Thank you!

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turkey-966494_1920There are some days when I help my clients with interviewing where we speak to people all day only to find no one qualified to move to the next interview. This can be discouraging but when we understand the importance of finding the right person for the job, we also understand that having no one to move on is inherit to the process. After a particularly difficult interview day where this exact scenario occurred, my client turned to me and said “I just want to thank you for your hard work and for hanging in there with me. I am really grateful for having you here.” First, it is wonderful to work with people that understand we do not always find the right person immediately. I am even more grateful that when this happens, they still see the value of the A-list Interviews process. As I drove home from the session, I had such a warm glow in my heart and it got me thinking…

Do I say “thank you” often enough, even in the face of adversity? I certainly hope so. If you have not heard “thank you” from me recently, I want to express my gratitude now. Some of you on this distribution list are amazing clients; some of you are incredible network partners or even people I have only met once at an event; some of you are people I perhaps have never met. Regardless, I sincerely appreciate your readership, partnership, trust and support over the years for myself and A-list  Each and every one of you have contributed to my success in some way.

During the month of November, I find it timely to remind you all of my gratitude: gratitude for my clients, my vendors, my employee, my family and my friends. Quite simply, thank you.

And just as my client reminded me earlier this month that a simple thank you speaks volumes, I pass it along to you and yours, and know that I am eternally grateful for you all.

Muchas gracias! Merci! Thank you!


Beth Smith

Interviewing again? BLAH!!!

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personal-791361_1920Yesterday I was interviewing with a client who turned to me and said “Beth, I am so sick of interviewing people!” I responded “Well, you better learn to love it.” He looked horrified, and asked “WHY?” I replied, “Because if you are going to grow and evolve as a company, you will be constantly interviewing people.” He looked a little sick from my answer.

This mindset of hating interviewing is common among many of my clients. They HATE interviewing. They HATE spending all day sitting in a room with a steady stream of people coming through the building. They HATE “wasting time” and not being able to do their “real job”.

Here is the truth: when you run a company or department, your job is to create the vision for your area and hire the people to implement that vision. If you approach this valuable activity with any other intention, then you ARE wasting your time. Instead of coming to the table hating the interviewing process, shift to learning how to LOVE finding new employees. Begin by getting in touch with the end goal, which is to find an amazing candidate who comes in and knocks the ball out of the park. THAT person will let you go back to doing the rest of what you love to do. Hiring the very best fit means that you spend some time interviewing candidates to find employees who love what they do. Then you get to spend more time doing things that you love. You cannot find a better way to spend your time than that.

Don’t be a hater.

Zombies in the Workplace

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zombie-156138_1280Do you walk into your office and see Zombies disguised as employees? Those lifeless bodies that wander around thoughtlessly in packs? Have you ever thought about how they got that way?

New employees are so always excited to start their new job. I have heard many new hires talk about their first day on the job just like they talk about their first day of school… with excitement and a lot of awe. So how is it that years or even months into their employment with a company, they lose their passion for the job?

Because we suck the life out of them with too many constraints and not enough direction. We make it hard for them to do their jobs with petty rules. We don’t spend enough time training our new people, and we really don’t take the time to explain our expectations to them. All of the sudden, we have a lifeless body of the previously excited employee.

If you look around and see zombies on your staff, it is time to take stock in your interviewing process, your training program and your employee handbook. If you are dictating when someone can go to the bathroom, you are running a daycare, not a professional office. It is time for a re-do.

And if that doesn’t work, try chocolate.

Do NOT Hire Good People!

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hand-65688_1280The question that every client invariably will ask me when we begin to develop their interviewing process is, “Why can’t I hire good people?” My poor clients are often doing their full time jobs and the full time jobs of other employees. My clients are tired, burned out, and are starting to hate the work they do because they need good help and are feeling overwhelmed. One client confessed to me that he hated going into the office every day because his direct reports will have put piles of work on his desk that ultimately belonged on their own desks. And his question to me is, “Beth, why can’t I hire good people?”

My answer? Because you don’t need good people. You need good employees. There is a big difference.

Think of it this way: I consider myself a good person. I vote, I recycle, I save dogs, I take good care of my clients. I hold the doors open for people, and I honestly care about our planet. Like I said, a good person. But if you put me in front of a computer for 50 hours a week with a set of headphones doing internet research, I would lose my mind! I would become a lunatic with a road rage problem! A good person, but a terrible employee, because I am in the wrong job. I need to be with people, working with people, talking to people, or I am not happy or productive.

Hiring good employees means that you hire people because they are in the right job. Hiring good people and putting them in a job they hate makes them bad employees. So my advice? Do not hire good people – hire good employees.

Excuse the Mess

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vacuum-cleaner-657719_1280Back in the 1950’s, many vacuum cleaners were sold door-to-door; in other words, a salesman would come to the home, be invited in, and he would stage a demonstration of the vacuum’s effectiveness. Usually, that demonstration involved dumping dirt and debris on the carpet and then using the vacuum to remove it.

But what happened if the vacuum didn’t suck up the dirt? The homeowners were left with a mess in the middle of their living room. (And of course, they did not buy the vacuum.)

Surprisingly, people today often use the job interview as an opportunity to dump unwanted “dirt and debris” all over the conference table. Candidates report how awful their past employers were, how horrible their last job was and how impossible the boss was to please. Last week, a candidate complained to me that he had “embellished” his skills when applying for his previous position and was subsequently fired. His exact quote was “if they had just TRAINED me on those skills (that he already told the boss he had), then I could have been successful!”

Just like with non-working vacuums, if there is a big pile of “dirt and debris” sitting on the conference table after an interview, then the candidate isn’t working and you need to keep searching for the right one.

The Interviewer, the Client and the Bridesmaid

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beautiful-15679_1280Several weeks ago, my client and I called a candidate to get her scheduled for an interview. She asked for a phone interview at noon on the Friday afternoon that we had available for interviewing. She was very specific about the time. When I asked her if there was a reason for that particular time, and she responded by saying, “Yes. I am in a wedding that day and it starts at 2:00.” Since we schedule phone interviews all the time, I asked her if another day and time might be better, and she said “No. I do NOT want to miss out on this opportunity.”

On the day of her interview, I asked her if she was ready for the wedding, and she said “Yes. We have done our hair and makeup, and I am sitting in a church pew in my Bridesmaid’s dress. This is a first for me.” It was a first for me and the client as well!

The most amazing part about that interview wasn’t the dress or dedication to taking the call, although these were great steps to showing her enthusiasm for the position; it was actually in her preparation. She had done her research on the company. She referred to Yelp reviews. She asked excellent questions and she referred to her “list” of questions several times. She knocked the ball out of the park… all in her bridesmaid dress.

Brilliant. Truly brilliant.

There is no Talent War

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tug_o_warLately I have seen several articles about how to win the so-called “Talent War” (see one of these articles here and I just can’t stay quiet any more.

Folks, there IS no Talent War! This is a fear based myth created by someone who doesn’t like recruiting. Are there candidates who are not qualified that apply for your position? Yes. Are there people who walk into an interview and you KNOW that you wouldn’t hire them to walk you across the street? Yes. Do you have horror stories about interviewing people? Oh Gosh yes!

But then, after you have gone through the sometimes arduous interview process that feels like a war, you meet THE one! The person who comes in and owns your job like they were born to be there. The ONE who makes your job easy because they have your back and are capable and invested in their role within the organization. The single employee who within minutes makes you realize that you have a gem, and you suddenly find yourself so excited to get out there and do your REAL job!

There are 7 billion people on this earth, more people than ever in history, and you just need the one. The problem is not lack of talent, it is lack of an interview process to find that right person. Your person is out there somewhere, and they are looking for you – you just need the patience and the process to find them.

Playing with Legos in a Staff Meeting

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lego-674880_1280One dreary Monday morning, a friend of mine dragged himself into his weekly staff meeting. Sighing deeply, he prayed that his enormous coffee would somehow get him through the worst time of the week… the weekly staff meeting. BORING!!!

This week, however, his manager came in and dumped a huge bucket of Legos on the table. He grabbed the flat green stand, attached three Legos to it, and turned to the employee sitting to his right and said “Take 3 Legos, add it to mine, then pass it to the next person. Let’s see what we can create.” Then, the manager went on with the regular staff meeting. Same format, same information, but the atmosphere had dramatically changed. What the team created was an unnamable, indescribable Lego blob, and a whole lot of laughter on a dreary Monday morning. My friend bounced back to his desk with a spring in his step that had nothing to do with his huge cup of coffee.

What transpired after that was mind blowing. The team got closer, created more, cooperated more, and laughed at inside jokes around the Lego disasters that came out of those meetings. Then, it became the responsibility for other team members to bring an activity to the staff meeting. What really mattered was that manager got his team out of the rut they were in, and suddenly there was a huge shift in energy and innovation.

If you are the manager of a team and you dread your own meetings, then certainly your employees do as well. Take a moment to figure out how to get yourself out of the rut and then provide a cure for the interminable dreaded staff meeting. A little play time does wonders.


(Dedicated to Alex Deison, Logan Deison, Logan Gilbert, Alex Gilbert and Josh Gilbert: the men in my family who are true Lego connoisseurs.)

Work is a Beach

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deckchairs-355596_1280While vacationing recently, I took long walks on the beach. The wind in my hair, the sun on my face, the sand under my toes… pure bliss. After a few days, I began to look around at the other folks enjoying their time on the beach as well. What I noticed was shocking… not a single person was on their phone. I didn’t see a soul on an iPad. I didn’t even see a Kindle. What I did see was people talking to each other. I saw people playing games together and building sand castles with their kids. I saw people napping, eating, reading and working. Yes, I did say working….

After sitting on the beach for a while, your mind wanders. You look around to see the surroundings and, lo and behold, inspiration strikes. People made some of the most beautiful sand castles, wrote inspirational messages in the sand, collected sea shells and created art work. They were working. The word “work” means “an activity involving mental or physical effort done in order to achieve a purpose or result”. And at the end of the day, people were satisfied.

Work has literally become a 4 letter word… something that we have to endure in order to live. I think work is a beach. When we are inspired by our work, we create and innovate. We are more willing to try new things, and we sometimes make mistakes. We are learning!

So, if you are thinking to yourself “Work is a bi*%h”, then I encourage you to visit a beach… stat!

Your Friendly Neighborhood Spider Man

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cobweb-123079_1280Imagine being in an interview for a job that you really want. The interview team is a panel of people not talking, asking you pretty hard questions, and you are concentrating solely on impressing them. All of the sudden, one of those people points out that you have a spider crawling on your shirt. What would you do? Would you scream? Jump up and run? Brush that spider off and then kill it DEAD?

This actually happened to a poor candidate that we interviewed this past week, and he calmly brushed the spider off his shirt and continued his interview gracefully. Then, he joked about being Peter Parker.

We all laughed uproariously. He followed up later that day with a thank you email for the opportunity to interview, expressed his desire to come back for the final round as he really wanted this job, and he signed his email: “Your friendly neighborhood spider man. “

I have spent hours talking to my clients about what to look for in candidates, and the ability to handle difficult situations is invariably one of the top qualities that my clients want. An employee who can laugh at themselves and the situation, handle it gracefully and leave you impressed in an awkward set of circumstances is someone you have to hire.

And as for Spiderman? He comes in this week for his final interview for… you guessed it, a web developer.

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