Wednesday, August 3, 2016

Change in Focus of VOMI Executive-In-Residence Program


Effective September 1, 2016 until further notice, VOMI will temporarily suspend sending out invitations to executives for our VOMI Executive-In-Residence  BY INVITATION ONLY program.

VOMI will instead focus on Sponsored Executives  who are able to participate  on a full-time basis during the duration of their stay in the program.

Click here for more info.

Tuesday, August 2, 2016

How Can You Tell In Advance That a Promotion Will Go Viral?



How can you tell in advance that a promotion will go viral?

A movie studio comes out with a new "low budget" movie and makes a fortune - blows out all "box office" expectations.  Another studio comes out with a "big budget" movie and "loses" a fortune - a big box office flop.

In this day and age, with all the AI (artificial intelligence) tools we have at our disposal and all the "marketing and promotion" knowledge we have accumulated over the past decades, have we now reached the stage where we can know "in advance" whether a particular promotion will go "viral" or "flop"? If so, would you want to have this sort of knowledge and capability?

Although this may sound like a rhetorical question, it is NOT. I am really interested in your feedback on the "implications" of having such knowledge and capability for the digital marketing industry.

Would there be any more need for digital marketers? Would that become the sort of "closely guarded secret" technology that only a privileged few could have access to? Would that be the equivalent of having Colonel Sanders' recipe for his "Kentucky Fried Chicken" or "Coca-Cola's formula"?

Is that the sort of knowledge that would require the government to intervene "in order to level the playing field"?

Are there any ethical and moral dilemmas associated with having access to such technology? In what instances or under what circumstances would it NOT be appropriate to use such "digital marketing and promotion" technology?

Could politicians or candidates for political office use such technology in order to promote a particular agenda or gain political office?

Is there something else that I am missing here in terms of potential implications?

What do you think? While we are on the subject of "going viral," please share this article with your friends, colleagues and social network so we can all benefit from each other's input.



About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, Virtual Organization Recruiter and VOMI Executive-In-Residence :: and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Sunday, July 31, 2016

Appointment of Bahritu Wodajo as Distinguished Global Ambassador, Ethiopia







I am very pleased to announce the appointment of Ms. Bahritu Wodajo as Distinguished Global Ambassador, Ethiopia  on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board. 


Ms. Bahritu Wodajo, a native and resident of Ethiopia, is the Deputy Director, Program Operations at Menschen für Menschen, a philanthropic and humanitarian organization; has over 15 years of diversified professional experience, including 10+ years of extensive experience in making a substantial difference in the lives of ordinary Ethiopians, traveling throughout the rural villages and meeting with them directly.  

Although VOMI is worlds away from where the rural villagers are today in terms of distance, their daily lives and realities, and what they believe that the future holds for them, Bahritu's direct exposure to them throughout Ethiopia makes her uniquely qualified to represent them and to promote VOMI's vision of what the "REAL FUTURE" holds not only for them but also, one day, for their own children, grandchildren, and the rest of their progeny.


Bahritu holds an MBA in Business Administration from United States International University; and a Bachelor of Science in Statistics from Addis Ababa University. 

Wednesday, July 20, 2016

Appointment of Vima Boomah Dhaliah-Utchanah as VOMI Executive-In-Residence



by Pierre Coupet

I am very pleased to announce the appointment of Vima Boomah Dhaliah-Utchanah as a VOMI Executive-In-Residence. 

She is also a   Distinguished Global Ambassador, Mauritius on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board.

As well, she is a renowned Expert English-French Translator with a global clientele spanning all fields and industries and can be reached via Linkedin.

Ms. Dhaliah-Utchanah, a native and resident of Mauritius, has  over 30 years of diversified professional experience in the financial services industry and quasi-governmental institutions.

She was among the first qualified Stockbrokers in Mauritius and was actively involved in the setting up of the Mauritius Stock Exchange in 1989. She joined the State Investment Corporation in 1988 as Investment Executive and was the Group Investment Coordination Manager until July 2015. Vima has also been a Non-Executive Director on the board of several companies where the Group has invested including the Mauritius Freeport Development Company Ltd and State Insurance Company of Mauritius Ltd. She is also a Professional Member (MBCS) of BCS, The Chartered Institute for IT, UK and a Fellow of the Mauritius Institute of Directors (MIoD).

Vima is currently in the dissertation phase for a Doctorate in Business Administration at the University of Liverpool. She holds a Master of Science in Information Technology (MSc IT) from the University of Liverpool; a Postgraduate Diploma in International Commercial Law from the University of Northumbria;  and  a Masters in Business Administration (MBA).  She speaks and writes English and French fluently.




An Amazing Era for Virtual Organization Leadership Executive Training, Assessment and Certification



by Pierre Coupet


I don't believe in Bad News.  Instead, there is News, Good News and Great News -  So, let me define them one at a time:   

News.  News is any sort of information that I need to process.   That's just part of living and something we can't escape from.    And if it happens to be information that negatively affects me directly or indirectly, then I have no other choice but to muster up the courage, strength and fortitude to deal with it.    In that sense, I mentally prepare myself to deal with life's adversities at any moment's notice whenever it decides to make a grand entrance.    No time for self-pity or life examination.  

Good News.   Good News is any sort of information that puts a bright smile on my face.    

Great News.  Great News is any information that makes me smile from ear to ear and causes me to jump up and down.    And while we're on that subject, let me start with the great news that I have for you if you are a Forbes Global 2000 or other large global enterprise.

Great News for Forbes Global 2000 and Other Large Enterprises    


The Internal Providers License Fee for our Virtual Organization Leadership Executive Training, Assessment, and Certification solution offered to  Forbes Global 2000 and other large enterprises will remain at today's annual rate (USD $5 MM) for all  organizations who purchase their license by no later than August 31, 2016.   

As well, the current annual rate comes with an Automatic Yearly Renewal ::AND:: a 10-Year No-Price-Increase Guarantee.        

(Please note that beginning September 1, 2016, the annual license fee will increase to USD $10 MM.)

Therefore, NOW is an AMAZING TIME for your organization to take advantage of our Virtual Organization Leadership Executive Training, Assessment, and Certification solution for your executives worldwide.   

Your organization not only Saves $10 MM each year from our regular retail pricing (of $15 MM for 1000 executives per year) but also gets Price Protection for The Next 10 Years.    

That's our way of saying Thank You for starting with us during our humble beginnings - a time when we both needed each other the most.


Good News for Forbes Global 2000 and Other Large Enterprises    


Well, just in case you miss the August 31, 2016 deadline date,  we still have some good news for your organization.   Although the new annual license fee for our Virtual Organization Leadership Executive Training, Assessment, and Certification solution will increase to USD $10 MM,   this annual rate will remain available to all organizations who purchase their license by no later than December 31, 2016.  

As well,  this new annual rate comes with an Automatic Yearly Renewal ::AND:: a 5-Year  No-Price-Increase Guarantee.  

This means that your organization not only Saves $5 MM each year from our regular retail pricing but you also get Price Protection for The Next 5 Years

Again, that's our way of saying Thank You for sharing our vision and for being one of the first to embrace this world of virtual organizations we call  "The New Virtual Organization World."


News for Forbes Global 2000 and Other Large Enterprises    


The End of an Amazing Era.   Well, just in case you miss the December 31, 2016 deadline date, here is the news that I have for you and your organization.  Effective January 1, 2017, VOMI will no longer offer a license for the Virtual Organization Leadership Executive Training, Assessment, and Certification solution.  

However, that being said, your organization will still be able to purchase the Virtual Organization Leadership Executive Training, Assessment, and Certification solution directly offered by our business partner Virtual Organization Recruiter at their current retail price of USD $15,000 per executive instead of our current effective licensing price of  $5,000 per executive (or $10,000 per executive after August 31, 2016)


Why We Are Discontinuing the Licensing Solution


We are discontinuing the Licensing solution for this reason only:   VOMI has launched quite a number of New and Major Virtual Organization Initiatives this year which are focused on the actual development of the infrastructure of  The New Virtual Organization World :: and which require our full and undivided attention.  

These major initiatives include, however are not limited to, the following:  The League of Extraordinary Virtual Organization Executives :: The New Virtual Organization World Consortium  ::  Virtual Residential Community Consortium :: and Virtual Campus Dormitory Consortium.  

Therefore, it's time for us to move on!

As well,  since the Virtual Organization Leadership Executive Training, Assessment, and Certification solution is currently being offered by our business partner Virtual Organization Recruiter :: this means that organizations who are genuinely interested in this solution after December 31, 2016 will continue to have access to it - albeit at Virtual Organization Recruiter's current retail price of $15,000 per executive.

So if your organization has been sitting on the fence or postponing making a decision, NOW IS YOUR TIME TO ACT because your window of opportunity is closing up real fast.



About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

   

Thursday, June 30, 2016

A Positive Message to Our Friend and Plasma Technology Mentor Mehran T. Keshe



Truth can be very inconvenient and, sometimes, it hurts a great deal.    For those of you who were looking for a Messiah, a perfect being born of this world who came out unscathed and unaffected by all the greed and evil which surround us all from the time of birth, and saw the plasma technology being taught by Mr. Mehran T. Keshe strictly as an added bonus gift to mankind, I am sure that the information disclosed during today's 120th Knowledge Seekers Workshop session was, at the very least, a cause for deep reflection.

A Sigh of Relief

But for those of us who understand the way the "real world" works; the greater message that Mehran is sending out to us all; what he truly seeks to accomplish with the teaching of the plasma technology; and, most importantly, WHY he chose to reveal his life's story, "warts and all," during today's session prior to moving ahead toward the final realization of his dream--and I can count myself among that group of people--today's session was not only A Real Sigh of Relief but also a Total and Unconditional Affirmation and Confirmation of Mehran's Commitment to everything that he represents: his dream, vision, mission, the sum total of his efforts and achievements to date, and everything else that he stands for.

Free at Last

What this means is that, effective today's date, THE SHACKLES ARE COMPLETELY OFF.   And now, more than ever, Mehran is free to pursue his dream and vision to LIBERATE US ALL from our own shackles.  The release of this information means that he can no longer be compromised or controlled in any way, shape or form.  Not by the British, US, Iranian, Israeli, Belgian, German or any other government in the world.

By admitting that he did, at one point throughout his career,  dance with the Devil (that's my definition of every single government and so-called intelligence agency in the world), but never slept with them, he has confirmed my original suspicions and answered many questions I had in the back of my mind.

This means that I no longer have to proceed with the sort of "healthy" caution I previously had, although it is never wise to just "throw all caution to the wind."  I was concerned that he would eventually succumb to temptation and sell out under tremendous pressure if he ever got an offer from "The Don" that he couldn't refuse;  and that,  all of us would, in the end,  be left holding a 30% completed product with no blueprint on how to finish building it.

(Because if he did sleep with the Devil, there is no way he would be alive today; his technology would have been stolen or "bought and paid for" a long time ago; and NO ONE in industry or government would have any current interest in him or even bother to mention his name.)

But I am also aware that, contrary to the glee, excitement and euphoria that Mehran's detractors must be experiencing right now (sensing that he has just dealt himself and suffered a major, unrecoverable blow to his credibility and reputation), today's revelation, in fact, does just the opposite.

It now frees him completely from his detractors, whomever and whoever they happen to be, and wherever they are located  ::  which now gives me an excellent opportunity to segue into my recommendation to our friend and plasma technology mentor, Mehran.

In Conclusion

In conclusion, Mehran, it's now time for you to stop paying attention to what your detractors are saying about you.  It's obvious that their comments, efforts and activities are somewhat hurtful (and, in many cases, very deadly);  and, being human, it's extremely difficult for you to just ignore them altogether and not fight back or try to validate yourself.  

However, that being said, you've now reached a point where this is no longer necessary.   We NOW KNOW who these people are, what they are about, and just about everything that they've been up to all these years.  The likelihood that these monsters will turn their lives around and, one day, try to do something good for humanity is almost nil to none.  Thus, there is nothing new and useful that you can add to the discussion.

Therefore, it's now high time for you to stop sharing your global platform with these soulless monsters, imbeciles and morons.   You no longer need to either allude to or mention their names, their activities, etc.   Because every single time that you do, although I am quite sure you don't realize that, it's a big turn-off.  It's as if you had just made a delicious drink for us, and then sprinkled some rat poison in it.  That is how bad it sounds to some of us.

So stop trying to validate yourself, your integrity, your knowledge and your technology which the rest of us around the world are now validating.  You have nothing more to prove to anyone and you certainly should not have to do so.

Instead, it should be just the opposite:  It is the world which has to prove to you whether or not we are truly worthy and deserving of all your efforts, trials and tribulations on our behalf.   For many of us, the answer is "NO."  But for "Idealistic Fools" like you and I, as well as a small number of others like us, the answer is an unequivocal "YES."

Therefore, from hereon, let us stay on a positive path and just let your work speak for itself and Fork Them All!



About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Saturday, June 25, 2016

Why Recruiters Should Partner With Virtual Organization Recruiters






Before I begin to give you the reasons why Recruiters (i.e.,  Third-Party Recruiters, Executive Recruiters,  Executive Search Consultants, Independent Recruiters)  should partner with Virtual Organization Recruiters, let's analyze the difference between Virtual Recruiters and Virtual Organization Recruiters.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for "brick and mortar" positions.

Whereas, Virtual Recruiters try to be a Jack of All Trades and Wear Too Many Hats by attempting to conduct searches for both "brick and mortar" and "virtual or virtual organization" positions.   They automatically (but wrongly) assume that,  since they are now working in a virtual environment, this means they are automatically qualified to also assess candidates who will be working for their Client partly or mostly in a virtual environment.     A very dangerous assumption, I might add!    

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas, a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do,  the Cowboy makes his own rules, whereas, the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas, the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates (if you were conducting a retained search for one of your clients).   You or your client  wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You or your client would pay for the assessment at the time the order is placed before the assessment can be made.

Of course, if you are a Third-Party Recruiter working on a contingency basis, this is the sort of activity that is carried out directly by your Client.   Nonetheless, the point being,  certain recruitment activities must be paid for in advance.

It's Now Time to Give You the  Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why Recruiters should partner with Virtual Organization Recruiters:

No Competition or Conflict of Interest.     Now that you have a clear understanding of the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered)  it's obvious to you that the Virtual Organization Recruiter has absolutely no interest in working under the terms and conditions that both you, the Recruiter,  and the Client Company are accustomed to.   Therefore, the Virtual Organization Recruiter does not represent a threat to your business or livelihood, or you personally if you happen to be an Independent Recruiter.

Allows You to Shift the Burden of Expectation and Be Compensated in Advance.    When a current or potential Client Company gives you a job order, they automatically (but wrongly) assume that since the Recruiter is a Recruiting Wizard with tons of years of experience,  then that firm or Independent Recruiter is automatically qualified to assess candidates who will be working for the Client partly or mostly in a virtual environment.

And if you are a Recruiter working on a contingency basis, these Clients naturally expect the Recruiter to conduct such Virtual Candidate Assessment under their existing terms and conditions - in other words, FREE OF CHARGE, on a contingency basis.

But when you partner with a Virtual Organization Recruiter, instead of trying to be a Jack of All Trades and Wearing a Lot of Hats, all you need to do is just shift the burden of expectation by letting your Clients know in advance that the assessment of Virtual Candidates requires a certain amount of specialization and that you have partnered with a Virtual Organization Recruiter in order to provide such services to them.

Since the Virtual Organization Recruiter requires upfront payment for each individual candidate assessment, then you, the Virtual Recruiter, will also automatically be compensated in advance by your Virtual Organization Recruiter business partner for these virtual candidate assessment services (that you yourself did NOT provide) regardless as to whether or not a placement has been made.

As well, if your organization is successful at making the placement, you also get to receive your contingency placement fee.

And if you are an Executive Recruiter working on a retainer basis, then the Client will appreciate the fact that you understand the difference between conducting a search for brick and mortar personnel vs. virtual or virtual organization personnel and will be more than pleased to pay directly for the Virtual Candidate Assessment (as they would for any other assessment).    

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.    Eventually, every single stakeholder in your Client's organization--from Human Resources Personnel to Hiring Managers--will come to rely on you, their Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or virtual organization environment - regardless of the number of other Recruitment or Executive Search Firms that they are currently dealing with for their recruitment and other talent acquisition needs.
 
Allows You to Gradually Shift Your Organization to the  Advance Payment for Services Business Model.   Moreover, as time goes by and more and more companies begin to hire more Virtual Personnel, the ratio of  your revenues from "Virtual Candidate Assessment Services" will gradually begin to shift (by as much as 180 degrees).    For example, if you are a Recruiter working strictly on a Contingency basis, your partnership with the Virtual Organization Recruiter could cause the source of your revenues to shift over a period of time to  80% of revenues from Advance Payment and 20% from Contingency Placement.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition. 

No Additional Effort Is Required On Your Part :: You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  The Virtual Organization Recruiter will handle it all.   All you need to do is to let your clients know that you have partnered with a Virtual Organization Recruiter to provide them with this valuable service.

It's a No-Brainer ::  You already have the Clients, and  hiring Virtual Personnel is NOT a new concept that you have to shove down their throat.  In fact, they are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are now doing is "providing them with a Reliable and Effective Solution."

It's Also a Win-Win Proposition :: If your firm works on a Contingency basis, you no longer need to (try to) provide FREE Virtual Candidate Assessment services.   You can now receive Advance Payment for all virtual candidate assessment services (regardless as to whether or not you are able to fill the position) and still have an opportunity to fill the position on a contingency basis (in accordance with your standard employment agency or recruitment terms).    That way, everybody wins:  The Recruiter, The Client,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline,  there is no need for you to try to pass yourself off as a Jack of All Trades and Expert in the Recruitment of  Virtual Personnel.

You can now stay focused on what you do best:  Recruitment of  Brick and Mortar Personnel (on a contingency or retainer basis) and let your Virtual Organization Recruiter business partner do the rest (and get paid in advance).  

The bottom line is this:  Virtual Organization Recruiters do NOT compete with Recruiters since they have a different mission.  Instead "Virtual Organization Recruiters" complement "Recruiters" and help them prosper.

I hope that helps a great deal!


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Friday, June 24, 2016

Why Corporate Recruiters Should Partner With Virtual Organization Recruiters




Before I begin to give you the reasons why Corporate Recruiters should partner with Virtual Organization Recruiters, let's analyze the difference between Virtual Recruiters and Virtual Organization Recruiters.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a completely virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for "brick and mortar" positions.  Therefore, there is no conflict of interest and you can continue your existing relationship with your current Virtual Recruiter or Recruitment Firm.

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas, a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do,  the Cowboy makes his own rules, whereas, the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas, the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates.   You wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You would pay for the assessment at the time the order is placed before the assessment can be made.

Whereas,  Virtual Recruiters will expend a tremendous amount of energy trying to be a Jack of All Trades, and Wear a Lot of Hats.    The truth is:   Just because they work in a virtual environment, many of them truly and honestly believe that this qualifies them to be able to conduct a search for--as well as properly assess--personnel who will be working in a Virtual or Virtual Organization environment.

That's because very few Virtual Recruiters are aware of, or exposed, to the virtual organization recruitment discipline and they just don't know any better.  The same goes for Corporate Recruiters. Therefore, this sort of situation creates an ideal breeding ground for The Blind Leading the Blind or In the Land of the Blind, the One-Eyed Man Is King.  

And Being a Corporate Recruiter, this is an extremely dangerous situation for you to be in.   You want to make sure that you assign a job order to a qualified recruiter who understands what's at stake. You do NOT want a recruiter using "brick and mortar" recruitment  practices in order to recruit personnel who will be working in a virtual or virtual organization environment.

Time to Give You the  Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why Corporate Recruiters should partner with Virtual Organization Recruiters:

No Change or Interference With Existing Relationships.     Now that you have a clear understanding of the Role of a Virtual Organization Recruiter and the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered)  it's obvious to you that the Virtual Organization Recruiter has absolutely no interest in trying to interfere with any existing relationships you may have with Virtual Recruiters and "brick and mortar" Recruitment Firms.

In other words, if you're happy with the Virtual Recruiters and brick and mortar Recruitment Firms you are now dealing with, you not only can but should also keep using them.   The work that they do has absolutely nothing to do with the work that  Virtual Organization Recruiters do.

No More "The Blind Leading the Blind" or "In the Land of the Blind, the One-Eyed Man Is King."   Knowledge is Power.   It's always refreshing and reassuring when you have the right tools to use for the right solutions.

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.    Eventually, every single stakeholder in your organization--from other Human Resources Personnel to Hiring Managers--will come to rely on you, the Corporate Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or virtual organization environment.    No more using "brick and mortar recruitment practices" for personnel who will be working in  a virtual environment.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition.    No Additional Effort Is Required On Your Part.   You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  The Virtual Organization Recruiter will handle it all for you.  Just go online and place your order and everything else is plug-and-play.    It's a No-Brainer.  Hiring Virtual personnel is NOT a new concept that you have to shove down anybody's throat.  In fact, you are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are now doing is "providing your Hiring Managers  with a Reliable and Effective Solution."  It's Also a Win-Win Proposition.  You are no longer in the dark or have anxieties about what to do when your organization has a need for virtual personnel.   Your Hiring Managers are no longer sitting on pins and needles and now have peace of mind.   And your Virtual Organization Recruiter has one more happy client.  That way, everybody wins:  The Corporate Recruiter, The Hiring Manager,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline,  there is no need for you to continue to wander down in The Valley of the Blind.  As well, you no longer have to deal with Virtual Recruiters passing themselves off  as Jack of All Trades and Expert in the Recruitment of  Virtual Personnel - You know better!  You can now use the right tools for the right solutions.

The bottom line is this:  Virtual Organization Recruiters complement Corporate Recruiters and help their organization prosper.

I hope that helps a great deal!


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Why Virtual Recruiters Should Partner with Virtual Organization Recruiters




Before I begin to give you the reasons why Virtual Recruiters should partner with Virtual Organization Recruiters, let's analyze the difference between them.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a completely virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for "brick and mortar" positions.  Therefore, there is no conflict of interest.

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with the "Virtual Organization Management discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment.

Whereas, a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do,  the Cowboy makes his own rules, whereas, the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct,  and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter"  operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas, the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates (if you were conducting a retained search for one of your clients).   You wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You would pay for the assessment at the time the order is placed before the assessment can be made (and then bill your client or deduct it from your retainer).

Whereas,  Virtual Recruiters will expend a tremendous amount of energy trying to be a Jack of All Trades, and Wear a Lot of Hats, without any guarantee of payment for their efforts, just so they can strike gold IF they are lucky enough to find the right candidate on time - even though there are many, many factors that are completely beyond their control and which have no relevance as to how good of a recruiting job they've done with respect to conducting the search and making a successful placement.    And there isn't one single contingency recruiter on the planet who would disagree with me on that.

Time to Give You the  Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why they should partner with each other:

No Competition or Conflict of Interest.     Now that you have a clear understanding of the Virtual Organization Recruiter's business model (Advance Payment In Full  for All Services to Be Rendered)  it's obvious to you that the Virtual Organization Recruiter has absolutely no interest in working under the terms and conditions that both the Virtual Recruiter and the current or potential Client Company are accustomed to.   Therefore, the Virtual Organization Recruiter does not represent a threat to your business or livelihood, or you personally if you happen to be an Independent Virtual Recruiter.

Allows You to Shift the Burden of Expectation and Be Compensated in Advance.    When a current or potential Client Company gives a Virtual Recruiter a job order, they automatically (but wrongly) assume that since the Virtual Recruiter is now working in a virtual environment, then he/she is automatically qualified to assess candidates who will be working for the Client partly or mostly in a virtual environment.   However, that being said, these Clients naturally expect the Virtual Recruiter to conduct such Virtual Candidate Assessment under their existing terms and conditions - in other words, FREE OF CHARGE, on a contingency basis.

But when you partner with a Virtual Organization Recruiter, instead of trying to be a Jack of All Trades and Wearing a Lot of Hats, all you need to do is just shift the burden of expectation by letting your Clients know in advance that the assessment of Virtual Candidates requires a certain amount of specialization and that you have partnered with a Virtual Organization Recruiter in order to provide such services to them.

Since the Virtual Organization Recruiter requires upfront payment for each individual candidate assessment, then you, the Virtual Recruiter, will also automatically be compensated in advance by your Virtual Organization Recruiter business partner for these virtual candidate assessment services (that you yourself did NOT provide) regardless as to whether or not a placement has been made.

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.    Eventually, every single stakeholder in your Client's organization--from Human Resources Personnel to Hiring Managers--will come to rely on you, the Virtual Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or virtual organization environment.    All  the Virtual Recruiter has to do is to provide a link to the Co-Branded  Virtual Candidate Assessment Order Form.

Allows You to Gradually Shift Your Organization to the  Advance Payment for Services Business Model.   Moreover, as time goes by and more and more companies begin to hire more Virtual Personnel, the ratio of  your revenues from "Advance Payment for Services to Be Rendered" business will shift 180 degrees.    For example, instead of  20%  of revenues from Advance Payment and 80% from Contingency Placement, the tide will eventually shift to  80% of revenues from Advance Payment and 20% from Contingency Placement.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition.    No Additional Effort Is Required On Your Part.   You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  The Virtual Organization Recruiter will handle it all.   All you need to do is to let your clients know that you have partnered with Virtual Organization Recruiter to provide them with this valuable service.   It's a No-Brainer.  You already have the Clients and hiring Virtual personnel is NOT a new concept that you have to shove down their throat.  In fact, they are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are doing is "providing them with a Reliable and Effective Solution."  It's Also a Win-Win Proposition.  You no longer need to brag about being a Virtual Recruiter just so you can get an opportunity to get job orders for Virtual Personnel and provide FREE Virtual Candidate Assessment services.   You can now receive Advance Payment for all virtual candidate assessment services (regardless as to whether or not you are able to fill the position) and still have an opportunity to fill the position on a contingency basis (in accordance with your standard employment agency or recruitment terms).    That way, everybody wins:  The Virtual Recruiter, The Client,  and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline,  there is no need for you to hurt yourself financially by trying to pass yourself off as a Jack of All Trades and Expert in the Recruitment of  Virtual Personnel and continue to work for FREE.

You can now stay focused on what you do best:  Recruitment of  Brick and Mortar Personnel (on a contingency or retainer basis) and let your Virtual Organization Recruiter business partner do the rest (and get paid in advance).    

The bottom line is this:  Virtual Organization Recruiters do NOT compete with Virtual Recruiters since they have a different mission.  Instead "Virtual Organization Recruiters" complement "Virtual Recruiters" and help them prosper.

I hope that helps a great deal!


About Author:   Pierre Coupet, CEO & Q of Virtual Organization Management is the founder of Virtual Organization Management Institute (VOMI), VOMI Virtual Organization Academy, and Virtual Organization Recruiter; and is also the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997. Contact directly at chairman@virtualorganizationinstitute.com; via the Virtual Organization Recruiter community to discuss this article; or via CHAT.

Stock Photo: courtesy of Pixabay

Copyright 2016.  Pierre Coupet.  VOMI. Virtual Organization Management Institute. Virtual Organization Recruiter.  All rights reserved.  Cannot be reproduced without permission.

Wednesday, June 22, 2016

Appointment of Kay Schoene as Distinguished Global Ambassador, Germany




I am very pleased to announce the appointment of Kay Schoene as Distinguished Global Ambassador, Germany  on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board. 

Mr. Kay Schoene has over 20 years of diversified professional experience in banking, international management consulting, strategic planning, marketing, financial and management accounting and tax-related issues, as well as related reporting, system integration and interface challenges.  

He is the founder and CEO of S-MM International whose precursor Schoene MittelstandsMarketing (S-MM)  was founded in 2003 and initially focused on providing full-service marketing services to family-owned SMBs in Europe. 

Mr. Schoene has extensive experience in the following lines of business: healthcare, insurance, real estate, functional drinks, furniture, retail, information technology, luxury products, fashion and accessories, and NGOs. 

He is proficient in German, English, and Spanish; and has a sound working knowledge of French and intermediate skills in Italian.

Mr. Schoene holds, among other academic achievements, a dual degree in International Studies in European Business Administration at the ESB Business School at Reutlingen University and the Universidad Pontificia Comillas in Madrid.