Category Archives: recruiting

Perception VS. Reality

Guest blog contributed by Rebecca Hall, CSP – Professional Devlopment Group/Class of 2017  

My name is Rebecca Hall, I am a Recruiter with JFC Workforce, part of the JFC Staffing Companies.  I joined JFC Staffing Companies three years ago, with several previous years of staffing experience, and thirteen years in the Accounting industry.  I came to JFC seeking new opportunities for growth and advancement, in the staffing industry, which is where my passion lies.

cat_sees_lion_in_mirrorJFC was the first, and only, staffing firm that I sought employment, when my pervious staffing firm closed.  I was attracted to JFC Staffing Companies because they are the largest regional firm in Central Pennsylvania, with an exceptional reputation.  During my tenure with JFC Staffing, I have never regretted my decision to join the team.  I have continually progressed and advanced as an Office Professional Recruiter.  As of this year I will have achieved the title of “Senior Recruiter”, and will be recognized as a Silver-Level member of the Top Performer Club (reaching over $450,000 in gross margin for the year) with JFC Staffing Companies.  These are just two examples of the growth that JFC has afforded me.

I credit my continued advancement and success to the resources provided to me by JFC Staffing Companies.  I am given the tools, training and support that I need to continue to learn and advance professionally, as well as personally.  One of the most influential training sessions that I was invited to take part in, is the Professional Development Group.  This group is focused around embracing Emotional Intelligence.  Emotional Intelligence is defined as “your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.” (http://www.talentsmart.com).  During this 6-month training program, a small group of selected employees read the booked entitled Emotional Intelligence 2.0, by Travis Bradberry and Jean Greaves, and discussed during monthly meetings.

In addition to the readings, we also took personal assessments before beginning the program, and mid-program, to test our Emotional Intelligence.  This allowed us to better understand our strengths and weaknesses in this area.  In my initial assessment, I learned that my greatest strength was in Social Awareness.  My weakest scores were in Self-Awareness and Self-Management, which go hand-in-hand.  To me, this means having a strong understanding of how others view me, in comparison to how I see myself, as well as the vibes that I give to others, intentionally or otherwise.  This prompted me to focus on improving my ability to accurately perceive my emotions, and to stay aware of them as they happen.

Perception is “the ability to see, hear, or become aware of something through the senses”, per the dictionary.  Perception is described as how a person “feels” or “views” a situation.  Upon further research, I learned that perception is very subjective.  We tend to perceive people and situations in a way that we feel, and can relate to.  For instance, if you are a negative person, you tend to perceive a situation or person as negative and if you are a positive person, you tend to perceive a situation or person in positive regard.   In short, perception is more so related to the way we see ourselves, instead of the actual person or situation involved.  As our emotional intelligence evolves and improves, one learns to control their gut reaction to perceive things in a way that is controlled by their own tendencies, but to see them for what they are; Reality.

Upon completion of the Emotional Intelligence book, engaging in group conversations, and role-playing within my professional development group, I have improved my Emotional IntelligenceMy Self-Awareness and my Self-Management have become something that I work on every day, in every situation.  Re-training your brain to avoid assumptions and misperceived “reality” is a work in process.  I am learning to take a step back and evaluate situations before mentally jumping to conclusions and perceptions.  I am using my Self-Management skills to control how I react to situations and to people, to try to remain open-minded and flexible in my thinking.

As a JFCr, I know all too well the importance of pursuing my better self.  Thanks to my employer…my work family…I am doing just that!

 

New Job Jitters: Failure was never an option

Written by Olivia Russell, Recruiter, JFC Workforce

New JobBy nature, I am a methodical person- I like to know the reasons why something is the way it is, how to tackle tasks in a very clear and practical way, any potential roadblocks (and what the response to those would be), and what the end goal is. During my first year here, I can confidently say those things were a huge deterrent to my success. I wouldn’t take action until I was 100% confident in what I was doing and I didn’t know how to ask the right questions in order to understand the “whys”, “hows”, and “whats”.  The conversations I was having with both clients and candidates were lacking clarity, depth, and understanding, which lead to continual frustrations and failures. I wanted so badly to be successful and to represent JFC well and I felt that I was continually coming up short.

For me, failing was not an option; I wanted to make a name for myself while continuing to establish JFC as a competitor in this industry. Thankfully, I work with an incredibly supportive team so I was able to access countless trainings, have one-on-one conversations with my mentor, and spend a lot of time with my branch manager and select senior management. Having that access made all the difference- it allowed me to think about things differently and to take a new approach to my conversations, with that came a new approach to asking the right questions. This is an ever-developing skill but I think it’s safe to say there is a direct correlation between asking the right questions and having a higher placement retention. I was able to see a clear shift between simply staffing each position and recruiting/screening the right candidate(s) for each position. I ask better questions during the interview and really try to hear what the candidate is looking for; much the same, I ask more probing questions with clients in order to hear what really matters to them in the candidate(s) they choose.

In my experience, the key to success is to go after each learning experience, whether that’s a training you’ve already sat in on, to ask a senior manager if you can bend their ear over lunch, to have a conversation that intimidates you, to ask the same question a fourth time. Whenever you think you have it all figured out, I promise, you don’t. If you can allow yourself to learn from your failures and disappointments, you will be better for it.

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

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