Check into the job market, properly. It may well be that your skills which were greatly in demand in the foreign country, are not in demand in your homeland.
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Don’t do most of what Belfort did or you’ll end up in jail or dead. However, the Wolf of Wall Street was a businessman who tried to run his business according to some basic principles which would work well in most commercial organisations
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...if you’re an employer doing your own recruitment, and you don’t maintain contact with candidates outside of the times you’re actually hiring, what message about your brand and its values does that send?
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...apart from getting everything wrong it is hard to see how operational HR alone can actively change the way a business works or how it changes and grows.
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Embedded search is the effective outsourcing of all your search requirements to a third party who provide consultants who work on your site, absorb your company culture, and act in accordance with your company’s brand values. They become, in effect, your own employees but being employed by a third party means they do not impact your headcount or staff budget
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Mandela was the first to admit that he got a lot of things wrong during his ‘long walk’ but the balance of opinion seems to suggest that as a leader he generally got more things right than wrong. He didn’t always do the popular thing....
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Find fun. Amuse yourself with B.S. bingo (heavens knows recruiters alone are full of it). Giggle at the nonsense written in job ads and job descriptions. Reward the achievement of your goals with fun activities (seriously – why shouldn’t you treat yourself for your HR job searching efforts.
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Curiously, the only jobs in most corporations that often go to complete outsiders are the very top jobs precisely because they need innovation and different thinking at that level. There are countless examples of the chief executive being appointed from outside the hiring sector, often to the great advantage of the organisation.
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There is nothing wrong with marketing yourself in the same way as you might with any other commodity. Use multiple methods, multiple media, and be sure to always target your message to the potential buyer (or in this case employer).
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...employers are saying ‘we need graduates’ for any and all jobs and will only consider employing people if they have a minimum of a media studies degree from the university of the middle of somewhere.
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We have bred new generations of HR professionals who don’t have any of the fundamental knowledge or skills that have been the traditional bread and butter of HR.
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...being interviewed is very different to being the interviewer. And the key reason behind the failure with this behavioural competency interview format, is a spectacular lack of preparation.
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Be mindful of the cultural traditions of the person you’re shaking hands with. Some need a lot of space between you both whilst some prefer to be standing quite close together. A handshake with a variation of the European cheek kiss routine should be reserved only for those you know well. A two handed shake from yourself again should be reserved for people you know well, or for your political career.
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...always, always, always work with the best people you can find. They’ll improve the performance of your business and improve your performance as well. Don’t hire “yes men” who won’t challenge you because they won’t challenge anybody else.
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I know for example that some firms are already asking for applications using Twitter – try fitting your career into 140 characters or maybe you have to think differently……
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Everyone grumbles about the cost of executive search. Both I, and most of my senior colleagues have long complained about how much search firms charge and the way those fees are structured....
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Aside from the sheer volume of people to be filtered through, how do you identify from a blog or emailed cv or online profile, whether a person has genuine motivations to join your company? How do you know the reality of their skills match the profile/CV? How do you know their potential for cultural fit?
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