Wednesday, July 20, 2016

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



by Pierre Coupet

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

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

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

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

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

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




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



by Pierre Coupet

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

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

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

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

Great News for Forbes Global 2000 and Other Large Enterprises    


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

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

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

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

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

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

Good News for Forbes Global 2000 and Other Large Enterprises    


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

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

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

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

News for Forbes Global 2000 and Other Large Enterprises    


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

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


Why We Are Discontinuing the Licensing Solution


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

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

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

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

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



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

Stock Photo: courtesy of Pixabay

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

     

Thursday, June 30, 2016

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



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

A Sigh of Relief

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

Free at Last

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

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

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

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

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

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

In Conclusion

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

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

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

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

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

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



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

Stock Photo: courtesy of Pixabay

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

Saturday, June 25, 2016

Why Recruiters Should Partner With Virtual Organization Recruiters






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

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

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

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

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

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

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

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

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

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

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

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

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

It's Now Time to Give You the  Reasons Why

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

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

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

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

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

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

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

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

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

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

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

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

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

In Conclusion

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

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

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

I hope that helps a great deal!


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

Stock Photo: courtesy of Pixabay

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

Friday, June 24, 2016

Why Corporate Recruiters Should Partner With Virtual Organization Recruiters




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

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

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

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

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

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

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

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

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

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

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

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

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

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

Time to Give You the  Reasons Why

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

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

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

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

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

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

In Conclusion

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

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

I hope that helps a great deal!


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

Stock Photo: courtesy of Pixabay

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

Why Virtual Recruiters Should Partner with Virtual Organization Recruiters




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

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

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

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

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

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

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

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

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

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

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

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

Time to Give You the  Reasons Why

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

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

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

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

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

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

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

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

In Conclusion

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

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

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

I hope that helps a great deal!


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

Stock Photo: courtesy of Pixabay

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

Wednesday, June 22, 2016

Appointment of Kay Schoene as Distinguished Global Ambassador, Germany




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

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

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

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

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

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

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.