Sunday, March 29, 2020

Control the Controllable

If you are like me and are on overload with information about the Covid-19 virus, media reports, quarantines, travel advisories and/or just “stuff” in general then it is time to take a step back. I had an opportunity to listen to a webinar about hope. Simply put hope is about controlling the things you can control. For example, you can control what you say, what you listen to, where you go, what you do, and how you react. However, the most important thing you can control is your attitude. Henry Ford said “If you think you can do a thing or think you can't do a thing, you're right.” If you control your attitude you will have hope that you can overcome the overload.


Monday, March 16, 2020

Pandemic Panic?

 In case you have not noticed there is a pandemic. By definition it is an epidemic disease that has spread across a wide region. Here in the NY metro area “draconian” steps are being taken to stop the spread of the Covid19 virus. We have been told that this problem will be here for a period of time and we must take appropriate steps to protect ourselves. I decided to turn off the news and listen to a webinar on steps businesses should take during this pandemic. While several suggestions were offered the one that made the most sense was “Do not make long term decisions for a short term problem”.
Great advice. Take account of the situation you are in and decide what you can do to handle the short term issues such as employee health and safety. Establish priorities and adjust accordingly.
I am here to listen and will be here when this pandemic is over.

Lance M. Incitti, LPC, CCIP                                                     
Senior Search Consultant
Charter Member Loss Prevention Foundation
P.O.  Box 325
Denville, New Jersey  07834
973-625-0451-fax   click here to view my blog

Tuesday, February 25, 2020

Tangible or Intangible Qualifying

In my previous communication I discussed the 4 “Q’s” of recruiting.  The most important “Q’s” are “Questions” and “Qualify”.  Both of these go together since Qualifying comes from asking Questions.  The main issue to decide is if you will use tangible or intangible questions. 

Most recruiters and hiring managers will start with the tangible questions because they are the easiest and quickest and they generally involve nothing more than a verification of resume information.  It is easy to stop right there because asking the tough questions may not get the answers you want to hear.

The intangible questions would be: willing to travel, willing to relocate, or related questions to specific skill sets. Some skill sets could be management skills, problem solving and energy to achieve long term goals or hobbies.

Before starting a qualifying conversation it is important to identify the intangible questions and ask them first.  As the candidate qualifies through the intangible questions, gently move him or her from an intangible to a tangible qualification.  This will save your time and the candidate’s time.

If you would like to receive a free copy of my candidate qualifier power point presentation simply e-mail me:

Monday, February 17, 2020

Quality versus Quantity

The recruiting industry has transitioned from newspaper ads to technology. Most recruiters and hiring managers are learning how to effectively use the new technology. However, when using the new technology many recruiters (internal and external) and hiring managers are using “Quantity” as means to attain “Quality”. It has often been said that the recruiting industry is a business of "Q's" and all four of the Q's need to be in play in order to source "A" player candidates.
The first “Q” is “Question”. You ask questions to learn about the opportunity. You then source for “Quantity” and ask “Questions” to “Qualify” the “Quantity” and that will get you to “Quality”. The savvy recruiter will always ask “Questions” in order to put the other three “Q’s” in play.
The two “Q’s” that are the hardest to master are “Questions” and “Qualify”. I will talk in more detail about them next time.

I am available to answer your “Questions!”

Lance Incitti, LPC, CCIP
RPS Search Group of NJ, LLC

Friday, January 24, 2020

Accomplishments OR Duties and Responsibilities

It is a “small world”. After several years in and around the recruiting industry, I have I have been asked all too many times, “Do I have to include all of my jobs on my resume even if I was only there for a few months?” or “How far back should I go with my resume?”  What you include on your resume is up to you as it is your advertisement.

That being said I explain that accomplishments sell while duties and responsibilities tell.  Most hiring managers in any field will generally know what a person does by title.  However, knowing what has been accomplished will give the hiring manager an idea about your successes. Success in one position generally breeds success in another.

In addition I feel that a candidate must set the example and everything that is on a resume should be true and factual.  Establishing a relationship on fiction can certainly be grounds for dismissal.
I can be reached through LinkedIn to discuss your resume and /or career path.

Sunday, December 1, 2019

What Have you Done

Throughout my career as an executive recruiter I have been asked many times what exactly do you do.  Of course there is the marketing to obtain new business and there is the sourcing of qualified candidates.  Next is matching the needs of the client to the needs of the candidate and checking references.  Hopefully the placement follows and everyone is happy.  After giving that some additional thought I realized that as a recruiter I change the lives of the clients and the candidates I work with.  I have watched candidate careers go from loss prevention manager to director or vice present level and I have seen hiring managers and supervisors gain some additional quality of life when a placed candidate excels and succeeds.

As we come full force into the holiday season it is a good time to reflect and give thanks for all that has been done to make someone’s life better.  While it is better to give and do rather than receive we do receive when we give.

Monday, July 8, 2019

Luck is the Result of Hard Work

It its purest form, the role of the recruiter is to enhance the lives of candidates and improve client profitability. The hard work of the process is determining the needs of the client and matching it against the wants of the candidate. The luck (the result of the hard work) occurs when there is a match and both sides are happy. A successful hire has to be win-win for both sides.  

I often ask candidates what they are doing to find a new opportunity and I continually hear the same responses. I have my resume posted on several job boards and I check the job boards every day for new postings. To some this may seem like hard work but in doing these things it is scratching the surface of the job market. The items mentioned are simply the first steps in the process.
In addition candidates should also take look at their own credentials and determine what makes them stand out from all the rest of the pool. Yes, it is hard work and the harder you work the luckier you will be.  Remember accomplishments sell while duties tell.

I can be reached at: