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Add Value with Customer-Focused IT Teams

October 18, 2016 by Ellen Shepard

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A career-long challenge for any CIO is how to communicate the value of IT! We have tried so many paths to this end…user newsletters, strategic initiative planning with “the business”, webinars, meetings with “the business” and countless other calisthenics, and most CIOs still walk through this struggle every day.

Here are a few newer ideas that, if applied appropriately, could make this conundrum come to a successful end:

Change the Terminology – IT staff should stop referring to internal clients as “the business”, if IT wants to be recognized for adding value to the success of the enterprise then it needs to BE part of “the business”!

Create IT Ambassadors – Traditionally, the CIO is the main communicator across the enterprise. OR, perhaps the responsibility rests with Business Analysts who focus on bridging the gap between IT and the internal clients.

With the advent of Agile processes across most companies today, the role of the Business Analyst is changing and more technical staff should be front and center with the clients. Each member of the IT Team should be capable of interacting with internal clients – spread this responsibility! BE part of “the business”!

Invest in Your IT Team – It is no longer enough for the IT Team to read a Business Requirement Document or review a system schematic or software program to gain enough knowledge about the business process across the enterprise to create real value.

Change your onboarding process to include an internship-like program rotating new staff members across the organization to observe and learn the complete process of the business. Hold lunch and learn sessions and invite business leaders to come to speak about their areas of responsibility.

After all, most companies today are spending untold hours and loads of money to learn the behavior of their external customers…why would you do less with your own staff? They need to understand the behaviors of their internal customers. Allow them to BE part of “The business!”

Change Your Hiring Guidelines – Gone are the days of hiring IT staff simply for their technical prowess – how has this worked for you thus far? Begin changing your interview process to be able to discover innovative thinking, analytical talent, relationship building skills, and humility.

Look for people who have demonstrated an ability to solve problems and who enjoy doing this.
Do they participate in online technical forums where they can share and receive information to solve a problem?
Give them a business problem and allow them to whiteboard how they would apply technology to solve it.
Can they easily and succinctly explain the business purpose and business outcome of a technology project in which they have participated?
Do they have excellent eye contact?
Do they answer the question asked?
Do they convey calm?
If they were not a Technologist, would another area in the company hire them? BE part of “The business!”

For more information reach out to Ellen Shepard: Ellen.Shepard@trcollaborative.com or connect with her on LinkedIn! https://www.linkedin.com/company/the-resource-collaborative-inc-

Looking for a Job in your 50’s and 60’s

August 10, 2016 by Ellen Shepard

I am a baby boomer and proud of it! My life experiences and high energy level can dispel any concern of my age or my ability to execute in a senior leadership position…however, how I communicate my story will be the deciding factor of whether I even get the opportunity at bat. Having left the corporate world a few years ago and started my own headhunting and placement firm, I find myself coaching my peers at the rate of about 5 per week on how to approach the job market. Most of us are not ready to hang up our productivity and lay back in a hammock…or we are not financially able to do so.

Here are some truths and tips if this applies to you…

1.Your resume and your LinkedIn profile are your “calling card” – EVERYONE participating in your job search will be using these as a guide to discovering who you are…make certain they are cleansed of anything that can distract the reader from relevant information about your fitness for a particular opportunity.

Remove all dates from your education – it is illegal for a potential employer to even ask your date of graduation these days, it is just not relevant!

Match your resume and LinkedIn profile – making certain all positions held are on both and that all titles match as well.

Relevant work history – is all you want to communicate. Remove anything beyond 15 years back, as it is just no longer relevant.

Relevant professional experience – is all anyone is interested in looking at to judge your suitability for a particular opportunity. Pull in accomplishments that speak directly to the description/requirement for a specific opportunity…and eliminate accomplishments that are not relevant and will be a distraction.

2.Cleanse your communications of any hint of your age – yes, there are tell-tale signs we invoke automatically that we need to eliminate from our writing and speaking.

Update your communications – by replacing the following words:

seasoned replace with accomplished
mature replace with practiced
managed replace with lead/led
management replace with leader/leadership
teach/taught replace with mentored
adaptable replace with flexible
data processing replace with automation

A teeny sign of grammatical construction to avoid – is using two spaces after each period in a paragraph. I still do this, but am not looking for a new job! The modern method is one space.

Do not add “references upon request” – of course you will be happy to supply them if asked, that is a given.

Do not put any personal information on any communication – and this means anything…like, “my son…”, or “I have 3 children and a dog…”, or “excellent health”.

3.When invited to an in person interview, be conscious of preparation and execution. You want to communicate why hiring you is chocolate cake, so be certain you leave then wanting more.

Update your personal appearance – if you have been in the same work environment for many years, you may have gotten lazy about this one. In today’s workplace, most firms go with casual business attire. If you wear a suit as a man or woman, you will scream the 1980s!

For men, a pair of dress pants, sports jacket, starched shirt and tie is always appropriate. For women, dress pants or skirt and a separate top and sweater or jacket – not a matched suit – the days of presenting like a man are over; scarves can hide a multitude of sins and appear very professional – go light on the jewelry.

Speak the walk – when going through your background. Hit the most relevant information and accomplishments that clearly demonstrate your ability for the position they are speaking with you about – nothing else! Stick with 3 major accomplishments within the last 5-8 years, do not go back in history unless asked a question requiring you to do so. Even if they do not ask you the typical, “tell me about yourself…” phrase, have these 3 accomplishments ready and fit them into the conversation before you leave the interview.

Have 4 interesting questions to ask – to the interviewer that you are quite certain they can answer. Never put anyone interviewing you on the spot or make them feel uncomfortable while showing them your knowledge. Some examples of questions you might pose are:

(To someone with the firm for a short time) – “I read you have been here only X months, how was your experience transitioning into this organization?”
(To someone who has been with the firm for a long time) – “I read that you have been here for many years. What do you see are the success factors for people performing this role or similar roles?”
( To the hiring manager)-“If I were to be hired for this opportunity and we were to fast forward 3 months from the start date, what would you expect I would have accomplished?”
(If this is a new position) – “What problem are you looking to solve or enhancement to add through hiring into this position?”

Be careful – not to trail into the mist when answering a question. Be succinct and if you need clarity, ask for it. Keep your answers short, and check in with your interviewer and ask if you have answered their question, or if they want additional information before overwhelming them with too much information, which is easy to do when you have a longer history to relay.

Do not talk in platitudes – instead, give examples of your accomplishments that would be relevant to the opportunity at hand, leave the buzzwords at the door. Demonstrating that you can bring years of experience to a problem while creating calm in the environment will go a long way.

Most importantly, have confidence in your accomplishments and bring this to the conversation with you. The old saying, “there is no substitute for experience” has never been more true than it is today! You just need to be clear and crisp in your communications and leave them wanting more.

For more information reach out to Ellen Shepard: Ellen.Shepard@trcollaborative.com or connect with her on LinkedIn! https://www.linkedin.com/company/the-resource-collaborative-inc-

Your Resume is your “Calling Card”

June 15, 2016 by Ellen Shepard

Just a few years ago, during the financial crisis, resumes being submitted for career opportunities were few and far between, because those opportunities were also far and few between! Most people chose to weather the crisis by staying in their current jobs rather than risk a move.

Fast forward…the job market is now very active and there are many people out there looking for their next career opportunity. This is good news for everyone…as long as you can make your resume STAND-OUT in the crowd.

5 TIPS to a STAND-OUT RESUME:

1.Applying for a Specific Advertised Position?

Read the Job Description thoroughly and revise your resume to speak to the most relevant requirements and experience in the job description.
Eliminate extraneous verbiage about non-relevant accomplishments.

2. Keep it Chronologically Relevant

Keeping in mind the purpose of the resume is to get you an opportunity to speak to a hiring authority, not to communicate your career life story, truncate experience earlier than 15 years back…it is just not relevant today and readers get lost in this irrelevancy.
Do not account for dates with months – use only years. If you had a gap in employment, this can be addressed in a conversation, not on the resume.

3. Keep Personal and Irrelevant Information Out

Drop any references to hobbies, family, health, etc. These are not relevant to your professional capabilities and are not relevant.
Drop all dates on education. It is no longer legal for employers to ask for dates of graduation/attendance for education as it could lead to ageism. If you can perform the job requirements, this information is not relevant.
Objective – You are keeping this relevant so the objective should be clear.
Buzz Words – Readers want to know real information and you want to stand out!
Names and Places – Not relevant and could cause questions.

4. Use Attention-Getting Terminology and Formatting

Dot-points are easier to read than long and winding sentences.
Use a clear typeface – make it easy for the reader to decipher!
Start each point with an action verb in the appropriate tense for the specific position – a current position should be in present tense and all others in past tense. Be consistent with tenses in each item.

Sample Effective Action Words:

Achieved Implemented Managed Monitored

Applied Determined Led Delineated

Accomplished Leveraged Performed Guided

Created Introduced Wrote Mentored

Oversaw Improved Developed Started

5. Keep it to no more than 3 pages – Yep, keep your reader focused!

For more information reach out to Ellen Shepard: Ellen.Shepard@trcollaborative.com

TRC Giving Thanks with Holiday Cheer!

December 9, 2015 by Ellen Shepard

TRCollaborative Logo with Website Address

peanuts_xmas As we gather with friends and colleagues this holiday season, we take a moment to thank you for allowing us to support you and your teams throughout this past year. At TRC, we are an earnest growing team who prides ourselves in being an extension of our clients’ teams.

Being there for you when you are winning…

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And when there are challenges…

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Is what we are all about… because…

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Wishing you all the best this Holiday Season & Happy New Year!

Do not hesitate to give TRC a ring at 917-681-3041. We look forward to hearing from you!

5 Keys to Promoting your Company Brand to Prospective Employees

October 20, 2015 by Ellen Shepard

We have all seen the company ratings come out each year – top 50 places to work, best technology companies to work, and fastest growing companies in XXXX. AND, we always read these lists, almost as a guilty pleasure, to see who has made the list! Candidates are particularly interested in these ratings and as the millennials are demonstrating, the factors that make a company “a place I want to work” are changing…it is no longer about choosing a place to work for the next 10-20 years, it is about company culture, the learning experience, flexibility, growth potential and, oh, yes – who are my co-workers! These are top factors that are influencing job choices being made by candidates today.

How does your company promote itself?

1. A company that demonstrates “human interactions matter” will make certain the candidate experience throughout the hiring process is a thoughtful and useful one.

* Send information about the opportunity in advance of any interviews.

* Communicate about the “real” benefits through a brief summary.

* Provide useful information about the business of the company.

2. A company that demonstrates they “set their people up for success” will make certain that candidates have what they need to be successful during the hiring process.

* Explain the hiring process.

* Provide information that will be useful during the hiring process, like appropriate dress, eliminating surprises.

* Be certain interviewers explain what it will take to be successful in this position.

3. A company that has “employees who are happy to work there”, will demonstrate this directly.

* Be certain your website has videos and personal messages to candidates from employees.

* STEP OUT: During the hiring process, schedule current employees, in similar positions, to speak to candidates directly.

* Communicate about company social activities…”getting to know you”.

4. A company that offers flexibility, learning and growth, will demonstrate this through a brief look at “how people work” in the company.

* Do a walk-through of the workspace to show an open, collaborative work environment.

* Communicate the offerings of formal training for new skills.

* Highlight the career mentoring employees receive from seasoned managers.

5. A company that “embraces social media” as a means of communication will be certain it is being reflected in a positive light.

* Encourage your employees to positively communicate their work experience through social media.

* Be prepared to explain any negative information circulating on social media.

* Use innovation on social media to communicate that special something about your company.

For assistance in hiring talented professionals for your organization, please give TRC a call at 917-681-3041.

5 Questions to Ask a Perspective Employer

October 14, 2015 by Ellen Shepard

In every interview comes that dreaded moment when the interviewer asks, “do you have any questions for me”? While silence is not a faux pas in an interview, you should come prepared to answer this question, since it is inevitable, and since the interview is a 2-way conversation!

Here are 5 questions that will demonstrate you are thought-full, prepared, and leading the pack:

1. I noticed last week that (a. – this is where you fill-in with a news item you read about the firm), how do you think this will effect (b. – again, fill-in with possibilities)?

a. The CEO has tendered her resignation b. the senior leadership team

a. The firm is moving to a new location b. the morale of staff

a. The announcement of a digital program b. next quarters sales projections

2. I read that you have been with the company for X years and that you came from a smaller environment similar to mine. Can you tell me about your transition and what the bumps in the road were for you?

3. The mission statement on your website is what really made me interested in the firm. Can you explain to me how you think this practically plays into your job on a daily basis?

4. Culturally, I have come from environments where all employees worked collaboratively – even including those who worked remotely. Since this opportunity is a remote opportunity, how do you all create inclusiveness among the teams?

5. Can you tell me the characteristics of a person who has served in this function and done so with success?

These questions are among many you could choose and craft for a specific opportunity. The key is to make sure they cannot answer them with a simple “yes” or “no”, or you will not learn anything. Make certain you are asking a question the interviewer can answer – your purpose is to express sincere interest, not to embarrass the interviewer. Always remember – an interview is a discovery tour – for the interviewer AND for the candidate!

ellen.shepard@trcollaborative.com

5 Characteristics of an “Employee of Distinction”

October 2, 2015 by Ellen Shepard

5 CHARACTERISTICS OF AN “EMPLOYEE OF DISTINCTION”

1. Resourcefulness – Can they figure it out? Beyond skill-sets, can they figure out what, who, where and when something is needed to make a decision or solve a problem?

2. Distinctiveness – Are they unique in style – presentation, thinking, assumptions or do they follow the crowd?

3. Relentlessness – Do they “go for it” – possessing unbridled passion for reaching the goal?

4. Fearlessness – Do they keep the goal in laser focus and overcome objections and obstacles with relative ease?

5. Thoughtfulness – Do they consider everything – people, actions and costs? Are they “thought – full” and willing to share humbly?

ellen.shepard@trcollaborative.com

How to Hire the Perfect Employee

September 9, 2015 by Ellen Shepard

First, why would you want to? PERFECT is over-rated when compared with adjectives like innovative, curious, resourceful, humble, emotionally mature, positive, diverse and a host of others. So, ask yourself when you have listed all of the “hard” skills necessary to qualify for a particular opportunity, what are the “soft” attributes that will allow someone to be successful in this position at your company with their colleagues right now.

Rank your top performers across the organization and list the “soft” attributes they have in common – these are probably success factors for leaders in your company. This is a good way to round out the job description to make certain those assisting with this search go beyond the hard skills in sourcing the best candidates for you to meet.

Now, that you have a group of candidates, how do you conduct an interview to determine, beyond the “hard” skills who possesses these success factors? Here are some tips from team builders that may be useful to you:

1. Ask “why should I hire you?” A great candidate will have given thought to this question and knows how they can add value and how to express it.

2. Give a couple of “what if” or “can you tell me about a time when…” scenarios to see how the candidate thinks and also to see if they are willing to share their experiences – good and bad.

3. Ask for a candidate to explain a time when they felt they had failed or not done their best and what they learned. A good candidate will appreciate that success is often built on the shoulders of failures and will be honest in their reply.

4. Ask them to give you a pitch on what your company does in the world. Great candidates will have done their research.

5. Leave time for them to ask you questions. Great candidates will ask smart questions.

Remember that the formal hiring process is not something most managers participate in more than a couple of times a year and for candidates, even less so. Hiring does not come naturally…do not leave your “gut” at the door…how you feel in your gut about a candidate does matter. Steve Jobs said…”Recruiting is hard. It’s just finding the needle in the haystack. You cannot know enough in a one-hour interview. So, in the end, it’s ultimately based on your gut”.

ellen.shepard@trcollaborative.com

Let Me Count the “Whys” – Appointing Women to NJ Corporations Board of Directors

August 26, 2015 by Ellen Shepard

The Resource Collaborative is pleased to continue to support the efforts of Executive Women of New Jersey’s mission to educate and promote the addition of talented professional women to the Boards of corporations across New Jersey. We are a women owned business made up of staff who have worked for many years within the halls of corporate America and we know the difference women make in the workplace first hand! Along with all of the diversity and equality reasons for choosing women members for corporate boards, here are a few of our own thinking…

Why should corporations appoint women to their Board of Directors? Having gone from breaking through the glass ceiling to having my own Board of Directors, I feel like Elizabeth Barrett Browning, let me count the “whys”:

1. Organizations are beginning to acknowledge that strategic planning is not enough – at the end of the day, decisions are what moves us to action. Women are decisive – we move plans into action quickly.

2. Millennials are looking for organizations who “care” about their staff, the planet, the future and the lifestyle they will be living. Women are natural caretakers.

3. And most importantly, women drive consumerism – when women speak, boards should be listening!

We are looking forward to the EWNJ’s upcoming event “A Seat at the Table” on October 29th!

We look forward to hearing your comments and do not hesitate to reach out to Ellen via email:

ellen.shepard@trcollaborative.com

5 Hashtags to Define Company Culture

July 8, 2015 by Ellen Shepard

THE PREMISE: If an alien landed in your office on a day when everyone was operating at peak performance, your “culture” is how they would describe your business.

1. #THEFISHSTINKSFROMTHEHEADDOWN – The leader of your organization exemplifies the culture.
2. #EMPATHYANDCOMMUNICATION – How do you communicate with one another?
3. #DECISIONMAKING – How are decisions made and by whom?
4. #STRUCTURE/PACE – Are you starting or growing or maintaining?
5. #DIVERSITYANDINCLUSION – How is your employee retention rate?

We look forward to your comments…and do not hesitate to contact Ellen Shepard.

ellen.shepard@trcollaborative.com