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Careful What You Wish For…

by Kim Miller | October 11th, 2011

If you are currently in the market for a new job, you must do an number of things. The most obvious is to decide what it is that you wish for in a new position. Unfortunately, many job-seekers do not think this through very well. I find in my coaching and recruitment work that people more often frame their wishes in terms of what they want to leave in the old job, rather then what they want to go to in a new job. They do not go through a very thoughtful process.

While there may be legitimate needs to leave features of a current job, one should also stand back and consider: Is it that bad? Can I improve it – without leaving? Will it really be better somewhere else? It sometimes helps to think what the new job may be like after six months… or two years.

It is also worthwhile to consider why you came to your current position. What attracted you? What were you running from? Then consider what has changed. Is it you or the job? This may give you some perspective.

In short, take responsibility for your current situation. Then consider what you can change, in the current position, or somewhere else. This will help you to decide what you really want to do.

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How I Work – Recruiting

by Kim Miller | April 15th, 2010

I recruit the old fashioned way. I give my complete attention to client needs; advise on the most effective ways to conduct the search for a positive result; create interest, motivate and qualify candidates; and present the best for consideration. I do this personally, not through the use of juniors.

My indsutry experience gives me an understanding of the opportunities, issues, and challenges associated with successfully conducting searches for qualified candidates. It also gives me an extensive network from which to begin the process of identifying potential candidates for management and executive search opportunities in the private, public and not-for profit sectors.

Through associates across Canada, I am able to orchestrate searches for British Columbia, national and international clients who are seeking candidates with world-class expertise both within Canada and globally.

I have a passion for head hunting, rather than relying only upon recruitment via advertising as the primary means of sourcing potential candidates. I believe this proactive, targeted approach to search delivers quality results and often yields significantly reduced recruitment costs.

My search methodology is comprehensive and thorough, beginning with needs analysis to establish the search parameters. This involves an analysis of the organization environment as well as identification of position responsibilities and development of a candidate profile. The search process itself may include file searching and research, recruitment through private databases of managers and executives, and advertising as required. The evaluation and decision process includes interviews, careful reference checking, assessment as required, and offer preparation and negotiation.

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