I have always known that over the course of my career I’d be faced with adversity at times because I am a female, but I had never truly considered the fact that my age – or lack thereof – would also be a significant variable in the calculation of my credibility as an Executive Recruiter. […]
In my last blog post, Leading Executive Conversations: The Executive Perspective, I shared that leading an executive conversation should start by understanding their perspective on a particular subject. Now, we’re going to discuss framing the conversation.
Executives expect to hear three key things in a conversation. And I am going to tell you just what they are.
Credibility has been on my mind and I flashed back to first couple of years of my HR career when I was in charge of starting a training department. I inherited a trainer who repeatedly dressed inappropriately. Her “see through” pants were so sheer that you could see whatever kind of underwear she was wearing and she would wear shirts that showed off her belly button.
Yes, there was an office Christmas Party and more. It’s a great story that I tell every time I discuss credibility, or lack thereof, in a business setting.
When I mentor young people seeking their first professional job, I counsel them to carefully consider the people they select as references.
Great opportunities are only “great” if you can effectively seize upon them. Some days, the cards just aren’t in your favor and other priorities prevail.
If you have friends, colleagues or neighbors who are seeking you out to help get an insider track, here are a few tips to provide an effective referral to your HR staff and/or hiring managers.