Iowa and provides staffing solutions within the accounting, finance, and human resources departments. She has a bachelor’s degree in communication studies from Nebraska Wesleyan University, and recently earned a master’s degree in negotiation and dispute resolution at Creighton University; she is also a certified professional consultant.

Stephanie reports that two of the most rewarding aspects of her job is seeing how pleased the client is when she’s successful in identifying a professional who meets the level of experience/skills the company desires for a particular position and also helping a candidate make a successful career change. In her free time she enjoys spending time with her husband,Chad, and their two dogs, Benny and Olive. She also loves to travel, check out new restaurants, watch movies, run, attend sporting events and theatrical performances, and volunteer through theUnited Waya few times per month.

Right now, I could hit you with dozens of stats to support the stance I am taking. Please keep in mind that this stance is one that will benefit you in the end for certain. Stats can be manipulated though and misleading at times if they don’t tell the whole story.

Here are some stats that might be of interest to you though. The recession, for the most part, ended in late 2010 to early 2011. Using that as a starting point, the temporary/contingent staffing industry is forecasted to possibly double in size. I am no economics whiz, but whenever an industry doubles, opportunity abounds for those willing to seize it. What this means for you, is that more than ever, employers are looking to companies such as Aureus Group to provide them with the best temporary staffing options we have available. More than a third of companies polled in a recent survey showed that they plan to use temps in 2012. They plan to use temps! This does not even include the sudden events nobody can plan or prepare for that happen and inevitably create opportunities for immediate openings. Don’t just take my word for it though. Type the phrase “temporary staffing trends 2012″ into your Google search bar and you will find link after link after link to articles that are touting the strength of the temporary staffing industry this year.   

What does this mean for you? Again, it means opportunity. In talking to my clients in Nebraska, I have found that they are on board with this 100 percent. The model of bringing in temps to fill staffing gaps is a conservative, proven method of sustaining human capital levels during projects, busy seasons, and unplanned events. The manufacturing industry has known about this for decades, and now every other industry is jumping aboard, too.

So, once again, we need you! We need you to visualize temporary employment as a true opportunity to accomplish goals in your career. We need you to understand that temporary employment is not an alternative to receiving unemployment benefits, it is real work with real benefits and strong wages. Once again, don’t take it from me. Rather, read what a few of my clients had to say about how they view candidates in this day and age of relatively high unemployment.

Client A: “I think candidates who choose unemployment over temp opportunities is a reflection of their lack of ambition. The focus should be on finding a job, and more importantly finding a career. A temporary opportunity might lead to that. I think temp jobs on a resume show ambition and focus on getting out there, keeping busy, and working on networking, which could lead to future permanent employment. Having temp jobs on a resume is far better than gaps of employment.”

Client B:  “Two things come to mind when I hear about candidates who are unemployed, but will not temp. One — they are not very motivated if they choose to stay on unemployment rather than take temp work. One of the primary things we look for is a candidate who is naturally driven to obtain results. We want to hire star performers as it is more important than ever with tight staffing models due to the economy. The second concern I have is a fear that they are so disenchanted with the business world (because they lost their job) that they are unwilling to temp. If so, I would be hiring an attitude issue possibly. Honestly, one of the best ways in the current job market to get a full-time position is to take temp work. We will work hard to find a way to hire a really good temp.”

I have had dozens of conversations with my clients that mirror these. They need you just as we need you. The market is demanding that we find you, and place you in a position. It is also suggesting that most of you will have permanent opportunities at the end of your temporary assignments. If finding a long-term solution is your ultimate goal, we absolutely feel that a temp position could be the vehicle that gets you there. Even though you are unemployed today, there is much to get excited about with what is going on. Most of these opportunities go very fast, and your best bet is to stay in close contact with your Aureus Group staffing professional. Our focus is to get you a job, and do is fast. It is what our clients expect, and what you need.

Nate Elgert, Aureus Group Senior Account Manager

About the Author, Nate Elgert
Nate was born and raised in Lincoln, Neb., graduated from Lincoln East High School, and went on to The University of Missouri at Kansas City (UMKC) where he was a four year letter-winner on the men’s golf team earning a bachelor’s degree in communication in 1999. Nate took a winding road back to Lincoln that led through Phoenix, Des Moines, Chicago, back to Kansas City, and then finally Lincoln once again in 2005. Before coming to Aureus Group in 2006 as an account manager in the Lincoln Accounting and Finance office, Nate was a golf professional, an advertising rep, and a mortgage lender. Currently, Nate is a senior account manager. He enjoys playing basketball, golf, and time with his wife Angie, and daughters Sofia & Cecilia.

Planning for my wedding this spring, I can honestly say that I found all of my vendors through personal referrals and recommendations. Our photographer shot my best friend’s wedding two years ago. Our caterer did a wonderful job at a family wedding last year. Our DJ grew up down the street from me. Sounds like common sense, doesn’t it? So why don’t people apply this same philosophy when they are looking for a new job?

As a recruiter, I can’t tell you how many times I’ve seen a resume in our general inbox from a candidate I have recently interviewed. These people have already taken the time to fill out our online application and do a personal phone interview with me, yet they are introducing themselves to our general email inbox. These same people will also fill out our online application from scratch multiple times. They think that every time they see a job that looks like a good match they have to log in, create a new profile, and enter all of their information all over again. Why don’t they just pick up the phone and ask me about the position? Why aren’t they leveraging the connection they’ve already made with me and my company? If I’m the one hiring for this position, great! If not, I can personally introduce them to the hiring official and offer a recommendation.  “Here’s a guy I interviewed last week. I think he’d be a great fit because…”  How is that not better than emailing us a piece of paper?

When beginning a job search, many people’s first instinct is to run to a job board. Why is that? Do they think job boards are easier or more effective than networking, or are they just afraid to pick up the phone and ask?  It works both ways. As a job seeker, would you be more excited about an online job posting with a company you’ve never heard of, or an opportunity to join a company where your friends have already worked and have loved? 

Why are so many people starting from scratch when it comes to landing a better job opportunity? Why not piggy back off of the experiences of your friends and colleagues who have already tested the waters? Ask them where the best places to work are, and who you should talk to about getting your foot in the door. Put yourself in the hiring mangers’ shoes. Who would they rather bring in for an interview? A piece of paper in a stack of un-screened resumes on their desk, or someone who comes highly recommended by another manager, co-worker, or friend? 

Do yourself a favor. Leverage your relationships when looking to advance your career. Don’t just send your resume to a bunch of places or fill out a bunch of online applications. Make it personal. People don’t hire pieces of paper, they hire other people. We have all been hiring managers at one time or another, whether it be hiring network engineers for your company, or hiring a gardener to take care of your lawn. Don’t expect your resume to do all the talking. Look to your contacts, people who already know you, and who think highly of you and your work. If you’re interested in getting into a company, find a personal connection. Whether it be through their favorite recruiter, someone who already works there, or even someone who knows someone there; it has got to be better than just forwarding your resume. 

Do you agree? What have you found to be the most successful ways to find a new job, or identify the right employee?

Julie Pentis, Recruiter

About Julie Pentis, CPC – IT Recruiter

Julie has been with Aureus Group since 2006 after graduating from Creighton University with a BSBA in Human Resources and Spanish. In 2010 Julie received her MBA from Bellevue University.  As a technical recruiter for the Information Systems team, she is responsible for sourcing, qualifying, and matching candidates with job opportunities in the Kansas City area. In 2007 Julie earned the designation of Certified Personnel Consultant and she recently served as Vice President of Membership for a local Toastmaster’s group and Co-Chair for HRAM’s Workforce Readiness Committee. Julie enjoys kayaking with her fiance Jake, taking their dog Jack for walks, and singing in her church choir.

I’d also like to share a little insight into our mission, values, and key success factors at the Aureus Group.

Our mission is to be the staffing provider and employer of choice by helping people and companies achieve their goals.

I’m excited about the optimistic views we continue to hear from our customers, candidates, and employees.

We wish you a prosperous and happy 2012.

Chris Carlson, Aureus Group Regional Manager, CPC

About the Author, Chris Carlson
Chris is an experienced executive in the staffing industry. She has extensive experience in developing and implementing operational analyses and programs and has assisted hundreds of firms streamline processes and upgrade the competencies of its workforce. Finding innovative ways to generate new business and build teams is her passion. She has developed and executed many successful strategic marketing plans. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the regional manager of Aureus Group specializing in the Finance & Accounting, Systems and Executive search areas.

In addition, Chris is a Certified Professional Consultant, and has a Bachelor of Science in Business Administration and a Master’s of Business Administration from the University of Nebraska at Omaha.

Have you ever thought about one or even several of these as possible New Year’s resolutions? Let’s change it a little! Let’s write down what you want to accomplish by when.

It is that simple! Be true to yourself and know what you can and will accomplish. Planning is great and half the battle, but execution is key to accomplishing your 2012 goals/resolutions! Set S.M.A.R.T. goals.

S = Specific
M = Measurable
A = Achievable
R = Relevant
T = Time-bound

What goal have you attempted every year but have not yet achieved? Does it need to be revised? Can it even be achieved?

Be true to yourself, plan, and execute – it is just that easy.

Happy New Year!

Nuria Archer, Sales Manager, CPC

About the Author, Nuria Archer
Núria Archer has been with Aureus Group since 2003 and has more than fifteen years of business experience, including a prior career in the accounting field at an international organization, having worked in Spain and the UK. Núria holds a degree in hotel business and tourism from the University of Girona in Spain, where she is originally from.  During her tenure with Aureus Group Núria has received accolades earning recognition as a top performer, “Presidents Club” awardee, Employee of the Quarter, promotion from Account Manager to Sales Manager and most recently transitioned to the Executive Search team. Núria has also earned designation as a Certified Personnel Consultant.

Our lives tend to get so hectic, particularly during this time of year. Sitting there, watching “It’s a Wonderful Life” with my husband, I was reminded of how important it is to take a step back and reflect on all that’s happened in my life during the past 12 months. From a work standpoint, this is a great time of year for self-reflection and assessment. What goals did I set for myself at the start of 2011? Did I achieve all of these specific goals? If the answer is “no,” what seemed to stand in my way? 

Every single one of us faces work related challenges during the course of the year. Instead of using those challenges as an excuse for why we weren’t successful in achieving all that we’d set out to accomplish this year, take the time to examine the challenge(s). Ask yourself how you could have potentially overcome the obstacle. Reach out to a trusted mentor and ask for their insights on different ways to break through the perceived “road block.”

Sometimes we are so wrapped up in a particular situation that it’s challenging for us to take a step back and accurately access the circumstances. Reaching out to someone you trust who has an objective view of the situation can offer some incredibly valuable insights. These insights can then be used as you move forward in 2012, set new goals, and face new challenges in the workplace.

Finally, through this reflection process, consider how you’ve impacted other people’s lives this past year. This can be on many different levels. Consider the relationships you have with co-workers. Examine your relationships with clients/customers/vendors. How would you categorize these relationships? Did these different relationships experience any “hiccups” in 2011? Consider not only how you perceive these relationships, but how the other parties would describe working with you. How can you strengthen these relationships in 2012?

Wishing you all a wonderful and safe holiday season! Cheers to fostering a productive and fulfilling workplace for all of us in 2012!

Stephanie Miller, CPC, Aureus Group Senior Account Manager

About the Author Stephanie Miller
Stephanie Miller has worked for Aureus Group for five years. As a senior account manager within the Finance and Accounting division, Stephanie partners with organizations throughout the state of Iowa and provides staffing solutions within the accounting, finance, and human resources departments. With a bachelor’s degree in communication studies fromNebraskaWesleyanUniversity, Stephanie is currently pursuing a master’s degree in negotiation and dispute resolution atCreightonUniversityand is a certified professional consultant.

Stephanie reports that two of the most rewarding aspects of her job is seeing how pleased the client is when she’s successful in identifying a professional who meets the level of experience/skills the company desires for a particular position and also helping a candidate make a successful career change. In her free time she enjoys spending time with her husband,Chad, and their two dogs, Benny and Olive. She also loves to travel, check out new restaurants, watch movies, run, attend sporting events and theatrical performances, and volunteer through theUnited Waya few times per month.

By now, as adults, we all realize that the axiom “actions speak louder than words” is absolutely true. But, we are more than adults; we are professionals who desire a path toward actualization in our career. We seek comfort in knowing our contributions add up to the greater whole of our organizations. So how do we get to this place? What will the road look like? Here is one option we all have at our disposal: Be ever thankful, and with ultimate sincerity, to everyone who impacts what you do in your organization.

Living thanks is hard to do at times. It challenges our patience and pride. Living thanks is about trusting, and giving up control. Living thanks is about collaboration and connection. Living thanks is also about building up political capital in your organization. Trust and appreciation of others will lead to them trusting and believing in you as well. Over time, if your teammates know that you appreciate their contributions, they will work harder for you. What’s better, this hard work will be driven by respect rather than fear. There will be a positive emotional connection to how everything adds up. Your team will want to make you look good, and will want to be part of the win because they know you absolutely care and appreciate what they are doing. 

What about those who don’t choose to get on this bus? They are the toxic element to your team and sometimes not as easy to spot as you would think. Based on conversations I have had with organizational leaders and managers in my five plus years in recruiting, I believe there is one common thread among these individuals. The “what about me?” factor that seems to be their mantra.  They think “me” over “team”, and suck themselves into the mire of negativity whenever their precious little world is upset.

Here is an unsettling fact. Nearly all of us are this person at times. It is what makes us imperfect human beings.  After all, we are hard-wired to look out for number one. The problem is that this attitude can be destructive to the team. Fortunately, there is also a drive and desire within each one of us to be part of something greater than ourselves. This is where you, as a leader in your organization, can have the greatest positive impact to your team. 

Never feed the negative appetite of those who are sucking the team dry of positivity. We need to starve them of their craving for you to sulk with them, and listen to their “woe is me” tales. Tell them that you will not listen to this kind of talk, and that this team requires the full attention to what is possible, not impossible. Tell them exactly how their actions are taking away from the team. You must be specific in these cases. But most importantly, show them through your actions how living thanks works. We do this by not giving up on these people. When we address the negative behavior, we must reinforce and be thankful for their positive contributions. Over time, we will see these people keep doing the things that get them genuine and sincere praise. Once the well of negativity has run dry, there will be a choice to make: run toward the door or the rest of the team. Not everyone can be healed, and some will simply leave your team and like a virus go infect a different company.

There is a myriad of variables that lead into what makes a great team. No matter how vigilant we are at chasing that perfect team harmony, there will always be opposition. Countless people have come to me wanting for a better job, and through my conversation with them it became evident that they were the problem and the reason they were talking to me, whether they knew it or not. Through proper background research we almost always corroborate our instinctive beliefs and find that these people are not our most placeable candidates.

Negativity has a way of clinging to a person’s personae for a long, long time. Take stock of who you are on your team. Ask bluntly of those you trust to tell you if you are part of the team, or part of the problem. If you find out you are on the wrong side, there is still hope. Look around and note all that is positive, and be thankful for it. Really take notice of those who support the work you do, and generously give thanks. When someone has an achievement, resist the temptation to be envious, and tell them how happy you are for them.  Over time, this sincere approach to giving thanks becomes living thanks, and it will fuel you and your team toward new heights.

Finally, this is a professional blog, and my thoughts are always geared toward you achieving greater results in your job, and in some cases, your job search. That being said, we give a lot to our careers, and sometimes our family can take a back seat in these pursuits. This attitude of living thanks has a much greater impact than simply how it advances one’s career. Those who are thankful are happier everywhere, not just at work. The ripple effect from that has a viral effect on everyone we interact with, and beyond.

Mahatma Ghandi truly captured it best by uttering perhaps his most famous quote. “Be the change you want to see in the world.”

I’d love to hear how you show your thankfulness? Happy Thanksgiving everyone!

Nate Elgert, Aureus Group Senior Account Manager

About Nate Elgert
Nate was born and raised in Lincoln, Neb., graduated from Lincoln East High School, and went on to The University of Missouri at Kansas City (UMKC) where he was a four year letter-winner on the men’s golf team earning a bachelor’s degree in communication in 1999. Nate took a winding road back to Lincoln that led through Phoenix, Des Moines, Chicago, back to Kansas City, and then finally Lincoln once again in 2005. Before coming to Aureus Group in 2006 as an account manager in the Lincoln Accounting and Finance office, Nate was a golf professional, an advertising rep, and a mortgage lender. Currently, Nate is a senior account manager. He enjoys playing basketball, golf, and time with his wife Angie, and daughters Sofia & Cecilia.

“I can’t stand my boss.”

“I HATE my job.”

These are very powerful statements that I hear on a regular basis from normal people all around the country.  These statements come from actuaries, bankers, food production professionals and sales people who are frustrated.  Normal, talented, hardworking people are humbled every day by confounding professional situations that affect them both inside and outside the normal work hours – these frustrations permeate their personal lives, affecting spouses, children and others in their wake. 

I’ll be honest, one of the many things that keeps me in this business is a recruiter’s ability to be a part of the solution for problems like these.  Unfortunately, however, no one (including a recruiter) can help a frustrated candidate until the frustrated candidate decides what they want to do with their lives.  Realizing that you are an unhappy employee is only part of the healing process.  Defining the ideal next step is just as critical or the embattled employee is doomed to continued unhappiness.

Deciding what you want to do with your career is MUCH harder than it appears on paper.  Today, there are several directions that almost any professional can take their career.  Within those directions there area several sub-directions that can allow someone to branch out and be a specialist.  Choosing the wrong path at any time in one’s career can mean the foregoing of future career progression, compensation or opportunity.  Choosing the right path can ensure a happy, productive professional career.  Changing jobs is a big deal.

If you could sculpt an ideal job opportunity what would it look like?  How would you interact with your boss and co-workers?  What would the office culture feel like?  What the heck would you do all day every day?  What would your salary be?  In a world of fairness and realism, visualize the professional scenario that would satisfy you the most.  When you begin your interview process, bring that wish list with you.  Screen companies as they screen you.  In each interview, rank the opportunity based on the criteria that you have outlined (just as a corporate recruiter would evaluate you in a job interview).  Map this out in a “T” chart for every interview and when the process is completed, my guess is that you will have made the strongest career decision of your life.

I would be very interested to learn what some of the people who read this blog list as their primary job considerations.  If you could carve out a top three list of things that are most important to you in a job search, what would they be?  Feel free to add comments below.  My criteria are as follows – 1) Am I working for an organization that is best positioned to help the candidates and companies that rely on me?  2) Am I working for an organization that is best positioned to help me realize my potential?  3) Am I working in a culture that is collaborative and rewarding?  What is important to you?

Jeff Kovar, Aureus Group Executive Recruiter

About the Author, Jeff Kovar
Jeff has been with the Aureus Group Executive team since September 2008 and in the recruiting business since April 2007. Prior to entering the recruiting world, he worked for five years in the corporate currency exchange business. He specializes in working with $100K+ candidates in the actuarial, financial, accounting, banking, and many other functional areas from coast to coast. Jeff enjoys golfing, watching Nebraska football, spending time with his wife Jenny, their son Connor, and jogging with their two labs, Freddy and Cali.