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.  

Friday, June 17, 2016

In What Ways Is What VOMI Is Doing Different Than Everybody Else?


By Pierre Coupet






“Can you name me six things that VOMI is doing that is different than what everybody else out there is doing?” 

This is a question that a new VOMI Distinguished Global Ambassador just asked me today during our initial overview videoconference, and that I thought was worthy of a detailed response since this is the sort of question that I know many people would like to know but are afraid to ask out of fear that I might consider it offensive or somewhat disrespectful.

On the surface, this sounds like a very simple, innocent and intelligent question. But let us analyze this question a bit more in order to understand the deeper meaning of this very primitive and sophomoric question - and I don’t mean that in an offensive or disrespectful way either. 

First and foremost, this question assumes that there must be a lot of things that we are doing that is different than what everybody else out there is doing and that, in order for VOMI to validate itself, its founder, by extension, should, at the very least, be able to rattle off right from the top of his head a minimum of six (exciting and innovative) things that VOMI is doing which would put to rest any doubt that VOMI is really on to something that falls in the “exceptional” category. 

(What we call in the business world an “elevator pitch” when you’re looking to sell yourself or your idea to someone in order to attract backers or when you are being interviewed for a job or opportunity.)

But what if there were Only One Thing (or just 2, 3, 4, 5 things) that we’re doing that is completely different than what everybody else out there is doing; something that is so revolutionary and transformative that the rest of the world has yet to even understand and fully grasp?

In which case, I would have to be a complete idiot to rattle off that information out to someone who is just curious about what VOMI is doing and is on an infiltration, reconnaissance mission, or fact-finding tour.  If I were to ask that very same question to someone in an organization that is supposed to be some sort of a “pioneer,” and they answered that question in the 30 seconds that it would take to answer it, I would immediately get up from my seat and walk away. 

Why is that, you might ask? That’s because, if the founder of that organization was willing to lower himself to the level of having to give me a 30-second answer to what is clearly an “interview” question about a man's lifetime pursuit and the value of an organization's offerings, I would think that this organization is nothing but bullshit and a complete waste of my time.  On the other hand, this is a perfectly legitimate question that you ask of a client in a “consulting” capacity when you are being sought for and paid to provide your advice. 

I can just imagine Abraham Maslow and Peter Drucker trying to answer that same question (if they were idiotic enough to even attempt to do so). I specifically chose to use in my example these organizational management pioneers and luminaries, particularly Abraham Maslow whom I became very fond of when I was first introduced to his humanistic theory of management in college, since I am a living example of  Maslow’s Hierarchy of Needs - and the virtual organization management discipline is, in essence, a “self-actualized” version of organizational management in “The New Virtual Organization World.” 

But let us take that question a bit further. This question assumes that “everyone of average intelligence” would be able to immediately understand and grasp the meaning and significance of my answer and immediately shout out “Hallelujah, Pierre! I get it. You’ve just given me the answer to the most complex riddle of the millennia.” 

Furthermore, it also assumes that today's so-called luminaries and geniuses of the corporate world and academia, respectively, would also get it right away and hop on board the “virtual organization management discipline train.” 

Well, as we all know, the greatest literary and scientific minds of this world had plenty of detractors, including many imbeciles and morons who were then considered luminaries and geniuses of their time, and that it took years - and in many cases, centuries to thousands of years - for some of the greatest minds in human history to finally be vindicated. 

Think of the Indian philosophers who first theorized about the atom 3000-5000 years ago and Kashyapa (aka Kanada), Leucippus (aka Leukippos), and Democritus who further expanded on the concept thousands of years later. Democritus, whom many consider today to be "the father of modern science," back in his time, was held in such contempt by many of his contemporaries that even Plato, whom most of us revere today, wished that his books would go up in smoke. 

We also have Copernicus, Galileo, Newton, Albert Einstein, Descartes, Socrates, Plato, Abraham Maslow, Peter Drucker, etc., the list is endless. And last but not least, Nikola Tesla and Mehran Keshe, the two greatest scientific minds in the entire history of mankind. 

There are many reasons for these detractors, imbeciles and morons. In most cases, the lack of acceptance is simply due to a lack of knowledge and understanding - nothing wrong with that. In other cases, it’s simply due to human nature: a natural resistance to accept new thoughts and ideas which challenge our preconceived notions of the world around us. 

And in a very limited set of cases, it’s strictly due to imbeciles and morons exercising their right to challenge any new thoughts, ideas and actions which they have no control over or which may serve to loosen their grip and control over their own existence, importance, or minions. 

In other words, for them to admit anything they did not know beforehand diminishes their importance and value to others, and therefore must be challenged. At which point they set about to find out exactly how much smarter than them such person could really be, etc.   As well, if it is something that they cannot totally control and manipulate in order to satisfy their own greed or achieve their own nefarious ends, then it must also be challenged with all their might and never see the light of day. 

Here Is a Fantastic Example

For example, I have spent the last 20+ years of my life being fascinated by--in fact, totally obsessed with--“alternative energy” technologies because (I am about to reveal a little secret) I had then realized that, given the state of the world from time immemorial to our present day, the full promise of the internet--The New Virtual Organization World--cannot be realized without a convergence of these two technologies. 

And so I set about to learn as much as I could about all the actors and players in that field - past, present and future. In the process, I became aware of how governments and the powers-that-be operate in the shadows, etc., and received the most extensive and practical education that is far superior to what the most prestigious colleges or universities around the world could ever dream of providing. In comparison, it makes our current educational system look like kindergarten stuff or just pure unadulterated crap. (No offense to those of us who have devoted a good part of our life toward obtaining our credentials.) 

Fast forwarding to about 10 years ago, I finally came across one man - Mehran T. Keshe, a nuclear scientist and plasma physicist who not only had some “alternative energy ideas and concepts” that were revolutionary but was also brave enough to not only face his detractors (the so-called greatest scientific minds of our time telling us that Keshe is a fraud and scam artist, etc.) but also stand up to these imbeciles, morons and soulless monsters - who, to this very day, minute and second, continue to persecute him in whatever way they can (including poisoning his entire family and attempted murder). 

And, for the past few years, I have been learning everything that I possibly can about plasma science through his weekly Knowledge Seekers Workshop Series (a 2-3 hour session) which, by the way, is about to end soon. Yesterday, I just completed my 118th Knowledge Seekers Workshop Session (free of charge). What an awesome gift to humanity! 

It is now up to all of us who have participated in these sessions to pass on the little knowledge we received to others and to continue to learn more on our own, and most importantly, to say, the hell with these naysayers, fact checkers, imbeciles and morons.

In a nutshell, that was the only way I was going to find out for myself what this plasma science is all about - by investing the time and effort needed to do so instead of by trying to interrogate a person about his life’s work and mission or reduce his lifetime of accomplishments to one simple “sophomoric” or “asinine” question. 

In Conclusion

Hence the reason why I make it a point to always decline to answer any version of this very primitive and sophomoric question. Because if someone really wants to know what it is that we are doing that is so different than what everybody else out there is doing, and they are really serious about getting a very informative and defining, if not definitive, answer from VOMI, then they most certainly would not want to settle for a quick 30-second answer from me (or ask a very asinine test or interview question - even when that isn’t the intent).

Instead, they would go to our website and do what I did with respect to learning about “alternative energy” technologies and Mehran T. Keshe:   Invest the necessary amount of time, resources, and effort in learning about the solutions and services that VOMI makes available to the world at large; or participate in one or more of the major VOMI initiatives that we have listed on our website. At which point, they will be in an excellent position to judge for themselves what VOMI is all about.   

It doesn’t get any simpler than that! 

The Larger Question

But with respect to our supporters around the world and our Distinguished Global Ambassadors, the larger question is: Is that something that we expect from all our supporters and Distinguished Global Ambassadors? 

The answer is a resounding “NO.” It’s possible to support VOMI without having to make VOMI your life’s mission; to avail yourself of the resources, solutions and services that we offer; or to participate in any of our major initiatives. You do not have to be one of our clients.

All we expect from you is a good word about VOMI. And we reciprocate by featuring our Distinguished Global Ambassadors on our website as well as give them an opportunity to showcase their prestigious affiliation with VOMI on their personal and professional business profile. That is all.

Again, it doesn’t get any simpler than that!




About Author:   Pierre Coupet, Q of Virtual Organization Management, is the founder of Virtual Organization Management Institute (VOMI) and League of Extraordinary Virtual Organization Executives; 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 or via CHAT

Credits:  Stock photo courtesy of  Pixabay.com

Copyright 2016.  Pierre Coupet.  League of Virtual Extraordinary Virtual Organization Executives. VOMI.  Virtual Organization Management Institute.  All rights reserved.    Cannot be reproduced without permission.
 

Wednesday, June 8, 2016

Appointment of Michael Ochieng Nyawino as Distinguished Global Ambassador, Kenya




I am very pleased to announce the appointment of Michael Ochieng Nyawino as  Distinguished Global Ambassador, Kenya  on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board. 

Mr. Nyawino is a specialist in Youth and Workforce Development and very passionate about providing young people with opportunities to realize their full potential.   He's an expert in designing youth focused programs particularly in the areas of governance, employment and environment. In addition, he's experienced in implementing youth projects and organizing youth consultations at the national and international level. 

Mr. Nyawino holds, among other academic achievements, a Bachelor of Education (Arts)-Economics and History from Masinde Muliro University of Science and Technology. 


Thursday, June 2, 2016

The Fallacy of Building Trust in a Virtual Environment



How many times have you read or heard this from so-called virtual management gurus, experts and consultants?:  "We need to first 'build trust' in a virtual or virtual organization environment so that
...blah, blah, blah."  That's nothing but fairy tale and bedtime stories for little children.  Nothing but a load of crap.

The truth is just the opposite:  you should never attempt to either build trust or rely on trust in order to successfully operate in a virtual organization environment.    That's what the virtual organization management discipline is there for and all about:  best practices, policies and procedures for working and managing in a virtual or 100% virtual organization environment - a discipline I have founded and pioneered since 1997. 

The reasons for not wanting to build trust are so many that it would take an entire book for me to make the case.  However, I can give you one simple clue as to why:  human nature,  human fallibility, and human frailties.    

So, next time you come across a virtual,virtual team, virtual organization or virtual management consultant or expert who wants to advise you on how to set up a virtual workforce, ask that person this one question:   How do you build trust in a virtual or virtual organization environment?   

If he/she even attempts to answer that question, then you don't need me to tell you what to do next.  



About Author:   Pierre Coupet, Q of Virtual Organization Management, is the founder of Virtual Organization Management Institute (VOMI) and League of Extraordinary Virtual Organization Executives; 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 or via CHAT

Credits:  Stock photo courtesy of  Pixabay.com

Copyright 2016.  Pierre Coupet.  League of Virtual Extraordinary Virtual Organization Executives. VOMI.  Virtual Organization Management Institute.  All rights reserved.    Cannot be reproduced without permission.




Interviews Are Deadly for Virtual Organizations


How do you evaluate someone in order to find out whether or not that person can ride a horse?   And how do you evaluate someone in order to find out whether or not that person can drive?

No need to answer these rhetorical questions.   However, as you can see, due to technological advances made in transportation, the evaluation process for the old mode of transportation had to evolve in order to reflect the realities of the new form of transportation.

That's just common sense and nothing that warrants a Nobel Prize.   However, that being said, common sense is not so common after all.  

To illustrate, let's take the case of today's brick and mortar organizations and how their human resources personnel go about evaluating candidates to fill their positions.   Since it's common knowledge, there is no need to go into the details.  

However, that being said, when it comes to human resources personnel evaluating candidates to fill their "virtual" or "virtual organization" positions, their recruitment practices haven't changed one bit.

Moreover, they don't even have a clue (not even a slight inkling) that such changes are needed.  As well, today's labor laws stand right smack in the middle of progress when it comes to instituting these necessary changes due to technological advances.

Trying to conduct interviews when it comes to recruiting personnel who will be working in a virtual or virtual organization environment is the equivalent of  using the same method that you use to evaluate a horse rider to evaluate an automobile driver.    And if you did try to do that, somebody would call the nearest psychiatric hospital to come and haul you away.

Yet, outside of VOMI and Virtual Organization Recruiter, that's what all these so-called virtual consultants, gurus and experts in all these organizations out there do everyday.

In Conclusion

Interviews Are Deadly for Virtual Organizations.  Instead they need to be replaced with Virtual Organization Overviews and other virtual organization recruitment practices we have pioneered over the years since 1997.




About Author:   Pierre Coupet, Q of Virtual Organization Management, is the founder of Virtual Organization Management Institute (VOMI) and League of Extraordinary Virtual Organization Executives; 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 or via CHAT

Credits:  Stock photo courtesy of  Pixabay.com

Copyright 2016.  Pierre Coupet.  League of Virtual Extraordinary Virtual Organization Executives. VOMI.  Virtual Organization Management Institute.  All rights reserved.    Cannot be reproduced without permission.

What the Hell Do You Know About Our Organization?



Imagine a world where people are so preoccupied with a zillion different things happening all around them that they've wound up blocking just about everything from their mind - to a point where their
attention span has been reduced to mere seconds.

You could get on a Universal Megaphone that is able to broadcast out loud to every single individual on that planet  and state that there is an asteroid heading their way and that, the world as they now know it would be no more - and these people would pause long enough to get either the beginning, middle or tail end of the message and just continue to go on about their lives in an automated Zombie-like fashion.

Such is the state of the world that we live in.  It doesn't matter if you're dealing with Americans, Chinese, Russians, Indians, Europeans, Africans, etc.   Age, gender, education, experience, income, social status, religion, political affiliation, nationality, race, ethnic group - none of these things matter. It just seems that there is no exception to the rule.

Therein lies the challenge of VOMI (and every other entity out there) trying to communicate with the outside world.

For example, it doesn't matter what we place in an ad or piece of correspondence when communicating with potential candidates, employees and business partners;  it's as if every single word of our communication was written in invisible ink.    It doesn't matter how simple the words are, we always wind up with the same results.

There have been many times when I thought that someone was trying to play a prank on us, some sort of practical joke, until I realized that they were indeed dead serious - they never read what we sent to them or whatever they read escaped their memory as fast as it came in.

It has gotten so bad, to a point where I no longer want to interview any candidate for a position. Instead, I start the interview process by asking  them to interview me and tell me about the company.   That's when they tell me that they don't know anything about our company (in spite of all the documents we send them and ask them to read).

At which point, a voice inside my brain screams out: "What the Hell Do You Know About Our Organization?" and I graciously end the interview (by being kind enough to tell them that they can always reschedule the interview after they had a chance to go over our website and the materials provided).

That is, of course, knowing full well that within the three (3) seconds that it takes to get out of the videoconference room, something else has already caught their attention for a second and we are now distant memory.

If you believe that you are an exception to the rule in this world of Zombies and would like to learn how you can join or partner with us, go to  VOMI or Virtual Organization Jobs.




About Author:   Pierre Coupet, Q of Virtual Organization Management, is the founder of Virtual Organization Management Institute (VOMI) and League of Extraordinary Virtual Organization Executives; 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 or via CHAT


Credits:  Stock photo courtesy of  Pixabay.com

Copyright 2016.  Pierre Coupet.  League of Virtual Extraordinary Virtual Organization Executives. VOMI.  Virtual Organization Management Institute.  All rights reserved.    Cannot be reproduced without permission.


Want to Join a Virtual Organization? Become a Needle in a Haystack!


So How Do You Become a Needle in a Haystack?   

Pay Attention to their Career Ad    
You’re probably thinking, “What makes a virtual organization ad so different than any other ad?”

That’s because they really mean what they say in their ad, word for word, instead of the typical career ads you are accustomed to that are flavorful, full of hype and don’t really mean squat.

A typical candidate’s  attitude is to disregard “all that crap” in the ad, submit their resume,  and wait till they get called in for an interview in order for them to find out something about the company (if it’s not one of these brand name companies that everybody out there is familiar with) and what the position is really all about.

“Really” Prepare Yourself for the Interview    
You’re probably thinking, “Well, I do that for every single interview that I go out on.”

A typical candidate’s preparation involves the following:   take  a quick glance at the prospective employer’s website once they are scheduled for an interview, spend about a couple of minutes flipping through some pages;   go back and review the ad,  and then memorize how they are going to answer questions about  (a) their experience with respect to the job requirements stated in the ad, and (b) their overall background and related accomplishments; and, last but not least, they come prepared to psychoanalyze their interviewer or hiring manager  in order to  make sure that he/she hears what the candidate thinks the interviewer wants to hear.
   
After all, this isn’t an honesty competition - the point is to get the damn job, keep a roof over your head, and pay your bills.
 
The Needle in a Haystack Way  
The needle-in-a-haystack way of preparing yourself means the following:   
  • Set aside a full day in order to go over the prospective employer’s website with a fine-tooth comb since you are not dealing with a  Forbes Global 2000 company with thousands of web pages.  
  • Take the time to look at the founder or principal’s background information on the website. 
  • Take the time to also look at the principal’s background information on the internet and on social networks - you’ll  be surprised at what you will find.   Pay special attention to blog articles, etc., because that can tell you a lot about not only the company, the value of its offerings, its outlook on the future,  its philosophy,  its direction and market potential  but also the people you’ll be working with.    
  • Now, go back and analyze every single product, service and solution the company is offering, drill down through every bit of information provided,  and see if it is something that:  (a) you clearly understand;   (b) people working at companies that you personally know would be interested in;  or (c)  you yourself would be interested in as a target customer or if you were in the line of business that the product, service or solution is clearly targeted toward.   
  • Don’t Be a Lazy Ass.  Contact your friends, colleagues and associates and ask them to do you a big favor and comment on these products, solutions and services that your prospective employer offers.  You don’t necessarily have to tell them that you’re looking to change jobs.  
(I already know that most people are too damn lazy to do that for themselves, let alone for somebody else, but at least it’s worth giving it a shot.  You’ll never know if you don’t ask.  Perhaps there is something that you’re neglecting that could be a real game changer for you.)  The point being, Do Your Damn Homework, instead of walking into an interview like a Zombie, waiting for them to feed you some flesh (a lot of BS).    
  • Now get on the internet and see what kind of competition - perceived or real - that your prospective employer has and try to answer these questions:   How does the competition fares against this company with respect to providing “real value”?  And, would you choose one of these competitors over your prospective employer?
  • Now go back and look at the website one more time in the About section to see  if there is an Investors section and look at the list of investors who are backing the company.  (The more investors they have backing them, the more leery you should be.  That means they have a high cash burn rate and they are not profitable.) 
  • While you’re there, go to the Pricing section of the services and solutions, see if you can get any readily available pricing information and determine whether the cost to the target customer requires financing.  
(Beware of any products, services and solutions which require financing  since that is always subject to the whims of the market.  Look for products and services that the target customer can pay cash upfront.  Also look for products, services and solutions which will generate a greater demand during adverse economic conditions.)       
  • Now go back to the About section and see how long the principal of the company has been an “entrepreneur”.  How many small businesses has he/she formed and how long did these small businesses stay afloat?   (The more small businesses, the better.)  If you can’t find that information on the website, it will definitely show up on one or more social networks out there. 
(Don’t allow yourself to be fooled by an executive with a blue chip company pedigree with all kinds of accomplishments and tons of years of executive experience because that doesn’t mean squat in a small company or “virtual organization” environment.  In fact, the bigger the blue chip executive they are, the harder they fall.    If that is their first or second foray in the entrepreneurial world, with less than 10 years of total experience as an entrepreneur,  you need to pause a bit.)
  • As well,  after you’ve done all your homework about the company’s solutions, products and services  and,  considering  the role that you are interviewing for,  put yourself in the position of the founder of the company and begin to think of what sort of contribution that you would want that new employee to make, what sort of ideas he/she could bring to the table, what are the strengths of that candidate and where he/she can fill in the gaps, etc., and think about some innovative ways  in terms of how that candidate could let you know that without coming across as some smart ass, know-it-all,  or knight in shining armor coming to the rescue of some poor little damsel in distress.  
  • And since you’ve really done your homework and know where you think you can be of tremendous value to that company, design a total compensation package that would make you happier than a pig in mud, and hold that close to your vest so that, in the event that subject comes up during the interview, you will be able to address it.  
Don’t be afraid to ask for what you think you’re worth and be prepared to make the case.    Why is that, you might say?  It’s  because if you are afraid to properly represent your own interests, then you’ll also be afraid to represent your new employer’s best interests.  And just one bad deal could cost the company ten (10) times your annual compensation package. 
However, that being said, by all means, please use some common sense and be honest with yourself.  Don’t be greedy  and don’t try to bullshit or bluff anyone. This isn’t a poker game. 
Pre-Interview Activities You Need to Be on the Lookout For
  • If, at any time during the recruitment process, you are asked to participate in a phone call / teleconference of any kind with some recruiter or one of the principals, then this company is NOT a virtual organization.  You’re wasting your time.   
  • If, at any time during a phone call or in an email, you’re told that some recruiter, executive, or one of the principals is going to be in your area, and you can meet and chat over a cup of coffee,  then this company is NOT a virtual organization.
  • If, at any time during the recruitment process,  you are asked to participate in a phone interview, then this company is NOT a virtual organization.
  • If, at any time during the recruitment process,  you are told that you will have to travel in any way, shape or form to a physical location in order to meet with some corporate executives or founder of the company for a meeting prior to being hired, then this company is NOT a virtual organization.  
  • If, at any time during the recruitment process,  you are told that you will have to travel in any way, shape or form to a physical location for some sort of training and meet-and-greet AFTER you have been hired,  then this company is NOT a virtual organization.  
  • If, at any time during the recruitment process,  you are told that you will be provided with a corporate desktop or laptop computer for you to conduct your activities on, then this company is NOT a virtual organization.
  • There are many more tell-tale signs of whether or not you’re really dealing with a virtual organization, but these six (6) warning signs will suffice for now.  
Day of Reckoning::  Videoconference Preparation
  • Be a professional, arrive at least a good 15-30 minutes before the videoconference is scheduled to begin.  70% of candidates, regardless of background,  arrive late or at the very last minute, completely disorganized and not prepared to begin. 
  • Make sure that your internet service provider is providing you with a minimum internet access Upstream speed of  5 Mbps.   Make sure that you’re using a HD webcam and headset, and adjust your camera before the meeting begins.   Make sure that you’re getting proper lighting and that your camera is not pointing toward the ceiling, etc.   Make sure that your computer is plugged in directly to your modem/router so you do not lose the signal and get locked out of the videoconference room.   
The point being:  you want a flawless videoconference to take place. 
  • If you have pets,  put them in a safe place away from the conference room.  Don’t worry, they’ll survive without you for that brief period of time.
  • If you have little children, make arrangements to have a babysitter during the videoconference. 
  • If you live in a noisy area, close your windows. 
  • Last but not least, show up with a suit (and tie if you're a man).   No polo shirt, Mickey Mouse  t-shirt, sweaters, etc.       
Day of Reckoning::  Videoconference Interview Time
  • If the tone and scope of the interview is just like any other “brick and mortar” interview, then this company is NOT a virtual organization.
  • When it’s time for you to ask questions,  never ask your prospective employer how long the company has been in business and how many employees it has.   (That doesn’t mean squat because I can form a new company tomorrow in 30 minutes. As for the number of employees, all successful companies in existence started with one employee.)
That’s a surefire  way of telling  them that you are a Regular Candidate, Scared, Very Insecure about your own capabilities, or A Bona Fide Idiot  instead of a Needle-in-a-Haystack. 
What’s important is how long the principal or founder of the company has been in business for himself instead of some other employer and whether or not you can do the job that you applied for.  If you can't do the job, it doesn't matter if the company has 1 employee or 2 million employees.  
  • Ask your prospective employer if they are a virtual company or a virtual organization.   It’s a trick question.  (If you don’t get the straight answer, “We are a virtual organization,” then that means, they are NOT a virtual organization, and you can get the hell out of there; because if you don’t,  you are going to be in for a hell of a ride.)  
  • If they answer the question correctly, then ask them if this is their first virtual organization and how long this virtual organization has been in existence.  (Now it’s OK to ask them how long this virtual organization has been around.)  
Why?  It’s because there is a very long learning curve - about 3-5 years - for “virtual organizations” to finally get it right and become what we call “quasi-virtual organizations.”   Anything less than three (3)  years, forget it - you will be walking straight into the Kingdom of the Blind where the One-Eyed Man is King and Chaos reigns.  
We call them “quasi-virtual organizations” for the simple reason that, outside of VOMI, there are no such things as “true and bona fide virtual organizations.”   
Why?  It’s because, in order to be a true and bona fide virtual organization, an organization must operate in accordance with the “virtual organization management discipline,” in which case, they would have had to learn it from VOMI and we would know who they are, which is a perfect opportunity for me to segue into the next question you need to ask. 
  • Ask your interviewer, point blank:  Does this company operate in accordance with the virtual organization management discipline or do you just use your own homemade recipe?
If they seem confused by that, or give you a very convoluted answer about the virtual background of one of the owners or executives, etc., (this is all bullshit), don’t press the matter and, by all means,  don’t try to impress them any further because you’ll now start to make them feel either uncomfortable or like idiots; and you’ll talk your way straight out of a job.
  • One final question:  Ask them what sort of training that they provide in order to show your humility.   
  • On the other hand, if the interviewer asks you :: Do you have any virtual organization experience? :: don’t fall for this trick question.    That’s because 100% of candidates will try to bullshit the interviewer by saying “yes” either directly or in a roundabout way.  The same way that the employer will try to bullshit you about their virtual organization credentials.
Just be humble and say, “No, but I am ready to learn everything that you have to teach me about the way that your organization operates." That’s because the real truth is that they are NOT a virtual organization, however, they do have their own way of working in a virtual environment. 
In Conclusion
I am perfectly aware that you can’t possibly go through all this effort for every single employer out there.  As well, there is no organization out there that I know of that is only interested in finding a needle in a haystack.   At least, you now know what a "virtual  organization" is looking for when they use that term.

Moreover, this information is only applicable to executives who wish to join a “virtual organization” and want to avoid experiencing the horrors of working for one of these virtual companies or quasi-virtual organizations who think they are virtual organizations and just don’t know the difference.



About Author:   Pierre Coupet, Q of Virtual Organization Management, is the founder of Virtual Organization Management Institute (VOMI) and League of Extraordinary Virtual Organization Executives; 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 or via CHAT


Credits:  Stock photo courtesy of  Pixabay.com

Copyright 2016.  Pierre Coupet.  League of Virtual Extraordinary Virtual Organization Executives.  VOMI.  Virtual Organization Management Institute.  All rights reserved.    Cannot be reproduced without permission.