"If It Ain't Broke, Don't Fix It..." -- Is this the best philosophy for your Employee Referral Program?

How to Lose a Candidate in 10 Days: Ensure a Positive Candidate Experience

Have you ever had THE perfect candidate lined up for your most pressing open role and then “out of the blue” they withdraw just as you’re getting ready to make an offer?

Highly likely it was not as “out of the blue” as you may have thought.

Alright. Alright. Alright. Inspire Top Performers to Join Your Company

(Photo by Jason Merritt/Getty Images)

So yeah, there were mixed reviews on Matthew McConaughey’s speech at the Oscars. Some thought it was inspiring. Others thought it egotistical. Being in line with the former school of thought, it made me consider that right mix of elements to inspire someone to do something. In this case – what would make a top performer, not looking for an opportunity, talk to you about a move to your company?

Face it, the best candidates are typically the ones who are working and not out on the market looking furiously for a new job. You need to draw them in, make it attractive to have a conversation and ultimately join your team. Engage them, but don’t overdo it so it becomes a shallow sales pitch. How do you find that right balance?

Back to the speech. Yes, he is good looking and an interesting character, but there were some key things McConaghey did that drew people in. Whether they liked it or not, he garnered attention. The perfect combination of preparation, but not over-rehearsal, along with emotion, heart and personal motivation. He made the connection. Impactful.

After watching the speech a second time, I discovered a few key actions that may inspire one to be more motivated to consider something new.


Think about what you are going to do before you do it. Think in your audience’s shoes. What is it that will resonate with someone personally? No, you don’t need a “script”, but take a few minutes before a conversation to think about your audience and determine what you want to share, what you want to investigate and how you can best achieve your end goal. McConaughey clearly had thought about what he would say in advance. Not over-rehearsed at all, but unmistakably not totally spontaneous. Perfect.

Share stories

Stories are great. It’s hard to not visualize something when described with the right amount of detail and emotion. Of course you don’t want to overdo it and must be selective, but DO share imagery that is impactful. For example, maybe your personal experience at your company is one where you’ve been promoted 3 times in 5 years. Don’t leave it at that. Mention the opportunities, the struggles, how you rose above and how you were rewarded. Certainly don’t be long-winded, but some quick anecdotes will clearly illustrate something real. McConaughey’s story of his “hero” –a great example of a couple quick details that made this story real.

Speak from the Heart and Make an Emotional Connection

Sincerity is huge. Smart people (read: Top Performers) see through the BS. In my opinion, the highlight of McConaughey’s acceptance speech was his reference to his deceased father. You felt his emotion. He spoke from the heart. He gave you a visual of his Dad – gumbo-stirring, Miller Lite drinking, all around cool guy who really loved his son. He drew people in. He made them identify with him. He made them comfortable.

Acknowledge others

You can’t do it alone. Sure, confidence is a key to success, but rarely is success achieved without some type of assistance, support or even just the love of others. Sincerity and humbleness is a good thing. Be

sure you acknowledge and appreciate those that have helped you along the way. Demonstrating this in a conversation, will validate an environment where people are recognized and valued.

If you are trying to build a company of top performers, who want to be a part of something special, be sure from the first impression, you are impressing them. Compel them to want to be a part of an environment that is not only successful, but has character and heart.

If all else fails, one last bit of advice…. “Just Keep Living”. Cheers! If you didn’t see the speech, you can check it out here: http://tinyurl.com/ll8d88d

10 Career Quotes to Live By

Looking for some daily inspiration? We’ve got 10 career quotes to keep you driven and focused when the goings gets tough.

  1. “Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.-” Thomas A. Edison
  2. “Work for a cause, not applause, live life to express not to impress. Don’t strive to make your presence noticed, just your absence felt.”-Unknown

Make your Team Unstoppable

Coaches know their players, and managers should know their employees. Whether you are a part of a large company or a startup, you know that leading a successful team creates a great environment, happy workers, and best of all--amazing results. So, if you've gathered the best teammates that you can find, be sure to maximize to its potential!
  • Know your team--it's your job, coach! It's important as a manager to know your employees and each of their strengths. You can build an unstoppable team knowing all the great players you have and putting them in the right positions.
  • It's GAME TIME! Setting goals and deadlines will help keep employees on track. It's crucial to stress the importance and hold people accountable. You may want to throw in some incentives if it makes sense -- gift cards, a day off – think outside the box.
  • Positive reinforcement never hurt anyone. What person doesn't like to get patted on the back once in a while for the good work that they've done? The answer is NO ONE! Reminding your employees of their great hard work will push their productivity and keep them happy. We recommend figuring out the type of recognition they prefer. If introverted, they may like a complimentary email. Someone else may love being in the spotlight and having their work acknowledged more publicly, like in a company meeting.
  • Be willing to train. You want your team to work to their potential and even exceed expectations. Sometimes that takes a bit of training. If they have the aptitude, provide them with tools they need to take it to the next level.
  • Identify problems quickly and work through them. The truth is, no project, job, employee or company is perfect. So when issues arise, tackle them head on. There is always room for improvement. Communicate and give things a chance. Constructive criticism is a great tool.
  • Be open and willing to receive feedback. Being in a leadership role, remember that some may feel intimidated or hesitant about approaching you with ideas or suggestions. Create an open environment where two way communication is encouraged. Hey, you never know, one of your employees might have the next great idea!
Ready? BREAK! It's game time, coach! You can have a team that will absolutely dominate your company.

How to Get Great People to Work for Your Startup











Startup. Thatword evokes different emotions among different people. To some -- excitement! Others feel like it’s a big risk and perhaps out of their comfort zone. Of course, qualifying candidates is important, but there is an element of “selling” that has to be done as well. Think about the things you can offer desirable candidates who may feel a bit unsure in the early stages of your discussion. Here are a few selling points to help you tell your story and position your company as “the place to be”. (All may not be relevant to your company, but the idea is to get you thinking outside the box.)

Top 5 Reasons to Attend Boston's TechJam

Beyond the Job Description: Hiring a Great Employee

Hiring can be daunting. Breathe deep and take a moment to begin with some basics when you are going to look for a new employee. Start simple. Before you even put a job description together, take some time to focus on the behavioral traits that will be needed to set you and your new employee up for success!

Building Referrals: Your Customers Can Help you Recruit!

You know it by now - great candidates are not always easy to come by. Finding someone with the right qualifications, skills, experience and culture fit is usually just a part of the definition of a “great candidate”. Passion is always a key part of what we look for when connecting with potential employees on behalf of our clients. Often this enthusiasm originates from a genuine interest or appreciation for the services and or products your company offers its customers. So its common sense -- your customers (and vendors too!) can actually serve as valuable resources to keep in mind for your hiring needs.

Besides your own employees, the people that probably know most about your organization are those that use what you have to offer. Loyal customers obviously benefit from the things you work so hard to produce, as they keep coming back for more. What better place to look for new team members than a group of people that already love your company and see the value in your product or service? A too-often neglected source of potential hires is a business’ client base and their own networks.

Boston Strong Proves Collaboration is Contagious!

We count collaboration as one of our key elements to success at our company. Why? We are believers in the old saying, “two heads are, in fact, better than one”. But does this contradict another classic adage -- “too many cooks in the kitchen”? Our ideology is strongly rooted in team work and a collective-effort style of problem solving.