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.

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.

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.

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.