Take the EXECUTIVE MONITOR SURVEY & Go Into the Draw to WIN a $3,000 Luxury Gift

November 11, 2009 – 5:50 am

Six Figures and Destination Talent invite high income earners (those earning $100K+ package) to participate in this short 5 -8 minute survey, the Executive Career Monitor.

In Australia, there is a paucity of information on high-income executives, specifically those earning above 100K annually. Our study aims to provide a better understanding of this small but important demographic group. In particular, the study will explore the nexus between education, employment and remuneration trends. Data on age, gender, income distribution, education, career trajectory and job searching behaviour of executives will be collected, analysed and presented in a final report.

We are confident that the study will offer useful insights to employers and executives alike.  The results of the study will be made available to everyone for free. If you are an executive or a high-income earner do spare 5-8 minutes of your time to take our survey. The survey is completely confidential and results will be presented in the aggregate only. As a sweetener, one of our sponsors Dutton Direct is offering a prize worth $3000 to one lucky survey participant. Take survey here.

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The Survey: The online survey is separated into five sections. It should not take more than 10 minutes to complete. You will be asked to part with a valid email address if you wish to participate in the prize draw.  The survey is open to Australian nationals only. If you have any queries with the survey please contact info@sixfigures.com.au or call 9329 0144

The Prize: The winner will be selected and informed when the final report is completed in Feb 2010.

Sponsors: We are grateful to our sponsors, Management Books,  Southern Cross Univeristy,  Peerlo and Dutton Direct for supporting an important study. Do visit and see what they have to offe by clicking on the logos and links.

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By Kelly Magowan | Posted in Executive Channel, Information of Interest, Six Figures News | Tagged , , , | Leave a Comment

What To Do When You Hit a Dead End with a Recruiter who has the Job You Want

November 11, 2009 – 1:24 am

Most of us have been there. We have seen a job that we know we are just perfect for. We have done our research and consider ourselves of sound mind and judgement, and so are being realistic in our summation that we are a feasible contender for the job. However, we find that we can get thrown out of contention at the job application stage or after the interview by the recruiter who tells us we are not right for the job.

recruiterUnfortunately, when job ads are not written particularly well (which is far too often – see Ross Clennents Annual AFR Job AD Review) then job seekers don’t really  have a lot to go on before submitting applications.  Sometimes recruiters come back to us with what seem like valid reasons why we aren’t suitable, particularly as they share more information about the job, company and what the client is looking for. However, when there’s a detailed job ad combined with a detailed job description, and we have done our own research on the company and critically assessed our fitness for the job, then we apply believing we should at least make the shortlist; yet sometimes we don’t.  This has happened to me on occasion and many others I know and it can be very frustrating.

There are many recruiters who have been in the industry for years and know their areas of specialization inside and out, so are making valid calls on candidate suitability for jobs. However, it appears that there are still some recruiters who do not have the knowledge or understanding of the job in question and what is actually required to make a good candidate assessment. It appears that the selection process is still both transactional and rudimentary for them – a tick box approach, if you will. Due to this, job seekers are missing out on potentially rewarding jobs that they are well qualified to do.

I feel confident in saying that when you strike the situation of truly believing that you should be considered for a role, then you are justified in getting your application in front of the employer using alternative means.  Consider the following ways below:

  • If the recruiter you are dealing with doesn’t have a good grasp on the role, you can certainly contact someone more senior within the recruitment agency to explain your situation and ask them to reconsider your application for the role, stating the reasons why.
  • Check if other agencies are advertising the same role, as jobs are often given to multiple agencies. Do online searches around similar terms used in the job ad you initially applied for. Then apply through another agency and follow up with a call.
  • Many companies today also post jobs on their own career site, so if you know the company then have a look at their website and apply directly through the site or alternatively send your details to HR. These could be sent as a general interest in working with the company or for the specific role; you will need to make the call on what context you choose to present yourself.
  • In the event you know the name of the company the job is with, use your networks to find more senior contacts within the organization. They may even have a referral program where someone can send your details through to the hiring manager. Otherwise, someone may be able to endorse or recommend you for the role even if they don’t have a formal referral program in place.

The key is not to focus on the initial bad experience with the recruiter but rather to move on and look at how to get yourself in the race. Adopt a more strategic approach to your job search if you find the current channels are not working. The reality is that the majority of jobs in Australia are handled by recrutiment agencies and the majority of job ads are advertised online (close to 80%) so these channels do need to form the bulk of your job search strategy. However, when you do hit a brick wall then try a new approach.

It’s a lot more work I realize to take a new, more lengthy approach but if you really want the job then it’s certainly worth pursuing these angles. Don’t accept a ‘not suitable’ if you truly believe you are suitable. On the flip side, don’t waste people’s time by trying all these different avenues if there are valid reasons for you not being suitable for the job.

What are your own experiences and challenges in these situations? How you have overcome them to secure the job that the recruiter was not willing to represent you for?

By Kelly Magowan | Posted in Job Boards & Job Hunting, Job Seeking & Social Media, Recruitment, Recruitment Agencies & Search Firms | Tagged , , , , , | Leave a Comment

La Trobe / GSM – Graduate Certificate in Corporate Responsibility

November 3, 2009 – 3:49 am

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Ms Kaoru Curmi
Graduate Certificate in Corporate Responsibility
“La Trobe was the only university who offered a postgraduate course focused on corporate responsibility – the area of my interest. The course is well structured and suitable for people who work full-time. Theoretical and practical discussions are well balanced.“

Since taking the step in 2008 to become the first Victorian business school to sign the UN-backed Principles for Responsible Management, the GSM of La Trobe University has moved on a number of fronts to implement responsible management principles in a number of activities as part of its strategic plan.

The most visible result has been the first year of the Graduate Certificate in Corporate Responsibility. The first cohort is now moving on to the second stage- the Graduate Diploma. Other activities have included a review of the MBA curriculum, the beginning of a GRLI student chapter, and the conducting of industry seminars.

Three factors have underpinned these developments:

1.    The signing of the PRME with its 6 principles in areas of values-based business, curricula development, learning experiences, research, industry engagement, and widening the debate.
2.    Industry feedback about the need for an holistic approach which was manifested through the creation of an advisory group.
3.    The identification of a market gap to ensure replication is minimised.

From the university perspective, key to progression has been the partnership with the ACCSR, providing the link between theory and practice.  In addition all university-based subjects have sessions conducted by practitioners to ensure material reflects current business practice and thinking. Students are expected to reflect on these business practises within the theoretical frameworks provided and critically analyse and suggest continual improvements to practice.

From ACCSR’s perspective, a partnership with La Trobe University’s GSM  is a key step in the professionalisation of the CSR management function. As a private company dedicated to building organisational performance through stakeholder and social responsibility, we realised since our inception in 2003 that quality university programs in managing corporate responsibility would be a vital complement to our short courses and consulting services. However it was only in 2007 that we found the right partner in the GSM. The Graduate Certificate and its pathway through a Graduate Diploma and further learning gives practitioners an important career progression tool  that can raise standards and support industry-level change at a more profound and systemic level than we could by working alone.

Click here to find out more about the La Trobe / GSM Graduate Certificate in Corporate Responsibility

By Kelly Magowan | Posted in Career Events, Education, Executive Career Management & Development, Executive Channel, Interesting Events, Six Figures News | Tagged , , , | Leave a Comment

What Do You Value Most From Your Employer? Can Employers Really Buy Employee Engagement?

October 27, 2009 – 11:53 pm

manmoneyI recently attended an HR event on the topic of sourcing and retaining talent. They had a diverse group of speakers from different industries discussing how they attract and retain good staff, with some sharing some solid insights. The common theme was that people who are engaged in their work are far easier to retain, as you would expect, as well as offering career paths and support to employees being a factor in why good people stay with an organization. One of the challenges organizations face is that doing these things well is hard; it takes a long-term commitment from the top to invest in staff engagement and development.

The alternative to all this ‘difficult people and career stuff’ is to offer the superficial perks and bells & whistles. These are easy to implement and manage; think of all the reward and recognition programs around, whether in-house or outsourced.

I suspect if you ask most people what they value most in an organization and what keeps and attracts them, their answers (in no particular order) will be a mixture of good management; open communication and feedback (positive & negative); and the organization offering them some form of career support and development.

Most of us want to work for an organization doing work where we are engaged, learning, developing and being acknowledged when we have excelled. Being acknowledged does not necessarily mean monetary rewards, particularly if employees are being fairly paid and doing what they enjoy. So while companies spend thousands on fancy employee reward and recognition programs, holidays, gifts, and so on, I have always wondered if this is the best use of money. Perhaps employees would be more engaged if this money was spent on career support for employees, training and development opportunities and better-skilled management.

We hear it time and time again that people want to work for great managers and leave when they’re not so great. The statistics on the effect that poor management has on retention of good staff are high. A recent post by Michael Specht titled ‘54 Per Cent of Companies Have Bad Management’ explores this same subject of poor management and the fact that there are so many un-engaged people at work; in fact he quotes 63% of Australian employees are not fully engaged at work.  Specht’s angle is that social media cannot be blamed for this lack of engagement, which I concur with. If you get the basics right as highlighted above, i.e. good management and communication where people are in jobs where they are engaged and can progress, then all these other distractions are minimized. Combined with this, companies can invest their money in their employees rather than all these ancillary (yet easy to implement and manage), superficial programs.

What are your views on how organizations can better engage and retain staff? What keeps you engaged at your organization?

By Kelly Magowan | Posted in Employers & Social Media, Executive Career Management & Development, Executive Channel, Human Resources, Recruitment Agencies & Search Firms, Social Media & Technology | Tagged , , , , , , , , | Comments (3)

SixFigures.com.au – Winner Best Industry Job Board Award @ 2009 Recruitment Excellence Awards

October 27, 2009 – 11:03 pm
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Karen, Kelly and David

REA miniLaunched in 2008, Six Figures the Executive Job Site for $100K+ jobs and contracts across all industries and professions has carved out a place for itself as Australia’s best industry job board. Six Figures was announced as the winner at this month’s 2009 Recruitment Excellence Awards, conducted by Recruitment Extra.

Kelly Magowan, CEO and Co-founder of Six Figures said that “we are delighted the site has been acknowledged by the market for the value it delivers to both advertisers and job seekers. We set out to evolve the job site model by offering a high quality service to discerning advertisers and high income earners wanting more than a transactional and hit and miss experience. Our members are amazingly talented and our advertisers are enjoying being able to access this untapped resource of Australia’s best passive talent.”

While the past 18 months has been challenging for those in the employment advertising and recruitment space, and perhaps considered by some not the best time to launch a job site, Six Figures jumped in and defied the odds to create a winning formula.  Through listening to the needs of the market they have created a job site that delivers quality outcomes for both advertisers and high income job seekers alike.  Six Figures’ 300+ advertisers from Ernst & Young, ING, through to Oracle, CSIRO and Hudson are keen to connect with passive job seekers at the senior levels enjoy tapping into the high quality of candidates that Six Figures delivers. Similarly Six Figures’ 30,000 high income earners find the site offers them relevant jobs and a professional service that saves them time with top jobs being emailed directly and/or via the weekly member newsletter.

The success of Six Figures can be attributed to its business model that differs from other job sites, with eligible job seekers becoming a member of the site where they can access a vast array of job and career related resources, guides and support. Magowan says that “today’s job seekers are savvy and empowered and are more like consumers, with Six Figures working hard to meet their needs”. More recently they have introduced a Directorships area with more member services and benefits continually being introduced to assist job seekers in their careers.

Niche job sites have been incredibly successful in the UK and USA for many years offering a better return on investment than the generalist job site. Furthermore they are also gaining traction in the Australian job market with advertisers appreciating these targeted job sites deliver high quality passive candidates that cannot always be found on the generalist sites. This is reinforced by the Recruitment Excellence Awards offering an award category in this area and acknowledging the value that niche job sites like Six Figures provides to advertisers and job seekers alike.

For further information, please contact Danielle Stawski or Kelly Magowan on (03) 9329 0144 or email danielle.stawski@sixfigures.com.au or kelly.magowan@sixfigures.com.au

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By Kelly Magowan | Posted in Information of Interest, Job Boards & Job Hunting, Recruitment, Six Figures News, Six Figures Press Releases | Tagged , , , , , , , | Leave a Comment

Job Ads that will Get You the Talent You Want – the Devil’s in the Detail

October 22, 2009 – 12:24 am

microscopeSix Figures has always advocated having detailed job ads to attract both professional and passive talent. When you are targeting more senior people who are already employed you certainly have to work very hard to get their attention. They will not be lured by brief, vague or poorly written job ads that fail to include the basics, which unfortunately is where too many job ads fall short. Recruiter Daily recently ran a good article by Luke Carolan from Aspire Solutions International titled Top candidates need more detail in job ads that offered an informative read and was terrific to see that others in the industry realize that to get the best, you have to start with the best, most detailed job ad you can.  Luke makes the valid point that

“as a recruitment consultant it can become easy to see each advertisement as “just another job”, he says, but it’s important to keep in mind that from a jobseeker’s perspective it represents the next step in their career and might involve a life-changing decision.”

Carolan highlights that job seekers want more detail, not less, which certainly makes sense. At Six Figures we know that our members are very discerning, they like detail and will research the position, company and leadership involved before submitting an application. If there is not enough for them to go on, they either become skeptical about the job or leave it alone as it is all too hard. Remember, the job seeker is the consumer. When you’re taking a job brief, Carolan advocates not just taking the information about the job, but really asking the key questions such as “What’s different about you?” and “Why would the best people in the market want to work for you?”

Carolan adds a frequent ad writing mistake made, whereby you need to think about the response you are looking for and who you are looking to respond – active or passive. Are you looking for a targeted audience to respond or are you looking for volume and a broad response? This will certainly determine how you write the ad and where you place the job ad. Do you select the generalist job sites and channels or niche or a mixture? If you are not attracting the right applicants then, before jumping to the conclusion that it’s the job market, it is important to look at your role in this – your ad, your advertising strategy, your understanding of your organization/client’s needs and the people you are looking to attract.

The article covers various aspects of the job ad writing process and the need for detail. It is well worth a read for those wanting to refresh or improve their job ad writing skills – as let’s face it we all can get a little stale.

Six Figures offers advertisers a comprehensive Job Ad Writing Guide to assist in writing targeted and details job ads to Executives and Senior Professionals. If you are a registered advertiser, you can login and access the Job Ad Writing Guide in the resources area. Or, for more information about the guide, please email info@sixfigures.com.au.

By Kelly Magowan | Posted in Executive Talent Attraction & Retention, Human Resources, Recruitment | Tagged , , , , , | Comments (1)

The ‘Slow Movement’ for Conferences! Is technology taking over a ‘face to face’ people connection occasion?

October 21, 2009 – 12:49 am

slow mansnailRecently I attended a few conferences, which have been terrific. One was a digital media conference, the other a recruitment and technology related conference, so there was a lot of strong technology flavor. Upon reflection however I have to wonder if I gained the maximum benefit from these conferences thanks to technology taking over my life!

While presenters were speaking, I observed that delegates (including me) were on their laptops working away, on twitter, texting and emailing the office and the like.  It seems we are so time poor and have so many different people competing for our time and attention that we are maybe missing out on a lot of valuable opportunities, such as meeting real people.  Have we lost focus and control of our working lives – and as a result forgotten the purpose of attending these conferences in the first place? Are we not there to learn from the presenters and delegates? Should our time not be spent interacting and communicating with delegates about the topics of the conference and to learn from one another in a face to face forum?

It is interesting to note that as soon as break time comes, everyone is off out the door on their phones and laptops hurriedly working away before the conference convenes, offering little personal interaction time, which is ultimately where a lot of the benefit comes from. (Granted conferences could also include more interaction and networking time as well as listening to presenters.)  Think about it, this is why people choose to study their MBAs etc on campus rather than via correspondence. The greatest learnings often come from interacting with your peers and the networks that evolve from this are extremely beneficial from both a personal and career perspective. So while we try to cram as much into our time – and perhaps even feel guilty about being away from the office and educating ourselves – that we continue to work away before, during and after the conferences we attend to make up for ‘lost time’. Are we truly leveraging the opportunity or just going through the motions – ticking off another thing on the endless work list.

After one of the conferences I attended I spoke with a delegate on the phone, who like so many delegates there I did not have a chance to meet face to face.  The delegate in a somewhat annoyed and justified manner made the comment that so many of those she was on a table with had their laptops or iphones and were engrossed in twittering and working away and were not interacting with each other.

While Twitter is great and you can communicate real time what is happening to those who are not able to attend the conference, at the same time you’re sacrificing the opportunity to really be learning from the speakers and engaging with others who are sitting beside you.  Strangely, a growing number of us find it easier to be Twittering to the world and the online community than communicating with real life people beside us.  Which then begs the question, if you are going to spend your time at these events doing everything but be present to what is going on and those around you, is there any point in really attending? Perhaps these types of events should simply be streamed so we can participate from our desks and multi-task away.   They have the ‘slow movement’ for many areas, which began with food and the protest of McDonalds, and has moved to travel, shopping, art, parenting and design. Perhaps conferences are next!

I myself am guilty of this behavior and am working to ensure that my time is more focused and that I truly benefit from attending conferences and events, where I can interact face to face with passionate, educated and interesting people. After all that is a key component in business and also in personal development. It is nothing to feel guilty about. You should only be feeling guilty if you don’t leverage these opportunities due to technology and day to day office matters taking over your focus so that you are not reaping the rewards of being involved in such conferences and events.

Are we losing the ability and desire to make face to face connections, preferring the ease and convenience of online connections? Or have the rules changed and we just need to adapt to how it is done now?

Do you see an issue with the new conference practices? Or is this how the future is going whereby we are present to some degree at the conference, however also equally or more present to the online community and our workplaces?

By Kelly Magowan | Posted in Employers & Social Media, Executive Channel, Information of Interest, Interesting Events, Networking | Tagged , , , | Comments (3)

Demise of the Traditional Resume Coming?

October 13, 2009 – 11:39 pm

The demise of the traditional resume has been written and discussed by many for years now. With the advent and growth of social resume1media the topic seems to come up now more than ever.  David Talamelli from Oracle wrote an interesting blog piece recently on the subject “Is This the End of the Road for the Traditional Resume”

In his post David raises relevant facts and observations about how the exchange of personal employment data has changed with the internet and social media. He believes that the resume is becoming a redundant part of the recruitment process.  “For example a candidate and I may talk on the phone and go through their online profile together (whether it is on LinkedIn, FB, a Blog, web resume, etc…). Ok so after this that same candidate then normally emails me a copy of his resume in either .doc or .pdf format. This is where the redundancy takes place.”

In some market segments I suspect we will see the resume take a different form as some of us chose to have an online and publicly available online profile/s whilst others prefer to protect their privacy – including their personal and employment details.  Perhaps you are someone who is happy to have all their employment and personal details accessed online by everyone, or you may chose to protect your data and disclose it only to those you trust.

There is certainly no right or wrong way, as different people from a variety of professions and demographics opt for different approaches. Inevitably this has and will continue to shape how the resume evolves.

Whether on a social networking site or via email I am still surprised at how much personal information most people will disclose in their resume. Most include their address, and some still include age, marital status and so on. Your name, mobile and email address these days will suffice. In this online age, the resume data shared (particularly the personal information) can certainly be cut back with other platforms available to promote yourself and your expertise.

Please share your views on the resume, its evolution and or demise? How do you feel about sharing your personal and employment information online?

By Kelly Magowan | Posted in Employers & Social Media, Resume Writing, Six Figures News | Comments (1)

Why HR Needs to Start Participating & Engaging with Job Seekers

October 8, 2009 – 1:50 am

The Fast Company article ‘How Social Media is Upending the Enterprise’ was sent to me this week by a colleague and I could have easily not read it given we are being saturated by this topic. However, this article so clearly highlights the challenge for recruiters and brings home the reality of the changing relationships that organizations have with their customers and prospective job seekers. Still so many choose to continue to try to dictate to the customer and job seeker, which is just not working. As the article so rightly states, the long-held notion that companies control the conversation is being challenged by social media:

“In a world where any customer can, in seconds, tweet or post to Facebook a pithy product review or share an experience they had with a brand, companies are forced to entirely rethink how they interact with their customers. Step one, probably the hardest step, is realizing they are no longer in control.”

This is today’s reality for HR & Recruitment Departments, with some such as Oracle choosing to participate and get involved in the conversation, whilst others continue to dictate terms and keep interaction and customer service at arm’s length. Organizations that realize that customers and job seekers have a plethora of choices in all aspects of their lives today know they need to work hard to get your attention and keep your interest. The presentation from Destination Talent from RecruitTECH on Recruitment Advertising 2.0 highlights the many choices and channels available to organizations and job seekers today to both communicate and build brand awareness. The choices are countless and the reality is that organizations have to go where the job seekers are and participate in the conversations to get their attention.

But I’m not just talking about social media in order to start participating and engaging. Job seekers who find that it is too hard to communicate with a prospective employer or apply for a position will go elsewhere and will likely tell others to avoid your organisation as well! Rather than reacting to negative comments and putting out fires after the damage has been done, organisations need to find out how different types of job seekers want to engage with them throughout all parts of the recruitment and on-boarding process. Remember, one size does not fit all for an increasingly customised world.

Is your organization participating? Are the lines of communication two-way or are you still dictating to job seekers? How are you finding out how job seekers want to engage with you?

By Kelly Magowan | Posted in Employers & Social Media, Executive Talent Attraction & Retention, Human Resources, Job Seeking & Social Media, Recruitment, Social Media & Technology | Tagged , , , , , , , | Comments (2)

When Saying Too Much in the Job Interview Works Against You

October 7, 2009 – 12:12 am

In job interviews:

  • Do you talk too much, too little or say just the right amount to land you the job?
  • Do you say the right things to the most appropriate people or shoot yourself in the foot?

What you say and who you share it with during the job interview process can work for or against you. There is no magic formula to follow to get the right balance, but rather an ability to read the interviewer and be discerning about who you share what information with about your abilities.

speaker-twoWhen most of us leave the interview we play back in our minds the interview questions asked and how we responded. Did we give the right answers? Were we too brief in our responses or did we prattle on too much? Did we come across as too shy or to confident? and so on. Ultimately, we wonder if we came across as the right person for the job. Rarely do we question if we shared the appropriate information with the appropriate person. We simply automatically assume we are doing the right thing by selling ourselves and our abilities to all that we interview with. Remember, not every interviewer is created equal!

Read the Interviewer’s Body Language

During the interview it is advisable to read the body language and listen to the language used by the interviewer and respond accordingly. Mirroring how they engage with you is more likely to respond in a favorable outcome. This includes the language and tone that they adopt. If they are fairly reserved and softly spoken they may not respond as well to someone who is overly gregarious as to someone who has a similar mild-mannered approach. Remember that people tend to like and ultimately hire those like themselves, so temper your personal style to the interviewer where possible. For example, while you may be a confident person in the interview, which one would assume is a good thing, it can work against you if the interviewer is not a self-confident and well adjusted person themselves. If you come across too confident and experienced they may see you as a threat to them and their job – hence you don’t get hired. Being likeable and in some instances non-threatening to the status quo can land you the job, which will guide how you behave and respond in the interview.  As covered in a previous blog post “Why we need to like the ones we work with and how this impacts hiring decisions” most of us hire those we like, that we can see making agreeable colleagues.

Assess the Interviewer’s Own Position and Motivations

One other area that is not often considered in job interviews is to assess the interviewer’s own point of view and their position related to the one you are being interviewed for. Knowing who to display your expertise and knowledge to is crucial. It is more likely that those more senior to you are going to be more receptive to a confident and go-getter than perhaps someone who is your peer or at a similar level that you may eventually be competing with for promotions etc. So consider adapting your interviews responses to the decision-making level or seniority of the interviewer.

The Interview is an Intense Judging Process

While there is no doubt that you need to be yourself during  the interview, it is important to remember that interviews themselves are highly unnatural situations.  The interviewer is making rapid judgments about you and may have preconceived opinions of you before you have even met. Hence, everything you can do to mitigate negative judgments being formed is advisable.  Throughout the interview decisions are being formed based on your appearance, language, body language, question responses and your overall manner throughout the meeting. No wonder very few people enjoy being interviewed; even the most seasoned interviewer generally dislikes being on the other side.

Coming Across with the Right Balance of Confidence and Expertise

Getting the right balance in how you come across, particularly through how you answer the interview questions, is a tough balancing act.  It is unlikely that they will hire you if you are too shy and reserved and correspondingly if you are so full of energy and confidence that you are completely over the top. Either extreme is not desirable during the interview process. However, I will qualify this by saying it has very little impact once you are in the job; these extremes of personalities can certainly work well in the workplace but they tend to not work well in the interview process. Generally, round one (and sometimes round two) interviews are conducted by those at a more junior or peer level; it’s only at the end that you meet with the real decision-makers higher up in the organization. It is at this level you can unleash your expertise and really sell yourself without hesitation. Only the most evolved of us are happy to hire someone who has the potential to outshine us.

What has been your experience? Have you not been hired because you came across too competent?


By Karen Jenkin | Posted in Career Services & Advice, Executive Career Management & Development, Executive Job Searching, Interviewing | Tagged , , | Comments (3)