A diamond is the most precious of stones and it lies deep within the Earth, hard to find.
A diamond is formed by the pressures at such depths, without that experience, a diamond is the same as a piece of charcoal.
Similar to a diamond, your real potential to create and maximize value lies deep within you and has been created by your experience. You have value; in fact your greatest asset is in what you can bring to the marketplace.
Twelve years ago, Brad Stevens quit his job at a pharmaceutical company to pursue his dream of getting involved with Indiana college basketball. Brad gave up a generous compensation package and stable future at Eli Lilly in Indianapolis and volunteered his time as an assistant with the Butler University basketball team. Now entering his fifth season as head coach, his bet has paid off; Stevens has led the team to four consecutive NCAA tournaments and back-to-back national championship games.
A recent Gallup Poll shows 70% of people are not “actively engaged” in their jobs. Is that the sort of person you want facing your customers, running your operation, managing your brand and legacy? The odds are against you because of a failed selection process harming the interests of business owners and job seekers. How is it failed? With so many applicants, and so many jobs, trying to use a generations old model that has not caught up with what we’ve learned about how people think, work, learn and market their skills, knowledge and most importantly attitude.
What’s Outside Can Blind You and Keep You From The Job You Deserve
Ever try to look inside through a car window with the bright sun shining outside? You can see the what’s inside but not very clearly. So it goes with assessing your real value. All the available light is on the outside. Outside of you. This means, as you measure your value, you see the things you’ve done and what you believe you are, or can be. While this is important, we’ve learned that the potential for dramatically improved results comes from within, not from the past, not from perceptions of others, but from your unique (and often hidden) talents, values and behaviors.
Suggested Remarks on Jobs and Unemployment for the Candidates of Tonight's Presidential Debates
In the past four years, the path our country was headed down was unsustainable. Mired in two wars, and amidst a slowly unraveling financial system, I saw the promise of a better America. Tens of millions of you joined me in that vision.
Much has happened since the election in 2008. Although we have escaped the Great Recession, our country’s economy remains deeply troubled. My hope was that the crisis would cause our politicians, Democrats and Republicans, to pull together and tackle our problems in a practical way. This has not happened. And judging by the recent events in Washington and on the campaign trail, it seems unlikely to happen anytime soon.
Just recently, RNR has been working to partner with online universities/education programs to allow for our services to be offered in a course setting.
After looking over RNR’s course “syllabus,” a faculty member of one online university stated: “One of the features our faculty liked most about the RNR materials was your approach: the course materials are oriented towards self-exploration. Through this, the job seeker becomes more self-aware, which in turn will lead to a more effective job search because he/she will know what he/she wants and where to find it.”
Why Traditional Job Descriptions Don’t Attract Top Talent
August 16 2012 by Brad Remillard
A recent research study identified the ten biggest mistakes companies make when hiring. The study included over 130 companies ranging in size from Fortune 500 to mid-size privately held organizations, a wide variety of industries, and more than 250 job openings.
The number one hiring mistake made was rather surprising and one rarely even considered by most companies. Yet, this one mistake impacts the whole hiring process, including how candidates are sourced, where to find candidates, compensation, performance management, advertising, position title and what questions should be asked during the interview. Everything seems to go sideways all because most companies fail to properly define the real job.
Towards the end of senior year of high school, I had to face one of the most time honored traditions of being a teenager: asking a girl out to prom. I knew who I wanted to ask, but one day when discussing my prospects with a close female friend I realized it would be much harder than anticipated.
“Yeah, I was planning on asking her tomorrow”
“Wait, you weren’t planning on just asking her, were you?”
“I want to study marine biology”. Every year, a new class enters four-year universities, often with confident declarations of their futures. “Why do you want to study marine biology?” “Uhm, I went to the Florida Keys once and I like dolphins”.
As in the example above, many undergraduates choose a major on a whim rather than based on the sincere desire to pursue a career in that field. However, they are often obstinate when advice comes from outsiders. “I know what I want,” they might say, but do they really?
“Michelle Amaral wanted to be a brain scientist to help cure diseases. She planned a traditional academic science career: PhD, university professorship and, eventually, her own lab. But three years after earning a doctorate in neuroscience, she gave up trying to find a permanent job in her field. Dropping her dream, she took an administrative position at her university, experiencing firsthand an economic reality that, at first look, is counterintuitive: There are too many laboratory scientists for too few jobs.” – Washington Post.
It’s a scary phenomenon. We are socialized to believe that education is directly correlated with job placement. The more degrees one has, the more capable he/she is to landing a high-salaried position. However, these days it seems that furthering one’s education is the “norm.” Therefore, with SO MANY people receiving advanced degrees, not all will be able to get the quality jobs that such degrees used to guarantee. Even recruiters are having a hard time conveying this message to job seekers: Read a recruiter's perspective of the new graduate.