Skype is a free/low-cost internet communications tool that can be valuable to any recruiter.  Many recruiters are extremely short on time and sometimes space required for the traditional face-to-face interview.  Skype offers an easy to use alternative that can make interviewing easier than ever.  Below are some of the benefits of using Skype for video interviews.

1.    You can interview clients who are located in another city or state.

2.    You can use Skype video as a pre-screening tool that will allow you to get a general overview of the candidate's personality, communication style and professional presentation.

3.    You save time for yourself and candidates by eliminating the need for often time-consuming on-site interviews.

4.    Skype video interviews increase safety, especially for those who are often working in the office alone.

To get the full benefits of Skype video interviewing, make sure you go through all of the normal preparations of a face-to-face interview.  Have the candidate's information with you and be prepared with appropriate questions.  Also, don't forget to have a general time limit on the interview.

One of the biggest excuses used by job seekers feeling run down by a job search is that they're just not connected to the right people.  They quote the old adage: "It's not what you know, it's who you know."  Well, there is some truth in that statement, although knowledge (and experience) can never fully be discounted especially in the legal field, having the right network can make a huge difference in the quality of a job search.  But what often happens is that job seekers dismiss their existing network mistakenly believing that no one they know has any of the "right" connections to make a difference in their job search.  That's an assumption that couldn't be farther from the truth.  Although, most of us may not have a rich uncle or second cousin who owns a successful law firm, many of us are connected to influencers and connectors who know other influential people. Here's what you can do now to tap into your existing network for help with your job search.

1.    Make a list of all of your friends, coworkers (ex-coworkers), family members, neighbors and associates.

2.    Pick up the phone. Call the people on your list and tell them that you're looking for a job opportunity.  Don't be shy, you'll be surprised at how many people will be willing to listen and maybe even help.  But you've got to ask and that takes us to our next point

3.    Ask the people on your list for help.  Don't just ask them if they know of any job openings, ask if they have any friends, associates or relatives working at companies that may be hiring.  You may even want to send them an email and ask them to forward it on to people who may be able to help you.

Tapping into your existing network for help with your job search will definitely take you out of your comfort zone. As most of us know, it can be more difficult to ask those we know for help than to ask a stranger, but the effort often pays off big.

Twitter is a fast growing phenomenon that might prove beneficial to recruiters who properly use the tool.  With millions of highly educated users, Twitter can be a recruiters dream; but there are some things you must do to be effective:

1.    Create a profile that matches your company's overall brand.  Treat twitter as an extension of your company's website and image.

2.    Designate a "Twitter person" or set aside time to "tweet."  This can be time-consuming so make sure you create defined actions for the time you're spending on Twitter. Twitter can be a highly addictive time-waster so proceed with caution.

3.    Decide how you want to use Twitter.  Do you want to use it primarily for job postings, finding/following potential candidates or connecting to clients? You don't need to use Twitter for just one purpose you can definitely use Twitter for multiple purposes.  Just make sure you define why you're tweeting and try to remain focused on those goals.

4.    Follow others.  Remember, Twitter is still a social network, so you want to follow as well as be followed on Twitter. To find those who might be most appropriate for you to follow use www.search.twitter.com.  You can enter appropriate keywords to find others who are tweeting using the same keywords.  For example: If you want to find people talking about "intellectual property," search twitter using the keywords "intellectual property" and any other words related to the subject.

5.    Tweet often; but never spam.  You want to tweet at least once a day; but only tweet about things that will interest your followers and never overdo it.

Do you TWITTER?  Follow us!  You will now see TWITTER UPDATES on our home page and user home pages.  Click to join Twitter and to follow us at Leopard Solutions.  We will only share timely news and important information with you - following the guidelines suggested above!  Just click on the 'follow me on twitter' link or the Twitter Logo above!

According to the U.S. Bureau of Labor Statistics, more than 25 percent of the working population will reach retirement age by 2010; but many of those older workers are choosing to remain or even return to the workforce in lieu of retirement. As the number of older workers increases, legal recruiters can use this opportunity to expand the pool of highly experienced workers available for their clients. But you may first need to educate some clients about the value hiring older attorneys.  Let's take a look at some facts:

1.    According to the study Engaging the 21st Century Multi-Generational Workforce, older workers tend to be more engaged and more productive than younger workers.

2.    Older workers tend to be very committed to producing high quality work and can be very detailed oriented.

3.    According to a study done by the AARP, workers over 50 years old usually reduce company turnover because they are more likely than their younger counterparts to remain on a job for an extended period of time.

4.    The AARP study also found that older workers tended to be more focused and less likely than their younger counterparts to be distracted during work.

5.    For those companies that fear an increase in healthcare costs, the AARP study found that the benefits of decreasing turnover costs greatly outweighed any additional costs in healthcare insurance.

- Emotional Response to past negative experiences

Downward Spiral:
1. It erodes our confidence.
2. It negatively impacts our belief in our value.
3. It negatively impacts our self esteem
4. We associate a ‘negative’ to the event and stop learning
5. Our emotions affect our performance

How have people dealt with it in the past?
- Ratios. “For every 9 NO’s, I will get one YES. Thank you for the no! I am now one more NO closer to YES.
- It’s logical. But does this really work?
- But it’s not a logical issue. It’s an emotional issue.

The problem with our profession:
“The longer you’ve been in it, the harder it is to do it.”
The reality of calls in our business:
- You only need 12 – 18 good calls a year.
How to Think:
1. Focus on what you WANT
2. Re-Associate rejection
3. Condition Yourself
4. Build Self-Esteem
5. Build Resilience

Focus on what you WANT and Remove your Blocks
1. Future performance: Ultimate Career Billing Goal
- If you could work at your peak performance levels for every hour of every day for a year, what are you truly capable of producing?
2. What are those beliefs, limiting beliefs, that are holding you back?

Re-Associate rejection or Failure with Success
The answers we seek are related to how we ask ourselves the questions.
1. “What can I learn from this experience?”
2. “How can I use that experience to my advantage?”
3. “How can I exploit that event to capitalize on it?”
4. “How can I make a buck off of it?” (RESILIENCE)




Overcoming Fear of Rejection Continued........

When it comes to recruiter productivity, you don't know where you need to go if you don't know where you currently stand. This is why recruiters must measure as many of the essential outcomes in their daily work as possible. And there are several measurable outcomes that are essential to the overall success of your business.  Let's take a look at some of the outcomes you should begin measuring in your business today:

1.    Interview Effectiveness. Recruiters should measure the R.O.I. (return on investment) for candidate interviews.  How many good candidates turn down jobs because of ineffective interviewing?  How many inappropriate candidates are turned down by clients?  How many times do interviews result in a hire?

2.    Passive Candidate Response Rate. We've spoken before on this blog about the importance of passive candidates.  Every recruiter should be actively seeking passive candidates to fill their client's current employment opportunities.  Ask yourself:  How many passive candidates reply to your cold calls and/or voicemails?

3.    Candidate Opt-Out Rate. How many candidates did not apply for a job because the application process was too overbearing?  How many candidates did not take a job because the recruiter took to long to respond to their inquiry?  What were some of the other causes of the recruiter losing candidates?

Measuring these outcomes can help a recruiter get a true picture of where he/she stands in terms of productivity. These measurements will also help recruiters pinpoint which areas are actually working and which areas need improvement.

As the job market becomes more crowded, the competition is becoming fierce for those who want to grab the attention of decision makers and potential employers.  One way to differentiate yourself from the hordes of job seekers sending out resumes is to become an expert in your field.

1.    Take the time out and make a list of your specialized knowledge.  Are you an expert in obscure areas of the law?  Do you have knowledge and experience with certain sought after legal services such as bankruptcy?

2.    Volunteer to speak at events and conferences where possible employers will be present. The talk doesn't need to be long; but it should be informative. Make sure you include handouts at the end of your lecture/workshop.

3.    Don't be shy about public speaking. And don't believe for a second that you have nothing to offer.  If you have a few years experience in your field you have lots to offer in terms of your accumulated knowledge.

Once you begin speaking about your area of law, the doors will begin to open and your access to decision makers and possible employers will increase exponentially.

It has become increasingly important, especially in these economic times, to have a vital network of business associates, friends and family.  Whether we need resources for ourselves, are trying to develop business or simply for a support group, networks are the key to our continued success.  We need to begin building our networks before we need them.  Just as we don’t wait until we are famished to begin thinking about dinner, we shouldn’t wait until we are in dire need of contacts to begin networking.  Networking begins with making a genuine connection with another person.

Fortunately we have something in common with most people.  It is finding that common ground that is important.  It could be where we grew up, went to school or common interests like music, sports or theater.  When we meet someone, it is critical to listen attentively to discern some commonality on which we can make a connection.  The title of my upcoming book, CONNECTING: BEYOND THE NAME TAG emphasizes the importance of getting beyond reading someone’s name tag and really getting to know them and something unique about the other person.  It is about making a definitive positive connection.

As we listen carefully and attentively to others, we will find out about their interests and passions.  Once we have done that, we should explore these areas further and remember what they tell us about their areas of interest.  For example, if someone mentions they love music, find out what type of music they like.  If it is jazz, you might ask which type of jazz or which jazz artists they particularly enjoy.  If you happen to share a particular interest, you can ask more specific questions like a certain CD or song.  The important point is to establish a common ground with others, to make a real unique connection.  It is useful to get past superficial conversation to get beyond the name tag.  This is best accomplished by asking open ended rather than yes/no questions.  It is preferable to ask, “What did you like about Hawaii” instead of “Did you like Hawaii?”

The key to success in this area is to be a focused, attentive listener.  Additionally, it is important to remember what you hear and build upon what you have talked about in previous conversations.  For example, if you learn that Sue’s son Bob has applied to colleges, you can ask her how Bob’s college search is progressing in subsequent conversations.  People appreciate it when we pay attention to them and actually remember what they tell us.

When you find some common ground, try to build on it to develop some type of bond with others.  You might find an article on college admissions (or jazz) and forward it to them.  Be generous in providing information and ideas to others after you have determined the topics in which they are interested.  Successful networking is much more about giving than receiving.  In the research for my book, I found that generosity in giving referrals, ideas and information was one of the major keys to successful networking.  It is also useful to get involved in whatever organization you join.  Raise your profile in a group and people will remember you.  It’s not so much who you know, but who knows you that is important.  Social networking sites like LinkedIn, Plaxo and Facebook provide the opportunity to expand upon and enhance face to face interactions.  The most useful form of networking is cross networking, or using a combination of various organizations and online networking sites to build your profile and make people aware of you and your capabilities.  Closely related to this is the importance of follow up.  Stay in touch with others, and do what you say you are going to do when you say you are going to do it.

NETWORKING BEGINS WITH MAKING A CONNECTION continued.....

As a recruiter, you know that the telephone is the number one tool in snagging the best candidates and clients.  And like most recruiters, you probably believe that your rate of cold calling success would increase dramatically if only we could BAN voicemail.  It's never going to happen.  Let's face it, voicemail is designed to take messages; but it is also a barrier that keeps unwanted calls at bay.  But voicemail doesn't have to be an obstacle for the informed and skilled recruiter.  Let's take a look at some actions recruiters can take to increase their voicemail callback rate:

1.    Keep it short and powerful.  A recruiter's voicemail message should be designed to persuade the listener to return the call and the message should be no longer than 30 seconds.

2.    Make a request; ask the prospect to take an action.  Don't leave a voicemail simply saying, "I just called to let you know about…"  You need to ask the prospect to do something. Be direct.

3.    Use the prospect's name.  When you leave a voicemail message make sure that you use the prospect's name in the beginning of the message and at the end.  There have been several psychological studies done that suggest that a person is more likely to respond positively to an action request, if their name is used.  For example, "Ms. Sheila Clark, please call us today to schedule an appointment."  

4.    Sound upbeat. Drink lots of water between calls and smile when you're leaving your message.

As reported in the April 13 edition of The New York Times, Skadden’s Sidebar program certainly is a  laudable, and by law firm standards, compassionate, response to the problems of a decimated profession, especially when contrasted with firms trying (and failing) to save face with stealth layoffs.  Skadden has come up with a creative and constructive way of cutting costs, boosting morale, and fostering its long standing commitment to pro bono and public interest representation.

According to the Times and firm memos published in Above the Law, Skadden’s Sidebar program permits, indeed encourages, its associates to take a year’s leave of absence at one third pay, no strings attached, with a promise of reemployment at the end of the year. The program had attracted 125 expressions of interest, greater than expected, by April 10.  Are the 125 prospective Sidebars simply going off on a frolic and detour at Skadden’s expense, or is it the “option to return to the Firm at the end of that period” promised by Skadden’s memo, that is behind the high expression of interest?  
Whatever the reason, Skadden associates must weigh carefully the costs and benefits of taking the Sidebar.  The New York Times article of April 13 marveled that only corporate lawyers could be surprised that a program that pays their employees more than most Americans earn to do anything they want for a year was oversubscribed.  Consider, however:

•    One associate who called me for counseling figured that the promise of a job at the end of a year was a better career move than staying at Skadden and risking being laid off if business does not pick up.  This raises the question of whether the option to return, however well intentioned, binds Skadden to reemploy the Sidebars. Must Skadden take the Sidebars back even if it means replacing associates who stayed during the year, albeit at no financial sacrifice? This is not a question of good faith but of business reality.  Even when the economy revives and the banks turn on the spigots again using their own money, the deluge will fall on a changed and perhaps chastened profession.  The consequences for Biglaw remain to be seen. Clients will likely remain vigilant in overseeing fees; lockstep compensation for associates and even the billable hour may go the way of the dinosaur.

•    As a practical matter, Skadden can only make good on its promise of reemployment at the Associate’s option if it has the business to keep the Sidebars occupied at full freight or it lays off lawyers who stayed the year in order to make room for the returning associates.  In addition to the obvious, viz., that nobody knows what the market for top tier corporate legal will be in a year’s time, there are several considerations in deciding whether to take the Sidebar. My discussions with Skadden associates reveal that the lawyers accepting the Sidebar tend to be from practice groups that are slow such as Mergers and Acquisitions, Corporate Finance and Banking.  There are not many securities litigators or bankruptcy lawyers eager to take a pay cut and lose a year of seniority. A Sidebar also has to face the loss of a year’s seniority whether she returns to Skadden or reenters the job market after the Sidebar.

•    The Sidebar may effectively, though unintentionally, discriminate against associates with families or other financial obligations that make the two-thirds cut too costly.  While the Times featured the fortunate Ms. Eisenlord who plans a year of whirlwind travel and good works, we do not know how many of her envious colleagues are not in a position to accept the deal even if they are so inclined.  One single, first year single associate told me that the tempting prospect of having a year to retrench would require him to leave Manhattan, not one of the world’s top 10,000 problems certainly, but an important personal consideration for the lawyer. The lawyers who stay reluctantly for personal or financial reasons, along with their colleagues who want to remain in Times Square, may be putting themselves at greater risk should the firm need to lay off associates.  

•    The partners’ surprise becomes more understandable when one considers the career paths and sacrifices that Biglaw, and especially Skadden, partners choose. Top tier corporate attorneys do not work or live like most people; working extraordinary hours under high pressure, big firm lawyers live in a different financial dimension because they work in a different economic dimension.  A more appropriate view of the choice facing Skadden’s associates as compared to the average worker would be the anxiety of an auto mechanic in Michigan whose boss tells her that, because of the recession,  she can take a year off at one-third pay and come back to work in a year. Even in the unlikely event that the mechanic can afford the pay cut, how secure can she be about her reemployment prospects which, after all, depend on the economy, not her employer’s good faith?

No doubt it’s great to have the chance to make the decision whether to take the Sidebar; but when you think about it, Skadden is not offering its associates a paid frolic and detour so much as a significant and difficult career decision.
© 2009 David Bargman
_______________________________________
David Bargman is an attorney and President of Baum, Stevens Recruiting

With the current media hype and widespread hysteria about the job market many job seekers are simply feeling discouraged.  Many are beginning to believe the biggest myth floating around, that there are no jobs. This is simply not true.  There are thousands of legal jobs available for the taking and in many ways it's one of the hottest job markets available for those who are skilled and prepared. No, jobs are not hopping off the shelves like they were just a few years ago and yes, it may take a few months to get your job search up to steam, especially for those with less experience. But with the right tools and the right team a job seeker looking for a legal job opportunity is better positioned than many job seekers looking for work in declining industries. We've discussed in detail the tools needed by job seekers in today's job market (or any job market):
1.    A solid resume.
2.    A stellar cover letter.
3.    A growing network of contacts in the legal field and specifically your practice area.
4.    A Hot List of legal jobs.

But let's take a look at who you need on your team:
1.    A supportive network of fellow job seekers.
2.    A good mentor.
3.    A great legal recruiter.

A great legal recruiter will be the key to unlocking the job opportunities that may NEVER be advertised.  Legal recruiters are insiders who have access to job opportunities before they are posted on job boards or publications.  Many employers are simply overwhelmed with the number of resumes landing in their inbox and want to work with a trusted legal recruiter to separate the winners from the pretenders.  If you can win the support of a qualified and professional legal recruiter you could give yourself an edge over other job seekers who don't have access to legal industry insiders.  In today's job market, legal recruiters have access to thousands of jobs that are not posted online or placed in offline publications. Don't let this resource go untapped, contact a legal recruiter today.

You’ve probably never heard of Joel Parker. He is a successful young entrepreneur and has figured out the keys to successful sales and customer service at such a young age. With only six years of business experience, he has learned the following:

1) Identify the needs of your customer before you pitch your product or service to them. Joel understands that his purpose is to solve a personal problem for his customers, and to serve them in an emotional capacity. He knows that his customers make decisions based on emotional reasons, not intellectual ones. So when he makes first contact with them, he addresses the benefit of his service, not his service. He explains to his prospects how his service can benefit them on a personal level, and this appeals to their emotions. As a result, his customers usually end up saying ‘thank you’ to him at the conclusion of the transaction.

2) Approach your customers with confidence and respect by developing a legitimate relationship with them. Joel never gets too close to his customers until he feels the relationship is developing at the proper pace. He never rushes the relationship, but lets it build to the point that serves his customers. He maintains appropriate distance and respect, but still is engaging and respectful. His sincere interest in them is what attracts them to him. And when you meet him, you know that he is sincere. Joel knows that self-serving manipulation is a turn-off in his competitive industry, and recognizes that his prospects can intuitively sense it.

3) Identify patterns of buying behavior of previous customers, and use that to guide you in your marketing efforts. Don’t ‘profile’ your prospects based on appearance but rather qualify them based on the criteria of those in the past who have bought from you. Identify the characteristics of those previously satisfied customers, and use that as the guiding criteria in finding future prospects. In Joel’s business, he has learned that those prospects who are best suited to benefit from his service are sometimes the most poorly dressed. He doesn’t let appearance qualify or disqualify those who he tries to serve. Instead, he finds the ones who have the highest probability of benefiting from his service, and puts the odds in his favor by targeting the group most likely to buy based on circumstance and situation and not appearance.

4) Don’t let the negative jealousy of your competitors drag you down. In Joel’s business, he is the envy of his competitors. Many have said that his success stems from luck and chance, but Joel knows better. He knows that it is the attitude of giving to others and seeking ways to serve them that has caused him to become successful in his business.

5) Target your repeat customers, and make it easy for them to buy from you over and over. Joel has developed a broad client base, and goes well beyond what many of his competitors would do. He earns more than his competitors, but that’s because of the amount of contribution he makes in the lives of his loyal customer base.

6) Have fun at what you do. Joel is completely fulfilled with his business and loves every minute of every day. It is this engaging work that compels him to succeed, and gives him an edge over his competitors.

By the way, if you are ever in Phoenix, you can find Joel at the baggage claim area in Terminal Four. He is an airport skycap and is a top producer in his company. I met Joel this week in Phoenix on the way to a speaking engagement. I asked him what separated him from all the other skycaps, and what I received was a short lesson on business success. Principles of success in business never change, whether you are selling recruiting services or microchips, or the services of moving luggage to the trunk of a car.

Copyright © 2009 Scott Love
Scott Love improves recruiter performance by teaching a system of big billing success so that average people can achieve above average production. Nearly 2,500 search firms and staffing agencies from sixteen countries have invested in themselves through his training tools and online programs. Visit his online recruiter training center for free audio downloads, free videos, training tools, quizzes, instruments, and articles at www.GreatRecruiterTraining.com 

We've already discussed the fact that the telephone is a recruiter's number one tool in snagging the best candidates and clients. And we've reviewed the best ways to polish your voicemail presentation; but there are still two important habits that can increase your voicemail return on investment (ROI) exponentially:

Follow-Up With An Email. Sending an email to your prospect after leaving them a voicemail increases the chances that they will return your call.  If you have the prospect's email address send them a brief note with a reminder in the subject line: "Just following up re: Tuesday's voicemail message."  In the body of the email leave a brief note repeating what you said in the voicemail and asking them to call you.  Be careful about sending too many emails, you don't want to be labeled spam.  One follow-up email per voicemail is sufficient.

Leave Voicemails After Hours.  If your calls often end with leaving a voicemail, you may want to schedule a time after hours just for leaving voicemails.  This action will free up your prime business hours to engage in revenue generating activities and other activities that cannot be done during non-business hours.

We often hear about the importance of volunteering and pro-bono work when an attorney is looking for a new job.  But what we don't hear is what actions a job seeker should take in making sure that the volunteer work their engaged in actually serves as a stepping stone to finding paid employment.  Here are few tips on what you can do to enhance your volunteer experience and use it as a boost to paid employment:

1.    Treat the volunteer job as if you were getting paid.  Show up on time and do your job to the best of your ability. A matter of fact, go above and beyond what is expected.  Always give 200 percent.

2.    Show enthusiasm for your work and get involved in activities that add value to the organization you're volunteering with. Look for areas in the organization that could be improved and submit a proposal to the organization detailing how you can help them make improvements. This will make you shine on your resume, cover letter and the interview with your next potential employer.

3.    Get along with other co-workers, whether they are paid or volunteers. If you want to ask the organization for a letter of recommendation at a later date or use them as a reference, you want to insure that they will have something good to say about your personality and ability to work with others.

4.    Make sure you build relationships with the people you are working with. Have a conversation, find out what they are doing, their past work and any connections they may have that could be valuable to you in your job search.  Don't directly ask them for job referrals.

5.    Carefully document the work you're doing with the organization, especially if it is work that will enhance your resume.

Twitter, an online social networking site that claims 11 percent of the online audience, is making headway into the corporate world.  Even large companies such as JetBlue and Comcast are using Twitter as a marketing and customer service tool.  But before you sign up and send a "tweet" into cyberland, there are a few things you should consider.

1.    Is your target candidate or client on Twitter?  Twitter's demographics are, urban, 30 something, technology savvy males with an undergraduate or graduate degree.  To find out if your target candidate or client is on Twitter, go to Twitter and search for keywords relevant to your specific needs.

2.    What are your Twitter expectations? Do you want to use Twitter to gain more clients, find candidates or do you have some other goal?  Whatever your Twitter expectations are, it's best to do a little research before diving in head first.

3.    How will you measure you return on investment (ROI)?  As with any online social networking site, it can be easy to get sidetracked and lose sight of why you signed up. Once you determine what your goals are for Twitter, you need to create a system that will measure your Twitter ROI.  For example: How much time do you spend on Twitter? How many new clients/candidates have you gained from Twitter?  Is Twitter more/less effective than other marketing or customer service tools?

As a recruiter it is important to maintain proper boundaries in the recruiter/client relationship.  As we have mentioned in the previous article, many clients do not understand the recruiter process which can cause confusion and anxiety for the client.  Keeping communication clear and useful is one way of helping clients understand the recruiter process; but maintaining proper boundaries will also do the job and help you maintain a professional image and relationship. Let's take a look at the number one mistake recruiters make that may allow clients to inadvertently violate professional boundaries and thus reduce their professional image:

Carrying your client's "bags" and being the go to guy/girl for things that have nothing to do with your role as a recruiter. For example, a client may ask you to create a job description for them and as a recruiter you go ahead and do it because you want to give excellent customer service.  But creating a job description is not the responsibility of the recruiter and may actually hinder the recruiting process because the recruiter does not know the needs and requirements of the job.  It is the responsibility of the client to create job descriptions which will help you find the right candidate who fits their real needs, not the needs you may have imagined while creating their job description.  

When clients request you to perform duties that are not your responsibility or hinder the recruiting process, it is critical to remind the client of the important role you play in helping them meet their business goals. We know it's difficult to help a client refocus their relationship with you; but simply say to them: “I don't think that using my resources for this task will help you solve your staffing problem. As a professional recruiter, these are the skills I can use to help you." And then simply spell out how you can help them solve their recruiting problems. By correcting clients when they violate professional boundaries, you will create a long-lasting relationship built on respect and reciprocity.

Is it Wrong to be Money Motivated?

I’ll never forget interviewing a prospective employee who had two years of sales experience selling copiers.   After spending a few minutes going over his background, I asked him, “Would you describe yourself as money-motivated?”

“Money-motivated?”  he asked back.  He sat there trying to find the right answer that existed somewhere between what he really felt and what he thought was the morally correct answer.  I could tell he was struggling with this.   He seemed to think to himself,  ‘If I tell him I’m not money-motivated then he may not think I’m ambitious enough to do well in sales.  If I tell him I am money-motivated then he’ll just think I’m some sort of cheap selfish jerk who will do anything to get a sale.’

How would you answer that question?  Do you think it’s wrong to be money-motivated?  Do you think that deep down inside you really are, but then think that at some level this belief may conflict with some other part of your moral or even religious beliefs?  For most people in sales, this internal conflict ensues in a consistent hesitation to do everything that it takes to win.  Even beyond this, it results in deservability issues, which can kill the sale and kill a career.  Most sales people who sabotage their sales really don’t feel deep down that they deserve the sale or the money that goes along with it because at some point in their life, they felt that being ‘money-motivated’ was morally wrong.

In my own opinion (and this is just my opinion), I don’t think it’s morally wrong to be ‘money-motivated.’  I don’t even think that the phrase is an accurate description of what many of us perceive to be the motivation for effective selling.  It’s not money that is motivating a strong sales rep.  It’s getting a strong return on the investment of his time.  It’s knowing that a sales rep is maximizing his effectiveness and being a good steward of his career.  Spend one unit of your time and see if you can get a return of five units back, that sort of thing.  Money is just a unit of measure of how we value things. And what’s even paradoxical about sales success is that during each transaction, the less you focus on your own remuneration and more on the benefit to your prospect, the more money you make.

Here’s what I mean by this: your motivation has to be in the service of others.  Think about it.  In sales, it’s an economic impossibility for people to purchase a product or service unless there is a tangible or perceived value which is equal to or greater than the price of purchase.  You’ve got to have some sort of value that you bring to the decision-making formula, and if you follow this three-part ‘mental model’ of selling, you’ll see yourself selling more, deserving more, and enjoying relationships with your customers more.  And you’ll certainly make more money as a derivative of your service:

1.      First, understand that in the world of sales, you have to believe in what you are selling.  If you don’t have belief in your value then you are a phony and every prospect will see through it.  Your lack of belief will result in your own personal hesitation and people will sense it and refuse to buy.

2.      Second, know that your success in sales is a byproduct of the value that you bring to the world.  When people say that they are ‘money motivated’, it’s not really the money that motivates them.  It’s the representation of value, which is really what money is. Money represents a measure of value. It’s how we keep score of the amount of value that we have brought to the world. If you contribute more to people, then you deserve more.  If you bring the value of your service to more people, the ensuing result is remuneration through compensation.  In other words, the more you sell, the more you make.

3.      Third, understand that if you sell with the proper mindset and belief, you will see every objection with a duty to overcome it.  When you believe that what you have can really benefit someone else, and that they are making the wrong decision not to buy from you, then you will approach your sales process with a duty, with a commitment, with an attitude of service to the other person as you try to help them buy what you are selling.  It’s really that simple.  When you believe it, then they need it, and all that’s left is learning how to overcome their objections in a way that leads them to take action in making the purchase.

Remember that there’s nothing wrong with being money-motivated, as long as you understand how it really all fits together.  And if you think this way, then you’ll never hesitate again about what motivates you and how your financial reward fits in the big picture.

Copyright (c) 2008 Scott Love
Scott Love improves recruiter performance by getting recruiters to think at a higher level, to develop a better strategy, to master recruiting tactics, and to develop better work habits. He has created a simple step-by-step system of recruiting success that is replicable. Nearly 2,500 search firms and staffing agencies from sixteen countries have invested in his training tools. Visit his website for free videos, training tools, free downloads, and articles at www.GreatRecruiterTraining.com
 

 
When it comes to resumes, it's survival of the fittest.  Many recruiters receive an extraordinary amount of resumes every day and only have a few seconds to make an initial scan to pull out the serious contenders.  Those that don't make the cut, end up in the slush pile.  Here are some mistakes job seekers make that may be affecting their job search:

1.    Hiding or omitting important information.  Many job seekers fail to tweak their resume for the specific job opportunity and they end up leaving out information or burying information that is important for that specific job.   Make sure that you highlight the skills specific to the job you are applying for.  Make it easy for the recruiter to find.

2.    Employment Gaps. If there are employment gaps in your resume make sure you offer a brief explanation in your cover letter.

3.    First or third person writing.  Do not write your resume using "I" or talking about yourself in the third person--"Mr. Jones has 10 years experience." 

4.    Weak Summary.  Many job seekers fail to "beef-up" the summary of their resume. In the summary of your resume, make sure that what you write is powerful and relevant to the job you're applying for. Remember, the recruiter has a limited amount of time to review your resume, the summary should be attention grabbing.

5.    Resumes that are too duty oriented.  Don't just list your duties on your resume. Instead, write about how your work specifically benefited the company. 

One of the biggest complaints that clients have about recruiters is that they don't understand THEIR business.  Many legal firms are cautious with dealing with independent recruiters because some recruiters have failed to understand the client's business and don't get involved in their world.  If you're a legal recruiter make sure that you are up-to-date with the latest happenings in the legal world, especially specific practice areas you service.  You may even want to subscribe to your clients' newsletters and publications if they have one, to stay up-to-date with what is happening at their firm.  Here are a few other tips on how recruiters can get involved with their clients' industry and become more of a partner:

1.    Subscribe to legal industry newsletters and publications.

2.    Actually read the newsletters and publications.  You don't need to read the publications from cover to cover but you should pick out some articles of interest and make a point of forwarding it to your client or mentioning the article in you next meeting.

3.    Attend legal industry specific events and share any information gained there with your clients.

4.    Research and thoroughly understand your clients' company, product and marketplace.  Make sure you convey your understanding of their business during meetings, phone calls and discussions.  

5.    Join a legal industry association and make sure that you're an active member. Remember, being involved doesn’t need to take up all of your time; you may want to volunteer for a few events and limit how many hours you dedicate to the association during the year.  

Once your client sees that you as a recruiter are involved and invested in THEIR business/industry, they will begin to view you as not just another vendor but a knowledgeable and valuable business partner.

There's been a lot of buzz in the news lately about the hazards of the using social networks.  One of those hazards is the potentially damaging effects that social networks can have on a job search.  It seems that at least once a month, there is a news story about an employee being fired because of something he/she posted on Twitter, Facebook, MySpace or some other social media website.  But recently there have been at least two news stories about job candidates losing job offers because of what they said on their social network website.  And in a job market that is becoming more competitive, every job candidate should make sure that his/her social network website never works against his/her job prospects.  Here are a few tips to make sure your online activity is not hurting your job search:
1.    Keep the professional and personal social networks separate.  For example, if you have a Facebook website setup for friends and family, avoid using that same site for your job search.
2.    Keep your personal social networks private. Often potential employers will Google your name just to find out "what's out there" about you on the internet.  All of the social networks allow you to control the privacy settings on your account.  Use that control to your advantage and make your personal pages private.  Think about it…do you really want potential employers to know about the drama with your ex-partner, dead cat and the run in with the clerk at the local grocery store?  I didn’t think so.  
3.    Remain Anonymous.  If you are using a social network for friends, family, dating etc., use a pen name instead of your real name. 
4.    Adhere to social standards.  Avoid posting socially unacceptable photos, rants and videos.  Although we enjoy free speech, others may judge you negatively for what you do or say online.

Referrals are an important part of every business; but how referral ready are you as a recruiter?  When it comes to referrals many recruiters think of candidate referrals and client recommendations made TO them; but having your name passed along to others is just as important. Below are a few tips on how you can become referral ready:

1.    Make time each month to meet and greet leaders in your industry. This can be done at conferences, networking meetings or one-on-one business lunches.  

2.    Pay it forward to contacts.  Make sure that you have valuable information and resources for contacts that you can pass along in the form of a monthly or weekly newsletter. This will keep you in the forefront of their minds and build a sense of appreciation for what you are offering.

3.    Try to get new contacts to signup for the newsletter we mentioned above.  One way of doing this is to send them a personalized email with valuable information (ie. article, events calendar etc.) and tell them that you send out similar information each month/week. Finally, directly ask them to signup for your newsletter. Never spam.  Never send newsletters to someone without their permission. Also, make sure that your ask for referrals in your newsletter.

4.    Write industry articles, maintain an industry blog and speak at industry related events.

Before taking the risk of referring your business, your contacts want proof that you are worthy, referral ready and an expert in your field.  When you are present and constantly contributing to your industry that often serves as proof enough and will send your referral rate skyrocketing.

Corporate bonuses decreased by an average of 25 percent in 2008, and experts are predicting that companies will continue operating under reduced budgets for at least two more years. To compensate for slimmer compensation packages and retain valued employees, companies will need to boost morale in other ways.  

Here are some tips on how to retain talent when budgets are tight:

• Communication from Management. Employees want to be regularly informed and know what’s happening around them – even if the news isn’t positive. Status reports from management give employees a sense of visibility and control.   
• Give Employees a Chance to Talk. Periodic “Town Hall” meetings are particularly effective and give employees an opportunity to voice their concerns.  It might even be an opportunity to get some fresh ideas.
• Training and Development. This is a great time to cross-train your team and utilize the people who have institutional knowledge about your organization. Investing in training and giving employees an opportunity to broaden their skills demonstrates an investment by the company in their future. Training and development initiatives may also present an opportunity to identify top performers who can someday lead the team when times are better.

The number of older job seekers is increasing as many experienced workers face job losses or re-enter the workforce from retirement.  One of the most powerful tools an older job seeker can use is his/her real work experience coupled with a powerful networking strategy, uniquely tailored for older workers.  Here are a few strategies we believe will work for you:

1.    Have a niche and play it up.  One advantage older job seekers have over those less experienced is that they have often developed very specific and highly valuable skills that employers covet.  Being a generalist is less beneficial in today's market, so get specific about your experiences and accomplishments and focus on the jobs and companies that will benefit the most from your niche.

2.    Become a mentor/mentee.  Becoming a mentor of a younger; but successful attorney may help you better understand today's job market, especially if you've been at the same job for a long period of time.  You can also share your very solid experiences and knowledge with your young mentor/mentee in exchange for their help

3.    Get connected online and offline.  Many older job seekers shy away from networking online; but this can be detrimental to your job search.  All job seekers need to be connected to online social networks relevant to their field.  Most companies rely heavily on the internet for the recruiting efforts. But despite the internet's importance, you also need to get in person contact with potential employers and other contacts. It is often that face-to-face contact that will set you apart from the competition.

Many recruiters bemoan the fact that many clients simply do not understand the process or the amount time, effort and resources required for getting the right candidate for their legal position. This lack of understanding can cause some clients to take a recruiter's efforts for granted.  At a time when many law firms are examining their recruiting budgets more closely, independent recruiters must make themselves stand out from the crowd by making clients aware of the recruiting process.  Here a few things a recruiter to can do to keep clients in the information loop and make them aware of the recruiting process:

1.    As you go through the recruiting process for each position make the client aware of your progress.
a. When you post an ad for a client send them an email making them aware of the posting.
b. Once you receive resumes, you may want to consider telling them "I received 50 resumes for the _______ position this week."
c. Update them on any meetings with potential clients.  For example, if you meet a great potential job candidate at a networking event, you may want to mention him/her to the client.

2.    Meet face-to-face with clients.  Consider having lunch with a client to discuss their legal positions and your strategy for finding the right candidates. Many clients appreciate a face-to-face meeting with recruiters.  It makes them feel that you are personally invested in their needs.

3.    Consider inviting them to legal recruiter events or activities.  Even if they don't attend, a client will feel like you are reaching out to them when they receive these types of invitations.

These steps for making a client aware of the recruiting process shouldn't be time consuming--commit a little time each week to the task.

Every one of us hits the wall on some days. You know how it is. It’s 2:30 pm and you still haven’t made your first phone call, but at least you know the five-day weather forecast and the scores from last night’s game because of your internet research.

Sometimes, especially if you’ve been in the business for a long time, the phone seems to get heavier and heavier. This is the most common problem that I’ve seen among seasoned billers and for some reason, the longer we’ve been in the business, the more of a problem it becomes because we know better.

I figured out a way on how to put some juice in your day so that when this happens to you, you can push through it and get moving on and get over it and get back on that phone. I developed this technique because I still get that way as well.

Try this out the next time you find yourself doing anything but making phone calls:

Set a goal just for one hour, and then give yourself permission to blow off the rest of the day. That’s right. Just for one hour, connect with as many people as possible, then give yourself permission to surf ESPN.com or catch a matinee for the rest of the day.

Here’s what’s going to happen when you make this conscious decision:

1.  First, you will actually get on the phone. You’ll break that habit of procrastination and will start doing what you are supposed to do.

2. You’ll feel good about yourself. Hey, look at me, you’ll think to yourself, I’m on the phone again!

3. You’ll connect with people who will be interested in talking with you. You will have some good calls with candidates and clients and yes, they’ll be interested in talking further with you about things. All of a sudden, you are reminded that even though you’ve been doing this business everyday for ten years, it still works and that talking to people over the phone doesn’t hurt that much.

You’ll forget about blowing off the rest of the day and will be excited about staying on the phone the rest of the afternoon. You’ll forget about that promise you made to yourself and will actually start making more calls. Who cares about checking out an afternoon movie when people want to do business with you. Forget about blowing off the rest of the day. You’ve got activity and have to move deals forward.

Remember that getting on and staying on the telephone (making quality calls, of course) is a core competency of the business. Use this technique to help you push past those dry spells of activity and to push through that wall of fear.

Copyright (c) 2008 Scott Love
Scott Love improves recruiter performance by getting recruiters to think at a higher level, to develop a better strategy, to master recruiting tactics, and to develop better work habits. He has created a simple step-by-step system of recruiting success that is replicable. Nearly 2,500 search firms and staffing agencies from sixteen countries have invested in his training tools. Visit his website for free videos, training tools, free downloads, and articles at www.GreatRecruiterTraining.com

Being prepared for a successful job search requires more than just a good resume, business card and a detailed idea about what your perfect job would look like.  Although those things are good and necessary, creating a successful job search requires the job seeker to be prepared.  

1.    Be prepared for a long job search which could last from 8 months to 1 year.  The latest news reports are finding that the average job seeker is still looking after 8 months, which takes us to our next point.

2.    Be financially prepared for your job search. Many job seekers did not expect that their job search would take as much as a year so many have burned through their savings and are now desperate to find ANY job even if it's low-paying and not in their field.  Don't put yourself in that situation.  If you have the savings and/or unemployment insurance do your best to conserve your financial resources for as long as possible.

3.    Don't procrastinate. Some job seekers may believe that they've been searching for work for 6 months; but often the reality is quite different.  If you find that you have only sent out 10 resumes in 6 months that means that you are not aggressively searching for a job.  If you are currently unemployed treat your job search like a full-time job.  Get up everyday and look for a job, send out resumes, attend networking events, meet with a recruiter and track your progress.  Writing down what you actually did will keep you honest.

4.    Develop a "game plan."  Take some time out and schedule out exactly what you will be doing in terms of searching for a job during the coming weeks and months.  Create a strategy, schedule networking events, meet with a recruiter and set weekly/daily goals.

The job search process can be quite a challenge especially if it's taking a little longer than a job seeker expects.  A long job search can make any job seeker feel literally stuck in a rut.  Here are few questions you should (and shouldn't) ask yourself to help you find the solution to your job search dilemmas.

Let's first start with the bad news.  The bad news is that asking yourself questions like…

Why won't anyone give me a job?
Why did he/she get that job and not me?
Why is this job search taking so long?
Why wasn't I born rich/with the right connections?

…is not going to help you solve your job search challenges. The more likely scenario is that the above questions will only increase your frustration because they are not going to lead to productive problem solving.

But the following questions may help you get to the root of job search problems you're facing:

1.    What would motivate someone to give me job leads?

2.    Where can I go to network with companies that might be hiring?

3.    What did (fill in the blank) do to get that great position?

4.    What did I do right to land my last job?

 A job seeker can add to this list by examining a problem and formulating a "solution generating" question.  For example, if a job seeker is having difficulty receiving response from his/her resume, the questions to ask might be:

1.    What can I do to make my resume more appealing?

2.    Where can I get help creating a more effective resume?

After formulating questions to help solve job search problems, a job seeker should brainstorm answers to those questions.  Don't limit the answers to the conventional and "practical."  The answer process requires that the job seeker think creatively.  Try to list at least 10 possible answers for each question.  Don't be afraid of "silly" solutions because often it is those solutions that work the best.

I dialed in on a special Leopard Solutions training class where they invited Jones Day to talk about their firm and hiring requirements.  The firm is somewhat unique and their hiring requirements are fairly rigid, so I thought I would share what I learned for other people who weren't on the call.

The panel consisted of:
Kristen Edwards, Firm Manager of Lateral Recruiting
Jolie Blanchard, Firm Director of Recruiting
Greg Shumaker, Firmwide Hiring Partner

The firm started in Cleveland, but is truly a global platform today, with 2600 lawyers in 32 offices.  1850 lawyers sit in the US, and the rest are in Europe, Asia, Australia & Dubai (their newest office).  The firm offers 23 practice groups.

Jones Day's compensation model is based on meritocracy, as opposed to lockstep.  Seniority is "irrelevant."  Compensation is subjectively based on "contribution," with contribution consisting of dollars brought in, hours billed, recruiting efforts and mentoring, among other things.  Compensation is decided each year by the Managing Partner.  Shumaker concedes that a meritocracy system is controversial with lateral hires because it is not transparent, but he insists that the system is superior and that people like it, once they experience it.

Jones Day is very private about money matters.  They don't release revenue numbers or Profits Per Partner figures.  Shumaker says that if you've seen these numbers around, they didn't come from Jones, Day.

Their governance structure is very old school.  They have one integrated partnership with one pot of money, not the web of partnerships and corporations that you see with other firms.  The Managing Partner makes all management decisions and grooms/selects his successor (historically all males).  Partners don't have a vote.  Shumaker says that this model is good for cultural continuity and that the firm isn't subject to the whims of the majority.

Shumaker also reported that because the firm has no "eat what you kill" incentives, clients are referred to the right practice group for their immediate needs and move to another practice group for other needs.  He says that this results in high client satisfaction.

Reputationally, the firm ranks #23 on the Vault List (voted by associates), ranks at the top of the BMI client satisfaction survey and in the top 5 on MLA's lateral partner satisfaction survey.

The firm is "rock-solid" financially and works hard to reinforce its culture as one fully integrated firm, not a web of offices or practice groups.  They don't consider themselves to have a "headquarters," although you will sometimes see Cleveland or DC listed.

Consistent with this full integration model, all recruiting is coordinated through one person in one office -- Kristen Edwards in Cleveland.  Kristen coordinates 8,000 lateral submissions every year.  All submissions are honored for six months.  Even if you have a relationship with a local partner or internal recruiter, you must cc Kristen on submissions -- kgedwards@jonesday.com <mailto:kgedwards@jonesday.com> .  The firm reserves the right to refuse to pay fees if Kristen isn't in the loop.  She says that she doesn't interfere with relationships, but that their entire system is built around this integration model.  This requirement is also a provision in their standard fee agreement.

Regarding lateral partner needs, the firm rarely communicates a need formally.  And they don't generally turn to recruiters for partners until they've exhausted all internal contacts and relationships first.  Having said that, Kristen confirms that they will look at presented partners on an opportunistic basis, and she is happy to forward blind profiles (or you can reach out to the local partners directly with a cc to Kristen).  They would like to see client lists as early in the process as possible to identify conflicts.

Tracy Thrower Conyers, Esq.
Legal Search & Placement Consultant
tthrower@lucasgroup.com