Brett Duarte’s Post

“Brett, I don’t know what I want to do to, but I don’t want THIS job.” For people who are discontent in their jobs or careers, but not clear on which direction to go in, the future can seem daunting. You may have an inkling of what you want to do, but you’re not yet ready to commit to a full pivot. And in any case, you don’t necessarily have the experience to back it up. There are a few ways you can toe-dip into the waters of a new career before launching an all-out search: 👉  Network. Always the answer, isn’t it? That’s because it works. Reach out to people in roles or careers you’re interested in, and ask them to coffee or for a quick Zoom. 👉  Explore on LinkedIn. There’s a treasure chest of information at your disposal on this platform. Join professional groups and follow people in the industries or roles you’re interested in. 👉  Volunteer. This is an age-old way to get experience in a new field, and it can also be very informative and rewarding. Once you’ve done your due diligence, reach out to a CPG & Associates recruiter and start making a move.

If anything is a sign of the times, it’s this: I recently read that at Harvard, one of the most popular lectures is a course called Leadership and Happiness. It teaches future business leaders how to cultivate team happiness. 🙁🙂😄 We are in a time when the war for talent, the struggle to ensure retention, and the sheer competitive nature of business in every industry means leaders have to try harder than ever before to make sure their employees like their jobs. According to Dr. Arthur Brooks, who teaches the Harvard class, happiness comes from four key areas of life: 1. Meaningful work 2. Family  3. Friends 4. Life philosophy/spirituality The class kicks off with the question “In which area are you over-indexing?” You don’t have to go to Harvard to ask yourself this question as a leader, and as Dr. Brooks reminds us, happy, well-rounded employees start with happy, well-rounded leaders. As a recruiter for 20+ years, it’s refreshing to see this concept of work-life balance being legitimized by business schools.

Ask ten leaders, and you might get ten different answers to the question “What do you think is the most important quality in a leader today?” Here’s a characteristic to consider: CURIOSITY Curious leaders ask questions and engage with their teams. Curious leaders are okay with failure, as long as they learn from it. Curious leaders constantly want to improve — both their organization’s output and the organization itself. Curiosity is a particularly helpful character in times like we’ve endured lately, when nothing seems permanent or stable. They can adapt quickly and take to innovation adroitly. I work with a lot of curious leaders in my role as a Managing Partner, and curious leaders tend to hire curious employees, too. The question is, are you a curious leader? Could you be more of one?

When David Novak, the longtime CEO of Yum Brands (think Pizza Hut,  KFC, and Taco Bell) was a college student, he made ends meet serving tables at a Holiday Inn, where Engelbert Humperdinck once stiffed him on a tip. Novak credits this experience with helping form who he is as a leader today. He wrote in his biography, “I’ll remember until the day I die how bad that made me feel.” The lesson? Treat your employees well, and always reward them for their work. This lines up with the fact that a lot of employees tend to leave their jobs because they don’t feel appreciated. Lately, we’ve all heard so much about candidates leaving their jobs due to not feeling valued by their employer. In my own line of work as a Managing Partner at CPG & Associates, it’s obvious that making employees feel appreciated is more important than ever. 

“So, Brett, tell me about yourself.” It’s not a trick question, but if you’re interviewing for a job, you want to be thoughtful about how you answer it. Most people freeze when they hear this question in an interview. Or they get nervous and overshare, starting with the very beginning and progressing year by year through the documentary film reel of their life.” The real key to answering this generic question is to make it specific to the company you’re interviewing with. If you’ve done your research and you know what they look for in an employee — and more specifically, for this role — you’re more likely to answer the question in a way that will capture the interviewer’s attention. The first clue, by the way, is probably right there in the job description. Look for key phrases like “must have” and “what we’re looking for.” Of course, you don’t want to blurt out the answers verbatim: “I have strong computer and communication skills!” But find ways to tell the story of how you do. And practicing in advance is always a great idea. Yes, you want to be authentic and sincere in an interview. But when you’re nervous, it’s also a good idea to have some memorized bullet points to fall back on. Of course, when you work with a CPG & Associates recruiter like myself, we'll guide you on what the client is looking for so that type of question doesn't surprise you!

How do the most successful CEOs pull it off? You’ll have to ask them directly. Which is what Inc. did recently, actually, gathering some insightful replies. “Hire for good humor,” says David Rosenblatt of 1stDibs. “Get ahead of bad news,” says Julia Hartz of Eventbrite.  Unsurprisingly, the CEO of the mega-success Calm app says he prioritizes his own mental health and well-being to be a good example for his employees.  What’s your leadership advice?

It may feel as though our hardships are obstacles to God’s plan. But through faith, our confidence can be restored, understanding that God’s plan, which is both purposeful and unshakeable, is designed for our good.

“Brett, should I put references right on my resume or in another doc?” This is a question I often field from candidates. My answer: Don’t worry about including references when you apply for a role. In fact, don’t even bother to write the phrase “References available upon request” on your CV. Prospective employers are not going to call your references until after they’ve interviewed you, at which point, they’ll ask you for them. Listing references in advance is a waste of space, and it’s also old fashioned. Hiring managers assume you’ll give them names and contact info when they’re ready. That said, definitely have your references ready to share. That means having a list of good references (at least three) and giving them the heads up that they may receive a call. Typically, hiring managers want a name, company, title, phone number and email address. Having this information organized and handy will help you respond quickly when they ask. Working with a CPG & Associates recruiter, we make sure your references are not bothered until you are further along in the process and a offer is imminent.

CPG & Associates recruiters and other advice-givers will often tell you to do your research on a company before you interview with them. And usually, candidates will smile and nod, but occasionally, one will get the nerve up to say to me: “Brett, what exactly do I look for?” So let’s get specific. Here’s what you should look for when you research a potential employer: 1. Check out their website, obviously, but don’t just skim — read everything: the About Us page, the Team Bios, the Mission Statement, Corporate Vision. 2. Cross reference the team bios with the people you'll be interviewing and check them out on LinkedIn to see if you have any people or companies in common. 3. Google the company to get any outside perspective you can find. What do other publications, employee review sites, etc. have to offer? Even look at under the News tab to find out any inside information on any M&A activity or company transactions, leadership changes, new products announced, etc. 4. Your own network. Scan your contacts on LinkedIn, in particular, to see if you know anyone who might have insight, either because they work at the company now, have worked there in the past, or work with the company as an outside vendor or freelancer. Be thorough. Spend a few hours on it. And show up for your interview with all the information you need to sound smart and make balanced decisions. You got this!