Gwen Bagley’s Post

"Reporting to management" is one of the many employment myths. The assumption is management isn't the problem, it's lower level people. Not always true. For example, "Tom" wanted a promotion. He was expecting the role to be posted soon. The company's own policies stated that internal jobs have to be posted so that everyone was aware of the opportunity. Lo and behold, the job was never posted. But "Dave" was hired for it..by the VP, "Ron". Tom went to HR. They did nothing. They report to the VP indirectly. I told Tom they weren't going to do jack. The only other person over Ron is the President, "Kim". And Dave wouldn't have been hired without both Ron and Kim's approval. Tom's looking for another job and consulting his legal options. He's had 3 interviews so far in 2 weeks. He's focused on what he can control (himself) not lying nonsense (wasting time telling the manager who did the dirt about the dirt). Need Career Coaching or a Standout Resume? Contact Me #beyourbestbrand #beyourbestcareerarchitect #resumes

Dear hiring teams - if you're willing to work with an external recruiter, you've hired them for their expertise. Please listen to them. I just got done with an interview debrief with a candidate. I had originally put him forward for a "Head of" role. Though this candidate had not held the title the hiring manager was looking for, I knew this candidate would knock the role out of the park. This candidate is extremely talented, intelligent, thorough, and clearly had a customer-centric mindset for this customer-centric role A few interviews later, that same candidate is now being considered for another role on the same team reporting to the "Head of" role that ended up being filled by an internal promotion. The feedback from his most recent interview was basically that this candidate was overqualified for this role (meaning he would have been a good fit for the original role I had presented him for, the "Head of" role). Truly exceptional talent is often expecting a step up into a role vs. a lateral move or a step down. And if a recruiter has presented you with high-quality talent that the recruiter says is a "rising star" talent, please listen to them! Believe it or not, some of us recruiters know what we're doing. 😂

Here's a very good article about discerning between what a hiring employer is telling you about the open position, and what the reality is for what you're about to agree to. Good reading! https://lnkd.in/ghWWid_B

We're currently working with a senior-level candidate who's deep into interviews with our client. Recently, his current employer suddenly offered him a big promotion and a substantial raise, showering praise that seemed out of nowhere. Our immediate response: 'Interesting timing. Are they genuinely valuing you now, or are they simply afraid to lose you?' It raises questions about their commitment to your growth and well-being. Did they withhold this recognition until you threatened to leave? And what about the underlying issues that led you to explore new options in the first place? Money can solve one problem, but does it address deeper organizational issues or merely buy temporary loyalty? We advise candidates to consider the long-term implications. Sometimes, taking that counter offer means accepting a role where expectations skyrocket and gratitude fades quickly. And typically it doesn't end well. Has this ever happened to you? #construction #constructioncareers #knowyourworth

Do you see a career change on the horizon? How to select a recruiter to represent you… ·        An industry expert who knows who is who and what’s what ·        A cheerleader who will be in your corner and understands your needs and matches you to the right next career move and handles all the negotiations for you.  ·        A professional with integrity that will tell you the good, bad, ugly. Ex: “you are really in a good place getting paid well stay where you are”  ·        A partner who will walk you through the process from start to finish; Sharing “inside scoop” about the position, company, hiring authority, team etc.  Initial presentation to hiring authority, coordinating interview schedules, interview prep, post interview debrief, compensation negotiations, closing the deal, resignation guidance, acceptance of offer, follow up to ensure your content after start. ·        A recruiter you will send your friends and family to because you were treated with respect

Be Careful When Companies Promise Things That Are Too Good To Be True Jack Kelly Forbes When searching for a new job, it’s important to be vigilant and watchful of what the recruiters, hiring managers and others involved with the hiring process say. As a recruiter, I’ve heard too many horror stories of misalignments between how the job opportunity was presented and the reality of what the person will be doing on a daily basis. It may be too harsh to say that companies outrightly lie about the role, boss, corporate culture, work-life balance, compensation and upward mobility. It’s more likely that there are some omissions by neglecting to mention certain pertinent matters, putting a pretty spin on the opportunity or “inadvertently” misrepresenting the nature of the opportunity... https://lnkd.in/em2SYv9W

The More They Yell, The Less They Seem To Know A woman once told me I was a job hopper. While there was some truth to the description, I did not do an outstanding job of picking employers. In three cases, the owners told me they were going in a different direction and no longer needed my services. In other situations, I could not see the mess I was getting into until after starting with the company. For example, one went bankrupt after joining the organization. I learned from these many opportunities for growth and development that there was a correlation between the amount of yelling by owners and leaders. Those who would yell the most were the least competent, and those who spoke quietly were the best at their work. The problem was that this did not occur during the interviewing process. In hindsight, I should have asked better questions during the various interview meetings. I found that fit is critical to selecting which organization to accept a job offer. For example, I could have asked how they would respond to a quality problem to gauge their approach to dealing with customers. If they answered that they would do everything possible to blame someone else, I would know that it would be at odds with my need to accept responsibility if our company was at fault. A question about how they dealt with employee issues might have let me know if they had yelled at the employee, I would have known they should not be my next employer. What has been your experience with quiet bosses vs. those who yell? #AutomotiveIndustry #LeanManufacturing #ManufacturingOperations #Manufacturing #HumanistManufacturing

What should you do when an executive recruiter ghosts you? A friend received a call from an executive recruiter about a senior role at a reputable private equity firm. The recruiter was enthusiastic, "You are perfect for this role, and this client." That was three weeks ago. What should you do if you are among the 60% of job candidates who have been ghosted by an executive recruiter? ↪️See if the job is posted online, and apply yourself ↪️Reach out to someone in your network at the company for insight on the role ↪️Look for similar roles at other companies And know the ghosting likely has *nothing* to do with you as a candidate.

Hiring Manager: We’d like to see your candidate the Monday after Thanksgiving? Recruiter: Awesome, they are very excited. Hiring Manager: First question, what is your biggest weakness? Candidate: My aunts stuffing. Had at least 3 servings and took home the leftovers. ——— Happy Thanksgiving to all my American friends. May your day be filled with great food, great football and time with friends or family. The job market is getting ready to heat up so when your crazy uncle asks what you do just tell them you’re doing your due deligence. #recruitment #thanksgiving #turkey #jobs #interviews #candidates #jobseeking

Be Careful When Companies Promise Things That Are Too Good To Be True By Jack Kelly When searching for a new job, it’s important to be vigilant and watchful of what the recruiters, hiring managers and others involved with the hiring process say. As a recruiter, I’ve heard too many horror stories of misalignments between how the job opportunity was presented and the reality of what the person will be doing on a daily basis. It may be too harsh to say that companies outrightly lie about the role, boss, corporate culture, work-life balance, compensation and upward mobility. It’s more likely that there are some omissions by neglecting to mention certain pertinent matters, putting a pretty spin on the opportunity or “inadvertently” misrepresenting the nature of the opportunity. https://lnkd.in/ert2-dbi