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Saturday, September 6, 2014

Instantly Turbocharge Your Job Search and Leave Your Superstar Competitors in the Dust!

Instantly Turbocharge Your Job Search and Leave Your Superstar Competitors in the Dust!
by Pierre Coupet

In today's volatile job market, the absolute worst time to start looking for a new job is when you absolutely need to find a new job.    Why is that, you might say?   The simple answer is: competition - not just the typical competition that all job candidates encounter when looking for a new job but "absolutely fierce competition" coming at you from every which way.

Fierce Competition Due to Widely Available Highly Specialized Knowledge
As to why there is such fierce competition, the principal reason is because we are living in an information age whereby highly specialized knowledge is widely available to all and no longer restricted to an elite few with advanced degrees from some of the most elite educational institutions in the world, the net effect of which is, "depressed wages."    In fact,  these very educational institutions, almost without exception and regardless of their pedigree on the world stage, are having a hard time catching up with all the innovation and highly specialized knowledge out there, struggling to reinvent themselves in order to remain relevant in the 21st century and beyond.  

New Focus on Contribution of Practical Knowledge to Bottom Line 
Candidates are no longer "primarily" evaluated on the basis of  their "Ivy League" or "top 10 business schools" or any other so-called "top ...." background.  As well, they are no longer strictly evaluated on the basis of how many years of experience and the standard personal references.  The emphasis on what a candidate truly knows and can readily contribute to an employer's bottom line is the new focus due to the "absolutely fierce competition" that employers themselves are being subjected to.

Consequently, what this means is that,  regardless of who the players are (employers, current employees or candidates),  there is absolutely no room for mediocrity, thus creating this atmosphere of fierce competition across all sectors.       

The Status Quo on How to Stand Out Is Not Enough 
So, as a candidate for one of these positions, besides social networking and social job search, how do you make yourself stand out from all these other superstar candidates out there in "your neck of the wood"?     Being one of these old-timer recruiters going back to the 80's - ancient is more like it - back in the days, we used to counsel our candidates on how to interview for a position,  proper attire,  background info on the hiring managers, our client's corporate culture,  how to create a killer cover letter and resume,  compensation advice, and all the other mumbo jumbo stuff that typical recruiters and executive search consultants do to help their candidates "stand out" in order to secure a position.

Sadly, that is not enough in today's day and age; but if that is not enough, then what the hell is?  Well, calm down a bit--didn't mean to ruffle your feathers--and let me give you the simple answer you've been waiting for.

How to Stand Out From Other Superstar Candidates

Turn the Tables Around.    Instead of being one out of hundreds or thousands of candidates looking  to get this Awesome Job with this one employer, turn the tables around and become this One Awesome Candidate looking to get a job with one out of hundreds or thousands of employers worldwide looking to fill an awesome position.

Establish a Global Footprint.   The best way to do that is to increase your footprint to a global level.  Make the entire world the location where your prospective employer can be located and let that be known to these prospective employers who may have a need for your services; regardless as to whether or not any of these employers ever even thought about recruiting someone outside of their local area AND regardless of any existing corporate recruitment policy they may have in place.   The best part of it all is that you get to stay right where you are this minute, if you so desire;  in other words, you don't have to relocate if you don't want to. 
 
This strategy calls for the following:
  • Attach a cover letter to your resume which tells your prospective employer (right now it would be the recruiter or corporate recruiter reviewing your resume) that you are also available to work for the employer in a "virtual" or "virtual organization" environment  IF they never thought about recruiting someone for the position outside of their local area or certain geographical area,  or if their existing corporate recruitment policy does not allow for non-local candidates due to "relocation costs" or any other factors;   AND
  • You are willing to allow them to subject you to a "virtual organization aptitude assessment"  conducted by an independent, third-party, world-renowned virtual organization aptitude assessment solutions provider in order that your prospective employer can determine whether or not "you are able to thrive--and LEAD--in a 'virtual' or 'virtual organization' environment."  
  •  (Please do NOT mention any variation of these deadly words, "telework, flexible work, work remotely, work from home, home office, virtual team, managing in absentia," in your cover letter.   As well, do NOT explicitly mention Virtual Organization Recruiter, only copy and paste the foregoing link as shown.)  
  • Provide them with an opportunity to schedule an On-Demand videoconference with you regardless of time zone or location.  Let them know there is no need to go back and forth with respect to scheduling the interview or meeting date and time; and that the time and date they select will automatically be confirmed and the videoconference details will be sent to them almost instantly along with a meeting reminder up to 10 minutes before the meeting time.  (If you don't know how to do that, join me on the Virtual Organization Recruiter community on Google+ and I'll show you how.)
Advantages of Stand Out from Other Superstars Strategy 
What are the advantages of such a bold and pro-active move?

First and foremost, assuming that all things are equal (meaning you are really an Awesome Candidate that this employer just cannot afford to filter out right off the bat), you have basically differentiated yourself in a positive way from all the other candidates out there.  Some candidates brag about how they "think out-of-the-box" but, in your case, you would actually be "acting out-of-the-box."   

Second,  now you are no longer one out of many desperate candidates chasing One Awesome Opportunity with One Employer.    You are now One Awesome Candidate under consideration by Hundreds of Employers for Hundreds of Awesome Opportunities.

Third, there are a lot of good and practical reasons why an employer will not consider non-local candidates or what they call "remote workers, teleworkers, work-at-home personnel, home office-based workers, virtual workers, or flexible workers" and I happen to be in 1000% agreement with these employers.  For myself as well as for many other employers out there, that brings to mind "nightmarish events" that no employer should ever willingly subject itself to. 

However,  that being said, the virtual organization management and virtual organization recruitment disciplines have made 99.999% of these reasons obsolete - although the majority of employers and candidates  don't really know much or anything about the existence of these two (2) disciplines.

Thus, it becomes incumbent on the candidate to educate their current and prospective employer that they (employers) now have other reliable and very viable options that they can--and should--consider when evaluating candidates for a position.   Moreover, the fact that you, the candidate, are providing them with that information makes you a bit special--or different--in their eyes.  It puts you squarely in the 21st century and innovation category.   

Fourth, you are not asking the employer, as the expression goes, "to buy a pig in a poke" by only  providing the employer with references (dubious and suspect, at best) from your friends, colleagues, and current or former associates about "how great you are at working - and LEADING - in a virtual environment." 

Instead,  you are confidently stating to your current or prospective employer, "Assess Me by an independent, world-renowned, competent third-party virtual organization aptitude assessment solutions provider and let the chips fall where they may!"

Fifth, and most importantly, this sort of bold and pro-active move provides you with plenty of options and frees (or greatly relieves) you from the normal fears and insecurities corporate executives and other personnel experience when considering a move:  a) an opportunity you just can't afford to pass by because, if you do, it might be a very, very long time before another one comes your way,   b) potential pay cut and loss of benefits,  c) loss of seniority and advancement opportunities,  d) trauma of relocation,  e) adjusting to a new corporate culture and becoming a member of the good ol' boys/girls club,  f) learning curve at new job,  g) implicit or explicit probation period, and  h) all other related personal and family issues.
   
In Conclusion
While your colleagues are busy scrounging and stressing, hoping to get a tiny piece of one pie, you can set your sights on hundreds and thousands of pies by telling your prospective employers, "Assess Me!"


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.

Wednesday, September 3, 2014

Difference Between Virtual Recruiter and Virtual Organization Recruiter

If I were to receive $1 every time a "virtual recruiter" asked me the question,"What is the difference between a 'virtual recruiter' and a 'virtual organization recruiter',"  I would have enough dollar bills to fill a giant football stadium from floor to ceiling.  (Slight exaggeration, of course.)

Virtual Recruiters Galore
Which explains why every time Virtual Organization Recruiter places an ad for a "virtual organization recruiter,"  we receive tons of responses from "virtual recruiters" with varying numbers of years of experience recruiting talent in a virtual environment.   In fact, one of our "virtual recruiter" candidates even stated, "I've been a virtual recruiter since the 1970's when there was no such thing as the internet."

And guess what?  He is absolutely correct about having been a "virtual recruiter" since the 1970's  because I, being one of these old-timer recruiters back in the 1980's, was indeed one of these "virtual recruiters."   Although there was no Web to speak of then,  a lot of us operated strictly in a virtual environment.   Even though we had a local business office,  all we really needed to operate nationwide was national advertising (in the Wall Street Journal and other major newspapers), a  telephone and a fax machine.   The office was only necessary for support staff and also for interviewing local candidates for local positions.  (In fact, I knew of many top gun recruiters-lone rangers who only had a P.O. Box for a business address.)   And therein lies the source of the confusion--and disappointment--for these virtual recruiters when they apply with Virtual Organization Recruiter.  

Time to Answer the Question
Alright, enough of the suspense, let me go ahead and answer the question:

A virtual recruiter only works in a virtual environment.   That's all!

Whereas, a "virtual organization recruiter":  1) works for a "virtual organization,"  2) operates in accordance with the "virtual organization management" discipline  (i.e., uses best practices, policies and procedures for operating in a "virtual" or "virtual organization" environment),  3)  operates in accordance with the "virtual organization recruitment" discipline (i.e.,  uses best practices, policies and procedures for recruiting personnel who will be working in a "virtual" or "virtual organization" environment), and  4) only recruits personnel who will be working in either a "virtual" or "virtual organization" environment - in other words, NO recruitment of personnel who will be working primarily in a "brick and mortar" environment.

From Virtual Cakewalk to Virtual Spacewalk
And that explains why many of our colleagues are so disappointed when confronted with the realities of  life as a Virtual Organization Recruiter.     What they originally assumed to be a Virtual Cakewalk turned out to be a Virtual Spacewalk,  effectively rendering them ill-prepared--mentally, psychologically, and technically--for the "virtual organization recruiter" landscape.

There Is Still Hope for Making the Transition
However, that being said, all hope is not lost with respect to making the transition from virtual recruiter to virtual organization recruiter.   All it takes is a sincere desire to make the transition, a bit of humility,  and a strong commitment of time and effort to do so within a reasonably short period of time.   After all, nothing worthwhile takes a few minutes to achieve or accomplish.


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.
          

Thursday, August 28, 2014

Is Your Employer a Neanderthal When It Comes to Working in a Virtual Environment?

Is Your Employer a Neanderthal When It Comes to Working in a Virtual Environment?
by Pierre Coupet

Is your employer a Neanderthal when it comes to working in a virtual environment? I must admit that we've come a long way from where we used to be 21 years ago since the web started to bloom, and yet, disappointingly so, we have so much farther to go.

E-commerce Predictions Yield Lackluster Results
Why is that, you might ask? That's because 20 years ago I was predicting that every single organization, from the one-person-shop to the largest organization in the world, would have a website and that most, if not all, e-commerce transactions would be conducted on the internet.

Well, the first part of this statement is obviously true, however, with respect to e-commerce, we are woefully way behind where I thought we would be today.

Virtual Workforce Predictions Yield Disappointing Results
With respect to the workforce, by now I expected a minimum of 80% of employers would have ditched these huge skyscrapers and other office buildings in favor of a well-disciplined virtual workforce armed to the teeth with the virtual organization management discipline. Instead only a couple of hundred out of millions of companies have embarked down that road. I thought that would have been a no-brainer.

Enlightened Workforce Cries Neanderthal
Instead, what I hear from the regular folks out there in the heartland--or netherworld as others would lead me to believe--is "how Neanderthal their boss or employer is for making them get into that rush-hour traffic just so they can do something that can easily be done from home with today's technology."

That sentiment is usually followed by a variation of the following type of remark: "I am not a loafer or slacker and (s)he knows it. I am a hard worker and I do take my job and reputation seriously. So I can't understand what the problem is. So, Pierre, what kind of advice can you give me?"

Being the founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997, that's where I get into a lot of hot water with people who thought they were talking with someone who had a sympathetic ear; someone who would (and should) readily agree--if not outright commiserate--with them. Alright, I am not going to go into the details of what I used to say to those disappointed folks that got me into so much hot water, but the bottom line is this: both sides have 100% legitimate reasons for their positions.  And who in the world wants to hear that?

Solution to Stalemate Between Neanderthal Boss and Enlightened Employee
That's when I decided to do something about that in late 2012 - which was to come up with an independent third-party solution that would satisfy both parties: the Neanderthal employer and the Enlightened but frustrated employee. Taking matters into my own hands, I decided to establish a "virtual organization aptitude assessment solutions" provider, a neutral and independent third party that an employer or boss could rely on in order to assess whether or not a particular employee "has the potential to adapt and thrive in either a 'virtual' or 'virtual organization' environment."

This means that from now on any employer or boss anywhere in the world can make a very sound and objective decision free from any biases or prejudices with respect to any employee or subordinate's request to work in a virtual environment.

The Employer Is No Longer a Neanderthal
As for the employee, the boss is no longer a Neanderthal and is now favorably looked upon as being also enlightened, fair and impartial regardless of the outcome of the "virtual organization aptitude assessment." If the results of the virtual organization aptitude assessment corroborate the employee's stand, then the happier the employee and the employer will be.

On the other hand, should the results prove otherwise, then both parties will, at the very least, know where the deficiencies lie and the employee will have an opportunity to begin to work toward making the necessary improvements needed to pass the next time around. That is, of course, assuming that the employer or boss gives the employee a second shot at paradise.

In Conclusion
So, what does an Enlightened employee tell a Neanderthal boss who cringes at the thought of letting (h)er work in a virtual or virtual organization environment? Assess Me!


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.

Friday, July 11, 2014

Appointment of Prof. Dr. Robert Hockin as Global Ambassador, USA

I am very pleased to announce the appointment of  Prof. Dr. Robert Hockin as Global Ambassador, USA on the Global Ambassadors Committee of VOMI Global Think Tank and Advisory Board.    

Dr. Robert Hockin brings over 20 years of corporate management, management consulting and not-for profit experience to his role as adjunct faculty in business at Capella University and the DBA Program at Walden University.
 

He has mentored over 42 learners to completion of their doctorates, has served on over 250 learner committees and continues to mentor numerous graduate learners. He has served on the Board of Examiners for the MN Quality Award and Malcolm Baldrige National Award for Excellence for several years as an evaluator and judge.
 

Dr. Hockin was a Senior Advisor, Office of CEO at AARP;  Senior Consulting Manager, Bearing Point; Vice President of  Business Development, JZM, Inc.; Key Account Principal, IBM Global Services; Vice President Research Operations, Stratis Health; and Director National Accounts Strategic Business Unit, Blue Cross Blue Shield MN, Inc.

His consulting career also includes working with Fortune 1000 companies, nonprofit organizations and government agencies such as: The Prudential, IBM, Chrysler, State Farm, Delta Airlines, Citibank, Smith Barney, Merrill Lynch, Centers for Medicare & Medicaid Services (CMS), BCBSMN, Department of Homeland Security, MN Dept of Human Services, Wellpoint Pharmacy Services, Blue Cross of California, Fairview Hospitals, Kaiser Permanente, and numerous others.

He holds a Ph.D. and an MA in Sociology/Social Psychology, University of Minnesota; a BA in Psychology, Moravian College; and an Executive Certificate, University of Pennsylvania–The Wharton School of Business.



Contact Information:  rjhockin@virtualorganizationinstitute.com

Thursday, July 3, 2014

Appointment of Dennis Obi Ekunie as Honorary Global Ambassador, Nigeria

I am very pleased to announce the appointment of  Mr. Dennis Obi Ekunie, Group Managing Director of Atlantic Oil & Gas Exploration & Developing Co. Limited, Atlantic Shipping & Logistics Development Co. Limited, and Atlantic Construction & Infrastructure Development Co. Ltd, as Honorary Global Ambassador, Nigeria on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board.   

Tuesday, June 3, 2014

Appointment of Dr. William Messier as Honorary Global Ambassador, USA

I am very pleased to announce the appointment of  Dr. William Messier, Head of Digital Assets, Oakley, as Honorary Global Ambassador, USA on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board.  

Appointment of Chaudhry Imtiaz Hussain as Honorary Global Ambassador, Pakistan

I am very pleased to announce the appointment of  Chaudhry Imtiaz Hussain, Senior Advocate/Attorney-at-Law, as Honorary Global Ambassador, Pakistan  on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board. 


 

Appointment of Ekkapon Yuangnark as Honorary Global Ambassador, Thailand

I am very pleased to announce the appointment of Ekkapon Yuangnark, Managing Director, Thai Summit International Legal Consultant Ltd., as Honorary Global Ambassador, Thailand on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board. 


 

Appointment of Prof. Dr. Anabel Ternes as Honorary Global Ambassador, Germany

I am very pleased to announce the appointment of  Prof. Dr. Anabel Ternes, Chair and Professor of International Communication Management, SRH International Management University Berlin, as Honorary Global Ambassador, Germany  on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board. 


 

Appointment of Prof. Dr. Hardik Vachhrajani as Honorary Global Ambassador, India

I am very pleased to announce the appointment of  Prof. Dr. Hardik Vachhrajani, Associate Professor (Strategy & Innovation), Amrita University as Honorary Global Ambassador, India on the Global Ambassadors Committee of  VOMI Global Think Tank and Advisory Board.