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.

However, keep in mind that the Plains states also largely avoided the sub-prime mortgage meltdown and housing market collapse that have ravaged many other sections of the country. Ernest Goss, professor of economics at Creighton University in Omaha, Neb., said that the Midwest region has always had much lower unemployment rates than the national average, but the current gap is unusually large due to the magnitude of the recent economic recession. Equally positive, we’re continuing to see a trend of increased hiring that mirrors the thermometer of the economy.

During the last 12 months, I’ve had the opportunity to visit with companies headquartered in California, Tennessee, Arizona, Texas, Canada, Pennsylvania, Minnesota, New York, Washington, DC, Oregon and of course Iowa, Kansas, Missouri and Nebraska. Regardless of the industry or company size, the business owners, executives, and hiring managers in the Midwest generally have their finger on the pulse of their businesses and work closer with their people on the challenges they face.

I’m amazed at the depth of talent and knowledge that makes all of these companies unique and dynamic. That being said, my perspective is there is something about businesses here in the Heartland that is truly special. Let’s face it, our transparent teamwork and flat communication style combined with “calling a spade a spade” are simple traits that have become our complex differentiating factor. It’s what keeps employees engaged and in turn, organizations strong. It’s difficult to duplicate this in other regions.

From a recruiting perspective, we have the unique opportunity to relocate professionals from around the country to the Heartland. We’ve noticed that once individuals visit and experience our high quality of life, education system, and the warmth of the Midwest people, they are hooked. And for top talent currently residing here, they know our region is a great place to be.

Leaders from around the United States marvel at the attitudes, work ethic and eagerness to be a part of something bigger than ourselves. It’s just the way it’s done here in the great Midwest.

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.

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.

My initial call tends to start with a brief introduction: my name, the company I work for, and then I state the fact that I am a recruiter; I try to keep it as simple as possible. My name is not easy and the name of my company tends to be confusing. I have an accent, so that may complicate things, but after we overcome all of this the “aha” moment of, “oh, you are a headhunter!” happens. Did I say the word “headhunter” during my introduction?

Headhunter vs. Recruiter

RECRUITER: An individual who works to fill job openings in businesses or organizations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing candidate’s job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers, according to businessdirectory.com.

Read more about recruiters, here.

HEADHUNTER: A person whose profession is to find executives to fill open positions in corporations; an executive personnel recruiter; also, a company that performs a similar service, as defined by Webster’s Revised Unabridged Dictionary, published 1913 by C. & G. Merriam Co.

So whether a recruiter or a headhunter, this is just a term, the goal is the same – to fulfill the needs of our clients and to continue matching great companies with great candidates!

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.

Love ‘Em or Lose ‘Em is a Wall Street best seller that gives 26 engagement strategies to busy managers. Far too often managers and leaders are a day late and a dollar short. The “Talent War” for the knowledge workforce is on again (it never really ended). Employees who stay current on their technical and functional skill sets, adapt to change, and work well with others are always hard to find. How equipped are you to engage and retain your good people when their options increase and a headhunter calls?

Love ‘Em or Lose ‘Em outlines simple strategies:

LOVE – Treat employees fairly and respectfully. Thank them. Challenge and develop them. Care about them and you will engage and retain them.

LOSE – Loss is just as serious when talent retires on the job as when they leave to join a competitor.

GOOD – Consider your solid citizens, not just your high potentials. Stars are people at any level who bring value to the organization.

STAY – Encourage talented employees to stay with the group (even if it’s not in your own department). Talent will be the key differentiating factor in the competitive battle ahead.

We are so fortunate to work with amazing organizations of all sizes and leaders in all industries. It’s no secret that similar organizations and/or departments have similar strategies, but those who actually implement a caring culture truly excel. Leaders who listen and invest in a positive culture out-perform those who don’t. Attracting new stars and retaining tenured engaged team mates is a competitive advantage. 

What is your employer brand? This charming, quick read is easy to apply and a great desk-side coach for anyone who manages/leads people. 

Chris Carlson, Aureus Group Regional Manager, CPC

About the Author, Chris Carlson, CPC
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.

Of course there are scenarios where unexpected things come up and for whatever reason, the interviewee is unable to make it to their scheduled interview. I’m certainly not suggesting that there are no valid excuses for missing an interview.  My frustration lies with those situations where a candidate makes a last minute decision not to go through with an interview because their interest level has changed suddenly, or another appealing opportunity has surfaced that they’d rather explore. 

As much as it pains me to admit this, I’ve had to deal with these unfortunate scenarios on a few occasions.   Whenever a candidate decides to cancel their final interview at the last minute, the hiring manager is going to be disappointed. I always pride myself on working hard to develop a great rapport with the candidates we’re representing, to develop a relationship that is based on trust and mutual respect. Unfortunately, when you’re in the “people business,” unexpected things will happen on occasion and certain decisions that are made shock me.

Oftentimes, the candidates who cancel interviews last minute indicate that they’ve decided to accept other opportunities. Now don’t get me wrong, I’m always glad to hear that someone has found a new job they’re excited about accepting. I’m in the business of helping people find their next great job opportunity. And while I would love to be the one to place every single candidate we work with in their dream job, I realize that’s just not always going to happen. People use many different sources to pursue new opportunities in their career and I support that strategy 100 percent.

My question to all of you who are reading this blog spot (thank you, by the way!) is what is the most appropriate way to handle this type of scenario?  I realize there will always be certain exceptions to the rule, but generally speaking, how do you think you should handle a scenario like the one I’ve outlined here? 

From my perspective, I feel like it’s always best to follow through on one’s commitments. Canceling a final interview at the last minute tends to leave the hiring managers with a negative impression. You never know when you might cross paths with that person again and, in my opinion, it’s best to avoid making decisions that would lend the hiring manager to believe you lack professionalism. 

A second key point to this debate, in my opinion, is that by cancelling the final interview, you’re denying yourself an opportunity to make a final assessment of whether this could be that next great job for you to pursue in your career.  This final interview might offer you the exact insights you needed to gain in order to make the best decision. 

What is the harm in staying true to your commitment and following through with the final interview? I’ve been in my position with Aureus for more than six years now and there have been times in the past where a candidate has expressed a desire to cancel a final interview.  After discussing these points with them, the vast majority of candidates follow through and, more often than not, end up thanking me for encouraging them to go through with the interview.  Even if the candidate doesn’t receive or accept an offer for the position in the end, that person feels good about the fact that they followed through with their commitment and they left the hiring team with a good impression.

Again, this is just my perspective! I welcome some healthy dialogue on this topic and look forward to hearing other’s opinions.

Stephanie Miller, Aureus Group 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. 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 the United Way a few times per month.

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.

The story of Tim Tebow will not fully be told for many years, but the polarizing nature of Tim’s existence in sports and pop culture is captivating. Tim is the hero of this story for most, but for a very vocal minority he takes on the role of villain and they root for him to fail for reasons known only to them. His obstacle today is to become what nobody thinks he can, a successful NFL QB.  The subtext around this fairy tale in the making is wonderment of what it must be like to be Tim Tebow. What would this story look like being told through his eyes? I am amazed at the way he has handled his fame, and icon status at such a young age. This year I have watched the first act in the story of Tim Tebow, and have derived five lessons I am carrying forward in becoming a better leader.

1.  Always be humble
Perhaps Tebow’s “gee whiz, golly” personality is a bit over the top and dripping with cheese, but it’s hardly unlikeable. Arrogance, on the other hand, is fun to hate and it will kill your career. Tebow does a phenomenal job of highlighting his team in very public forums when things go well.  For you, in great times, deflect praise to those who support you and it will come back tenfold. Your team will work harder and with more passion for the shared vision of success that is necessary on winning teams.

2.  Always accept responsibility when things go wrong
Even if you possess transcendent skill and ability in your field of focus, you will most certainly lose from time to time. How we handle defeat is not just about learning from the defeat, it is how we react immediately after when emotions are still running hot. Your people are looking to see how you handle these times, and if you accept the burden of defeat and are accountable for it, respect and gratitude will follow. Winning the hearts and minds of those you lead isn’t just about selling your vision. It’s also about dealing with adversity and overcoming obstacles. Tebow, like all great leaders, makes no excuses for his performance and pledges to get better when losses are experienced. Accountability typically goes hand-in-hand with humility, and must be present in great leaders. 

3.  Have faith in something greater than yourself
This is not me preaching that you need to be as devout as Tebow is with his faith, or even share the same beliefs. However, peace of mind is present in those who achieve on the biggest stages, and is only possible under two scenarios: 

1. You have zero accountability and feel that there are no repercussions to your actions. Children and sociopaths fit this description, but you don’t because you are reading this right now. Or,
2. You feel deep in your soul that what you do has meaning and its ripple effects are infinite. 

This can simply be genuine care for your team, and you knowing the decisions you make effect more than just yourself. It can also be a state of being where you accept that there are certain things that you can’t alter or control, such as the economy or the personal lives of your teammates. Once we submit to this, we can move past these mental barriers of success where we use obstacles as excuses, rather than catapults to great achievement. 

4.  Stay true to who you are — be authentic
The media portrayal of Tim Tebow is nothing that he can control. The only thing he can do is be himself. It has been told, by every sports journalist covering the Tebow story that I have read, that he is exactly what you see on TV.  His teammates swear it is this authenticity that allows him to lead so effectively. His team has bought into who he is, and what he is all about. The polarizing existence of Tebow is nothing of his own doing, and more about disbelief in what people think an NFL quarterback should look, talk, walk, and play like. It is a result of how the media has built him up to a point that you are forced to have an opinion on him, even if you care little for football.

In your office, the backroom and lunch table chatter is very similar to the media chatter surrounding public figures such as Tim Tebow. If you pay close attention, or even if you don’t, you will most certainly come into contact with what your people think of you. Your people will not likely unilaterally agree with every decision you make, but they will respect a consistent and deliberate approach forged by your core values and beliefs. 

5.  Never give up
Seems a bit generic to mention this perhaps, but then again, so is a blog post about Tim Tebow, right? Thanks for getting to the end of this and not giving up on what the premise of my little story here is: “Those who never give up can lose, but will never fail.” What will become of Tim Tebow, and how will his story someday resolve itself? I will not offer my guesses, but I bet it will sell some books, and a few movie tickets. I bet it will include many losses, just like the one he had this past weekend. But I’ll tell you what. I don’t see him failing.  His will is too strong, and he will simply find a way to keep pressing on.

Success can be measured by wins and losses to be certain, but it can also be measured by the impact you have on individuals within your sphere of influence. It can be measured in what is overcome in order to get your team to pursue a shared vision. It can be measured in what influence you had in getting your team to this promise land, or to defeat, and then redefining the vision in a way that outdistances contentment or despair. 

Your sphere is smaller than Tebow’s for sure, but no less impactful to those who follow you. Accepting this burden of responsibility is a crucial step in becoming an elite leader. 

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.