The Remarkable Employee: Nature or Nurture?

Posted March 6th, 2012 in blog_news, For Employers, For Job Seekers

As the world prepared for life under Google’s post-apocalyptic privacy policy, I chose not to spend my last free moments writing to loved ones or reconciling my thoughts on the afterlife.  Waiting for our new Orwellian overlords to inform me that, based on my recent search history, my cholesterol was too high and my first child would be a girl named Prudence, an article on Inc.com caught my eye:  8 Qualities of Remarkable Employees.

The general sentiment of the article seemed to be that truly remarkable employees – those that breathe the rarefied air reserved for captains of industry and thought leaders – are driven by something deeper and more personal than anything that could be put in a job description.  Remarkable employees embrace the spirit of the job rather than the letter of the job, defining success in terms of how well they advance the discipline, not how well their performance compares to what’s listed on their job description.

At the risk of oversimplifying, the 8 qualities lend support to the old adage that fortune favours the bold, in that an inquiring mind and healthy irreverence can not only help an employee achieve greatness in a given role, but also have a positive impact on their co-workers and organizational culture.

The idea that a little eccentricity can add flavour to an otherwise vanilla organization has gained popularity in the past few years, but when we appreciate how delicately these 8 factors must be arranged in order to achieve the desired result, one wonders just how often the dish tastes a little…funky.  There’s a gestalt element that needs to be recognized.  Without a balance, you may find a misguided employee squirting ketchup on the company ice cream.

But let us return to the article.  Are the 8 specified qualities meant to help us identify potentially remarkable employees, or are they the sort of things one can cultivate in order to become remarkable?

Depending on where you fall on the nature/nurture scale, it could be that the unique makeup of The Six Million Dollar Employee cannot be learned – it’s a set of innate traits that’s coded into our DNA.  On the other hand, surely it’s possible to teach employees numbers 4, 5 and 6 (“They publicly praise”, “They privately complain” and “They speak when others won’t”).

The challenge, again, is balance:  It’s funny how ‘eccentrically’ blue hair becomes more palatable when it’s sprouting from the head that just invented your killer app; ‘speaking when others won’t’ isn’t so attractive when the speech is always “It sucks”.

Without all 8 qualities acting in harmony, it’s a short trip from ‘healthy irreverence’ to ‘preening windbag’.  The line between Future CEO and Impatient Malcontent can be easy to cross.

For the record, I’m pretty sure the piece was meant as a field guide, not a how-to guide.  But I’ve always been more interested in minutiae than in general conclusions.  Whether or not it actually delivered sufficient protein, ’8 Qualities of Remarkable Employees’ certainly provided some food for thought.

Guest post by Geoffrey Gilbert, Poly Placements recruiter and aspiring eccentric.

Best way to fast-track your career? Think like an entrepreneur.

Posted January 13th, 2011 in For Job Seekers

I don’t know how it happened, but the other night I found myself watching the first episode of ‘Running Russell Simmons’.

(For those of you less addicted to pop culture than myself, Russell Simmons is the guy behind Def Jam Records and Phat Farm clothing, former husband of Kimora Lee, and the kind of guy who always refers to his home in New York as his ‘penthouse apartment’.)

The show isn’t as much about Simmons as it is about the gaggle of (beautiful and thin) women who ‘run’ his life (there are assistants, executive assistants, and even assistants to assistants. None of them ever have that I-slept-in-so-my-hair-is-just-in-a-ponytail look).

Because sometimes, cleaning the toilet is a good career move

This week, they introduced a subplot involving two interns who are competing for an assistant-to-an-assistant job.  One of their first tasks?  To clean Simmons’ private bathroom, including the toilet.

One of the interns baulks at this; the other one tells her to just man up and get it done.

Which one do you think will be more successful in the long term?

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Wedding planning in the workplace: Avoiding backlash

Posted September 28th, 2010 in For Job Seekers

Yeah, getting married is a big deal and supposedly only happens once.  But it’s important to remember your co-workers aren’t as invested in your life plans as you and your mother are.

We may roll our eyes at bridezillas who spend $20,000 (or more) on wedding planners, but consider this:  When your company held a 1-day retreat for 100 employees last year, they probably assigned an experienced project manager and two coordinators who spent upwards of 500 hours pulling together the venue, catering, decor, speakers, materials, and all the other moving parts.

So it’s not surprising that as the big day approaches, you (as the imminent bride) are finding that 99% of your available brain space has been annexed by wedding details, and that it’s taking two hours a day just to appease various relatives, who have apparently forgotten that it’s your wedding and you’ve decided not to go with that seafoam-green colour scheme they’re so passionate about.

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What’s in a name? 33% fewer interviews.

Posted September 12th, 2010 in blog_news, For Employers

Last week we discussed diversity in the workplace and how important it is to be pro-active, both within the recruiting department and across the rest of the organization.

That’s great, but before you can have a diverse workforce, you have to hire diverse candidates.  the problem is that discrimination often begins long before the interview process.

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Is your office lobby costing you A-list candidates?

Posted September 9th, 2010 in blog_news

“You never get a second chance to make  a first impression.”

There’s plenty of evidence to suggest that we all make decisions about people based on appearances and a few short minutes of interaction, and that many hiring managers make hiring decisions within the first 5 minutes of the in-person interview.

Your office lobby is the first place candidates ‘meet’ your company in person.  What kind of first impression is it making?

The minute they walk in the door, they’re imagining themselves in the job

Interviews go both ways:  The employer is thinking, “I wonder what it would be like to have this person working here every day…”, while the candidate is thinking, “I wonder what it would be like to come to work here every day…”

So the minute a candidate walks through your door, they’re looking around thinking, “Would I like to come here to work every day?  Is the prospect of spending 40+ hours a week in this environment appealing?  Would I ‘fit in’ here?  Do I really want to pursue this opportunity, or does the thought of walking into this lobby every day fill me with despair?”

What message is your lobby sending to potential employees?

Here’s the lobby of Google Zurich:

This lobby says:  ”We’re creative, non-traditional, and interesting – and we’re successful enough to be able to spend money in our surroundings.  Sure, you’ll probably end up spending a lot of time here – we work a lot – but you won’t mind, because it’s so much fun and we’re all so invested in our work!”

Now let’s look at random clinic office:

This lobby says:  ”We’re serious.  We’re so serious that we don’t believe in having a personality of any kind between 9am and 5pm.  We think that spending a lot of money,time or energy on our surroundings is frivolous.  Hey – this is a workplace, not a funhouse!  We believe competency is more important than innovation.”

If you were an A-list candidate with 2 job offers, which one would you choose?

We’ve picked 2 extreme examples here, of course:  Hardly any lobbies or offices are as consistently appealing as Google’s, and it’s entirely possible that the photo of the ‘boring’ office was taken just after they’d repainted, and they hadn’t yet had time to replace the signage and decor.

But it’s worth thinking about.  Go take a look at your lobby, and try to imagine it through the eyes of someone who’s never seen it before.  Is it an accurate reflection of your organizational culture?  Your brand?  Is it likely to be appealing to your ideal new employee?

Never worked with a ‘headhunter’ before? Here’s what you need to know.

Posted August 13th, 2010 in blog_news, For Job Seekers

Confused about how ‘headhunters’ work?  Don’t worry – you’re not alone!

If you’re new to the job market, or haven’t worked with a ‘headhunter’ before, you probably have some questions about how the process works.  So here are answers to some of the most common questions we hear from job-seekers.  And don’t worry – you’re not the only one who doesn’t know this stuff!

What’s the difference between a ‘recruiter’ and a ‘headhunter’?

Not much.  ’Headhunters’ tend to refer to recruiters who work in recruiting agencies.  However, you’ll almost never hear a recruiter refer to themselves as a ‘headhunter’ (sort of how you’ll never hear a ‘real estate salesperson’ refer to themselves as a ‘real estate agent’) – it’s considered a little derogatory.

How do recruiting agencies work?

There are some variations to the following process, but generally speaking this is how it works.

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Current employees don’t know you’re hiring? Your recruiting costs just doubled.

Posted July 16th, 2010 in blog_news

Word-of-mouth is the single most effective way to get consumers to try a new product or top talent to apply to your organization.  Leveraging current employees to help build word of mouth can cut your recruiting costs in half.

word of mouthSo, your organization needs to fill 32 junior/intermediate roles in the next 3 months, but your recruiting department consists of 2 juniors and an intern who are already working 50 hours a week.

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