Employers Want Self-Starters

March 15, 2017

By Dan Charney, President

A big deal is being made about self-starters these days because it is at the top of a hiring manager’s list. It’s considered one of the key traits that employers are looking for in their employees.

However, in the real world, most people are not self-starters. We don’t always live up to expectations or our own ambitions. But that doesn’t mean we can’t change and become a self-starter. Here a few ways to get fired up:

Go for it and don’t be afraid to fail. The fear of failure can paralyze you and keep you from reaching your goals. Instead, learn from failure and apply what you learned. Self-starters turn setbacks into successes. There’s nothing wrong with taking a few chances. Without risk, there is no reward.

Take responsibility. A self-starter accepts the job at hand and takes responsibility for the decisions and actions they carry out. In addition, they often take on additional duties and responsibilities because they know that if carried out effectively, it can speed up a promotion.

Be reliable. Your boss, the people you work with, and clients should be able to rely on you on a daily basis, especially during peak or urgent periods. Be there on time and be the one they can count on.

Take ownership. Hold yourself accountable for your actions and how well you do your job. Always think of ways to improve how the job gets done. Bring fresh ideas to the table. But backup your actions with commitment and always keep your word.

Finish what you started. Don’t stop working on a task half way through it. Instead, follow through until the very end. Then, follow-up. This shows you care about the task even after it has been completed.

Stay ahead of deadlines. Do your work early. Don’t put it off even if it’s a task you don’t like. Self-starters don’t dillydally. They are diligent and finish a project or task even before the deadline.

Show respect. Treat your bosses and colleagues with respect and help them out whenever possible. Refrain from office gossip and from complaining about the company, your boss, or co-workers. Self-starters stay away from negativity. They focus on the possible.

Be a problem solver. We are all faced with problems in our work and life. Solving those problems and minimizing the occurrence of problems takes courage and good decision-making skills. Self-starters meet problems head on before circumstances force their hand.

Don’t call it work. Self-starters do not feel like they’re in a daily grind. Rather, they focus on the long-term goal or reward that work brings. Those rewards might include a down payment on a house, saving money for a vacation, or simply growing a nest egg.

Overall, a self-starter is able to work effectively without regularly being told what to do. They realize that success requires work. Employers don’t need to micromanage them or worry that their workload won’t get done or meet the deadline.

The best part of being a self-starter is that anyone can learn to become one. You need to replace some of your old habits and adopt the new ones mentioned above. This is the first step in becoming a self-starter instead of a self-stopper.

4 Traits Needed to be a Great Leader in 2017

February 15, 2017

By Dan Charney, President

Day by day, the workforce evolves due to economical, technological, and societal changes. With the constant workforce transformation is a constant need for leaders to strive for quality management tactics. Common important traits for a leader to have are confidence, transparency, and innovation, among others. However, 2017 is a new year, with new challenges, and leaders should take note of these 3 key traits and skills that will make them successful and benefit their employees this year.

1. Decisiveness
On a regular basis, leaders are put into situations where they are expected to make tough decisions that can impact the entire company. In addition, they are responsible for communicating their decisions to employees and others. To be successful, a great leader is able to make quick decisions by balancing emotions and logic. When it comes to information processing and decision making, leaders are able to use both sides of the brain; left being the logic center responsible for reasoning and analysis, and right being the emotional center responsible for creativity and intuition. With the fast pace of the business world, leaders and top executives have to implement balanced decision making without hesitation and without wasting time.

2. Focus
In 2017, technology continues to expand and grow at a fast rate with big data, cybersecurity, and IoT being at the forefront of not only the tech industries, but also manufacturing, healthcare, banking, and more. With this growth, leaders need to be able to adapt to changes, but also know their core business and stick to it. Changes and challenges can cause leaders and executives to lose focus and lose sight of their mission which can ultimately result in a loss of profits. It is important for leaders to stay organized and stay on track with established strategies, plans, and goals, while also keeping employees and other leaders in the company focused for the business to be successful no matter what changes the business world could be experiencing.

3. Communication Skills
Having exceptional communication skills is common for leaders, but especially important in today’s day and age. There are four different generations with a prominent presence in the workforce today. Furthermore, today’s leaders fall into many of these generational categories. This makes it so important for leaders to be able to clearly communicate strategy, goals, give and receive feedback, and motivate employees no matter if they are dealing with Baby Boomers, Generation X, or Millennials. While many of these generations have stereotypes stamped onto them that may or may not be true, it is extremely important for leaders to pay attention to what communication methods are the clearest and most concise for employees and the team.

4. Insightfulness and Innovation
The 2017 workforce has been highlighting a key factor in what is most valuable to them in a job: company culture. A recent poll by Hunt Scanlon Media shows that 73% of respondents say culture is the most important workplace consideration at their organization, with 42% responding that culture is a leadership priority driven from the top down. As leaders, it is extremely important to be insightful and innovative in creating a great company culture. Top executives can improve the quality of their workplace environment and culture by simply having a clear understanding of what employees want, and creatively implementing perks. This will help to not only retain current employees, but attract new talent as well.

Effective leadership takes time and experience, but with practice, leaders can polish these traits and benefit themselves, and their employees. What other leadership traits do you think are crucial for top executives to have in 2017?

Candidate Background Checks More Important Than Ever by Dan Charney, President, DRI

A significant number of job candidates falsify information on their resumes. Surprisingly, many applicants who fabricate their information still land the job. How is that possible?

According to Neil Adelman, President of Safeguard, a comprehensive background screening company in Beachwood, Ohio, “About 50% of resumes contain incorrect information and many businesses either lack the proper in-house resources or initiative to carry out full employment verification procedures or criminal record checks. As a result, companies can easily make poor and costly hiring mistakes.”

There are a variety of reasons why candidates falsify information. From my experience, the reasons run the gambit of trying to hide periods of unemployment, conceal substance abuse, and/or hide a criminal record. For some, it’s simply to get the competitive edge in today’s economy and fierce job market.

According to the Wall Street Journal and the Society for Human Resource Management, here are the top reasons why employers should screen their applicants:

  • Reduce Legal Liability
  • Ensure a Safe Work Environment
  • Prevent Theft & Other Criminal Activity
  • Comply with State Law
  • Assess Overall Trustworthiness

I’d like to add two more…it saves time and money. For example, I recently advised a client of mine to conduct a thorough vetting process before hiring my candidate or any candidate for that matter. The hiring manager said it was their policy to hire first and then check. Unfortunately, they initiated their criminal background check well into his first month of employment, after on-boarding and training were completed. To their dismay, they found criminal activity in his past that if repeated, would put their company at risk. They terminated his employment immediately. Neglecting to do a background check before hiring was a costly mistake for them. Thousands of dollars in company resources including financial, human capital, and time were wasted.

I recommend that the best time to do a background check is when you narrow the playing field to one or two candidates and before a job offer is even discussed. Employment and background verification is too important for your company to hesitate on, delegate to an untrained employee, or disregard your state’s guidelines and requirements.

Frankly, you have a duty to take care of your workforce as well as mitigate risk for your company. That’s why DRI uses screening services before hiring our own employees and recommend the same to our clients.

Direct Recruiters Celebrates 30 Years of Success!

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Direct Recruiters, Inc. is proud to announce that we have achieved a significant milestone by reaching our 30th Anniversary in the Executive Search Industry.

Reflecting on the past 30 years, Shel Myeroff, CEO, President and Founder commented, “It’s hard to believe that 30 years have passed since we first opened our doors in 1983. Over these last 30 years, we have seen so many changes in the recruiting industry and we not only managed to keep pace but continue to have record sales each year. In addition, our continued growth has created many jobs for top talent in the Cleveland area.”

According to Dan Charney, Managing Partner, “We have so much to be thankful for and our success can be attributed to our loyal clients, trusted partners and our awesome DRI team. I can’t say enough about our people who strive to give their best every day and in return, we have created a positive work environment motivating them to stay. We also encourage our team to refer their professional peers our way. DRI is a great place to work.”

DRI has grown from a start-up firm to a company recognized as an INC. 5000 Honoree, Weatherhead 100 Company, NorthCoast 99 Company and NEO Success Award winner.

For more information, contact Dan Charney, Managing Partner, 440-996-0589 / dcharney@directrecruiters.com or Barb Miller, Marketing Manager, 440-248-3370 x101 / bmiller@directrecruiters.com.