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Fall Conference Schedule

August 24th, 2017
We’ve been receiving calls and email asking where Barb will be training.  Here is her Fall Conference Schedule.  If you register for one of the conferences, make sure to stop by and say hello to her! NAPS Conference – September 20 – 22 – https://lnkd.in/gPHiTt4 HAAPC – Thursday, October 19 – https://lnkd.in/g6YTWZh New Jersey Staffing Alliance – Wednesday, November 1 – https://lnkd.in/gWDe5ET TechServe Alliance – November 9 – 11 – https://lnkd.in/g_5qDHN   Jodi Svetich  

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Choose to be Grateful and Happy Happens!

November 23rd, 2016
Thanksgiving is the obvious time when attention is given to being thankful and grateful.  But if at this particular moment, you don’t feel grateful or happy, should you celebrate Thanksgiving?    The answer is yes because doing the right thing even when you don’t feel like it, works.  Acting grateful can actually help make you feel a sense of gratitude.  When you actively choose to be grateful, happy just happens! It comes down to common sense: choosing to focus on good things makes you feel better than focusing on bad things.   In the Staffing and Recruiting Profession, we change people lives for the better on a daily basis.  We can never arrive at work not grateful for our amazing profession and the opportunity to help both candidates and hiring authorities reach their professional, as well as personal goals.  However, because we have human beings on both sides of our process, who can change their minds and priorities almost instantaneously, there are times when it is difficult to feel grateful.   Almost fifteen years ago I was reading critiques from a day of training I had delivered at an employment conference.   Out of the 200+ critiques, three people disagreed with almost everything I said and one felt that he could have done a better job.  I painstakingly reviewed my programs and then realized I should be grateful they attended and see if there was anything I could improve from their critiques.   I decided to send handwritten notes thanking them for taking the time to provide me with their feedback.  Within 48 hours, I received emails from two of them sharing with me that they didn’t feel they needed to be trained, but realized they were wrong. One even admitted she had already used an idea from my session.  I’m quite sure the third person still feels he could have done a better job than me, but that’s okay!   Often Holidays bring out the worst, as well as the best in family members who can be stressed out from travel or extra expenses during this time of year.  Our family has a tradition of going around the table after dinner and expressing what we most thankful for!   We do hear an occasional groan from my teenage grandchildren, but everyone participates.  The comments from the younger children almost always make us laugh, other moments bring tears to our eyes, but we always feel very blessed by the time everyone has shared what they are thankful for.   Never be too busy to be grateful for the obvious good things in life which could include: your good health, your family, a happy relationship or marriage, your faith,  the people serving our country to protect our freedom, your children, your friends, your pets, your religions freedom and the list goes on and on. What about being grateful for the small things like the smell of fall in the air, a harvest moon or a song that brings you back to your childhood?      Wouldn’t it be wonderful if this Thanksgiving Holiday, you decided that expressing gratitude is going to become part of your daily routine.  I also invite you to share our family custom this year by going around your dinner table and having everyone express what they are most thankful for.  Personally, I plan to take my own advice and update my gratitude list to including my family, faith, friends, work, and you – for reading my blog!   To your continued success,   Barbara J. Bruno, CPC, CTS    

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Interviewing a Job Candidate for Recruiters

November 9th, 2016

Lynda.com has just announced the release of my new training course titled:  Interviewing a Job Candidate for Recruiters
Click here to check it out!
Interviewing a Job Candidate for Recruiters Few recruiters are trained on how to conduct interviews.  But the better the interview, the better you’ll understand your candidates and the more requisitions you’ll fill.  In this course, expert recruiter Barbara Bruno draws on her 30 years of experience to help you develop a comprehensive interview process.
You’ll learn how to identify talent gaps in a team, evaluate the job description, and ask questions to uncover the patterns, habits, and behaviors of the candidate.  Barbara emphasizes the importance of communicating throughout the process in order to retain candidates and make sure offers are accepted. She also conducts role play that ties together all the lessons in the course and provides sample interview questions to help guide you in your interviewing efforts.
Topics include:     Determining the strengths and weaknesses of the current team or department   Understanding the job specs   Reviewing patterns, habits, and behaviors   Mastering interviewing skills   Addressing inconsistencies and red flags   Timing interviews   Competing with other employers   Pre-closing so offers extended will be accepted   Following up with candidates who could be possible future hires
Barbara J. Bruno, CPC, CTS
 

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Exciting News!!!

September 16th, 2016

I have exciting news to announce!!! 
I now have Training Courses available at Lynda.com from LinkedIn  1.  Recruiting Fundamentals
MORE ABOUT THESE COURSES  RECRUITING FUNDAMENTALS
Barbara Bruno, CPC, CTS, is an award-winning recruiter and industry speaker who has placed over 10,000 people in hard-to-fill positions. She understands that one great hire can change the course of an entire company. She explains what it takes to be a successful recruiter in any niche or industry.   Barb outlines recruiting best practices, such as how to embrace attitudes and expectations for success, how to best use your time, and how to overcome common objections from employers and candidates. She also addresses the change in recruiting from a mostly verbal and face-to-face communication into the new era of data-driven social and mobile connections. In addition, she provides guidance on how to establish rapport and trust with hiring authorities and attract top talent, as well as techniques for negotiating, closing, and retaining clients and candidates for the long term.   Topics Include: – Having the right attitude and expectations – Using different recruiting methods – Positioning yourself as a solution to employers – Anticipating hiring needs – Attracting top talent – Building rapport and trust – Negotiating and closing – Following up with a new hire – Tracking your metrics     STRATEGIES FOR EXTERNAL RECRUITERS
If you are entering the recruiting profession, you can work for a company (as an internal recruiter) or for a staffing and recruiting firm (as an external recruiter). External recruiters are in a unique position to help talent acquisition professionals and hiring authorities attract and hire the best talent. In this course, veteran external recruiter and trainer Barbara Bruno focuses on strategies for becoming a great external recruiter.   As a recruiter, having a great relationship with your clients is critical for your financial success. Barbara explains how to build a profitable client base, differentiate yourself from your competition, and how to effectively market candidates to your clients.   To be successful with any client, you also need to build your talent network—and know where to find talent, how to screen and interview candidates, and how to overcome objections from candidates or clients. Lastly, Barbara outlines best practices for a lifetime of success in recruiting.   Topics Include: – Finding career opportunities in recruiting – Dealing with clients, candidates, and competitors – Building a profitable client base – Differentiating yourself from other recruiters – Attracting candidates through referrals and networking – Overcoming objections from clients and candidates – Recruiting temporary and contract workers     TECHNICAL RECRUITING
IT talent is in high demand. If you are a recruiter, focusing on this niche market can be very profitable—if you know what you’re doing. Expert recruiter and trainer Barbara Bruno explains how you can best build you presence in this community by providing advice on how to market to candidates, understand what motivates them, validate their credentials, and build a network of qualified applicants. In addition, she provides tips to help you negotiate and close more deals.   There’s a shortage of top talent in Silicon Valley and every other tech hub. Recruiters have never been more important. This course will help you understand what is unique about recruiting technical talent, why these candidates are in such great demand, and help you make valuable connections between candidates and employers.   Topics Include: – Segments of IT recruiting – Verifying credentials – Managing visas and work restrictions – Managing relationships with candidates – Attracting top tech talent – Overcoming candidate and authority objections – Negotiating and closing an offer     To your continued success,    Barbara J. Bruno, CPC, CTS President Good as Gold Training, Inc. HR Search, Inc.  [email protected] 219.663.9609 

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The Importance of Focus

July 6th, 2016

It is a proven fact that you will achieve results in the areas of life that you provide the most attention.   The same holds true in the working environment.  You can’t focus on forty priorities simultaneously and expect to attain success in all of them.
The following is a list of distractions that can prevent you from focusing during prime time: •Switching Gears •Co-Workers •Personal Calls •Emails •Conducting research during prime time
My definition of FOCUS:
Finding Orders Certified to produce Unlimited Success
In the recruiting profession, we have people on both sides of our sale.  They talk back, they change their minds, they no-show interviews, their salary demands often escalate faster than the speed of light, they want our undivided attention whenever they call and they disappear after interviews without calling us, just to mention a few of the incidents your employees deal with on a daily basis.
There are three kinds of people: •Those who make things happen •Those who watch things happen •Those who wonder what happened
There are seven areas that should become focus priorities:
AREA ONE – Close clients, candidates and placements •Focus on what is closest to the money •Be aware of all final interviews •Everyone in the office should have the names of everyone involved in the close
AREA TWO – Focus on send-outs •If you want to focus on one area that will give you the greatest results, become focused on booking more send-outs (your candidate interviewed by a decision maker) •Mandate Send-Out Hot Sheets.  You can predict production by closely monitoring send-out totals
AREA THREE – Debriefing candidates | clients •Feedback after interviews must be a priority activity  (You debrief the most interested person first) •Utilize a Debrief form to help your team with their future preps
AREA FOUR – Candidate presentations to clients •If you don’t have placements or send-outs booked, the top priority must be presenting candidates to your clients to book send-outs •This activity is a prime time focus area because it is easiest to contact clients and candidates during this timeframe
AREA FIVE – Identifying and understanding the hottest job orders •Obtain target date to fill instead of a.s.a.p., yesterday or immediately •Three interview times when you write a job order, ensuring send-outs •Email a copy of your job order to everyone involved in the interviewing process to make sure they are all on the same page
AREA SIX – Surfacing new talent daily •Make sure you surface new talent daily •Cover job orders  (A minimum of two to three of your candidates on final interviews) •Develop a process so you don’t waste time on candidates you will never place in a job
AREA SEVEN – Marketing presentations daily •Market the skills of candidates daily •Land the clients your candidates want to work for (Ask every candidate where they want to work)
When you are focused on revenue generating activity, you can focus on enjoying increased profits and growing your business.
   

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Master Your Ability to Match

June 10th, 2016
Matching is the most difficult skill to master, no matter how many years of experience you possess.  It is difficult for rookies in our profession because they do not have interview experience. They also don’t possess the firsthand knowledge of clients and the criteria which must be met. Experienced recruiters often feel they know who their clients will hire and as a result pass on many candidates who could get hired.  It’s no coincidence that each time an experienced recruiter left my company, we always increased the volume of business we did with their established clients.  That is why you so often hear me say, “When in Doubt – Send them Out!” Let your clients decide who they will hire. You need to conduct a general vs specific interview. You don’t have one specific job in mind, but you do want to obtain information which will help you package this individual once you do make an appropriate match. Weekly Matching Meeting It is very effective to have a weekly matching meeting.  Each person on your team discusses their top three candidates and provides your entire sales team with their hot buttons and career goals.  Senior recruiters on your staff can help others learn the art of matching when they match candidates presented to current opportunities.  They might also offer to market candidates into one of their top clients. Prime Candidates To Interview During your initial interview, explain to your candidate that sometimes it takes them going on an interview to determine what they really want. Tell them you take your direction from them, which will encourage them to share more information with you.  Initially, you only have information they will share with a total stranger they don’t trust.  As their trust level improves, you will obtain more accurate information.  Often, they will agree to interview in an attempt to fine tune their search. Make Matching Easier Numbers leave nothing to the imagination.  This is also true with matching.  When you are interviewing candidates, find out what percentage of their time is spent doing specific functions.  Then find out how much time they would like to spend on those functions in the future.  Don’t assume for one minute that what they are doing now is what they want to do in the future.  In today’s market, candidates will actually change their careers 5 – 7 times throughout their lifetime. It is just as important for the individuals working the client development side of the placement process to ask for percentages when writing job orders, contracts and assignments. This will make matching simple for everyone working the candidate side of the placement process.  Percentages give you a much more precise understanding of how your candidate will spend their time on the job.  It also assists with your prep. Additional Technique Use numbers when you are trying to determine level of interest.  A scale of 1 – 10 provides you with a much clearer understanding of the level of interest. WHAT QUESTIONS UNCOVER HOT BUTTONS There are two basic questions which do uncover the hot buttons of the candidates you represent.

  1. What five things would you change if you were your boss?  This provides you with the real reason they will make a change.
  2. Why have you made changes in the past and what must be there for you to make a job change today?  People are creatures of habit and unless there has been a major event in their life, their future decisions will mirror their past decisions, which also helps you match.
Bonus Tip One Stop writing and working bad orders, contracts and assignments. Bonus Tip Two Focus on the 5% of candidates that you will place.  Provide resources for everyone else. Wish you could help 100% of Job Seekers find fulfilling jobs and save your organization time and money?  You are not paid on efforts you are paid on results. If you implement the ideas shared in this program you will become more proficient at matching which will elevate your level of success. If you enjoy Barb’s training, join her Premiere Coaching Club http://tptcoachingclub.com   Barbara J. Bruno, CPC, CTS    

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Ask Barb – How Can I Hold My Team Accountable?

May 3rd, 2016
Dear Barb:  How can I hold my team accountable to hit their goals?  We set goals, but no one in my office takes them seriously.  I would think that their commissions would be motivation enough because I don’t pay a substantial base salary.   If I fired everyone who isn’t hitting their numbers, I’d end up firing all but two employees.   I know you believe in holding people accountable, but I don’t know if that is realistic.  Any advice would be appreciated. Debby L. Dear Debby: If you don’t hold your sales team accountable you are jeopardizing your business.  You are not in business to provide jobs for the people who work for you.  You are in business to generate profits.  It would be interesting to talk to the two people who are producing for you.  They are probably wondering why they are “carrying” your business and why you are not doing something to hold their co-workers accountable. Each desk is a profit or loss center.  You need to manage your business by numbers vs. emotion.   Look at the individuals stats for each of the members of your sales team.  Tell them exactly what results they need to produce each day.  How many interviews, send-outs, job orders, presentations, etc.  Hold them accountable daily to hit their results.  Pay special attention the number of send-outs booked which is the most important number. To assist you and your team with managing numbers, I’ve created a metrics tool the Sales Performance Indicator, to learn more click here. If someone is not hitting their numbers, they should be put on probation with a plan of action that you provide.  You then need to meet with them daily to coach them throughout the probation period.  You may have some employees who have “quit and stayed” and those employees can literally destroy the morale of your office. Your job as the owner of a business is to make tough decisions.  Who you have on your team will make or break you!   Barbara J. Bruno, CPC, CTS  

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Which Areas Should I Focus On?

April 15th, 2016
Dear Barb, I have been researching IT jobs to determine which areas I should focus on.  Is it as simple as choosing ten titles and going for it?  Is there a specific place I should be looking for candidates to call?  I envisioned using the internet and searching for people with current titles I will be looking to place.  Would that work or do you have a specific technique you suggest? Jerry S., New York, NY   Dear Jerry, You only want to select five titles to start.   Research not only best paying but fastest growing!  Once you determine the titles you want to place, identify companies who would employ those positions.  Then call in making a recruiting or networking call.  That is the way you will surface your best candidates.  If you search the name of a company and the title, the name should appear. It is simple to locate the talent you can network with to recruit candidates.  Eighty percent of all employees working today would make a change if given an opportunity.  They are sitting there waiting for you to call!  The candidates you surface on the internet are often represented already by two or three recruiters – because it easy to find them.  Use those individuals to network with top talent they have in their business network. If you ask an individual who was the best (insert job title) at their last place of employment, you will almost always receive a name.  They have no loyalty to their past employer and they can’t say they don’t know anyone.  The most important part of this question is the phrase, “at your last place of employment.”   Barbara J. Bruno, CPC, CTS  

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Thank You Fordyce Letter

January 29th, 2016
Early in my career, the Fordyce Letter was my lifeline to learn the Staffing and Recruiting Business.  I read each publication and implemented many ideas and strategies that  improved my business. Years later it was a distinct honor to be asked to write my “Ask Barb” column and to chair the Fordyce Forum.  It was an opportunity to give back to an organization that had truly enhanced my career.   I want to thank Ron Mester and John Zappe for their leadership and contributions to the Staffing and Recruiting Profession. Lastly, I want to thank the readers of the Fordyce Letter for the questions you submitted each month and for your amazing feedback.  I must admit it’s going to be strange not writing the “Ask Barb” column next month. MY GIFT TO YOU… I write a training article every two weeks called the No BS Newsletter.  The format is not the typical newsletter and the content addresses topics most important to our subscribers.  We often address topics others find difficult to discuss. Occasionally, I offer free webinars for my newsletter subscribers.  If you would like to receive a copy of my No BS Newsletter, register today by clicking on the following URL http://www.goodasgoldtraining.com/free-training Thank you Fordyce Letter, I will be forever grateful!   Barbara J. Bruno, CPC, CTS President Good As Gold Training HR Search, Inc. Happy Candidates 219.663.9609 Follow me on Twitter |  Join me on LinkedIn      

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Very Grateful

November 25th, 2015
Feeling gratitude and not expressing it is like wrapping a present and never giving it to anyone!  Today I want to thank you for:

  • Reading my No BS Newsletter
  • Attending my sessions at conferences
  • Completing my Top Producer Training Program
  • Participating in my Premiere Coaching Club
  • Offering Job Seekers our Happy Candidates Career Portal
  • Using my new Metrics Product the Sales Performance Indicator
So often your suggestions and input lit a flame within me that resulted in many of the innovative products and services we’ve created. We are grateful for your input and feedback and hope it continues in the future. What you do for a living is change peoples’ lives for the better. You not only impact your candidates, but their entire family.  You also impact Hiring Authorities by providing talent who will help them achieve their goals.  Staffing and Recruiting is an extremely rewarding and incredible profession. We are also in a very time intensive profession and need to take time out to not only express our gratitude but show and live a life of gratitude.  Don’t be too busy to notice a beautiful sunrise or sunset.  Don’t be too busy worrying about tomorrow to enjoy special moments that happen today.  Don’t be too busy to be thankful for the little things because you may look back and realize they were the big things. Over this Holiday week, try to observe people doing something right and praise them.  When you gather with family or friends, focus on the special moments and memories of the past year. Showing or expressing gratitude is not easy for everyone.   At our Thanksgiving table, each family member expresses what they are most grateful for in the past year.  Some family members dread their turn and others are grateful for many things.  The greatest answers are from the youngest children in our family who were grateful for potatoes or crayons.  This process encourages wonderful conversations. I’d like to end my article today with a quote from Rasheed Ogunary: “In life, one has a choice to take one of two paths: to wait for some special day, or to celebrate each special day.”   Wishing you a special day and Holiday Season,    Barbara J. Bruno, CPC, CTS President Good as Gold Training, Inc. HR Search, Inc.  [email protected]