Archive for Advice

References: How To Get Great Input, Part Three

by: Karen Alphonse January 23, 2012

In parts One and Two of this four-part series, I outlined the “homework” required in order to best prepare yourself, a candidate and a reference for a formal reference interview. In this entry, details of the actual process, from questions to ask to delivering the results, are outlined.

References: How To Get Great Input, Part Two

by: Karen Alphonse January 16, 2012

In Part One of this series, I outlined the homework I do with regard to references before placing the formal reference checking call as it relates to the candidate. Today, that homework process continues to unfold with a focus on the references.

Recruiter As Partner In the Hiring Process: Part Three

by: Karen Alphonse January 9, 2012

In this last installment of my three-part series, the focus is on initiating the search process and the role of a recruiter should you choose to use one.

The Perfect Resume

by: Karen Alphonse January 2, 2012

A good not-for-profit resume is concise, accurate and industry-friendly. It highlights your past successes, strengths and potential for growth. It shows commitment to mission which, in this sector, means social equity. It is a powerful, truthful document. And, when referenced along with your communications on the Web (LinkedIN/Facebook profiles, Twitter and blogs), a potential employer gains a clear picture of the value you will add to an organization.

Recruiter As Partner In the Hiring Process: Part Two

by: Karen Alphonse December 12, 2011

Conducting a search for new talent is a cumbersome task. Trying to decide whether or not to involve a recruiter is another important, if not intimidating, aspect of the process.

In my previous post, I outlined two specific areas of consideration with regard to determining the need and function of a recruiter for your position search: Defining the Opportunity and The Scope of Your Search. In this second of a three-part series, my focus is with regard to the talent you seek – defining the characteristics of an ideal candidate and then figuring out how to attract them.

References: How To Get Great Input, Part One

by: Karen Alphonse December 5, 2011

Many organizations are familiar with using references in the final phases of search to support or eliminate one winning candidate. References can serve equally critical functions, however, beyond giving you data about your proposed “winner.” In this four-part series, the pieces of the referencing process are outlined and defined so you can be best prepared no matter your role.

Recruiter As Partner In the Hiring Process: Part One

by: Karen Alphonse November 14, 2011

In my three-part series, I will walk you through the different aspects of a search process identifying both the benefits and role of a recruiter at each step as well as the details to consider before deciding on the best recruiter for your job.

To Be Asked or Not To Be Asked: These are the Questions

by: Laura Gassner Otting October 4, 2011

By the time you step into the interviewer’s office, he or she has probably already decided that your work history as presented on your resume at least minimally qualifies you for the job. Questions thrown at you will focus both on the projects and programs you have managed as well as your hopes, dreams, and desires. Employers are as much interested in what you have accomplished as they are in what it will be like to work with you on a daily basis.

TEAM: The True Test of a Leader

by: Fredia Woolf August 25, 2011

From my experience working with leaders of all kinds, I have noticed many different styles and approaches can be effective depending on the context, situation, organization or personalities involved. But, there seem to be four essential characteristics that always need to be present. Even those who do not have an official title or leadership position can lead “from the seat” if demonstrating these qualities.

How fitting that the first letters of each quality form the acronym TEAM since the ability to create a sense of team is the gift of the most outstanding leaders.

Problem Solving Basics: Overlooking the Obvious

by: Nancy Stoker August 23, 2011

I think we sometimes overlook the obvious solutions because those are often the most simple, and we forget that simple can be an option. We want to rise to the expectations of ourselves and of those put upon us. We want to demonstrate our complex problem-solving abilities because we are, indeed, capable of solving the complex. We require ourselves to strategize and come up with educated plans for productivity. And, in doing so, we sometimes forget to stop and try to solve a problem by using the most basic of skills or strategies.