Tag Archives: executive recruiting

How To Hire A Headhunter

Finding a headhunter, typically, is going to involve a lot of the upfront research and getting referrals from people that you know, etc., There are some other, more in depth, pieces that we’ll cover in this blog.

HEADHUNTERS VS. RECRUITERS

Headhunters can be an extremely critical aspect of your hiring process. A headhunter is different than a recruiter, although headhunters are also recruiters. This is someone who is going to go out and proactively search for candidates on your behalf. They are specialists at understanding their client’s needs and going out and networking to find specific talent for specific roles. A headhunter is a specialist in the sense that they, and only they, are going to know exactly what it takes to do the proactive work to find you specific talent for a specific role.

If you have a position that you can post on job boards and find good candidates for, then you do not need a headhunter for that position. Headhunters are more like a secret weapon that you are going to want to yield for specific roles. This is why headhunters are typically used at the executive level, like Director, VP, and C suite.

But headhunters can oftentimes be used at the entry and mid-level as well. In fact, many of our clients use us at the mid-level, as mid-level professionals are becoming harder and harder to recruit in today’s market. There is actually more of an abundance of senior people than there are of very solid mid-level people. Most organizations are weak when it comes to having strong mid-level people. Especially when it comes to hiring millennials.

CLARIFYING YOUR NEEDS

When you’re looking to hire a headhunter, the thing that is most important for you to get clear about first is what your specific need is. You’re going to want to hire a headhunter that is good and specialized in your specific need. But don’t go to crazy here! Many companies think they need to find a headhunter who does exactly what they do. The truth is, most headhunters specialize in an industry or a niche, not in a particular position.

And headhunting is a skill that can be applied to different industries. A good headhunter can use his network and skills of recruiting to head hunt any type of position. This is what makes a good headhunter a good headhunter. You want someone who knows what it takes to recruit and hunt top talent for any position.

You should actually be more focused in on if the recruiter understands what they’re doing. Do they know how to hunt, have a network, seem smart enough to understand your company, your position and your role? These smarts and these know-how are going to be way more important than someone who happens to work in your industry. Just because they work in your industry, doesn’t mean they’re a good headhunter. Now, if you can find a good headhunter who also specializes in your industry, then you’ve struck gold. This is someone that you want to bring onto your team as an asset.

INTERVIEWING POTENTIAL HEADHUNTERS

When it comes to hiring a headhunter, it’s important to know how to interview them, very similar to interviewing candidates. Many companies make mistakes when interviewing a headhunter because they ask simple yes or no questions that are too easy to answer, and therefore they don’t fully screen and vet properly.

You can’t ask a headhunter if they have experience working in marketing? It’s too easy for that headhunter to say yes. Instead, ask the headhunter to give you examples of some of the positions they’ve recently worked and had success with and some of the types of companies they’ve had success with. You’ll also want to find out about what types of markets they’ve had success working in.

Asking more open-ended questions and having the recruiter fill-in-the-blanks is going to give you a lot better insight into what kind of work they do. Ask them to explain to you some of the specifics or some of the niche details of some of the positions they have worked recently.

Another question you can ask a headhunter is about their process. A good headhunter is never going to give you their whole process, but will give you some insight into what they do. Ask the headhunter what they do and what about their process is unique. These kinds of questions are going to flesh out for you about this headhunter’s style.

HONING IN ON YOUR INDUSTRY

You can also ask them questions about your industry. Asking questions about your industry or the specific position you’re working will have answer in a way that will tell you if they actually have the technical know-how of the position that you’re looking to fill.

Some clients like to have recruiters give them a reference. In other words, they want to talk to one of the recruiter’s other clients to get a reference or insight into working with them. Just like we don’t recommend references with candidates, we also don’t recommend references when it comes to hiring a recruiter or a headhunter.

The reason being is that everybody has at least one or two good references. Whether they’re good or bad at recruiting, their reference is never going to be bad. Talking to references is not the best use of your time when it comes to working with somebody. If you’re able to interview someone and get a good feeling for them, then you should be able to run with that.

RETAINED VS. CONTINGENCY

The last piece here comes down to if you’re gonna hire the recruiter as a contingency headhunter or as a retained headhunter. This is a critical topic and it depends on how urgent your need is and how much challenge you’re having finding good people. If you have an urgent need and you’re challenged finding good people, it’s most likely going to make sense to go with the retainer model. A retainer model is more risky, but almost guarantees results if you’re working with the right headhunter.

Headhunters working from a contingency perspective can only give so much priority to their contingency positions. Retained positions always gain priority, and the recruiter is going take it to the very end until the position gets filled. A lot of companies make a big mistake hiring headhunters on a contingency basis when what they really need is a retained headhunter. Don’t let the fear of spending a little bit of money upfront, and taking some risk, stop you from taking the course that’s going to produce the best and fastest results.

CONCLUSION

The key is that you have interviewed your recruiter or headhunter correctly, so that you take out a lot of the risk when it comes to paying that retainer. Retainers are wildly more effective than contingency searches. For example, here at Aldebaran, our fill rate on retained searches is 95% with over 17 years in business, whereas our contingency fill rate is close to 70%, this is a very large difference.

We can guarantee prioritization of our VIP retained searches indefinitely. With contingency, we can only guarantee so much, and the more challenging your position is, the less we can guarantee it because it’s too risky.

This should give you some tips when it comes to hiring a headhunter. Headhunters are critical aspects to an organization when it comes to hiring specific talent. So you want to know when you need one and when you don’t need one. When you do need a headhunter, make sure you’re smart about it.

How Much Does A Headhunter Cost?

In today’s blog we will cover the way headhunters are paid, how much they cost, and the different fee models in which you can hire a recruiter.

Particularly, contingency or retained headhunters.

The costs for various recruiters are similar and there will only be minor differences depending on which company you work with.

It’s important to keep in mind that the fee models for permanent placement candidates versus contract, freelance or staffing can be different.

Staffing recruiters are typically never referred to as headhunters.

When looking to hire a headhunter you’re typically looking for someone who’s going to find a long-term full-time employee.

A headhunter is someone who is hunting high-level, typically director level or above, talent for an organization.

FEE MODEL FOR CONTINGENCY & RETAINED RECRUITING

A headhunter fee is always based off of the candidate’s first year salary as negotiated in an offer letter.

Depending on the headhunter, that first year’s salary can include a sign on bonus or any other compensation that happens in that first year.

The first year’s compensation typically would not include sales commissions or bonuses.

The only bonus that is usually included in a first year salary when calculating the recruiter’s fee is a sign on bonus.

Relocation expenses and anything else of that nature would not be included in the calculation.

RECRUITING FEE RANGES

Whatever the headhunter’s fee is would be multiplied by the first year’s starting salary.

For example, if a Director of Marketing is offered a position at $100,000 and recruiter’s fee is 20%, that would be a $20,000 fee paid to the recruiter.

In terms of the range of fees, these can vary greatly depending on which firm you work with and what type of position you’re working.

Fees can be as low as 15% and as high as 40% or even 50%.

The industry standard is typically between 20 to 25%.

One thing to keep in mind when hiring a headhunter, as with anything, is that you always get what you pay for.

There are a lot more firms out there nowadays doing extremely low fees like 15% while some other firms are up to 30-40-50%.

That doesn’t necessarily mean that you’re going to get a much better service than you might at the 25% range.

FOCUS ON WHAT’S IMPORTANT

As a note, I’ve written other blogs about tips for hiring headhunters covering more important factors than the fees alone.

You should be focused on hiring the right headhunter for your business than trying to get the best deal.

At the end of the day, if you hire a headhunter who is extremely cheap, but not going to get you the results you need, then you’re at a loss.

RETAINED RECRUITING

Retained recruiting can work in a couple of different ways, but is similar to retaining a lawyer.

Although when you’re retaining a lawyer you’re typically making a monthly payment to have them working for you.

This isn’t typically the way that retaining a recruiter works, although you can retain recruiters this way if you have substantial recruiting needs.

Typically a retained headhunter is going to work on one or a handful of positions.

When retaining a recruiter you’re typically going to pay an upfront fee, also sometimes known as an engagement fee.

You’re paying that recruiter for working a search for you and typically that recruiter will have exclusivity working that role.

Any money that you pay upfront to a retained recruiter will come out of your final invoice.

RETAINER FEES

A typical retainer is a third of the estimated fee.

Again, if you’re hiring a retained headhunter to work a position with an estimated salary of $100,000, that’s a $20,000 fee.

If the retainer is 1/3 of the $20,000 fee, you’ll pay roughly $6666, which would then be deducted from your final invoice.

Many retained firms ask for 1/3 of the fee up front, another 1/3 if the placement hasn’t been done at 60 days and the final 1/3 once the placement is complete.

Many companies stray away from retained search firms because any of the money that you pay up front is at risk.

If for some reason they don’t fill the role, you put it on hold or you find someone on your own, you’ve lost that money.

Aldebaran has a very unique retainer model that is extremely low risk, but still gets all the benefit.

If you’re interested in learning more about how we work you should reach out to us!

Although retained recruiting is slightly more risky, it is highly more effective than contingency recruiting.

CONTINGENCY RECRUITING

Contingency recruiting tends to be a favorite for a lot of companies filling lower-level positions.

Retained recruiting tends to be reserved for more high-level roles that require special attention.

The fee that you pay in contingency recruiting is contingent on the recruiter finding the right candidate and you hiring them.

With the contingency search you only pay a fee if and when you hire someone from that headhunter.

From a financial perspective it’s less risk because you aren’t paying any money upfront to secure having the headhunter work for you.

Again we can’t stress enough that you get what you pay for!

RECRUITERS PRIORITIES

Recruiters are always going to prioritize their search internally, and this makes sense.

If someone has paid us a retainer fee we are going to have the work go toward that job, it’s only fair.

Most recruiting firms will only be able to budget a certain amount of time for any contingency search.

For retained searches, recruiters will typically work a job until the job is done.

That’s why retained searches tend to be 30-40% and even sometimes 50% more effective than contingency recruiting.

QUALITY OVER QUANTITY

I talk with a lot of clients with tough roles to fill and they complain that contingency recruiters aren’t showing them good candidates.

This isn’t too much of a surprise.

If you have a tough role you’re looking to fill, a contingency firm is going to give it a shot maybe for a few weeks.

If they don’t come up with somebody it’s going to be less profitable or sometimes even negatively profitable for them to continue working the role.

Contingency firms simply cannot dedicate unlimited resources to contingency searches.

When you’ve got a tricky role or something that requires special attention you really want to go the retainer route.

The retained route is way more effective and if you have a good recruiting firm that you trust, this shouldn’t be an issue as it’s just an upfront payment.

If you’re confident they’re going to find you somebody then that’s the way to go.

CONCLUSION

So this is a basic rundown of how recruiting firms and headhunters are paid.

At the end of the day you want to find a recruiting company that is a good match for you, your company and your industry.

You need someone you can trust who’s going to find you quality candidates.

This should be your primary concern and cost should be your secondary concern.

You do get what you pay for and it is worth it to pay a little bit more for a good recruiter. 


How do you find a great recruiter anyway? Go here for more: https://bit.ly/2EJyIrE


Have questions or want to find out about working with us? Let’s chat! https://aldebaranrecruiting.com/looking-for-talent/

What Is A Corporate Recruiter?

A corporate recruiter is best defined in relationship to an executive recruiter or even a staffing recruiter.

Corporate recruiters exist in house at a corporation regardless of the size of the corporation.

A corporate recruiter could also be called an in-house recruiter and typically exists on an HR team.

Sometimes they’re also on a more distinct department of an HR team known as talent acquisition.

A corporate recruiter’s job is similar to an executive recruiter or a staffing recruiter and is to recruit candidates.

THE DIFFERENCE WITH CORPORATE RECRUITERS

Corporate recruiters are likely focusing on specific roles that tend to have a wide variety of roles and experience.

These roles could be in logistics, marketing, sales, entry-level, senior level or executive level roles and so on.

Often times senior-level roles are reserved for more senior recruiters.

These types of roles, which typically start at the director level or above, require a different type of experience and expertise.

A corporate recruiter often is also focused on hiring for one company only.

An executive or staffing recruiter is going to be working with a variety of clients and locations, often nationwide and sometimes globally.

One thing that’s important to keep in mind with corporate recruiters is that they are always going to be solely focused on recruiting.

All they’re going to be doing is recruiting and managing the full recruiting lifecycle.

*For more information about what the full recruiting lifecycle is, or what a full cycle recruiter is, please refer to an earlier blog HERE.

OTHER RECRUITERS

An executive or agency recruiter is going to be focused on recruiting for multiple companies and levels and probably not solely recruiting.

Agency recruiters are almost always doing some level of sales and/or client services.

Since agency recruiters are also vendors, they will also be constantly managing client relationships, up selling, opening and growing accounts.

This is a unique sales function that is particular to agency recruiters that a corporate recruiter is never going to deal with.

Agency recruiters are typically going to be held to a higher standard as they need to pay more attention to quality versus quantity.

Internal corporate recruiters don’t have to prove themselves as much as an outside recruiter.

Typically corporate recruiters get paid a lot more money than agency recruiters since they’re on salary with some bonuses and commissions.

A corporate recruiter is part of HR, while an agency, executive or staffing recruiter is more of a sales person who is also a recruiter.

ADVANTAGES OF CORPORATE RECRUITERS

One thing to know is that corporate recruiters tend to have an advantage and a better grasp on culture within a company.

Since they’re in house with the company, they have day-to-day interactions with the culture and other employees of the company.

They’re often involved in other conversations with HR about staff augmentation, company structure and strategy.

They will have an insight into things that the agency recruiters are just never going to be privy to.

This can be an advantage as hiring for culture is becoming more and more important across organizations.

Being able to find people that are the right cultural fit for the long term is critical for anyone dealing with talent acquisition.

WHERE OTHERS RECRUITERS FALL SHORT

This is where most executive recruiters or agency recruiters drop the ball.

They don’t do the legwork to find out about their clients culture and their clients needs.

And they don’t stay in touch and communicate with their clients in ways that keep them connected.

They in turn tend to find people that may or may not be the best cultural fit.

Often times this is why there is such an industry wide fall off ratio for agency recruiters.

If you are going to hire a recruiter you want the advantage of being connected with your company culture.

If you’re an agency recruiter it’s critical that you take the extra steps necessary to be able to do that.

Corporate recruiters are often times going to be very invested in their company given that they work there.

So this can sometimes lead to another competitive advantage in terms of finding the right talent.

RETAINED VS. CONTINGENCY RECRUITERS

This is why most of the time retained recruiting agencies are wildly more effective than contingency.

Often companies don’t want to pay engagement fees, but don’t realize the fees are guaranteeing much better results.

For example, here at Aldebaran, we have a 95% close rate on our VIP retained searches while our contingency searches rate is closer to 60%.

This is a very large discrepancy, but that’s because retained searches get prioritized and have permanent VIP status.

A contingency search isn’t going to have permanent VIP status.

When contingency searches don’t produce results in 3-4 weeks they lose priority as other needs come in through the business.

It becomes less and less profitable for a recruiting firm to spend too much time on contingency searches.

If you find a good recruiter and pay the engagement fees, you’ll get sometimes up to 50% increase in effectiveness!

CORPORATE OVERLOAD

A corporate recruiter is likely going to be able to spend unlimited resources on any given position until it’s filled.

This is an advantage, but the potential problem is that roles tend to stack up.

At many organizations, corporate recruiters are overloaded and unable to focus on the needs of the organization. 

Agency recruiters tend to be more experienced and better head hunters than corporate recruiters.

This is simply because of their exposure to different markets, clients, and different types of opportunities.

Agency recruiters tend to have a better understanding of business and how different companies work together.

A good agency recruiter is going to be able to be an asset to you and your talent acquisition team.

If you find and hire a good external recruiter, make sure that you’re leaning on and leveraging them for advice.

They are exposed to a lot and can give you a lot of insight into different aspects and strategies in the market.

So these are some of the differences between corporate recruiters and agency recruiters.

There are many more, but this is an initial look at the differences in the types of recruiters out there. 


Here are more things to consider when thinking of hiring a recruiter: https://bit.ly/2C5Ot9C


Have questions or want to find out about working with us? Let’s chat! https://aldebaranrecruiting.com/looking-for-talent/

How To Recruit Employees Effectively

A major question that many hiring managers, human resource professionals, and business owners have is how to recruit employees effectively.

This is a multi-faceted question that requires a deep dive into best practices and best strategies.

For the purpose of this blog we will take a surface level view of many of the key aspects to give you a competitive advantage on recruiting employees.

What we will cover here will be applicable to anybody looking to hire any type of position for any type of company.

That means you could be a business owner, a human resources professional, a team leader, or anybody else looking to hire for your team.

We recommend that this question of how to recruit employees effectively is a question that you constantly ask.

This is an area that you can always get better at and always have your team building a next level of efficiency.

The better you are at effectively recruiting employees the better you will be at attracting and hiring the top talent in the market.

The more top talent you have on your team, the better your company is going to perform.

The company is nothing more than its people.

HAVING AN EFFECTIVE RECRUITING STRATEGY

First and foremost, if you’re going to be an effective recruiter for your company you must have a solid and proactive outbound recruiting strategy.

Your recruiting strategy cannot rely solely on job boards or passive submissions on your website or LinkedIn, etc.

Job boards like LinkedIn, Monster, CareerBuilder, etc. will get your job out there and will bring in candidates.

However, the quality of candidates with these types of submissions tend to be low and you will also spend a lot of time sifting through resumes.

Generally, the best talent on the market is not actively looking for a new position.

The best talent on the market is likely doing an awesome job in a position somewhere with one of your competitors.

It’s going to be up to you to recruit them away and onto your team.

Therefore you must have a proactive outbound recruiting strategy and a recruiter or recruiters that are dedicated to this.

You can have an internal recruiting team that resides in house in your company or you can work with outside vendors like us.

Either way, it’s critical you have the strategy in place.

You need to have recruiters who know how to tap into the passive talent market to find you the best talent out there.

HAVING A CLEAR EMPLOYER BRAND AND CULTURE

Along with a strong outbound proactive recruiting strategy you also need to have a strong employer brand.

An employer brand is what your company represents to your employees and prospect of employees.

You want a well-built career page on your website that explains your culture, what you do, who you are, what you value and what’s important to you.

We recommend also showcasing your benefits on your website and any other perks that may be involved with working with your company.

A strong employer brand goes along way in making your company seem attractive to prospective employees.

The more questions you can answer about your culture, benefits, perks, values, etc., the easier it will be to talk with prospective employees.

A strong employer brand is critical in representing yourself to the perspective employee marketplace.

LEVERAGING CURRENT EMPLOYEES

The second key point is that you want to leverage your employees.

Your employers are one of your biggest assets when it comes to recruiting effectively for your company.

Your current employees should have a solid understanding of your employer branding.

A good experience of your company is a critical aspect of your employer brand.

Your employer brand should go beyond just a nice website.

Your brand needs to seep into your company culture so that all of your employees are billboards for your company.

You want all of your employees to be fully bought into the vision of your company.

When this is the case, you can then leverage them as advocates of your company.

They likely know a lot of people in the market who would be perfect to join your company and they have large networks and many connections.

You want to be able to tap into those networks and tap into those connections.

Employees are able to sell your company and the opportunity of your company a lot better than a recruiter.

Having a strong employer brand will also help with employee retention – another key point that you want to keep your eye on.

HAVING A SMOOTH INTERVIEW PROCESS

Another thing to keep an eye on is your actual interview process itself.

You need to have a streamlined and effective interview process that leaves candidates with an excellent experience of your company and who you are.

Whether they get the job or not, you want everybody to have a good experience of your company.

In a fast-moving market like we’re seeing here in 2018 you also need to have an interview process that is efficient and moves quickly.

Many hot candidates are being courted by multiple companies at one time.

You want to make sure you move candidates through your process quickly so you don’t lose them to another offer.

Some clients might say that if a candidate doesn’t want to wait through the process then they’re not the right person.

This is a bad strategy that we do not recommend.

You want to move quickly and efficiently no matter what as it’s good for your company and for candidates.

DEFINING YOUR ROLE AND JOB DESCRIPTION

Another important aspect to keep in mind is that for any particular position you want to have a very clear picture of what you’re looking for.

If you have a job description that is not clearly defined, you’re going to have a hard time truly evaluating if somebody is the right fit for the role.

You could end up mistakenly hiring someone that isn’t the right fit because you didn’t interview them against an appropriate measuring stick.

The more clarity you have the more you will be able to customize your interview process and weed out the right people.

TESTING CANDIDATES FOR SKILLS

Along these same lines you want to find a way to test the skills of people you’re interviewing.

It’s not enough to just ask someone if they can do a particular job because most of the time they will just say yes.

You need to find a way to test the candidates in your interview process.

This could be a sample presentation, a case study, some sort of technical test, or something of this nature.

You want to find a way to test candidates in a real life scenario so that you get an actual picture of them doing the potential job.

This is easier said than done for many types of roles, but will go along way after you develop it in your process.

PRESENTING AND NEGOTIATING THE OFFER

Lastly you want to constantly be doing homework about what is the best way to present and negotiate an offer to potential employees.

One of the biggest mistakes clients make is to have their first initial offer to a candidate be a lowball offer.

They may think that’s a good idea because it gives them room negotiate.

While you should not come to the table with your best offer, that also does not mean lowballing a candidate.

Lowballing a candidate at the start will often turn them off very quickly.

This is an easy way to kill the deal after you’ve spent a long time putting someone through the interview process.

Again, don’t make an offer that is your best offer right off the bat.

You want to leave some wiggle room for negotiation as everybody wants to feel like they can get a better deal for them self.

DEFINING BENEFITS IN YOUR COMPENSATION PLAN

Be sure to that your offers come with detailed information about your benefits and perks.

It’s a good idea to put a monetary value on the benefits and perks so that you can calculate that into your total compensation package.

For example, if you’ll be contributing for health insurance, life insurance, paid days off etc. that could add up to another $15-20,000.

So essentially the person would be making $120,000 total compensation rather than just the $100,000 base.

The more you’re able to spell out someone’s total compensation, the better picture you’re able to paint about what they’re actually signing up for.

Candidates tend to be very bad at looking at the big picture and just focus on the base salary number.

CONCLUSION

There are a lot of steps you can take to becoming a more effective recruiter for your company.

The steps to recruiting employees effectively are not linear and it’s really a practice that has many facets to pay attention to.

If you pay attention to all these facets, you can turn your organization into a highly effective machine that will go after the best talent in the market.

We wish you the best!


Need some help writing your job description? Here’s a great start: https://bit.ly/2OcYYlx

Hiring Sales And Marketing Talent

Sales graph, markers and pens, torns sheets of paper with the words Marketing, Sales, Sales Growth - Sales and Marketing positions

Today’s blog is about hiring and working with a recruiter to fill your marketing and sales positions.

Every organization has marketing and sales as a critical function of their business operations.

Having talented marketing and sales professionals is critical to your company’s growth and success.

The better your marketing and sales staff, the more successful your company will be.

One major challenge a lot of companies come across is how to attract and retain the best marketing and sales talent.

The best marketing and sales people are highly sought after and are often courted by multiple companies.

It’s important to have a unique, effective and aggressive strategy in order to attract and get these people on board your team.

FINDING TOP TALENT TO FILL YOUR ROLES

Long gone are the days where you can post a job in the classifieds and get people calling.

Job boards like Monster and CareerBuilder are mostly ineffective and are likely going to give you more work.

You will spend hours sifting through unqualified resumes and candidates in order to find maybe one person worth interviewing.

TAPPING INTO PASSIVE TALENT

The truth is that the top talent in the marketplace is not out aggressively looking for a job.

98% of the candidates we place with our clients are not actively and aggressively looking for a position.

This is what’s known as the passive talent market.

An effective talent acquisition strategy must include an effective pathway into speaking to, attracting and nailing down passive talent.

You must find a way to get to the people that are never going to hear about your company unless you proactively reach out to them.

This can be especially challenging with marketing and sales folks.

NARROWING THE POOL

These people tend to be extremely busy, bouncing from project to project with limited time to be applying for jobs, interviewing, etc.

Marketing and sales roles can become more and more nuanced, niched and challenging to fill.

You may require certain specialties, experience, technical capabilities, relationships and may even need to be within a certain geography.

As you add more and more specialized requirements to your position, you are narrowing down the talent pool further and further.

WORKING WITH A RECRUITER LIKE US 

This is where working with a recruiter like us can make a difference.

And when I say a “recruiter like us” I mean a headhunting firm to aggressively go after the best talent in the market.

A firm that will sell the opportunity of your company and the position to the candidates.

This is very different from a recruiting firm that will send you whatever resumes they have on their desk.

That is similar to the results you would get by using a job board.

A true headhunting firm is going to put in the volume and massage their network and the market.

They will be able to drum up the people that you want, particularly people from your competition.

NOT JUST ANY RECRUITER

It’s important to work with the recruiter that has significant experience working within the niche you need.

Marketing has become very nuanced and there’s a lot of different ways and types of marketing.

Take into account your industry, your vertical, your expertise and your products or services.

Find a recruiter who is going to be able to understand the nuances of marketing and sales.

You need them to understand your business and the different facets of marketing that you’re going to need.

Every company needs different strengths or skills depending on different facets of their marketing mix.

You want the recruiter who is able to hone in on the correct niche and the correct type of market for your business.

If you hired a firm that works mostly with technical people, you’d likely get resumes out of left field which would not do you any good.

In fact, it would likely just give you extra work and make your life more difficult.

When looking for an outside recruiter to work with it’s important to find someone who specializes in marketing and sales.

They will know what questions to ask you and the candidates to make the right match for the skill set that you need to fill your open roles.

PERTAINING TO AGENCIES AND AGENCY TALENT

This can be particularly and increasingly true and important if you are some type of agency.

Whether that be a digital marketing, advertising, media, public relations firm or something similar.

There is a unique nature to working with agencies and agency talent.

As an agency, you want the recruiter you hire to know what it takes to recruit agency talent and to understand the agency world.

They will be much more suited to get you the right candidates than someone who doesn’t understand the agency world.

As a talent acquisition or hiring manager the last thing you need is teach someone something as well.

So you don’t want to hire a recruiting firm that you have to teach too much about your type of business.

You want to hire a recruiting firm who already understands your type of business.

You want them already asking the right questions to understand your role, your culture and your company in order to find you the right talent. 

IN CONCLUSION

If you’re looking to hire top marketing and sales talent for your organization it’s critical that you have an aggressive and proactive recruiting strategy.

Sometimes this can be accomplished by having your own in-house recruiting teams.

However if you have a lot of open positions it’s likely your team will easily get overloaded.

There’s a high chance you’ll need to bring in an external recruiter to provide the actual recruiting volume needed to fill your critical roles.

With marketing and sales, it’s important to work with a recruiting firm that specializes in that aspect of your business.

Find a recruiter that pertains to your business.

Whether they specialize in marketing and sales, technical positions, finance and accounting or legal.

The point is to make sure that the recruiting vendors you work with are focused and specialize in the specific areas that you need.

Be wary of any recruiting firm that says we do it all.

Nobody does it all and at least nobody does it all well!

Take these simple tips to create an effective and aggressive planning strategy to hire and retain the best talent in the market.


Here are some qualities and skills to consider when looking for sales and marketing talent: 

https://bit.ly/2OVqDF2

Job Market Tips For Employers And Job Seekers

Lance here today shooting a quick video with tips for success for both Employers and Job Seekers in this hot summer job market.

For Employers:

If you are an Employer looking to add to your team, its important to take a few simple steps to make sure you have a competitive edge in the current candidate driven market.

It’s important that you find a way to have a proactive outbound recruiting strategy. The number one HR complaint across Employers in 2018 is a tremendous lack of quality of resumes coming from online job boards. It’s very likely the right talent for your organization will not find you alone. It’s imperative you have someone on your team headhunting for you – either an internal employee or a qualified headhunting agency.

In the current market, which is certainly candidate driven, it’s critical that your interview process is streamlined and effective. If your process is slow, or unorganized, you really do risk losing great candidates to your competition.

For Job Seekers:

For you job seekers out there, my best advice is to make sure you are doing due diligence when interviewing. There is too much of a tend of “job hopping” starting to show up, and this is a major turn off for 9/10 prospective Employers. Be smart about how you manage your career.

It’s important you do everything you can to stand out in the crowd as well.

-Have an impeccable and well crafted resume,

-exude professionalism in all communications (email, phone, in person, etc.),

-do sufficient prep work for all interviews,

-always let your enthusiasm and excitement for the job come across,

-always follow up with interviewers with a thank you email,

-be on time for everything!

-always be asking yourself the question: How can I stand out in the crowd?

Hopefully you all find this video useful!

Meet A Business Influencer: Drew Auker

Happy Friday! “Meet A Business Influencer” E03 is now live on our Youtube channel. This interview is with Drew Auker, Broker and Real Estate Consultant at The Auker Group.

In this episode of “Meet A Business Influencer” Lance Winsaft sits down with Drew Auker and they cover some incredible topics for those of you interested in Real Estate as well as those of you interested in what it takes to run a coordinated team effectively and efficiently. 
 
Drew has more than a decade of experience helping San Deigns buy, sell, and invest in real estate. He is consistently recognized in the top 1 percentage of REALTORS in San Diego County and has been named the “Top Performing Individual Agent” at Ascent Real Estate every year since 2013. 
 
Learn more about Drew and The Auker Group here: http://aukergroup.com/
 
Full interview is available here: https://www.youtube.com/watch?v=RqHAhQ9BOus
 
Connect with Drew on LinkedIn here: https://www.linkedin.com/in/drewauker/ 
 
We hope you enjoy the video!
 
Stay tuned to our LinkedIn page and Youtube channel for more upcoming interviews with influencers in the business community. 
 
Thanks and have a great weekend!
 
Lily, Lance and the Aldebaran Recruiting team

How To Be A Powerful Leader, Conscious Leadership

Compass pointing to Leader - Follower - Leadership Management

 

Archetype

Archetype concepts are intriguing to me and I believe them to be extremely powerful in creating new realities. I was first exposed to the concept of archetypes when I was a very young girl.

My father taught me that if I wanted to live the life of an extraordinary human being, it was useful to create the “archetype” of what an extraordinary human being looks like.

Then, when I was a teenager, he insisted that I create the archetype of the “ideal woman,” a blueprint if you will, of the kind of woman I could aspire to become.

There were many conversations about archetypes while I was growing up, including the archetype of the “ideal man,” designed to help me manifest a husband with “superior” qualities.

I wish I’d paid closer attention to these teachings when I was younger and put them into practice with more fervor.

Fortunately, I did eventually catch on and I’ve used the powerful tool of creating archetypes in many areas of my life, especially in creating my businesses.

Etymologically speaking, an archetype is an “original pattern from which copies are made,” and derives from the Latin noun archetypum.

The adjective form is archétupos, which means “first-molded,” a compound of archḗ, “beginning, origin,” and tupos, “pattern,” “model,” or “type.”

The word “archetype” has been written about and used by scientists, psychologists, philosophers, artists, writers and many others in different ways and with varying purposes.

This fascinates me!

Archetype as a Blueprint

The way I want to use it in this text is somewhat synonymous with the word “blueprint,” which is a design that serves as a mold, model or a template.

If you were going to build a house, you would not even attempt to do so without a blueprint.

Likewise, if we are going to design the model for entrepreneurial or corporate leadership in the 22nd Century, we need to start with a blueprint, a planned design.

I am calling this The 22nd Century Leadership ArchetypeTM.

Moments after I sat down to write this piece a knot formed in my throat.

Moving To Conscious Leadership

That is how moved I am about the concept of what conscious leadership could represent for humanity as a whole. I literally wanted to cry.

Tears actually did form at the edges of my eyes when I got present to how much work there is for us to do.

While I am inspired by the many corporations that are paving the way towards conscious leadership, as I observe our political landscape (where the solution to violence in our schools is arming teachers) and to what some companies are doing to make a profit no matter the cost to human dignity and life itself I can’t help but know in my heart that there must be a better way.

In just the last 2 decades we have made so many advances in science and technology that I do believe we are more connected than ever with what it will take for us as a “collective” to move into total homeostasis as a species…a species that thrives all the while bringing harmony, balance and serenity to all living beings sharing this beautiful planet with us.

With this in mind I am suggesting we, the community of small business leaders and entrepreneurs, come forth with an archetype for the corporate leadership we want our great grandchildren to experience.

If this is to be, we must begin to design the blueprint for it now, today.

The 22nd Century

The 22nd Century is only 82 years away. You and I will be gone. And so will our children, most likely. But our grandchildren will be here and our great grandchildren will definitely be here. What is the world we want them to inherit?

Think about this for a moment. What is the experience of our world that you want your grandchildren and great grandchildren to have?

Given that corporations pretty much run the world, doesn’t it make sense for them to be led by individuals that are highly aware and conscious?

Doesn’t it make sense for corporations to lead humanity into a world equipped to foster wellness for all human beings?

I believe wholeheartedly in the power of corporate leadership. And I am committed to playing a role in creating a world where corporations lead humanity to a higher state of consciousness, a world where we can all thrive, a world where no one is judged or discarded. What do you want?

The following is a starter list of qualities that comprise an archetype of the ideal corporate leader.

10 Examples of The 22nd Century Leadership ArchetypeTM:

1.  Discerns that which is not good or right for the whole of humanity and declines to engage in that which is not.

2.  Leads through example, no kidding, consistently and always.

3.  Emulates compassion, forgiveness and comprehension at all levels.

4.  Understands without reservation that we are all connected in every way; that without exception what we experience as an individual is experienced by all. Executes based on this principle.

5.  Courageous at a level where fear of personal retribution is non-existent and steps into full authenticity with zero regard for “looking good.”

6.  Complete trust in profitability through absolute integrity.

7.  Generates abundance and prosperity effortlessly and in alignment with good will for all.

8.  Replaces ego and personality based choices with those that arrive from an Inner Knowing that is clearly aligned with the higher purpose to serve all of humanity.

9.  Understands through clair cognizance that when a conflict shows up it does so to teach or remind us of something we need to recognize about ourselves so we can shift it and transform it within.

10.   Naturally sees, recognizes and deeply appreciates the inherent and profound value in all human beings regardless of age, ethnicity, gender, religious affiliation, country of origin, or any other “label” that might mask this truth.

What Questions To Ask During My Interview

4 Business people communicating - What Questions To Ask During My Interview

So you are going to interview for that great job you found – but what are the best questions to ask to determine if it’s a fit for you? You may only get to ask a couple, so make them count! This is a major opportunity to interview the interviewer. You want to take advantage of whatever chance you can to determine early on if this is the right company for you.

Interviewing is a way to not only have employers ask questions to see if you are the right fit for their company, but also vice versa. It is always important to ask yourself if you can see yourself working for the company you are interviewing for. Asking a variety of questions that really gives you good insight on if the job opportunity is going to be a good match is vital. This is easier said than done, so we have some tips for you.

Culture is critical

Your skill set may be a match but what about culture? Ask questions that really give you a good sense about what people at that company are like. Ask about company outings, dress code, benefits and wellness. These types of details are extremely important to see if you would be a good match to the company. 

You want to also already be clear about what YOU are looking for in culture. Do you value work life balance? Maybe a close knit culture is important to you. Work hard play hard may be up your alley. Perhaps a lot of structure, or a little structure is important. The point is that you have a good picture of what you value so you can compare what you hear.

Really honing in on what a person in the position you are interviewing for needs to address or do in the role in order to be successful are good questions to ask as well. Assuming you are talking to the direct hiring manager, find out what they expect a successful person in the role to accomplish. You will want to get in their head. Could you really do the job? Are their expectations realistic?

Below are three very good and important questions to ask during a interview that we read in an article called, “Three Interview Questions To Test If An Employer Is Right For You”. 

1.) What character traits do people demonstrate that succeed in this role and company?

A question like this really will give you insight on if this role is a good personality fit for you and if you will be capable of being successful by how your traits and habits are. You will know right away of those traits are describing you or not.

2.) What are your favorite things about working at this company? 

Learning about why your interviewers like to work at the company you are interviewing for is a question that really determines the culture of the business. If you can gauge if they truly enjoy their job and work culture it will give you an idea of how everyone feels about the company. It is important to work somewhere that your co workers enjoy working at because it creates good relationships amongst each other.  You can even ask what are some of the things they dislike about the company. It’s natural and healthy for there to be likes and dislikes. No company is perfect and you should never expect that. What they dislike will still be very insightful.

3.) What challenges has your team faced in the last year? What are your team’s goals for the next year? 

Asking a question in regards to what challenges the department or company you will work for gives you realistic goals that soon will be on your plate. Seeing what goals they are trying to accomplish will give you an overview of what your job will entail.

Conclusion

Asking the right questions at a job interview really will give you a good idea if it will be the right fit. Don’t take a job just because it looks good on your resume or because of money. We see way too many people get caught up in money and wanting to make a move try to get ahead. Chose a job that you will be a good fit for you both skill wise and personality. 

You have to be smart about making a move, your resume needs to show stability. Our clients are constantly turning down resumes because people look like job hoppers. Often times those people left their jobs because they ended up not being a good cultural fit. This is understandable. But if they had done a better job of looking at this before accepting an offer, they wouldn’t be stuck in this sticky situation. 

The last thing you want is to be stuck at a company because you didn’t do your due diligence. Or you have to jump from a couple jobs and now you look unstable. There is a lot of risk in not asking the right questions during your interview.

Make the most of your career and your life! Aldebaran Recruiting is here to coach our candidates throughout the entire recruitment process making sure our candidates and clients have the right fit. 

Meet The Team: Jackie Kellam

As the latest installment of our “Meet The Team” Video series, today Lance Winsaft sat down with Jackie Kellam, one of our awesome Senior Associates in San Diego. They chat about where Jackie is from and also about important changes with laws around disclosing salary.

Feel free to connect with Jackie Kellam on LinkedIn at:

https://www.linkedin.com/in/jackiekellam/ 

Thank you from,
 
Lily, Lance & the Aldebaran Recruiting Team!!!
 

Finding Your Ideal Career: Where Do I Start?

Woman looking up before a chalkboard - Career

What is my ideal career?

Finding your ideal career is not easy, but the fact that you’re reading this article means that you’re a driven, motivated individual that’s willing to work hard for it. Good job! You’ve already gotten the first step down: To find the motivation.

So what’s next? Well, here are some essential steps to start finding your ideal career. It is recommended that you write your ideas down as you go to make it more concrete and easier to work with.

Define your passion

First, you need to do some self-assessment. What are some things that you like? What is it that drives you? It doesn’t have to be career- or industry-specific. Your motivation can be your simplest desires like “I like helping others” or “I like it when the numbers come together.” Landing a job that aligns with your passion will definitely boost your performance and leaves you feeling satisfied. Asking yourself these types of questions will help you determine what your ideal career is.

Define your strengths and weaknesses

Make a list of things that you’re good at and what you need to work on. You’ll more likely enjoy and succeed in a career that allows you to make use of your strengths. If you’re concerned that your ideal career path might not suit you because of your weakness, don’t be discouraged! In fact, good for you! Now you know what you need to work on and you’re one step closer to being in your ideal career.

“What are your weaknesses?” Everyone’s favorite interview question to answer! Honesty truly is the best policy here, so don’t try to be over strategic. Your weaknesses are an important part of the interview process on both sides.

Gain experience

You may have found it difficult to list your passion, strengths, and weaknesses. That’s ok! You’re not alone. You’ll need to give yourself some time to identify both your natural and learned skills. Take the time to understand your own potential. After gaining some experience, you’ll be better able to assess yourself and find a skill (or a combination of it) that you can capitalize on.

Define your priorities and career goals

Everyone has slightly different goals in life. Some will want to focus on their career growth, while others want to focus on learning new skills. If you’re focusing on your career growth, avoid the common mistake of prioritizing short-term improvements. What you want now may not be aligned with what you want five or ten years down the road. For example, don’t be swayed by a job promotion if it means that you’ll be stuck in a career path that you don’t want to be in.

If you are in a job you don’t like – LEAVE! Nothing is worth your unhappiness. In fact, if you don’t LOVE it, I say leave. Value yourself enough to have your job/career be a reflection of what matters to you. Be enriched, be alive, make a contribution. 

Consider the work culture

Work culture may seem insignificant, but it actually matters more than some would think. Consider the work environment that would suit you best. What will your relationship with your coworkers look like? What style of company leadership do you look for? These things can contribute to whether you will enjoy a job or not. For example, some would enjoy working in a big corporate company while others thrive in smaller companies. Do your research. Find out if the work culture of the jobs in your career path would allow you to perform at your maximum potential.

Money is not everything

Yes, we all have to pay our bills. However, money shouldn’t be your primary goal. You’ll always want “a bit more.” You’ll never be content if your goal purely about gaining more money. Instead, think about what matters to you most. Do you want flexible work hours? What kind of lifestyle do you want to live? Revisit your values, life priorities, and career goals.

It’s always nice to be in your ideal career. But like everything nice, it will take time and effort. So put in those hours and don’t hold back on those sweat and tears! You might only land a decent job in the beginning, but rest assured, your efforts will pay off sooner or later. Best of luck!

Trust your recruiter about the best salary to represent you at. Trust me, we have your best interest in mind to negotiate you the best possible salary! We see WAY too many candidates ask for too much salary up front and price themselves out compared to similar candidates.

There is a difference between your worth and your MARKET worth. You need to set ego aside and play the market right. If there are candidates with several more years experience than you, and asking for the same, or even sometimes less, money, you will have priced yourself out even before even getting in the game.

Recruiters are able to give valuable insight into your competition. Use us wisely.

Side note, don’t make a career move if money is your only motivation. This will make falling into this trap even more likely.

Conclusion

You shouldn’t expect to simply fall into your ideal career. Be proactive and do your due diligence. Everyone should be in a career they love with a company they are passionate about. No one should settle ever! In the US alone there are amazing companies and amazing jobs out there. Complacency will be your number one enemy with fear as a close second. 

If you ever feel stuck or alone or overwhelmed as you go through this process, always remember you are not alone. Use your friends and family as a sounding board. Reach out to co-workers, coaches, consultants. There are a million resources at your fingertips, you simply need to take the action and get out there.

Action is the only thing that will ever produce a result. Start small if you have to, but one way or another, get in action. The more action you take, the more results you will start to see.

We wish all of you the best in your career searches. Believe in yourself and your skills, and most importantly, never give up!

If you already know what your ideal career is, consider looking for a new job on our job boards.

If you don’t, good lucking finding your ideal career!

2018

How To Improve Your Candidate Experience

What is candidate experience?

Candidate experience is how a job seeker reacts to a company’s recruiting process. There are hundreds of articles out there on how to improve candidate experience. It’s a topic that’s been gaining much popularity in the recruiting world, but why does it matter? There are billions of people out there looking for jobs. Surely, companies will eventually find one that qualifies for the job, right? Not so fast! Here are 3 reasons why you should treat your candidates as valuable as your customers.

The majority of candidates we speak with voice complaints about candidate experience. It seems most job seekers out there are not having a good experience when interviewing. This is a shame because many employers turn off good talent this way. Employers are missing out on the top talent. This is something easily avoidable.

Candidate experience > Employment brand 

All companies strive to improve their brand reputation. However, your reputation as employers should not be overlooked. A company cannot build a strong brand reputation if the people, including your valued customers, learns that its employees and candidates are not treated right. A poor candidate experience will set back your efforts on building that solid brand reputation. Creating a strong reputation starts from giving a delightful candidate experience.

In fact, a solid candidate experience is the foundation for an employment brand. You will instantly increase your reputation by having a stellar interview process. Word gets around fast, especially in niche markets.

Attract top talent

Improving your candidate experience builds a strong employment brand. In turn, a strong employment brand attracts talented candidates. Candidates have worked very hard to earn their degrees and gain valuable work experiences. They don’t deserve to be left in the dark or given vague responses. Talented candidates know their value and want to be treated right. Giving candidates a pleasant experience allow them to shine. They’ll be better able to show their strengths and you’ll be better able to pick the right candidates.

This is a major step to getting the best people. And your people are everything. If you want the best act like that best. This includes having a first class interview process and candidate experience. Be know for your interview process and you will attract the best. be know for a not so good experience, and the best will avoid you like the plague. Thebest are never desperate.

Attract more customers

Yes, you read it right. Candidates who’ve enjoyed their application process will share their positive experiences. This is an opportunity to build a positive image for your company to attract more customers. Kevin W. Grossman, vice president of Talent Board, has spent many years in the world of talent management. He found that having a positive candidate experience can positively impact the direct revenue for consumer-based businesses.

This is an easy way to increase your bottom line with little to no financial investment. Reputation is more important in the digital age. This can turn good or bad very quickly. Stay on top of your reputation and reap the benefits.

Conclusion

Treating your candidates right will not only build a strong employment brand, it will also help you attract more valuable candidates. Furthermore, it helps you attract more customers, thus increasing your company’s revenue. Start improving your candidate experience. What’s there to lose?

Pick one or two things you feel would increase your value in your interview process. Train your staff provide feedback on time, give detailed feedback. Don’t leave people hanging. Give great tours of your office, share your vision with interviewees, get them excited. Have the process be smooth, fun, enjoyable, and inspiring. 

Most importantly, train your staff to care.

 

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Meet The Team: Brandi Wheeler

 
We hope you are having a great week and easing into Autumn. In this latest installment of our “Meet The Team” video updates, Lance sat down for a brief chat with our Georgia sweetheart, Brandi Wheeler. Brandi is a rockstar recruiter and is also a huge football fan… GO DAWGS!
 
Feel free to connect with Brandi on LinkedIn at: 
 
Thank you from,
 
Lily, Lance & the Aldebaran Recruiting Team!!!
 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Aldebaran Recruiting Team in NYC For AdWeek

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Two members of our San Diego recruiting team have been spending the week in New York City for AdWeek. Brandi Wheeler and Jackie Kellam have been enjoying the networking opportunities, conferences, talks, and meeting with many of our amazing clients. 
 
Networking is critical in any industry and events like AdWeek provide not only great opportunities to mingle and meet new people, but the educational aspect is a huge factor when we are deciding when and where to send our people. A multi-day event is always a much better investment as well.
 
Networking tips:
  • Always have plenty of business cards, and make sure they are up to date and high quality. Get as many cards in return as you can, follow up with everyone either via email or on LinkedIn, or both.
  • Don’t be a wallflower! Don’t be bashful about jumping into conversations that are already happening. Make eye contact, have a solid handshake. Have something quick and catchy to say about you and your business. Some thing like, “We are the most effective marketing recruiters in the country.”
  • Dress sharp. Your appearance is critical in face to face meetings and you get one chance to make a first impression.
  • Get to know people. Don’t use your conversation to only try and sell your product or service. Focus instead on building a rapport and relationship. People like doing business with people that they like.
  • Have fun! Networking is a chance to meet people and build relationships, do it as much as you can! 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Meet The Team: Mark Kapov

This is a continuation of our “Meet The Team” video updates. Today I sat down with Mark Kapov, one of our rockstar senior recruiters. Mark is an all around great guy!

More to come in the future with other team members.

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

 

Introducing The San Diego Aldebaran Team

This is a quick video making some formal introductions of our team members here in San Diego. More to come on each team member individually!

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Hello From The San Diego Aldebaran Recruiting Team!

Hi everyone,

Here is a quick video introduction of our Aldebaran Recruiting San Diego office team. We started to record a series of different videos that gives you a closer look at what our team looks like. 

We want everyone to put faces to our name. Hope you enjoy!

 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

Tips For Entrepreneurs – Accessing Solutions to Your Business Problems – Part 2

Below are my top three tips to bring truth and wisdom to your life so you can succeed in your business in the way that you have always dreamed possible:
1.   Spend at least 15 minutes a day in silence, 30 minutes is even better. 

This sounds easy and almost silly. But I can assure you that it is neither. We live in a very noisy world. Inside our head there is a voice that is constantly speaking to us, and it is not always saying positive things.

Our reality is shaped by the thoughts we entertain. Therefore, make sure to entertain only those thoughts that support your goals, your dreams, and your possibilities. In moments of silence we can reconnect with these ideals and find creative ways to think and speak them into existence.

Meditation is an amazing tool now being used by corporate executives across the globe. Join the movement!

2.   Stop each day to listen with your heart instead of with your head. 

Close your eyes and center your attention in your heart. Science is discovering that the heart holds an intelligence that is far greater than that of the brain.

The HeartMath Institute is studying heart intelligence and is providing “scientifically-validated and market-validated tools and technologies that activate the intelligence and power of the heart to dramatically reduce stress while empowering health, performance and behavioral change in individuals and organizations.” 

According to “Let Your Heart Talk to Your Brain,” a Huffington Post article by HeartMath, “… the human heart, in addition to its other functions, actually possesses a heart-brain composed of about 40,000 neurons that can sense, feel, learn and remember.

The heart brain sends messages to the head brain about how the body feels and more. Use your heart to uncover the answers to the every day problems your business is experiencing!

3.   Use the power of your dreams to find solutions to complex problems. 

Often I have gone to sleep at night not knowing how to handle a certain problem in my business, only to wake up with the perfect solution.

I’m sure you have experienced this too. Dreams carry messages from our subconscious.

These messages, when accurately interpreted can bring amazing insight and information to us. Nobel Prize laureate Otto Loewi dreamed about the experiment, which would prove his idea that nerve impulses are chemically transmitted!

Practice these techniques to eliminate worry and to bring full clarity to those situations that ultimately actually do require expertise beyond your own level of knowledge. In other words, use experts only when you have exhausted your own Inner fountain of information.

Believe in yourself. You are more powerful and more knowledgeable than you can comprehend!

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Tips For Entrepreneurs – Accessing Solutions to Your Business Problems – Part 1

Consultants are expensive. When you contract a consultant, you are paying for expertise that you do not have.

This can be very valuable. Indeed, I have benefited greatly from “selling” my knowledge to those that do not know what I know. And I have earned every bit of financial reward gained through helping others where they lacked information necessary to succeed in one area or another.

Looking to experts for knowledge is very helpful, especially when you are an entrepreneur interested in success.

One might say that it is impossible to know everything that one needs to know in order to run a successful business, whatever size it may be. And this would be true. Except when it’s not.

Sometimes we look to experts because we lack confidence in ourselves or because we do not believe that we know the answers to the questions we seek. At times we may even know what we need to know but we lack the courage to execute. In these instances we are paying a price for ignoring that we actually know more than we think we do.

Or, that we are capable of achieving great things through sheer perseverance alone, for example.

No matter how technical, no matter how complicated a problem, what if you could tap into a universal source of information that would allow you to connect with what you need in order to thrive in your business?

Maybe we can’t download information about how to fly a helicopter the way the character Trinity in the movie The Matrix does, but I believe we all have access to an infinite amount of knowledge that is stored in the universal memory banks. This information is accessible through our intention.

The human mind is an incredible machine capable of receiving and already possessing much more information than we can ever imagine.

Science is teaching us through quantum physics that all knowledge is stored within the very DNA housed in our cells. By activating our so-called “Junk DNA,” we are able to discover the unlimited potential we have within us to create and manipulate the universe.

We have only to set aside our limiting beliefs, step into our full power and trust in the capacity we have to move through every opportunity with wisdom and grace. For entrepreneurs, there is no greater challenge than to understand the seemingly complex nature of the structure of a business.

Key questions we face as small business owners:

-What makes a business succeed?

-How can technology be used to empower the very structure of our business?

-How can we wisely utilize human capital to support our profitability?

-What are the financial models that work for us? How can we establish credibility for our brand?

-What limits us in causing our business to succeed at the level of our wildest dreams?

These are all questions we face daily as business owners.

You got this!

Most of us do not believe we can answer these questions on our own. And often when we try, we fail. Fear gets in the way, belief systems we acquire in our childhood, such as “I am not good enough” or “there must be something wrong with me,” stand in the way of our success.

If we can put aside these limiting patterns in our behavior and in our mindset, we will begin to utilize the Inner Knowing that we have come here with and that we have acquired through the evolutionary process of our species. First, we must believe in ourselves and then we must trust that we CAN have this access!

Everyone has experienced what is called an “aha moment.”

These moments of enlightened truth come to us from the very source of Inner Knowing that I am referring to. Usually these aha moments occur randomly in our lives.

And when they do we are often astonished and amazed at the truth and wisdom within them. How can we cause aha moments to come to us at will?

How can we conspire with the source of Inner Knowing to bring truth and wisdom to our experience whenever we choose?

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Our CEO, Lily Winsaft On The Brink Of Getting Published – First Novel, See Link!

Wake the F*ck Up
A Young Man’s Souljourn

Synopsis

Young people are faced with all kinds of turbulent experiences. So many of our children today are battling depression, anxiety and addiction. Suicide rates among children and young adults is skyrocketing. This is alarming. We must teach our young people that suffering is not necessary. We must teach them to wake up to their true light, to their divine potential!

This story is based on the real experiences of a young man who suffered an unspeakable life from a very early age. It was an age in which what he should have been experiencing was bedtime stories, birthday parties, and Little League. Instead, Daniel was repeatedly abused and neglected, eventually becoming a ward of the state of Massachusetts . . . a state that ultimately allows him to fall through the cracks. 

His journey to enlightenment serves as an inspiration for all of humanity.

Author
Lily Winsaft spent over 25 years in corporate America and owns a recruiting company that is currently managed by her oldest son. She studied psychology in college and was raised in a home where metaphysics was the backbone of all teachings. Reincarnation, karma, the chakra system, astrology, mythology, clairvoyance, etc. were all family suppertime topics.  

She had a very interesting adolescence and young adulthood in which she practiced meditation, yoga, dreamwork, and out-of- body travel. Later, her professional career focused on Sales, Recruiting, and Coaching (Career, Executive and Life). She is an entrepreneur at heart and an aspiring writer. 

In her early 40’s she became a certified ThetaHealing practitioner and has witnessed hundreds of energy healings. Lily is also a highly skilled Akashic Records reader and regularly teaches classes at the Jamar Enlightenment Center in Palm Beach Gardens. Her soul’s purpose in this lifetime is to be of service to humanity by helping people remember who they are and why they are here. She facilitates Transformational Breath sessions, teaches the DreamWorker™ Protocol & Technique (a process she created), leads meditations and is an avid beach walker. 

Learn more and preorder at: https://publishizer.com/wake-the-fuck-up/#horizontal 

Keywords: executive recruiting, recruiting, advertising, marketing, media, sales, pr, public relations, business, financial, hiring, ad agency, san diego, miami, atlanta, new york, los angeles, chicago, san francisco, long beach, lance winsaft, lily winsaft, Aldebaran Recruiting, corporate politics, customers, client, digital marketing, negotiation, small business, salary, candidates, cpa, millennials, generation z, interviews, coaching, job description

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