022 Dianne Shaddock: An Insiders View
10/12/12 • 44 min
Internet radio for savvy professionals –
doing work you love, work that matters.
Our guest is Dianne Shaddock Austin. Today we’re talking with an insider about the impact of new trends on recruitment practices and suggestions for getting seen by a large complex organization that by their reputation already attract a high number of applicants.
Dianne is the President of Easy Small Business HR, an online employee management resource, and the host of the iTunes podcast “Employee Hiring and Management Tips”.
She has over 20 years of experience as an HR professional and has successfully helped managers at all levels recruit, hire, and manage staff. She has done extensive work in diversity and inclusion as well as in counseling employees and job seekers alike on how to best position themselves during their job search and manage their career development.
Dianne is the author of several books. Her newest guide “Strategies For Finding and Keeping Your Job: Secrets From an HR Insider” will be published later this year.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Listen to the full interview by clicking player above.
Here are some exurps from today’s interview...
From the show
Having the best people and the right people is so critical for any organization. We certainly, as an organization, could not have attained the status of #1 Hospital in the Nation if it wasn’t for our employees; and that’s everyone from our nutrition and food services staff on up to the physicians and administrators. We do a great job at Mass General– recruiters understanding what talent works well in the hospital based on our business goals and our culture.
We try to make sure our hiring managers are up to speed on the best interviewing practices...
Applicants are competing with hundreds of other applicants.
I talk to people a lot about educating them about the process because I do sense a frustration from so many people who just feel like they have the qualifications and no one is calling them. Is it a waste of my time to even apply? Well, it’s not a waste of your time and I don’t want anyone to misunderstand what I’m saying in terms of you want to take different approaches towards finding a job. What I want to emphasize is you don’t want to just rely on submitting a resume and waiting for someone to call you. When you do go through the process of submitting a resume to an organization like Mass General, you want to make sure you dot all of your I’s and cross all of your T’s. Just a tip for listeners out there, if you should apply for a job at Mass General, we look very closely at the qualifications that are listed in the posting against the resume.
Just to give listeners another perspective on that, I think first of all; as I mentioned earlier; there are some core requirements that an applicant would need to have in order to be considered for the job. Now, once that person has those core requirements, there’s always going to be things that, no matter how much expertise you bring to the table that you’ll have to learn in a new organization. I do understand the frustration of having 80% of the experience. The key is really that you have those core qualifications; the core requirements that are needed. If you don’t, managers just don’t have the luxury of training or sending someone to training for the core competencies.
I think the first baby step is to do some self assessment. Thinking about where you are now in terms of your career and what path would you like to take? You may find through that self assessment process that there is a path you want to take.
Listen to the full interview by clicking player above.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Contact Dianne Shaddock
Website: http://easysmallbusinesshr.com
Email: [email protected]
Twitter: @diane_esbhr
Resources
Internet radio for savvy professionals –
doing work you love, work that matters.
Our guest is Dianne Shaddock Austin. Today we’re talking with an insider about the impact of new trends on recruitment practices and suggestions for getting seen by a large complex organization that by their reputation already attract a high number of applicants.
Dianne is the President of Easy Small Business HR, an online employee management resource, and the host of the iTunes podcast “Employee Hiring and Management Tips”.
She has over 20 years of experience as an HR professional and has successfully helped managers at all levels recruit, hire, and manage staff. She has done extensive work in diversity and inclusion as well as in counseling employees and job seekers alike on how to best position themselves during their job search and manage their career development.
Dianne is the author of several books. Her newest guide “Strategies For Finding and Keeping Your Job: Secrets From an HR Insider” will be published later this year.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Listen to the full interview by clicking player above.
Here are some exurps from today’s interview...
From the show
Having the best people and the right people is so critical for any organization. We certainly, as an organization, could not have attained the status of #1 Hospital in the Nation if it wasn’t for our employees; and that’s everyone from our nutrition and food services staff on up to the physicians and administrators. We do a great job at Mass General– recruiters understanding what talent works well in the hospital based on our business goals and our culture.
We try to make sure our hiring managers are up to speed on the best interviewing practices...
Applicants are competing with hundreds of other applicants.
I talk to people a lot about educating them about the process because I do sense a frustration from so many people who just feel like they have the qualifications and no one is calling them. Is it a waste of my time to even apply? Well, it’s not a waste of your time and I don’t want anyone to misunderstand what I’m saying in terms of you want to take different approaches towards finding a job. What I want to emphasize is you don’t want to just rely on submitting a resume and waiting for someone to call you. When you do go through the process of submitting a resume to an organization like Mass General, you want to make sure you dot all of your I’s and cross all of your T’s. Just a tip for listeners out there, if you should apply for a job at Mass General, we look very closely at the qualifications that are listed in the posting against the resume.
Just to give listeners another perspective on that, I think first of all; as I mentioned earlier; there are some core requirements that an applicant would need to have in order to be considered for the job. Now, once that person has those core requirements, there’s always going to be things that, no matter how much expertise you bring to the table that you’ll have to learn in a new organization. I do understand the frustration of having 80% of the experience. The key is really that you have those core qualifications; the core requirements that are needed. If you don’t, managers just don’t have the luxury of training or sending someone to training for the core competencies.
I think the first baby step is to do some self assessment. Thinking about where you are now in terms of your career and what path would you like to take? You may find through that self assessment process that there is a path you want to take.
Listen to the full interview by clicking player above.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Contact Dianne Shaddock
Website: http://easysmallbusinesshr.com
Email: [email protected]
Twitter: @diane_esbhr
Resources
Previous Episode
021 Jim Faber: Mentoring
Internet radio for savvy professionals –
doing work you love, work that matters.
Our guest today is Jim Faber. We asked Jim to talk about what a mentor is, and not only how to find one but how to be one.
Jim has developed an appreciation for the value of effective mentoring in his senior management roles at companies such as Thermo Electron, Thermo Fisher Scientific, Fisons Instruments and earlier in his career at Bausch & Lomb where he has been responsible for effective employee development and mentoring, management of customer loyalty improvement, and complaint management creating growth, and organizational excellence to capitalize on market opportunities.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Listen to the full interview by clicking player above.
Here are some exurps from todays interview...
From the show
A mentor is a person with knowledge of a particular topic and is willing to share it and willing to help others learn the same topic or learn how to do something or learn how to interact with people not necessarily telling them how to do it but convincing them that there are ways to do it and help them do it.
Teaching is part of it but a mentor is a much more close personal relationship. I used to call it free advice. When you are mentoring someone you can say “look this is the way you are doing it but there is another way and this is the way you might consider doing it and this would be the outcome,” and if the mentoree likes that, then that is fine but if they don’t then they can discuss it back and forth. A portion of it is teaching, yes, it is a two way dialog in mentoring.
If there isn’t a bond between the mentor and mentoree, then it just will not work. There has to be a trust there.
My mentors have always been people whom I have had good chemistry with, and in some cases they would have been my superiors and in other cases they have been peers and in other cases they were levels above me who saw potential in me. There has to be a chemistry.
In today’s business world and environment to build that relationship and stay connected is imperative.
Absolutely, as a matter of fact the most ideal job for me would be to enter an organization that has a lot of great people that want to be successful, and helping them be successful. I am a very big fan of Good to Great. Good to Great is really mentoring. You get a bus and put the people on the bus but getting them in the right seats if they aren’t in the right ones is very important and mentoring is the key to moving people successfully to another seat or getting them off the bus. If you mentor someone to try to do their job better and make the most of the position they are in and they can’t do it right, this is found out very quickly.
Most of my superiors, with one exception, have been my mentors.
Mentoring is the cheapest, easiest and most socially acceptable way of getting people in the right jobs. It is certainly less stressful on people to get them to fulfill a job requirement that is much easier and much more rewarding.
Listen to the full interview by clicking player above.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Contact Jim Faber
Resources
What do you want?
80% of finding work you love, work that fits you is knowing what you want. If you don’t know or aren’t quite sure – just start with what you think you might want. Take small smart steps and follow your gut. Talk to people who are already doing the work you’re interested in. Connect with them on LinkedIn.
To learn more about the Just Start Program check out our Just Start Page.
Next Episode
023 Brian Kurth: PivotPlanet
Internet radio for savvy professionals –
doing work you love, work that matters.
Our guest today is Brian Kurth CEO of PivotPlanet, a service providing one-on-one mentorship conversations with successful people doing work they love. Would such a conversation be a way for you to take that next step forward in your career.
PivotPlanet is the next iteration of Kurth’s VocationVacations model which offers face-to-face career mentorships. The model has been referenced in books like Daniel Pink’s DRIVE, and in The Start-up of YOU, by LinkedIn’s co-founder and chairman, Reid Hoffman.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Listen to the full interview by clicking player above.
Here are some exurps from today’s interview...
From the show
I moved to Portland Oregon from Chicago and stared VocationVacations as a hobby business in 2004 and it took off like wild fire, very quickly. We launched with 10 mentors in Oregon and we rapidly moved into 100’s across the United States. That was over the course of about 6 years or so and then something happened called the recession.
The demand for VocationVacations was higher than ever but the ability and willingness to pay was a problem for people. At the same time we were beginning to realize people were asking if they could have a video session with a mentor first. So we said why not – that is where we should be heading.
Hence that is where PivotPlanet came from.
Vocation Vacation morphed into PivotPlanet and we renamed it because an hour video is not really a VocationVacation. The word vacation became a misnomer.
We just launched on October 4 and we are thrilled to have 100s of advisers across 100s of professions. We are already truly global. We have several advisers coming on board in a few countries. So we now provide the in person mentorship that VocationVacations used to provide but now the majority of our sessions are live one on one video sessions so people can test the waters remotely then decide if they want to go live with this and do they want to pursue this career.
You get a lot out of an hour... it is a weather vane that provides you a level of knowledge if this career is something that you want to pursue further. Do you want to go back to school? Do you want to set up an in person mentorship?
Listen to the full interview by clicking player above.
We’d love to hear from you in terms of your actionable takeaways from this episode.
Leave a comment or send us an email.
Contact PivotPlanet
Website: Pivotplanet.com
Twitter: @pivotplanet
Facebook: facebook.com/PivotPlanet
What do you want?
80% of finding work you love, work that fits you is knowing what you want. If you don’t know or aren’t quite sure – just start with what you think you might want. Take small smart steps and follow your gut. Talk to people who are already doing the work you’re interested in. Connect with them on LinkedIn.
To learn more about the Just Start Program check out our Just Start Page.
Career Coaching, Job Search – Branding – Résumé Strategists
Tom & Deborah help creative engaged professionals turn their dream job into a reality.
We’ll be launching our Job Search the Smart Way, online training program in November.
Contact: Deborah Burkholder – Tom McDonough
Continued Learning
We’ve found these books very helpful and recommend them to our coaching clients.
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