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.

We are excited to announce that Aureus Group’s parent company, C&A Industries, has been named the #1 Employment Agency in Omaha by B2B Magazine for the fourth consecutive year! The announcement is featured in the April 2012 issue. Read more about it here.

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.