Milliner & Associates of Indianapolis, IN has been honored with a recognition by Indianapolis Business Journal in its selection of "Largest Indianapolis-Area Temporary-Employment Services."

Announcing a special recognition appearing in the August, 2011 issue of Indianapolis Business Journal published by IBJ Corp.. Milliner & Associates was selected for the following honor:

"20th Largest Indianapolis-Area Temporary-Employment Services"

A spokesperson from Milliner & Associates commented on the recognition: "This is quite an honor for us. The fact that Indianapolis Business Journal included Milliner & Associates in its selection of "Largest Indianapolis-Area Temporary-Employment Services," signals that our constant efforts towards business excellence are paying off. We are proud to be included in this recognition."
 

For those of us that are gainfully employed doing something that we love, the holidays can be a time that we are able to focus on the more important aspects of life such as our loved ones. However, most of us are close to someone that is unemployed, underemployed, or unhappily employed. So, with the crazy schedules that surround November and December and the early part of January, how do we make our job search work for us more effectively?

1. Relax. This may sound crazy, but take a deep breath, focus on the things that are really important to you. Relaxing and enjoying your holidays will rejuvenate your psyche and restore a confidence in you that will positively impact your interviewing and networking opportunities.

2. Re-evaluate. If you are actively on the job market, due to unemployment, spend some time reflecting on the state of your job search. Is now a time to make a career change? Are there any untapped resources that you haven't taken advantage of? Who is helping you in your job search?

3. Research. Have you targeted specific potential employers? Is now a busy time for their business, or a time when decision-makers are more likely to be on vacation? Know what to expect in your job search so that you can maintain realistic expectations in communication from prospective employers.

4. Be Ready. Because many prospective employers are juggling multiple personal commitments alongside demanding business schedules, interview schedules can be erratic at best. Be flexible with your availability so that potential employers are assured of your eagerness and willingness to become a part of their organization.

5. Relationships. Take time to connect with key support members of your job search. Friends, former colleagues, and our extended networks (i.e. kids' activities, community activities, etc.) are great places to network and get support for our job search. Now is a great time to reconnect with people while spirits are generally high and giving is "in the air".

Early in my career, my mentor lived by the principle "Do what you say you're going to do and do the right thing for the right reason." I took that to heart many years ago and it's continued to help shape my values as a professional. During this holiday season, take some time to get back to the basics of who you are, why you do what you do, and where you are in comparison to where you want to be.

Be your best. Enjoy your loved ones. Focus on what's important.
 

Have you ever wondered why it seems so hard to find the right candidate for your open position? The job market is flush with candidates, so why isn't hiring the right person easy?

I recently read an article in INC magazine regarding common problems amongst interviewers. Although the article is geared toward entrepreneurs, the problems can apply to anyone hiring these days. Maybe you or your company are faced with hiring the right candidate at the right time.

Problem 1: "Unhealthy Attraction"
People tend to hire individuals that are similar in personality. Sometimes this can be toxic to the work environment. If you are an independent, driven leader and tend to hire individuals with those same personality traits, are you creating a team environment? Or…are you creating an environment not conducive to collaboration? To avoid falling into this pit, involve not only the hiring manager but also peers of the candidate in the interview process.

Problem 2: "Perfectionism"
Is the best candidate the one with the skills or the "can do" attitude? Often times employers say one but search for the other…the skills…the credentials. Many times employers will tell us "I don't want someone who's already been at this level, I want someone who is eager and ready to be at the next level". But, in reality, when presented candidates, it's the list of credentials and whether or not the candidate has already been in the role and performed the tasks that an employer focuses on. Determine what qualities are essential to the position, what can be taught and bear in mind that any new hire needs a period of time to acclimate to the company's environment.

Problem 3: "Analysis Paralysis"
Clients have shared that in today's market, it is better to hire slow because you can always fire fast. However, hiring too slow is a detriment to your efforts. Maybe you've made a hiring mistake or two in the past, maybe you're very detailed and thorough, but if the interviewing process drags on, you will more than likely lose a candidate that, at one point, you identified as "the one". How can you combat this problem? Trust your instincts. Don't involve more than 2 or 3 managers in the hiring process - too many evaluations can complicate and cloud the decision.

Problem 4: "Procrastination"
Your employees are overworked and your hiring process is now in crisis mode. You can't find enough good employees to add to your staff. In the meantime, you are losing your good employees. Take steps to prevent this situation. Network when you can and keep a list of prospective hires based upon whom you meet. Create an employee referral program.

In summary, all companies, regardless of the entrepreneurial stage they are in, face these challenges. If you are finding that you're constantly trying to fill the same position or have had the position open for 6 months and feel unsuccessful, stop and evaluate your hiring practices. Can you identify at least one of these 4 problems?
 

Welcome aboard Mike Springer!

We couldn't be happier to announce Mike Springer as the newest member of the M&A Team. Mike brings a wealth of Industry experience and knowledge that rival many in our marketplace. For those of you who aren't familiar with Mike let me give you a quick rundown…Mike's background includes over 11 years of executive search in the areas of Sales, Marketing, Operations and Human Resource professionals. During his career he has co-founded one the Indiana's Fastest Growing Privately Held companies and recently as a stay-at-home dad for the past 6 years he has built from scratch a national apparel company while raising his two daughters - how cool is that? Now, in a more focused effort, Mike brings his client base to Milliner and Associates - rejuvenated and anxious to expand the business he enjoys so much.

This is probably one of the simplest questions we ask to gather vital information from the candidates we assist. Surprisingly though, it can be one of the most difficult for them to answer.

For the purpose of this blog and for a little insight into the vernacular we use in our firm…a "Powergraph" is a powerful written statement that helps explain your professional strengths as it relates to your background. Straightforward enough, right? It's actually a fun little exercise and once committed to memory it can be easily used in conversation or even plugged into a cover letter. Think of it as creating your own personal advertisement to be used when selling yourself against other applicants (a.k.a. your competition).

I can't begin to tell you the number of times I've heard…"I'm not really good at promoting my skills" or "I have a tough time selling myself to others." It's true, not everyone is a professionally trained salesperson...but what the top salespeople, in any industry, do is believe in their product/service, master overcoming objections and follow a proven sales process. If you are in the process of a job search and the major objection facing you is "What makes you stand out from the pack?" Then penciling down your Powergraph should be the first step!

Here are a few examples of what you can include:

• Passion, Innovation and Drive go a long way here. Don't curb your enthusiasm!
• Put yourself in the shoes of an employer and ask yourself, "Tell me something that's not on your resume that make you the ideal candidate."
• Describe an experience that helped shape your professional career.
• Explain how you've created more opportunity, streamlined a process and grew in a position.
• Speak to the details of your experience, but more importantly explain how they can add value to the next company.

The most important component of your Powergraph should express the confidence you have in your abilities. Keep in mind that landing an interview is secondary…your job now is to sell yourself and continue in the next step of the process. Hopefully, knowing your own Powergraph will help you in doing so.