Ag1Source - Leaders in Agricultural Staffing

WE'VE MOVED...

2011-08-05T11:28:00.003-05:00

Have you seen the new and improved www.ag1source.com ???

Our new blog is now included within the site. We will no longer be posting on this page.

Again, find our new blog on the new Ag 1 Source website.

Thanks for looking to Ag 1 Source to provide relevant and useful information regarding career advancement opportunities.

What Does Your Online Reputation Say About You

2011-07-30T16:10:00.002-05:00

What does your online reputation say about you?

Have you “Googled®” yourself lately?

Perhaps there was a time you did a search for someone that you were or have been close to. Were you shocked at some of the information you turned up?

The internet is an amazing source of information, but the internet also doesn’t forget much. It’s like that saying, “What happens in Vegas stays in Vegas,” unless it was put on Facebook®, Twitter®, YouTube®, etc. Nothing at all seems to be private anymore.

So, what does the internet have to say about you and why should you care?

If you are reading this it means, perhaps, that you are considering a career change. Most hiring managers, recruiters, or human-resource managers will do a search for you on the internet to see what comes up, good or bad.

Most people have no idea what is out there about one’s self on the internet, but running a quick search and then managing that information to make sure you are perceived as professionally as possible is crucial if you are going to land that next job. It is becoming a near certainty that if you are working with a company that employs an HR manager, background checks will be done.

1. The first step is to know what is currently out there. If you have a pretty common name it may be hard to sort through all the “David Smith’s” out there, but get specific, add your city and state, and also search your email address.

· Key point - Our name, city, and state will turn up a lot of information but the email address is something people overlook. Every online application seems to want your email address, so do a quick search of those as well to see what turns up.

2. The next step is to determine if what is out there could help or hinder your job hunting efforts.

· What do your results say? Are the results that come up professional? Or, do the results scream, “My life is a big party”? If you are not sure, find someone that you would consider a “peer” to evaluate your results with you.

3. Now that you have found what your “online reputation” looks like, even if there’s nothing bad out there about you, no incriminating pictures, etc, what can you do to improve it? Just like your resume, you can utilize the internet to improve your online presence and make a good impression.

· Utilize LinkedIn®. LinkedIn® is a professional networking tool. It’s free and it’s a great place to lay out all of your experience and credentials. By keeping your LinkedIn profile up to date and active, it helps build credibility for you and your field.

· The same with Twitter®, utilize it. This may not be a tool you’ve explored often, but you can make use of Twitter® to network with others in your industry and provide professional and useful information. Twitter® is fast becoming a valuable way to network.

· Facebook® – If you have to, change your image. More than 50% of the population is on Facebook®. Do you really think that the HR manager you are planning on interviewing with is NOT on Facebook®? Take down pictures that don’t show you in a professional light. If you have a habit of doing so, stop posting defamatory statements about others. Everyone needs to vent sometimes, but if you are seeking a job, this is not the place to do that. Also, whomever you “Like” will show up on your profile and that may say volumes about what you believe in.

· Trade Associations – Some of this will depend on where you are in your career, but if you are a member of Trade Associations or have participated in many trade meetings or shows these will show up online. Again, it can improve your credibility and present you as more of an expert in your field. The same is true with articles you may have been quoted in at one time or another.

First impressions are still very important today when submitting your resume or meeting a hiring manager face to face, but you have to be aware and manage your online reputation as well. It can help to boost your credibility for a job, or it can make your opportunity go from having a great interview and overall outstanding first impression, to falling out of favor for the job after a brief search online that shows you bashing your former employer on Facebook® or Twitter®.

The bottom line: Know what’s out there about you, manage it, and work towards improving your online reputation to that of an expert and “go-to” person in your field.

Article Written By: Ag 1 Source Consultant – Rhonda Caughlin-Werner

Improve Your References!!

2011-06-15T13:06:00.003-05:00

Why are references so important to a candidate referral?

Occasionally, I run across a candidate that is a reluctant to share references until there is certainty an offer is going to be forthcoming. Or, they may provide references, but ask that they not be contacted because they are very busy professionals and the candidate is uneasy about having someone contact them regularly. Perhaps, there is a fear that the call will be a “dirt digging session” or a means to disqualify the candidate from a position. Reference checks aren’t a means of finding out the down and dirty of a candidate, rather they are a means of getting a complete picture of what the best fit would be for them.

In the talent search industry, we are assisting clients find the best match for their company and their position. In that process, we are also helping you, the candidate, make a good career decision and find that job that is truly a good fit for your long term goals. This may be the position you have applied for, or it may be something completely different than where you thought you were headed. Those who have worked with you can provide some great insight into the areas where you excel and those where you struggle. Is this a bad thing? Absolutely not! Let me provide an example…

I was working with a candidate that had been in sales for 10 years, and was adamant that he wanted a sales position. Yet, over the last 10 years, he had changed companies 4 times because he was frustrated with his progress. He wanted to blame the product, the support, the territory, the price, the company, etc. You get the picture. I really saw something in this candidate though, so I asked him for some references that I could contact. He supplied me with some customers, ex-bosses and co workers. What I discovered about this gentleman was that he was the following:

STRENGTHS:

· Technically very strong.

· Excellent work ethic – put 200% into his job

· Team player

· Had no problem travelling the territory and meeting with his customers

· Cold Calling Machine!

· Easy to get along with

· One of the most knowledgeable people I have met

· Very organized, great follow up

AREAS WHERE HE COULD IMPROVE:

· Couldn’t close the sale

· Had a hard time connecting with growers because he was so technical, had a tendency to lose them!

· Verbal communication was not his strong point, but he was very strong in written communication.

After talking to his references and further interviewing my candidate, it was easy to see that he was struggling in sales, because he wasn’t a salesman! This individual loved to learn about the products, was probably one of the most knowledgeable people in his area of the industry, had a tremendous work ethic, and had generated a great deal of respect from his colleagues. Through his diligent research and data collecting abilities, he could find the value in a product and develop a valuable sales tool with his technical bulletins. Although he felt that he was a good salesman, actually, he was more suited in a product development role! When we explored this, it made more sense, and ultimately we were able to help him find the right career move.

Who are the best references?

When preparing a candidate for a referral, it is essential to provide a complete picture of the candidate’s background. This may include the “how” and “why” of a candidate’s successes, but also the character of the individual. Think about the people you associate with in your professional life.

· Who are the individuals that you admire and respect?

· Who has been a part of your team and has seen how you achieve your goals?

· Are there individuals who you have helped achieve their goals, or who you have made an impact to their job?

· Who has seen you overcome challenges in your professional career and build a success out of it?

· It is best to provide a supervisor or boss that can provide insight into how you work with others and how you have taken direction and instruction

· Direct reports, peers and colleagues are also great references. They will be able to discuss how you engage others to work toward a common goal.

“I have worked for my family most of my career. Should I provide my dad, uncle, brother, etc. as references?

Although a family member may have the most experience working with you, they are the ones you should stay away from as references. It is difficult for a relative, neighbor, college buddy, etc. to provide an unbiased report of your true skills. In situations like this, there are always people that you have dealt with in the industry. Look for a supplier that you work closely with, or a co-worker that isn’t related. If you are on a farm, there are equipment repairmen, salesmen, crop advisors, etc. that you have most likely dealt with. These would be great references as they can provide input on how you approach the business.

Final Thoughts!!!!

You should always check with your references first. When you visit with them, ask them what kind of feedback they would provide about you to a prospective employer. This might be good information for you to process as well, because you may learn some things about yourself that will help you in your career search.

Respect the fact that your references are busy, so be sure to get their approval to provide their information. Ask them if there is a preferred time of day or number that would be best to reach them on. Make sure that they will also respect your desire to look at career opportunities and ask that they maintain discretion in discussing this with others.

As human beings, our greatness lays not so much in being able to remake the world -- that is the myth of the atomic age -- as in being able to remake ourselves.

- Mohandas K. Gandhi

Article Written By: Ag 1 Source Consultant - Margaret Jensen

Setting Goals

2011-05-12T11:19:00.000-05:00

We know it’s important. So why do many people think the act of setting and successfully achieving goals is so difficult? It is an extremely powerful skill to have. The key to setting an important and long term goal is to break it down into smaller, do-able action plans and work your plan.

Basically we all set goals to achieve what we truly and internally want to accomplish. Often times we set these goals without much thought. For example, this morning I needed to simply get to work. I knew where I wanted to go…to the office. By experience, I knew how I was going to get there. I accomplished my goal by successfully arriving at work, mundane, yet simple enough.

Most of the time setting and achieving goals really isn’t that simple. Long-term, meaningful goals require quite a bit of thought, action, encouragement, assistance and adjustment along the way. In spite of the added complexity and work, even kids can do this. So you should be able to do this with your career!

Let me give you an example of how a kid can set and achieve significant long term goals. I have worked with a lot of boys and young men in the Boy Scouts of America as a Scoutmaster. In our Boy Scout Troop, boys usually cross over from Cub Scouts at about the end of their 5^th grade year. As brand new Boy Scouts, our older Scouts and I talk to the new recruits AND their parents about the importance of achieving Eagle Scout rank. We talk about the fun camp outs, summer camps, merit badges, leadership activities and service projects the boy will need to accomplish to become an Eagle Scout. By the time we’re done talking, everyone is excited about becoming an Eagle Scout! “Yeah”, they say, “I’m going to set a goal to be an Eagle Scout.”

Well, if a 5^th grade boy was even capable of grasping the concept that achieving this goal was going to require a minimum of 5 to 7 years of continual achievement to earn his Eagle Scout rank, he and his parents might be overwhelmed and may not even attempt to achieve it. Here’s the perfect time to break the bigger goal into smaller, do-able goals for them to accomplish through various “rank” advancements.

In Boy Scouts, there are six ranks for the Scouts to earn on their trail to Eagle Scout which allows the Scouts to build their self-confidence and goal setting skills. They progress through the ranks of Tenderfoot, Second Class Scout and First Class Scout, mostly in their first year of Boy Scouts. This is done in a step by step approach. They’ll learn things like knot tying, cooking and first aid, then complete fire building, camp out planning and flag ceremony activities, and the list goes on. By this time, they are now experienced in setting and achieving goals and are looking forward to conquering more challenging goals.

Many merit badges, meetings, and experiences later, if the boy stays on task and keeps their goal in mind, soon the Eagle Scout rank is getting closer. By now they can demonstrate leadership skills AND plan and execute. They had learned to break down their activities into smaller, do-able action plans and work the plan. By the time these guys have achieved their Eagle Scout rank, they have accomplished a very LONG-TERM and WORTHWHILE goal.

We can all learn from the process. If a Boy Scout can set goals and achieve them, it should be no problem for all of us. We just need to learn to break the big and wildly important goals into attainable portions at a time. It’s not a hard concept to understand at all. It’s executing the plan that takes the effort.

Here are two good examples of how to use goal setting:

1. Let’s say that you’ve been given an opportunity to earn some special commission on selling a new product. You’re given a week as an exclusive. The commission is compelling. Are you going to plan and set a goal for how you’re going to do that? Most people would jump all over that. So, the quick steps;

a. Map out your potential

b. Plan your attack

c. Get out there and execute

d. After the week, look back and evaluate how you did and what you could change to improve. If you were given another week to do it all over again, you’d go through the exact same process.

2. If your career goal is a promotion, then first find out what you have to do to get there. Are there some skills to learn yet? Do you need to get some experience in a different department or division to get there? I don’t know of many supervisors that would be anything but pleased if an employee requested time to help develop a plan so that a valued employee achieve a long term goal of a reachable promotion. Most would probably say that it will takes some time and maybe some hard work, but the simple act of asking shows commitment and loyalty to the company. Setting goals means that a plan for productivity is being put into place.

It’s a small wonder that, armed with the learned life skills and significant amount of practice in setting goals and the action plans to accomplish them, Eagle Scouts end up being test pilots, astronauts, business people, physicians and leaders in almost every conceivable discipline. To achieve big things in life, keep it simple. Break down goals into smaller, do-able action plans and work the plan. After all, even a kid can do this!

Do You Need More Training?

2011-04-19T14:02:00.002-05:00

If you feel as if you've looked at every job posting on earth and you still can't find one your skills match up with, then it's time to develop some new skills. This may be the perfect opportunity to go back to school, or at least add some challenging night classes.

Knowing is not enough; we must apply. Willing is not enough we must do. - Goethe

Building career skills:

Look internally first. Are you currently employed, but are just not challenged in your current position? Do you really like the company you work for, but just feel stagnant in your current role? Is there another position in the company that you’d love to have, but just don’t have the required skills, experience, or abilities? If this is you, you owe it to yourself to look for answers internally before going outside your current employer for a new career opportunity. A great way to do this is request a meeting with your supervisor or company mentor with the topic of goal planning. You can also simply go to your boss and ask for on-the-job training or opportunities to do projects that develop new skills. See if your employer will pay part of your tuition costs for going out an acquiring the necessary skills that would qualify you for that next career advancement.

Identify resources in your community. Find out about programs in your community. Junior colleges, community colleges, or libraries often offer low cost opportunities to strengthen skills such as computers, basic accounting, or how to start a business. Local Chambers of Commerce, Small Business Administrations, or state job development programs also are excellent resources.

If you are a college student today and haven’t finished your degree, consider volunteering or working as an intern. Some awesome career skills can be acquired by volunteering or doing an internship. This has the added benefit of putting you in contact with people in your chosen field.

Take night classes. Some career fields require specific education or skills, such as a specialized degree or specific training. You shouldn’t automatically rule out more education as impossible. Many career fields have accelerated programs if you already have some education, or you may be able to take night classes so that you can continue to work. Some companies even offer tuition reimbursement for current employees to continue their education or for future employees looking to join the organization.

Something to consider:

When deciding whether to go back to school, one of the major factors in your decision should be future job security. Today, many jobs are being outsourced to other countries for cheaper labor, or are being eliminated through technological advancements. People without a college degree are more likely to work factory jobs, manual labor, and other jobs that are becoming increasingly more obsolete. Therefore, it is important to realize that while a certain unskilled job might be in high demand today; this is not likely to always be the case. Individuals with college degrees or even more advanced degrees such as a Master’s or an MBA may experience more job security because they take positions that fewer people are qualified to fill.

Conclusion:

Often people assume that simply getting a degree or continuing their education will solve all their financial problems; the reality is that in order to profit the most from education and training, a strategic plan is required. To benefit from the cost of more education and the hard work of acquiring new skills, make sure you have specific goals in mind. What do you hope to achieve in the long-term? If you think of continued learning and training as an investment in your quest for financial independence, its true value becomes quite clear. The bottom line is, we all must continuously learn. If you’re not learning new skills, you may someday lose out on that new job to someone else that did.

I hated every minute of training, but I said, "Don't quit. Suffer now and live the rest of your life as a champion."

Muhammad Ali

Check out the article published in Crop Life-written by 3 Ag 1 Source consultants

2011-03-29T14:39:00.000-05:00

Why Employees Leave

http://www.croplife.com/clmag/?storyid=3217

Know What You Want Out of a New Job

2011-03-21T11:21:00.002-05:00

What do you really want out of a job? Have you ever asked yourself that? It’s one of the first steps each prospective job searcher needs to understand. In this current economy, most employees are just happy to have a job, but at the very basic level of any new or potential job search is understanding what makes us happy in our work. We all know people who say they wake up each morning excited about the work day ahead because they love what they do. It’s as if their work has become more of a hobby versus a job. So how do you get that? The key may be in writing down some specific goals.

What would your dream job look like?

What are you passionate about in life? Is there a specific product or service you are passionate about? Look around yourself and identify roles that appeal to you in your own work place. You may not even know what the job title or descriptions look like, but the key in this scenario is to dream a little. I worked with one individual while I was in banking who knew he wanted to develop business in the non-profit sector. He was passionate about helping non-profits succeed financially and is now one of the area leaders in banking related to non-profits. Another friend who is passionate about saving the earth’s environment recently landed a job with a firm that consults with businesses about going green. Make sure that whatever the work produces, you enjoy it.

List out your skill set and personality style

It’s time to look into the mirror and be completely honest with yourself. Take off the blinders, even ask some of your closest friends and family members. Think in terms of your skill set, style and how you like to communicate in the work environment. List out items that best describe what you bring to the table in terms of skills, talent, and personality traits. Are you a driver, extremely goal oriented, with the need to push for success? Maybe you like to analyze situations further before making the next step? Do you play better within a team focused environment, with a strong need to have relationships, and seeking consensus before coming to a conclusion? Do you like recognition, someone who thrives in a spontaneous environment with high energy? Knowing something about your style up front will help you figure out which environment best suits your personality traits.

Know what you want in terms of compensation and work environment

This can sometimes be a dream killer if you find out on the back end the job you are passionate about doesn’t pay the bills. Don’t have regret. Do the research up front and make a calculated decision about what it’s going to take to move your talents. Sometimes a job’s benefits can make up for compensation, so keep an open mind. In addition, knowing your own personality style is going to play a huge role in the type of environment you thrive in. Do you want to work from home? Do you need flex time? Is there a desire for travel? Do your research ahead of time and then ask key questions in the interview. Getting answers to those questions will help you understand the work environment and what you really want. The key is a little research and writing down your goals.

Written by Steve Grant, Recruiting Consultant with Career 1 Source (affiliated with Ag 1 Source)

Your Ag 1 Source or Career 1 Source recruiting consultant can help you reach your goals and reach your potential. Call them today.

Narrow Your Focus For Job Search Success

2011-02-14T11:26:00.002-06:00

Picture this: It’s late in the evening, you’re researching job opportunities, and out of nowhere you hit “THE MOTHERLOAD.” You’ve just discovered a great organization that has 10, 20, or maybe even 100 job openings. Some are in your area, some are far away. Some positions require skills you’ve never even heard of, yet other openings are for jobs you would never want to do.

You might be tempted to apply to them all to show your interest and desire to be part of the company. Others might apply to just one position as a display of confidence and focus. Yet another option would be to apply to one job in each state to show them you are willing to relocate.

What should you do?

The best choice is apply to the position that best fits you. Not 10 positions, or five, or even three. Focus on the ONE opportunity that is the best match.

While your intentions in applying to multiple positions may be sincere, you need to consider how this looks to the employer. Put yourself in the hiring manager’s situation and consider what is going through their mind as they review the applicants

1) I have openings I need to fill with the most qualified person

2) (Unless this is identified as a training position) Training can be expensive and time intensive. The less training I will have to provide the employee, the better.

3) I want an employee that is passionate about this role, and will do it for as long as possible until we feel they are ready for the next step

4) Relocation is expensive. It’s stressful for families, and often results in people wanting to move home after a while. If there is a tie between candidates, I will likely choose the candidate that doesn’t have to move

If you apply to multiple positions, you are likely applying to positions with varying locations, skill sets, and required experiences. It’s very clear that you will NOT match up with the thoughts going through that manager’s mind as they review your resume.

If you really aren’t sure what position is the best, take some time to review each one, and then carefully rank each position for the following things:

- How does your past experience match with the experience required for the job?

- Does your length of experience match the requirements?

- Do you meet the minimum skill qualifications for the position

- Do you have to relocate for the position

o If relocation, Do you have any reason (other than this position) to relocate to that area that would be a positive to employer? A good example is if the position would get you closer to family

- Have you had past experience with this particular organizations products, services, or processes?

- Does this position match your career goals?

- Do you see yourself doing this position for at least 5 years?

- Are you willing to wait longer for a promotion in this company?

Once you’ve ranked the positions, the best position should be fairly clear. Choose that one position, and make that the focus of your cover letter and resume.

After all, it’s hard to tell them in the manager in an interview “This one job I want, and I feel it’s the best job for me” when they know you applied to 10 other totally different position in the company!

Narrow Your Focus For Job Search Success

2011-02-10T09:55:00.002-06:00

What should you do?

The best choice is apply to the position that best fits you. Not 10 positions, or five, or even three. Focus on the ONE opportunity that is the best match.

1) I have openings I need to fill with the most qualified person

2) (Unless this is identified as a training position) Training can be expensive and time intensive. The less training I will have to provide the employee, the better.

3) I want an employee that is passionate about this role, and will do it for as long as possible until we feel they are ready for the next step

If you really aren’t sure what position is the best, take some time to review each one, and then carefully rank each position for the following things:

- How does your past experience match with the experience required for the job?

- Does your length of experience match the requirements?

- Do you meet the minimum skill qualifications for the position

- Do you have to relocate for the position

o If relocation, Do you have any reason (other than this position) to relocate to that area that would be a positive to employer? A good example is if the position would get you closer to family

- Have you had past experience with this particular organizations products, services, or processes?

- Does this position match your career goals?

- Do you see yourself doing this position for at least 5 years?

- Are you willing to wait longer for a promotion in this company?

Once you’ve ranked the positions, the best position should be fairly clear. Choose that one position, and make that the focus of your cover letter and resume.

10 Key Items to Turn the Table in Your Favor

2011-01-18T20:25:00.002-06:00

It's a new year, time to turn over a new leaf. It’s also a different environment this year than last, but does that mean it’s any easier to land a job? Companies are still being very careful to hire just the right person. The good news is that many companies are showing signs of a new sense of urgency to find the best. The real truth, they are not hiring just to fill slots. They are hiring to make productivity gains. They are hiring where their skills needs are. This year, your focus should be on finding the right job for you and doing everything you can to demonstrate that you are the best candidate for that job. The competition will still be tough, but here are some tips that can turn the tables in your favor. The following is a summary list of 10 key items you should work on and will be the subject of 10 monthly articles this year. Watch for them in future months.

1. Narrow your search. Stop applying to jobs that you're not qualified for or don't really want. It's a waste of time and what’s the point? Search recruiters are not impressed when you apply for 10 or more jobs at the same time. Be honest with yourself when evaluating job postings. Put yourself in that company’s shoes. Do you really have those skills to start that job tomorrow? Really read the job description. If you won’t or can’t move to that area, then why are you applying? If you don’t have the experience called for, how do you expect your resume to show that? While it's always great to be willing to learn, companies today want to hire someone who can jump right in and get started without being trained from scratch. More in February…

2. Know exactly what you want. Narrowing down your job search may force you to ask yourself some tough questions such as: What kind of job am I really after? And what skills can I really demonstrate to a new employer? If you're unsure of the answer, you are not prepared. Ask your peers what they see in you as your strengths and skills. Then focus your search on what you do best. More in March…

3. Do you need more training? If you feel as if you've looked at every job posting on earth and you still can't find one your skills match up with, then it's time to get some new skills. This may be the perfect opportunity to go back to school, or at least add some challenging night classes. More in April…

4. Set goals. Yes, your overall goal may be to get a job, but setting short-term, specific job search goals for the year will help you grow and force you to continuously evaluate your progress. Set your longer term goals on such things as how much do I need to put away to retire, and when is it really that I expect to retire? More in May…

5. Improve your References: Friends and family are not suitable references. Your references are former supervisors, satisfied customers, and other relevant peers, such as those that mentored you in the past. Make sure your interviewer has reference information and that they can follow up with key people that know your work and are familiar enough with your specific effort that led to the objective results. More in June…

6. Get ahold of your online reputation: When human-resources managers search for your name online, and they will do it, you can either take control of what they see, or you can leave it to the powers of the search gods. Search results that are professional and consistent and that establish you as an expert in your field will be far more impressive than Facebook pictures from that last party. Things like a Facebook or LinkedIn profile and a Twitter feed will all show up on the first page, so signing up for these sites and populating the accounts with up-to-date, professional content will make a great impression. Also, if you have what you think is a humorous or suggestive email address, get rid of it. Something like love-goddess is not going to give the impression necessary to get a professional position. More in July…

7. Network: Improve your networking skills. Make it a goal to be active in a professional organization. Get to know others in your industry better and just what they do in their job. Becoming more socially active in your industry field will boost your self-esteem and motivate you to continue searching by providing you with new leads and information. More in August…

8. Be accurate on your resume: HR managers are more diligent than ever on accuracy of resumes submitted. Make sure your job titles are accurately reflected as well as the exact status of your education. Your resume should contain quantifiable accomplishments, not just what you were responsible for. If you have a 4 year degree, then state that, such as B.S. in Education. If you don’t have the degree, then don’t imply that. Once screened out, you will not get another shot at that company no matter how many times you apply. Remember, your resume will stay in databases for a very long time, so if you applied years ago with inaccurate information and you try to apply again years later, with different information, you are likely going to be flagged forever with that company for being dishonest. More in September…

9. Stay current: You should always be in the loop, even if you're out of work. Read trade publications, comment on industry blogs and stay on top of any emerging technologies or policies that may affect your career path. Sign up for RSS feeds on news articles related to your industry, and job postings that are relevant to your field. Your current knowledge will not only help you have a great conversation with an interviewer and keep your professional edge, but it may also give you new ideas about where and how to look for a job. More in October…

10. Sell yourself: An interview is no time for modesty, especially in times like these. When you land an interview, go prepared with at least five examples that demonstrate your best qualities. That way, when an interviewer asks, "Why should I hire you," you can talk about what your experiences are relevant to the company’s needs. You should have researched the job well enough that you can answer that in the interview. If you haven’t, then you didn’t prepare well. More in November…

Your Guide to Interview Greatness

2010-11-18T13:52:00.000-06:00

Sometimes our most important messages bear repeating. This is an article we wrote 3 years ago. The message is so important, and one that stands the test of time that there is no reason to change anything. The message: Be Prepared.

It all comes down; it seems, to this moment. You’ve been granted an interview with the hiring manager for your dream job. You have a week to prepare and you don’t want to blow this chance. What do you do? How do you prepare? What do you focus on? Keep these tips in mind and you will likely get a lot farther down the road.

Be prepared…to ask great questions! If you come into an interview and just expect to answer questions fired your way, you will likely look very average. So what are you to do? Prepare a list of 5-6 great questions. Not just any questions, but what are called interrogative questions. Interrogatives are designed to solicit detailed answers that require thought from the person in order to be answered. They start with our old friends who, what, why, how, and when. For example, be prepared to ask a question like this: “what are your performance expectations for this position in quarterly increments over the next 12 months”? Another great question might be, “what would this territory (sales) look like with maximum market share”? This question will force your interviewer to paint a vision in his / her mind as to what this territory will look like at full capacity while you are sitting in front of them! And another great question for a sales territory that will yield some good answers and opportunity for follow-on questions is, “how is this territory performing now compared to where you want it”? Sit back, listen and take notes! The answers will give you the opportunity to dig deeper and show your ability to get to the bottom of a situation and provide a solution…which is why you are there in the first place! Take your time and think through 5-6 good questions that you would like to know the answers to going forward. Your ability to ask good interrogative questions will set the tone in your favor. Always remember that the one not talking is actually in control of the process!
When the conversation does dictate your need to give an answer, be prepared to speak professionally and be prepared to back up achievements and past accomplishments with facts and figures. Growing a business unit by 20% per year over the past 2 years is much better information than “we grew the business”. Further, and most important, be prepared to elaborate on how you were able to pull off this amazing feat! The deer in the headlights look won’t cut it here! If it is on your resume, be prepared to talk about it in detail. The more relevant details the better.
Give some thought in advance as to how you would handle certain situations related to you’re job. If you’re in sales the question, “how would you handle losing your largest account to your competitor” is fair game. My advice is to give these potential questions some thought in advance.” If a product launch is late (which most are) how will you hold your customers off while it is being readied for market”? If you work remotely (away from the office) how do you organize your day, weak, month, year, etc.? This is not hard, but you will be better prepared to talk intelligently about these questions if you have ran them through the old gray matter first.
The old standbys are still solid today: show up early, dress a notch above the position, call a day in advance and reconfirm the time, place, etc. Have all the materials you feel you will need with you including paper to take notes and a pen that works!

Finally, don’t leave the interview without asking what the next step is. Remember to use our old friend the interrogative question. An example might be “Mark, I appreciate your time and I like what I have heard thus far, what do you envision the next steps being? Shut up and listen from this point forward as the answer should let you know how you’ve done.

Good luck, and don’t hesitate to contact us here at Ag 1 Source for more great tips and excellent career opportunities.

Valuable Tips for Would Be Job Seekers

2010-10-08T11:25:00.000-05:00

Today’s job market has many job seekers in unfamiliar territory. Employers have tighter hiring practices and the good opportunities are tougher to find. Many employees are in under-employed positions, having more skills than the current job requires. Another big challenge for many job seekers is the decline in home values throughout much of the country that has presented new challenges for people looking to sell a home and relocate.

The following are a few tips that should help in preparation for a job change.

1. Make a clear plan. The smartest move that you can make is to carefully map out an effective career-change strategy. Keep in mind that a successful job change can take several months or longer to accomplish. Patience is the key. This should include a detailed action plan that takes into consideration personal finances, your own research, your education, and training.

Wait for the right time. The best time to consider a new career is while you are safely working in your existing position. A steady paycheck can relieve a lot of pressure while you look. There are many ways to take steps toward your new career path. Volunteer for a special assignment. You can offer yourself as a freelancer or consultant. This can help you to “test the waters” in your desired new field.
Be sure of your reasons. Just because you’re unhappy in your current job isn’t a strong enough reason to make a total career break. Carefully analyze whether it is your actual career you dislike or whether your employer, supervisor, or office situation is the problem.
Do your research. Be sure to examine all possibilities before attempting a career jump. Talk to people in your network, read career and job profiles. Talk to a career management professional, such as your Ag 1 Source recruiting consultant. The more information with which you arm yourself beforehand, the more successful you will be.
Decide what’s important. Ask yourself what it is you really want to do with the rest of your life. Have you found your purpose? Take an honest inventory of your likes and dislikes, and evaluate your skills, values, and personal interests. Many people who are looking to change careers do so to find a balance between their personal and professional lives, to accomplish the right mix of meaning and money. You may want to consider taking a career assessment test since you may find that you’ve been working in a job not really fitting your best skills all this time.
Examine your qualifications. Do you have the necessary experience and education to be considered a qualified candidate in your desired career field? If not, you need to find a way to bridge the credentials gap. This might mean making your goal more long-term while you take additional classes or schooling to get additional credentials such as an MBA, or receive additional training in your field.
Learn more about the industry. Read industry journals, attend conferences, and talk to people in the profession about what they do. Learn whether your targeted industry has the growth potential you once thought it did. Trade magazines, associations and organizations related to your industry have abundant resources and information related to your interest areas.
Develop your network. Begin nurturing professional friendships early and tend them regularly. Professional organizations and job industry trade associations are a good place to start. Many of them hold networking events on a regular basis. Many of these professionals can also become good references, a necessary support network when you begin to seriously consider a new position.
Update your job searching skills. It is especially important to polish up on communication skills before you get out there and start interviewing. Practice interviewing with some of your peers. The feedback can be very helpful.
Pay your dues. Don’t expect to begin at the same level of seniority in your new career that you held in your old one. It will take time to move up the ranks, but if you find a new career that you absolutely love, it will be worth it.

How to Know When it is Time to Consider a Career Change

2010-09-12T11:45:00.000-05:00

How to know when it is time to consider a career change.

For most people, it isn’t something sudden, such as a termination, or the company falling on hard times that causes us to consider a change in employment. It is rather more of a constant evaluation of circumstances in most cases. For those of you that have these questions, we can help you evaluate.

1. You have accomplished everything possible in your current position and are now ready for a new challenge. You go to your current supervisor and have discussed promotions, but there are people ahead of you, and the opportunity to advance is realistically years away.

2. Your values and the company values no longer are in sync.

3. Unethical business dealings are taking place and are not being addressed by the company. You have brought this to your supervisor’s attention, yet nothing changes.

4. You have a long history of success with your current company, but now you have a new boss. Your relationship is just not working, your personalities just don't mesh, and you have tried everything. The company will not transfer you to another division.

5. Your company has been acquired by a larger firm. The culture of the new company is just not one you care to be a part of. You decide to give it some time and see if you can adapt, but your heart just isn’t in it. It’s time for a change.

6. Your current employer has grown so much that the quality of products and services they provide are no longer the cutting edge industry leaders that you and your customers have come to expect. Though you have had meetings with your company about these shortcomings, they seem to turn a deaf ear and nothing seems to change. Your reputation is on the line.

7. You moved away from home to accept a career position. Your company has moved you a couple times and now you have a family and desire to move closer to home to be near parents and siblings.

8. You started your career and now have experience. You have developed a reputation for being a strong performer. After time you have determined your company just doesn’t pay the most competitively and your company just doesn’t value your contribution.

Have you or someone you know been faced with these kinds of situations? At Ag 1 Source, our recruiters are known as Recruiting Consultants. A consultant’s duty is to evaluate and recommend. We are here to do just that. It isn’t easy to decide when the right time is to make a change. In most cases we will recommend that communication with your current company is the best course of action, but when those talks don’t go well, then we’re here to consult. Your career is too important to take any of these situations lightly. Our promise is that we’re here to listen confidentially when one of these situations appears. After careful consideration, you’ll know when the time is right.

Phone Interview-How to avoid being screened out

2010-08-16T11:27:00.002-05:00

Telephone interviews are becoming more and more common these days. Travel can be expensive and companies are practicing tighter expense management. The phone interview is now seen as a valuable tool to help in narrowing down the playing field. Job hunters should keep one key thing in mind as they prepare for a phone interview. This is your opportunity to advance to the next step, the face to face interview, so make every second count! This is also an opportunity for the interviewer to narrow the field, so their intent is to find the talent they want and screen out those that don’t make the cut.

The interviewer will likely ask questions specific to your work experience, life experiences, availability, and salary requirements. Your job as an interviewee is to provide facts that support your resume and career ambitions. Wherever possible you should use quantifiable accomplishments in support of your work performance. It is important that you sound professional and not desperate.

Preparation is the key to success!

Make sure you schedule the phone interview at a time that you can be free of distractions. It is best to do this away from work. Make sure that if you are on a cell phone that you can be in an area with good coverage, clear sound, and do not do a phone interview while driving. If called for a surprise phone interview, try to reschedule. Your simple answer can be to indicate to the interviewer that this is not a time that you can give them your undivided attention. Suggest a couple of alternative times when you can be distraction free. Make sure you approach the phone interview with the same level of energy and enthusiasm as you would the face to face interview. Research, prepare, research and prepare!

Things to have READY:

• Pen, paper, calendar

• Research you have done on the company, competitors, and position

• Your resume and the job description

• Short list of questions

Questions you MUST be prepared to answer:

• Tell me what you know about our company and our products?

• How would you add value to our business? (Help us grow or improve)

• What is motivating you to make a career change?

• If relocation is necessary, are you committed to relocate and how soon?

• Where do you see your career heading in 5 years?

Keys that will lead to SUCCESS:

• Relax and be yourself, speak directly into the phone

• Confirm the interviewer’s name and company, ask for their title if you don't already know

• Make sure that you answer questions with a high level of enthusiasm, and take time listen and think carefully for your answer, then speak clearly

• Avoid yes or no answers; elaborate and be prepared to sell yourself

• If you need more time to think, say so, and ask them to repeat a question if you are unsure. (Repeating a question and asking for confirmation is a good way of showing that you are listening and also gives you time to think about an answer.)

• Close! Re-affirm your qualifications; express your interest in the position and the company. State that you would appreciate the opportunity to meet in person to further discuss this great opportunity.

Things to AVOID:

• Smoking, chewing gum, drinking, and eating during the interview

• Poorly performing headsets and phones

• Unprofessional voice mail recordings or ring tones (your “hold music” while the caller is waiting for you to answer)

• Talking badly about past employers, competitors, or supervisors

• Rambling, stuttering, cursing (limit such phrases/words as “um”, “like” “you know” or “I think”)

• Asking any questions about compensation or benefits

(Compensation should only come up at the end of the interview process, never at the phone interview or 1st face to face interview stage.) If the question is posed, simply state that you would expect to be compensated fairly based on the position responsibilities and expectations.

Follow-up after the phone interview:

• Make sure you obtain the phone number, address, and email of the company and interviewer

• Follow-up with the company within a few days with a thank you

• Use this follow-up to clarify any answers you felt maybe you could have expanded on better during the phone interview. Also this is a great time to re-emphasize your qualifications, ask additional questions, or provide additional quantifiable accomplishments that are not on your resume. Use this as an opportunity to re-state your interest in the position!

This all sounds like a lot of work, doesn’t it? Perhaps if you don’t really want to take time to prepare, then you may not be all that interested in the new job and in most cases, this will likely be evident to the interviewer during the phone interview. Remember – Preparation is the key to success!

Develop Your Personal Brand

2010-07-12T11:43:00.000-05:00

Having a good professional reputation is an obvious key to success, but many people don't take the time to nurture it, or they don't know how. We find it helpful to think about a reputation as a personal brand. Developing your own unique brand is considered not a luxury but an essential for future employability and success.

We work with corporate clients in the area of brand development, and we've identified the DNA that makes up a good brand. This DNA, the basis which guides the development of a brand, also applies to individuals as well as to products and organizations.

DNA is, coincidentally, an acronym. To get you started on your journey of ongoing individual brand development, contemplate these three concepts, which form a similar acronym:

Dependability
A good brand is consistent. With a good brand, there are never any unpleasant surprises. You can count on a brand to help you quickly sort through an unlimited list of options to identify "a sure thing." In the old days, there was a sales adage that went something like this: "Nobody ever got in trouble for purchasing IBM." If you aren't old enough to recall exactly what that meant, it alluded to the fact that IBM was not always the "best" or "most innovative" or "most anything" for that matter, but it was certainly a dependable brand.

“Are you an IBM of today? Can your family, friends, customers, or your supervisors rely on you to not only do what is expected, but always impress them with a little more? Are you on time, or the person that is always late? Do you show up to a meeting or event prepared, or do you throw things together in the last minute? Are you organized enough to get things done before deadlines, or do people need to remind you about the deadline?

For whatever that you decide distinguishes you in the marketplace of talent, make sure consistency is the bedrock of your brand.

Novelty
OK, so what makes you different? It's not enough to be as dependable as everyone or anyone else. Brands always have substantive identifiable differences -- perceptually if not in fact -- in the mind of the marketplace. Being a generalist isn't a bad thing, but being a generalist without any discernible specialized skills, abilities, or talents isn't a great thing, either.

Fortunately, in today’s business world, it’s easy to be novel. Simple things can make you stand out. For example, personally hand written “Thank you” notes, whether personal or business, are almost a forgotten tool, but they can be incredibly effective.

Attitude
Attitude isn’t only about being upbeat or happy. Attitude is also about your desire to help others and perform your job at a higher level. Do you call on a client with something in hand that can improve their business, or just go to ask for more orders? When you talk to a neighbor, do you offer to help, or complain about your work day? A big step in attitude is to add value to the person you’re with. Again, it doesn’t matter if it’s business or personal. If you focus on making sure each conversation helps the other party in some way instead of being all about yourself, you will definitely be recognized!

DNA - Dependability. Novelty. Attitude.

As a first step toward marketing yourself better, take some time soon to write out the DNA of your brand.

What's Your Score?

2010-05-20T09:42:00.000-05:00

It seems that everything is scored. For practically every sport we can think of, there is a score kept. Baseball, basketball, football, soccer, track and field, the Olympics, and more. The score is usually kept in the form of points, but it can also take the form of something else, such as the recent Kentucky Derby, win, place, or show, and how many lengths ahead.

Do you know what your score is at your job? Is there really a score at work, too? You bet there is. If you have a job, you may be receiving a score at every evaluation. If you are trying to get a job, you may have been scored by the hiring manager. Unfortunately, there usually are no points for second place. It’s either win the job or not.

Like it or not, we are all measured against some performance standard. It could be performance metrics. It could be a commission earned based on performance. Certainly, those that are in sales are measured all the time. Those in production are measured by how many produced, and possibly even the quality. Even those in academia are scored, which is often known as “publish or perish”.

So, do you know what your score is? If you don’t, shouldn’t you know it? If not, how else do you know how you are doing according to expectations? In some jobs, it’s rather easy to see. It may look something like a budget to achieve, or a sales goal that must be met. It could be a goal of cost containment, or it could be a number of machines or parts manufactured that meet specifications. Whatever your score should be, it likely revolves around your job performance expectations. Those expectations were probably given to you at the time you first started your job and likely have been regularly reviewed with you during periodic evaluations. Possibly you’ve been working long enough that you are long past those initial performance expectations and you don’t know what your new score is? Wouldn’t it be wise to find out what’s expected of you? That’s just part of good communication between you and your employer. You say you’re the boss? Then it’s likely your board of directors that expects performance.

Your score is how well you are doing compared to those expectations. Many times that score is tied to compensation in the form of commissions or bonuses, but it can also be tied to whether you keep your job or not. That may sound rough, but it’s also reality. For most companies, a score is important for many reasons:

1. It could be simply that a few notes were kept in your employee file during an annual evaluation

2. Scores may be kept for employees that could be ready for advancement

3. Scores are kept for how to split up a commission pool

4. Employees may be scored for consideration for transfer to other jobs

5. And employees are scored for those that need to be let go.

This could, for some employees sound quite tough to deal with and possibly unfair, but let’s look back at that sports team that always has to face the score. What happens to the teams that start with more 100 in training camp and must get their roster down to 60 by the season? More than forty have to be cut. Is that fair? Do you think they want their team to win? Then if they expect to be in the finals, whether that’s the Super Bowl, the World Series, or whatever the sport, they want the best, simply put.

It’s no different in our real life world of whatever employs us. Jim Collins puts it best in his book, “Good to Great”. We must get the right people in the bus and in the right seats. Most companies have to compete with other companies all the time. We have in this country what our forefathers considered fair when adopting the “free enterprise” system. That means that companies must compete to survive, grow, thrive, and “score”. Getting the right people in the right seats is a must for businesses. It’s even true in non-business settings.

So, your best bet is to continue to do the best job you can and strive for your best score. It may mean that you can keep your job for many years. It may lead to advancement and/or to a new position that is your goal to achieve. And, in some scenarios, it could be you that has the better score and gets to keep your job. If you are not on the right bus, then let us know, but in the mean time, keep striving for the best score. It is generally in your best interest.

Accepting a Counter Offer-Is that what you really want?

2010-04-15T11:12:00.000-05:00

You’ve gotten all the way through the interviews and the new company likes you. You’ve got an offer pending. Then it strikes you – you’re in a great bargaining position. Right or Wrong?

In some cases this can be right. It’s often said that, “it’s easiest to get a job if you have a job.” But, how are you using that bargaining position and just what effects might using some leverage there cause?

Have you gone into the interviews for the new position with the thought that if only you can get an offer, then you could go back to your current employer and see if you can get them to ante up? If so, you could be playing with dynamite. Why is this dangerous? Let’s examine the point of view of your current employer.

We call this the Counter Offer. Counter Offers are usually accepted when compensation was the main reason the employee wanted to leave. The decision to accept the counter offer is usually an on the spot decision in front of the current employer. You interview for the new position, get an offer, tell your current employer, they hand over more money, you’re happy, end of story, right? Wrong.

Let’s look at the real outcome. Yes, your paycheck may have grown just a bit, but what else happened:

Loyalty is questioned. When it was announced that you had been given a big offer, your company and your supervisor now suddenly sees a total lack of loyalty in your company. You are no longer seen as stable. Once the announcement is made, the damage is done. The card has been played.
Counter offers are seen as a threat. Most hiring managers and supervisors don’t like the feeling of being backed into a corner. Those survival reactions of “fight or flight” will come into play and they are likely to make some poor decisions.
Counter offers buy time for the employer. The hiring manager may do whatever it takes to keep the employee, but may eventually begin the process of finding a replacement for the employee they may now view as disloyal.
Open positions are troublesome. Hiring managers do not like to have an open position because it creates more responsibility for everyone else, and quite likely for themselves in particular. Offering a counter offer is a short-term solution. The most likely result – the hiring manager will begin looking for a replacement as a long term solution
The promotion track. Have you been on a promotion track? If so, that may have been seriously derailed. Most companies have ideas for their top employees, a future promotion track if you will. A counter offer can wipe you off of that promotion track as fast as you can say – “Upset in March Madness”
Counter offers do not provide TRUE change. If an employee wants to leave a company due to concerns over lack of leadership, challenges, or other difficulties, those problems will not get changed just because a counter offer is accepted.

The End Result – 75% of employees that accept counter offers are not in that same position 1 year later.

Thinking about a Counter Offer? Call us first.

Are you prepared for these interview questions?

2010-03-08T10:39:00.000-06:00

When you go to an interview, it could be hard to imagine what kind of questions you may be asked, right? Well maybe. There are some questions that are almost always asked. The questions are really not trade secrets, but how you answer them may make the difference.

1) Are you sure you want to move here? Not only should you be ready for that question in how you answer it, but have you asked your spouse and family? Have you researched the necessary community facilities that are critical to your family? Be sure that you have done some research on the community before the interview.

2) Tell me about yourself? Have you thought about that? In just how much detail do you want to go in? Tell them about your background as far as it may relate to the necessary skills and experiences to the position. You may also want to add some of your outside of work activities, such as coaching duties, or industry association responsibilities. Those may show some good initiative and work ethic. This is a good practice question to go over with your Ag 1 Source recruiting consultant in your interview preparation.

3) So, how did you accomplish that sales growth? Or, save the company money as you indicate on your resume? You should be prepared to back up what you say on your resume. Know just what all steps you took to achieve what you indicate that you have done.

4) What are your weaknesses? This one will catch most interviewees just about every time. You are well prepared to answer how much you have accomplished, and talk about all the good things. Now, how do you explain that you’re not good in some area? Think about that beforehand.

5) So, what salary are you seeking? This is a hard one and really shouldn’t be asked by a hiring manager, however they sometimes do. Answer too high and you possibly eliminate yourself. Answer too low and maybe you passed up some salary that you could have had. The best answer here is: “I tell you what, when you decide that you want to hire me, then I’ll consider your best offer.” That leaves room for some negotiation. You both get a chance to evaluate the value of your potential contribution.

Remember that the key thing that you must convey in your interview is your potential value contribution to the company. The interviewer must see that you have the ability to attain the results, and be that person that can do that better than any other applicant they are interviewing. Proper preparation for your interview should help limit you from stumbling on a question. An ounce of preparation is worth a pound of cure!

Write a Business Plan

2010-02-10T13:14:00.000-06:00

Whether you are an employee, a candidate for an employee spot, or an employer, this applies to you. Do you have a business plan? Well that can make sense for a business, but does it make sense for an employee to have a business plan? You bet.

What do you think would happen if you were interviewing for a job and you went in for your final interview with a business plan? Let’s look at the main components in a business plan? There are usually these main components:

1. Objectives

2. Resources

3. SWOT – Strengths, Weaknesses, Opportunities, Threats

4. Financials

5. Expected Results

Suppose you are a candidate interviewing and you go in with an idea of how you would handle the proposed job. You review the job’s OBJECTIVES. Then you confirm with the hiring manager the RESOURCES that would be at your disposal. You discuss your own STRENGTHS, your admitted WEAKER areas, the OPPORTUNITIES you can see that you will seek to tackle, and the THREATS to your success that you will need to mitigate. Then you discuss what your proposed success could be, i.e. FINANCIALLY what would it be worth in terms of a return to the company if you sold what you expected? The EXPECTED RESULTS – you probably impressed the hiring manager that, either you got that job, or you’ll be invited back for another position. Why? Because most other applicants did not take the time to build a plan!

Suppose you are the employer. What would you think if either one of your existing employees or one that you are interviewing came to you with a plan? Wouldn’t you be listening? Certainly it needs to be a well thought out or researched plan, but most any plan shows strong initiative and a serious interest in the job. A plan that shows good realistic financial returns will be getting to the real heart of the purpose of most jobs. Think about it. This is business. We’re in business to make a return on investment. The employees or prospective employees that can make the best return on investment are the ones that are going to get or retain the job and maybe more.

So you say that your job does not involve a return on investment? To borrow a slogan, then have a plan to be the best you can be. Getting or keeping your job is not simply being able to qualify for the minimum. It is about being the best choice from among all of the applicants. Put your plan together and you will most certainly improve your odds.

Over 50 and Seeking a New Job? (Part 2 of 2 Part Series)

2010-01-11T09:07:00.000-06:00

Certainly as we get older we’ve heard the stories of those that couldn’t find work and companies that are just wanting to hire the new kids on the block. We notice because it is natural to have feelings of insecurity, and it happens that companies sometimes do seek less experienced candidates. While companies cannot legally discriminate against age, there are factors considered in the hiring process that in a roundabout way may cause more experienced candidates to be screened out. What are those and what can you as an older candidate do about it?

Fact - You are selling yourself against all other applicants, young or old. You must sell your advantages. In Part 1 of the series we examined key factors including:

Energy, Relocatability, Cost, Experience, Training, Contacts, Dealing with People, Problem Resolution.
Now, how do you position yourself correctly so that you are selling your advantages, and what should you watch out for, what not to do?
We recommend including the dates of employments and dates of your degrees on your resume. Whether or not you include the dates of your degrees, career experts have varying opinions. In most cases, it is a good idea to include them. If your resume attempts to indicate that you are younger by leaving out graduation dates or eliminating 10 years of early career history, you could run the risk of surprising the interviewer and disqualifying yourself -- not so much because of age, but because you have misled the employer.

One of the most important factors that employers are looking for is length of time in a job and the chronology of your career positions. They are looking for stability in an employee. As a more seasoned candidate, this can be a big advantage for you. Thus, include your dates.
Employers do not want “job hoppers” and generally, younger candidates have a high tendency to move around a lot early in their career. It isn't difficult to calculate the general age of a candidate. So why make the employer do the math? Leaving out the dates of your degrees may also make it appear that you have something to hide.
What's more, many employers will verify degrees and will ask you to provide graduation dates, so you might as well provide them.
During the interview process, avoid the "been there, done that" attitude. Instead, show interest, commitment, enthusiasm and energy. "If you're bored with your profession, you can be sure that comes through in an interview.
Study your prospective company. Learn about what is going on there. Find people you may know there. You are competing with other candidates in the interview. The more you know about the company and the position, the more advantage you will have. Your recruiter is a great source of information here.
List your training, skills, certifications, and industry affiliations. It shows your active involvement and desire to be current.
For professionals who are in their mid-50s and older, it will be harder to overcome potential employer biases. If you are a youthful 55, perhaps you could post a professional photo of yourself on LinkedIn, which most recruiters check these days.
Get in style – Make sure that what you will wear to the interview is suited well to the company and in style. Learn what is typical attire at that company and for that job. Ten year old suits or worn out business casual wear, clothes that do not fit well, or are just plain out of style may not make the right impression. A small investment here can make a difference between you and the next closest contender.

Your experience can and should be a real advantage in getting that next job, but only if you are prepared to sell yourself. You must know what the company is looking for and where you have advantages. You must differentiate yourself from the rest of the applicants. The bottom line is, well, the bottom line for the company. If you can demonstrate that you can deliver a better bottom line, then likely you will get the job. Good luck and put your best foot forward.

Over 50 and Seeking a New Job? (Part 1 of 2 Part Series)

2009-12-08T14:13:00.001-06:00

Are you concerned with your age and what a potential employer will think? Have you been advised to leave dates off of your resume? No doubt, some level of age discrimination probably exists in the work place, maybe not outwardly, but certainly for the less than obvious perceived characteristics that are more common in older workers. Don’t despair, though, there are actually quite a few advantages of being older, if you know what to sell yourself on.

While companies cannot legally discriminate against age, there are factors considered in the hiring process that in a roundabout way may cause many more experienced candidates to be screened out and they can easily be associated with age as well. What are those and what can you as an older candidate do about it? Most of these following factors are really what the employer is screening for, commonly perceived to exist in a “younger” candidate.

1) Energy – Many hiring managers are first looking at those that have drive, enthusiasm, self initiative, and just plain energy to work hard and be eager to learn.

2) Relocatability – If the job requires a move to a satellite facility, most times the young bucks are more willing to go. Many do not have as many ties or roots planted as those more established.

3) Cost – Let’s face it, more experience will cost more and sometimes it is just what the company can budget for the position. In the employer’s mind, younger workers haven’t been spoiled yet.

That’s not necessarily a long list, so what do the younger applicants NOT have? What could a worker sell themselves on?

1) Experience – Of course, those that do not have a track record, have not learned how to sell yet, have not managed much, or have not proven themselves, and as such are more of a risk to the hiring company

2) Training – While many may have some quality education behind them, it is the real world training, on the job, experience in dealing with real life and real work problems that is the best training. Many have not yet had opportunities for continuing education. Many also have not had the opportunity to have gone through business or economic cycles, both the ups and the downs. In uncertain economic times, employers may be drawn to the more experienced workers who could join with ready to use skills and a shallow learning curve.

3) Fewer Contacts – Remember the adage, “It’s not what you know, but who you know that counts.” This can be a real disadvantage for the younger ones when it comes to sales, or when in a position that advice from mentors is helpful in solving a tough problem.

4) Experience in dealing with a wide array of people – Let’s face it, how to deal with or manage people can be challenging. It takes time and experience to learn how to deal with people and get the most out of them, whether managing them or just simply collaborating with them.

5) More than one way to do things – Technology and new methods can be great, but what if the new ways don’t bring the solution. Experience in being able to solve problems more than one way can be a real advantage.

So, what is our advice for those of you older workers that are about to seek out new employment? How do you prepare yourself? Let’s face it. You are competing with others out there. Here is a good list that can get you started to differentiate out your advantages over the lesser experienced. If you are missing items on this list, then maybe it’s time to get started.

1) Make sure you know all of your real accomplishments in each of your positions and make sure those are listed on your resume, completely. An example could be: “Built sales in an established territory from $1.2 million to $8.5 million through market share growth.” This is not the time to be humble on your resume.

2) Get Trained – Are you up to speed on computers, software, social networking, the latest industry tools and gadgets? If not, then get trained. Stay well informed and read up. Take some classes or find some time to take in some webinars that show new techniques. Make sure that you know about the latest new technology that is being used in your field.

3) Stay in touch – Haven’t talked to some of your peers for a while? Pick up the phone, Schedule a meeting with a colleague. Attend trade shows. Get involved a little more with social networking such as LinkedIn, Plaxo, Facebook, or Twitter to name a few. Track some blogs in your industry area of interest. It may take time to catch up a bit, but let’s face it, reading the newspaper or watching television is not interactive. The real conversations are happening in the newer media spaces.

4) Get some additional leadership training. How we read and listen to other people is very important. Being able to speak to all styles of people is essential to being able to lead. Learning how to get the most out of your conversations or management is crucial to efficiency.

5) Ask to take on additional responsibilities or projects. Getting experience in handling new problems or opportunities will help you keep your tools sharp and your interest in your work high. Expanding your experience base is one of the very best assets you have. No one can take experiences away from you. Make sure you make the most of your time.

6) Get fit. This may be the hardest one of all in some cases, however, it may also be one of the most important. What are we leading to? Your lack of energy, enthusiasm, attitude, and overall professional appearance may be the single most important reason you could get passed over. You need that competitive advantage that you could have over a younger applicant. For most people, a regular exercise program, while it may be hard to get started with, is one of the most important factors leading to not only feeling good about yourself, but over the long term helping one to have more energy and drive. A more fit appearance tends to provide the image that you are taking care of yourself and thus will take care of business in your new job. Lose the donut.

7) Flexibility – Are you inflexible about work hours or the ability to move? The more flexible that you are, the more opportunities that you will be able to consider. It’s as simple as that.

8) Cost – You’ve made good money in your previous jobs. Indicating flexibility or that you are willing to take a higher percentage of your compensation in the form of incentive or performance pay may be necessary. However, if you’ve gotten to this point and it really comes down to the fact that you are being passed over for a less expensive applicant, then you may not have done your job in selling yourself in all of the above areas.

The Top 6 Things that could prevent you from getting a job

2009-11-06T10:57:00.003-06:00

You’ve heard the term, “Hindsight is 20/20.” Sometimes things happen where we wished we could turn back the clock on, and it’s just not possible to do so. Mistakes can happen that can seriously affect a person’s ability to land a good future job. It happens most often when employees are secure in their job, and then the tables turn. Suddenly you’re in a scramble to fix past events.

Let’s look at some career damaging activities that all employees or future candidates should avoid. These are things that can cost a professional that future dream job.

Driving while intoxicated—Understand that it’s not just about driving while intoxicated, but any alcohol related offense (driving under the influence, possession of an open container, underage drinking charges, etc.) is detrimental to your job search. Employees and job applicants with alcohol/drug related charges will not only create the potential for a significant increase in liability insurance cost for the employer, but are assumed to have questionable judgment when making decisions. Retaining this employee or hiring this applicant would be seen as a serious risk to the company. For that reason alone, most employers have a zero tolerance for these types of offenses that can continue for up to 5 years past the actual offence!

The real question that the companies are left with is; If this has happened once, will it happen again? Most employers will take the position that it is “better to be safe, than sorry.”

The best rule to follow – Don’t even think about it, don’t drive after drinking. Appoint a designated driver.

Have Bad Credit? Perception is everything. If you apply for a job and have bad credit, the likely perception of the employer will be “If they can’t manage their own finances, why would we want them to be able to affect ours” Regardless of the position you are applying to, whether it’s loading trucks or managing the accounting division, you make decisions every day that can affect the financial performance and well being of the company.

If you’re not able to manage your own debt, employers may find you more likely to take financial risks, or even make some extra cash or by padding that expense account to compensate for things you can’t buy yourself. A common example that can hurt your credit is not paying your bills on time. In general, any application that asks for a social security number is fair game for potentially impacting your credit score.

There are a few organizations online that will offer you a free credit report once per year. If you have not done so recently, get a report and make sure everything is correct.

Poor Social Networking Practices – A recent industry survey noted that over 35% of employers search social networking sites to screen job applicant. This number is rising fast with less than 20% checking sites like Facebook, Twitter, and MySpace a year ago.

Employers don’t usually search with the hopes of finding something negative about you. In fact, the opposite is true- they’re looking to confirm the information on your resume and hoping to find more proof that you’re a good candidate who really can help their company. However, employers can’t predict how their search will end. Employers in the survey listed these items as reasons they have chosen NOT to pursue the candidate:

Information about alcohol or drug use (41% of managers said this was a top concern)
Inappropriate photos or information posted on a candidate’s page (40%)
Poor communication skills (29%)
Bad-mouthing of former employers or fellow employees (28%)
Inaccurate qualifications (27%)
Unprofessional screen names (22%)
Notes showing links to criminal behavior (21%)
Confidential information about past employers (19%)

The internet is public domain and you need to take preventative action. Google yourself and see what comes up. If you were an employer about to give a raise, or make a job offer, would you be happy to see what you are seeing? You can’t erase the past, but can definitely affect your online presence for the future.

Network abuse – Is anyone watching? That not so appropriate email you can send to friends or the 45 minutes you spent shopping online can easily be monitored by your employer. The purpose of your online activities is a big concern to your employer. Most companies do not want to monitor with the expectation that they will catch someone. Rather, they truly do it for protection and record keeping if should something bad should occur. Whether their goal of monitoring is to identify risk for harassment suits, or recognizing employees that “surf the net” instead of taking care of customers, they have the right to know what you are doing with their network – especially when they are paying you to do something else.

Badmouthing - A common mistake that that can be made in conversation, whether that be face-to-face or electronically, can be talking negatively about previous employers. If you are disgruntled about your past experience, that same mistake can easily be made in the interview. We’ve all had or know someone who’s had a weak supervisor or someone they didn’t work well with. Regardless of the situation, candidates should think twice before sharing their opinions publicly. What you say may reflect more negatively on yourself than the person or company you’re talking about. Be very careful when asked about a former employer that you did not really like. Sometimes it’s best to just let it go.

Honesty and Integrity – Being dishonest, cheating, or lying is bound to catch up to the offender, sooner or later. It could turn into a not so flattering reference for you, or a refusal to give a reference other than the required confirmation that you were employed there. Dishonest activity could also cause you to be passed over for a promotion. In some cases, where company policy is violated, it can also result in dismissal.

How would you explain that to a prospective employer? An employer may ask you, “What caused you to change jobs from that company?” Answering that question could be a “lose-lose” proposition. Have you ever thought about the fact that a hiring manager may already know the answer to the question and they just want to see if you will answer it honestly?

Certainly there are many things that can affect one’s career. This may be just a short list. In most cases, a dose of “common sense” is all that is needed to avoid one of these pitfalls. As a recruiting agent for our clients, we are asked to “Find the Best”. Certainly, if during interviews or background checks, something damaging to ones career is found, it can seriously affect our ability to refer an otherwise very high quality candidate. For all of our sakes, it’s best to avoid the pitfalls. It may not be your career that’s at risk, but possibly with some of the aforementioned knowledge in hand, you can help a friend or colleague avoid a career damaging pitfall.

From the Other Side of the Desk-The Interview

2009-10-16T09:14:00.002-05:00

Have you thought about what your interview looks like from the other side of the desk? One sure way to see that would be to tape yourself in an interview, but that rarely happens. Let’s think about this a moment. What does the interviewer see, and what are they watching for?

One of the most obvious is how well you are dressed for the interview? One of the the assumptions can be, that if you have organized yourself, then possibly you could handle organization in the job setting.

Generally, in all cases, as an interviewee, you should be neatly dressed, but not overly so. A rule of thumb one could use is to dress at the level or one step above the attire that would be appropriate for the everyday attire in that workplace setting. If it is casual, then step up to business casual. Don’t go in over dressed and don’t go in wearing a t-shirt if business casual is the rule of thumb. The objective here is to show respect for the interviewer, but not to look out of place.
Go in neatly trimmed, a professional look. Ladies don’t overdo the makeup. Men, a neat trim or clean shave. The point here is that considerable attention is paid to eye contact so distractions away from eye to eye contact are a problem.

Attention forward. Your posture in the interview is important. Don’t slouch and lay back in the chair, and don’t get in the interviewers face. Sit forward and upright with full attention towards the interview.
Turn cell phones off. What’s most important here?
Listen carefully. The interviewer is seeking answers to his/her questions. Make sure the question is understood and answer carefully. Take your time to think about a question, but not too much. If you need clarification, ask for it. Some research on the company and the position prior to getting to the interview may help you really prepare for some of the questions and prevent answering poorly.
They are looking for questions as well. Prepare some of your own questions going in, but never ask what the job pays in the interview. That can be taken care of if and when the company shows interest in you.
You must know key details of your past performance. The interviewer is really trying to translate your abilities into what kind of value you could bring to the position and company.
They are looking for signs not just of what you have done in the past, but just what exactly was YOUR responsibility and what leadership and performance did YOU bring to your previous jobs. This is key. They are not interested in hiring your past company, but YOU.
They are looking for signs of what you can bring to the company in the future. Your resume shows what you have done in the past. What they really want to know is what you can do for them from today forward. You MUST project what you can do for them. This is critical to the success of the interview, not only to getting the job, but to determining also what you are worth to them, i.e. if they want to hire you, what kind of compensation package could be offered.
They are looking for the cultural fit. Your skills and experience may be a great fit, but if you do not have the personality, the mannerisms, and values, then you may not get the nod. In other words, if the position calls for an eagle, and you are a dove, the fit may not be the correct one.
Companies make a great investment in their people. They are looking for long term employment. If you are not indicating commitment for the position, you could be knocked out.
Finally, you must be better than all of the other qualified applicants. It is not enough to be a good fit. You must convince the interviewer, or interview panel that you are the best. Have you prepared yourself for that? Know your competition. Go in prepared. Take the interview seriously. Be sure to thank the interviewer for taking time to meet with you, and ask for the order. That is, tell them that you want the job.

Finally, follow up with a message to them thanking them for their time. This shows respect and keeps you on top of their mind.

Press Release

2009-10-07T13:07:00.001-05:00

Minneapolis, MN – Arbita, a provider of recruitment marketing technology, and media planning services, and Ag 1 Source, the largest recruiting firm in the agriculture industry, are pleased to announce they have achieved excellent results from a recent Search Engine Optimization (SEO) initiative led by Arbita Consulting and Education Services (ACES). The goal of the initiative was to increase candidate and client traffic to the Ag 1 Source web site from the organic search results of major search engines like Google, Yahoo and Bing.

“Prior to working with Arbita, we were heavily invested in Internet marketing initiatives such as pay-per-click advertising,” said Mark Esfeld, Recruiting Consultant and Partner, Ag 1 Source Professional Personnel Solutions. “Our approach was somewhat successful, but during 2009 we began to see cost increase and effectiveness decrease. Our challenge was magnified by the fact that we needed our Internet marketing initiatives to attract both potential candidates and clients.”

Ag 1 Source evaluated several organizations before selecting Arbita as their SEO partner. Nicole Bodem, Director of Search Marketing for Arbita, worked closely with the Ag 1 Source team (and a third-party web developer) to improve SEO results. Ms. Bodem leveraged extensive search pattern analysis and competitive intelligence to formulate a key word strategy that would improve results for the most important search phrases used by candidates and clients. She then implemented the key word strategy across the Ag 1 Source web site and provided training on other tactics for improving results including link building and web content modification.
“There is no doubt that Ag 1 Source continues to lead their market segment in innovative approaches to finding the best candidates for their clients,” said Ms. Bodem. “And their SEO strategy also puts them ahead of the pack in terms of finding new clients. I am very pleased to have worked with such a professional team that is clearly so dedicated to recruitment marketing innovation.”

“Nicole was a pleasure to work with,” said Mr. Esfeld. “Everyone on my team felt they were getting access to an expert resource with significant experience and exposure to what works in our market segment. Most important was her dedication to our results. For example, though it wasn’t part of our scope, Nicole drove usability requirements for our web site that help both with SEO results and the overall user experience of our site. And she worked closely with our external web developer to make sure that all her recommendations were implemented without sacrifice.”

Ms. Bodem continues to provide ongoing training and consulting to Ag 1 Source. Since the launch of the SEO initiative, they have experienced an exponential increase in client and candidate visits and inquiries. This has had the dual impact of decreasing marketing costs while improving overall marketing results.

About Arbita

Since 1993, Arbita has been connecting leading employers with the best talent on the Internet, all over the world. Our recruitment marketing technology, media and services have been developed with the belief that every client deserves a partner with their best interests at heart. Arbita is based in Minneapolis, MN and on the Web at www.arbita.net.

About Ag 1 Source
Ag 1 Source is the leading recruiting firm in the agriculture industry. Their recruiting consultants help clients find great candidates for a wide range of market segments including agronomy, seed, grain, energy, equipment and livestock. Founded in 2002, the company works with organizations seeking employees throughout the US, Canada, and Latin America.

Your Career Change Checklist

2009-09-25T22:06:00.001-05:00

So here you are at a crossroads (potentially) your current career path just does not seem to be working out as you had first planned. You find it hard to get out of bed in the morning and do your best work. Your boss is a jerk! Your customers hate your guts! You’re just not “juiced” by your current position. Before you start to feel like there is something wrong with you personally, don’t! This happens to everybody at some point in their career. The key here is to find some time to do some serious reflection and take inventory. Perhaps a career change is in order; maybe you just need to take a different view of the situation. The following are some questions you might ask yourself when you are in the mood to answer them honestly.

Here are the questions:

Why did I accept this job in the first place? What got me excited about it? Was it the job itself or was it an entry point that could get me to the level / position I really want? Is that opportunity still there? Am I doing everything I can to perform at a high level in order to deserve success?
Do I like the people I work with? Do they seem to treat me fairly?
Are the career advancement opportunities still available? Do I feel like I am on a track to earn one of those positions? If I am not on a track, how can I get on it?
Am I being compensated fairly and competitively with the marketplace?

Ok, let’s say you have reflected on these questions and were honest with yourself and your answer kept coming back…time to make a move! Now you have some more questions that you have to ask and reflect upon. And this time, you’ll have to get some serious input from others close to you. Here are some things to think about:

Do you know and can you articulate what you really want to do career wise and what path you have a burning desire to go down? Can you clearly explain why and it can’t be just about the money?
If your skills sets don’t match up perfectly, but you are talented and trainable, will you step back in rank and maybe pay in order to get where you want to end up? This is sometimes necessary.
Will you be willing to move for this opportunity? If so where would you go and where would you not go? Relocating can be fun and invigorating, but it can also be temporarily stressful. Think about the good and the not so good!
This a big one…Is your spouse / family / significant other on board with career change and a potential move to another area? Really on board?

If you have gone through this interesting exercise, one thing is for sure. You should be much more clear and hopefully have plans regarding your career. We help hundreds of people a year take the next step in their career and we may be able to help you too. But first, be sure to be clear on what you want and where you want to go, this helps everyone involved.

Mastering the Telephone Interview

2009-09-11T23:23:00.001-05:00

Many times the first real step toward a new position is the phone interview or more likely the phone screen as we like to call it (more on that in a minute). Sometimes the phone interview / screen is done by the actual hiring manager…that is usually good. However, often times it is done by someone other than the hiring manager…not as good. The reason the former is “not as good’ is that the non-hiring manager, many times does not feel the pain as acutely as the one with the “open position”. Also, another key to remember is that many phone screens are meant to do just that; screen out people, not screen them in. The skills needed in getting beyond the phone screen are different from those used in a successful face to face interview. So, with that in mind, here are some Does and Don’ts to help keep you on track:

Do: Remind yourself that this is not a real interview, it is a screen. Their objective is to screen you out!

Do: Sell yourself hard. Given the tendency for the employer to eliminate during this phase, you must sell yourself a bit harder. The key objective here is to get to the Face to Face interview!

Do: Know exactly before the screen what the criteria for the job are. Rehearse addressing those needs. Your recruiting consultant will help you here.

Do: Keep your comments concise and to the point. The more rambling, the more likely you are to be screened out. Say what you have to, but stay focused on getting the personal interview

Do: Be fully prepared. Have your resume, any research on the company you have gathered and questions that you have put together that show you know something about the company as well as the industry.

Do: Set an appointment for the phone screen, this will show that you are busy and you will come off more professional.

Do: Try to initiate the call if you can. The one doing the calling tends to be in control of the process more so than the one being called.

Do: Announce yourself when you are calling or being called as professional as you can. This is not the time for lazy talk or cute answering styles. This is the big leagues; make sure you are acting like you deserve to be there.

Now, here are some definite Don’ts to watch out for:

Don’t: Have a cute message on your cell phone or home phone. You run too great a risk at turning off the potential employer. Keep it simple and professional

Don’t: Use a cell phone on the road if you can help it. The connections can be spotty and you run the risk of really frustrating the interviewer.

Don’t: Discuss money in depth…this is not the time for that…not even close.

Don’t: Ask what can you do for me questions…enough said!

Don’t: Avoid obvious sensitive issues like too may jobs, being out of work for a while. Take it head on and address it and move on. Trying to avoid it only makes it worse!

Don’t: Say you know what you do not! There is nothing wrong with being human and comfortable enough to say I don’t know to any question that you shouldn’t know.

Prepare for the phone interview / screen in the same manner you would prepare for a face to face interview. Take it seriously and sell yourself!

Don't Eat Spaghetti on Your First Date

2009-09-09T11:00:00.001-05:00

An interview is a lot like a first date. This is a somewhat funny, somewhat serious comparison between dating and interviewing. Now this is not to say that you should interview your date. You may not get too far with that approach. But, let’s think of the interview a little like how you should handle yourself just as you would for your date. We have a short flyer that we often send to our candidates that are about to interview called First Impressions Count. You can ask about it if you are about to interview and we haven’t yet sent one yet. The title tends to say it all. First Impressions are what count. Let’s examine some of the key areas.

Dress for Success – These days, the attire could be about anything from casual to a business suit. The important thing is to know where you are going and what the expected attire is before you get there. Going to take your date to dinner? Well then, call ahead and see what the attire is expected to be.

How about your personal appearance? Now I’m not saying that you need to spend a bunch of time doing your hair fancy, particularly for you ladies, but how about making sure you have a recent trim or haircut? I can imagine all kinds of things that might just make the interviewer, or your date cringe. How about the guy with a “uni-brow”, partially shaven, or nose hairs! Okay, sorry for that image. If you are really trying to impress your date, you’ll likely get cleaned up and look quite presentable. So, why not for the interview? Just be careful not to go overboard on the cologne or perfume (his/hers).

If you eat before the interview, how about taking a quick look in the mirror? It’s a bit embarrassing to have sesame seeds, a broccoli floret, or something green in your teeth. And, what about that spaghetti? How many times have you eaten spaghetti and not gotten a sauce splatter on your shirt or blouse (his/hers). A breath mint would be good, in both cases. Avoid the garlic and you won’t have to use more than one. Avoid the carbonation. You don’t want to have the urge to belch in the middle of the date/interview.

Sell yourself but don’t dominate the conversation. This can go for both the interview and the date. Listen in intently. Nothing spoils the atmosphere more than a disengaged attention. Listen actively. Be ready to exchange answers to lots of questions. Being prepared can really help. These days, it’s not that hard to do a little research on your date/interviewer. Ask around a little bit. What are they like? What do they like? What don’t they like? What do they like to do in their spare time? Ask good questions on your own. See the comparisons? Another comparison, an attorney in a trial generally will never ask a question that they don’t already know the answer to.

Discussing compensation is a serious “no-no” on the first date. There’s no way to win this one. You’ll either come across as greedy, or someone without a lot of value. Stay away from it.

Don’t forget to close. Do you want another date? Ask now vs. later. You don’t have to be specific about time and place yet. It’s just a case of measuring the response.

Always follow up. If you had just gone on a great date, wouldn’t you send something expressing what you feel? You bet you would. Why? You really want to get the message across of what you thought and what you want the next steps to be. Now you may not send a thank you to your date, but you sure should after your interview. There’s nothing like something from you personally to express thanks for their time and attention to what you are really after, that great job. Now you may not be committing for richer or poorer, but you do want to express commitment that you can really deliver on the objectives of the job. Do you want it? Then go get it.

New Ag1Source Website is Coming

2009-09-01T12:58:00.000-05:00

We are pleased to announce that Ag1Source will be launching a new website on September 2, 2009. In conjuction with this launch we will also be providing new updates and information on our new blog. Please follow us and check back as more updates are soon to follow.

Your Guide to Interview Greatness

2009-08-15T10:13:00.000-05:00

Be prepared…to ask great questions! If you come into an interview and just expect to answer questions fired your way, you will likely look very average. So what are you to do? Prepare a list of 5-6 great questions. Not just any questions, but what are called interrogative questions. Interrogatives are designed to solicit detailed answers that require thought from the person in order to be answered. They start with our old friends who, what, why, how, and when. For example, be prepared to ask a question like this: “what are your performance expectations for this position in quarterly increments over the next 12 months”? Another great question might be, “what would this territory (sales) look like with maximum market share”? This question will force your interviewer to paint a vision in his / her mind as to what this territory will look like at full capacity while you are sitting in front of them! And another great question for a sales territory that will yield some good answers and opportunity for follow-on questions is, “how is this territory performing now compared to where you want it”? Sit back, listen and take notes! The answers will give you the opportunity to dig deeper and show your ability to get to the bottom of a situation and provide a solution…which is why you are there in the first place! Take your time and think through 5-6 good questions that you would like to know the answers to going forward. Your ability to ask good interrogative questions will set the tone in your favor. Always remember that the one not talking is actually in control of the process!
When the conversation does dictate your need to give an answer, be prepared to speak professionally and be prepared to back up achievements and past accomplishments with facts and figures. Growing a business unit by 20% per year over the past 2 years is much better information than “we grew the business”. Further, and most important, be prepared to elaborate on how you were able to pull off this amazing feat! The deer in the headlights look won’t cut it here! If it is on your resume, be prepared to talk about it in detail. The more relevant details the better.
Give some thought in advance as to how you would handle certain situations related to you’re job. If you’re in sales the question, “how would you handle losing your largest account to your competitor” is fair game. My advice is to give these potential questions some thought in advance.” If a product launch is late (which most are) how will you hold your customers off while it is being readied for market”? If you work remotely (away from the office) how do you organize your day, weak, month, year, etc.? This is not hard, but you will be better prepared to talk intelligently about these questions if you have ran them through the old gray matter first.
The old standbys are still solid today: show up early, dress a notch above the position, call a day in advance and reconfirm the time, place, etc. Have all the materials you feel you will need with you including paper to take notes and a pen that works!
Finally, don’t leave the interview without asking what the next step is. Remember to use our old friend the interrogative question. An example might be “Mark, I appreciate your time and I like what I have heard thus far, what do you envision the next steps being? Shut up and listen from this point forward as the answer should let you know how you’ve done.

Good luck, and don’t hesitate to contact us here at Ag 1 Source for more great tips and excellent career opportunities.

What Employers are Looking for in a resume, or not

2009-08-01T08:57:00.000-05:00

Most employers are looking for one of two things, whether to screen a resume in, or to screen a candidate out based on what they see in that first review. Most resumes are reviewed in about 1-2 minutes and some sort of conclusion is made on whether the prospective candidate is what they are looking for or not. This can be a good thing if your resume is being screened in, and can cause you to be screened out if your resume does not contain what they are looking for, or has content that gets you screened out.

You may very well have had a great career record, yet haven’t properly portrayed your experience. So, let’s look at must have content, and common factors that can get you screened out.

Must haves in your resume:

Accurate, correctly spelled information – double check your phone number and email address
An unbroken chronological history of employment – missing dates cause questions
Key words relative to your industry – If you’ve been in sales, then the word must be in there. Many database programs search for your resume based on keywords
Quantitative records of accomplishments-List not just what you accomplished, but how much and how broad
Complete information on the company worked for, division, dates of employment, and title of position, followed by how successful you were in that role
Education, licenses, and certifications

So, maybe your resume has been screened in by the database, but now it’s being viewed by someone. What gets you knocked out? What must you avoid?

A resume that looks like a job description – In other words, you’ve written what your responsibilities were supposed to be, but have no description of what you actually accomplished
Confusing or overlapping dates in your chronological history
A resume that looks like it was “professionally” prepared by someone else, and lists you as an expert in many different areas – We’re not all experts in our field
Your experience record totally unrelated to the position you are applying for. If it’s not clear somewhere in your resume that you have experience in the field that you are applying for, then it must be explained somewhere, even if that is in a cover letter.

So, you’ve determined that your resume needs some work? Start by really deeply thinking about what your real objectives were in each of your past experiences, and just what you did to make a contribution or participate in the position’s main objectives. Actually, while you are employed, this can be one of those daily/weekly tasks, to reflect on what you accomplished that day or week. If you felt like you were really doing well towards the job’s objectives, then document it. Quarterly, semi-annual, or annual reporting periods are good times to get the bigger picture review how you are doing. Then write it down. Someday you may need it to add to your resume. It’s best to keep track of this on an ongoing basis, rather than be rushed to update your resume and have to scramble to track down the numbers.

How To Earn That Promotion

2009-07-20T09:28:00.000-05:00

Why do most of us want a promotion? Money, responsibility, management opportunities or simply to take the next step may all be good reasons. However, in many cases the path to the promotion can be filled with forks in the road, pot holes and even quick sand. At Ag1Source we have watched many candidates work their way from one role to another and get promoted because they did a great job working on one or more of the following tasks that led to that promotion.

Deliver fantastic results in your current role—When an employee delivers outstanding results in their current role, one of two things usually happens. First, they get paid more because the organization doesn’t want to lose them and/or they get promoted to spread the knowledge and experience they have gained to others around them.
Talk with your Supervisor—A frank discussion during your annual review may pave the way to added responsibility and a chance to earn a promotion by working on some skill areas that may need improvement.
Be a leader—Each of us has opportunities to lead those around us. Either during a busy time when people are spread thin, or when a very important project comes along. If you think you are ready, volunteer, grab the bull by the horns, or step up at the right time. Show the people around you that you have a vision for where the company should go and help them to succeed.
Fly the company flag—Dozens of times a day you run into customers, town folk, or even suppliers that ask how things are going. In those interactions be positive! Talk about how well the company is doing and be the company’s best promoter/recruiter/marketing person. Positive people can have a big impact on the business and that gets noticed.
Be persistent and patient—Promotions don’t happen over night! It may take months or even years for the organization to promote the person in front of your, or a merger may shake up the entire system. Regardless, promotions happen after you’ve earned them and the organization is ready for you to assume that role. Work every day to demonstrate your ready, but be patient for the right time within the organization.
You may need to relocate—Many organizations are getting very large and cover a lot of geography. An employee that is willing to move 50-100 miles to another location may have a BIG advantage and opportunity to get promoted.
Bust your tail—While all of the items listed above are critical to getting promoted, the most important thing our clients look for in people are those that work hard, every day, day in and day out. Working hard and smart gets noticed and opens doors to promotion faster than just about anything else.

Using the above list of ideas, make your plan for how you can positively impact your organization and earn that next promotion.

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