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Monday, May 14, 2018

Are You Breaking the Law During an Interview?


Due to new legislation being enacted across the country, you need to change how you ask potential new hires about compensation.

There are new laws being enacted across the country that impact our ability to discuss compensation during the interview process. How can you adjust the questions you ask so you can abide by these laws?

Before I answer that, I want to issue a quick disclaimer: I am not a lawyer, and this isn’t legal advice. If you want to explore this topic further in depth, I recommend you work with your own internal HR and legal team so you’re abiding by the laws within your own market.

Now, the cause of this new legislation is the gap in gender pay. Studies suggest that women who work the same jobs as men make $0.80 to $0.85 on the dollar less than they do. Some people believe that asking a potential new hire what they make is how companies decide what salary to offer them, and that question is perpetuating the gender pay inequity.

Certain states and cities already have legislation in place to prevent this salary question, and we’re seeing it spread to other areas too, including California, Oregon, Massachusetts, Delaware, New York City, Philadelphia, and New Orleans.


Now that you know these laws are coming, you can get ahead of the curve and implement them across your organization.



So, from a hiring perspective, be aware that you need to slightly change how you ask questions pertaining to salary. For example, what is legal to ask is, “What compensation package would you be looking for in your next opportunity?” This is more of a future-thinking statement rather than a question about what the person you’re potentially hiring is currently making.

You can also ask a person what they would need to make in their next move, where they would like to be in their comp plan, and what they expect to make in the position you’re offering.

Now that you know these laws are coming, you can get ahead of the curve and implement them across your organization.

As always, if you have any questions about this topic or there’s anything else I can assist you with, don’t hesitate to reach out to me. I would be glad to help you.

Monday, April 16, 2018

Avoid These Common Recruiting Mistakes


There are many mistakes that hiring managers and companies make when it comes to their recruiting process. Today, I want to break a few of them down.

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Today, I’d like to talk about come of the most common mistakes that we see hiring managers and companies make when it comes to recruiting new talent. By discussing these, we can hopefully help improve our internal recruiting processes.

First, you need to consider how critical the role is, how time-sensitive filling the role is, and what the margin for error is. These factors should be addressed when it comes to making the decision to use a search firm. If it’s a confidential search, we could obviously benefit from using a firm. However, if it’s a high-level role, a company can oftentimes get a lot of applicants by simply posting an ad. They might get more applicants than they ever thought they could otherwise, so you need to be aware of whether or not you have the internal bandwidth to do that kind of recruiting. Can you handle 500 applicants in a week?

A great search firm can vet the entire marketplace. They can narrow in on a very targeted list of people that have the skills and experience needed and can save you time and energy in the process of finding the best of the best.

What is the right amount of people for a shortlist? In my view, five to seven people is just right. Companies that only have two or three people in play will put the whole search on hold. It’s putting all your eggs into too few baskets. If something goes wrong and one or two fall apart, you’re back at square zero. Having five to seven strong candidates helps you to avoid that happening; you can still bring in the top two or three candidates, but be sure to have some backups.  


A great search firm can vet the entire marketplace.


Finally, I really hope that companies and hiring managers understand the most excited an A-player will be is during the final interview. The more days that go by after that interview where the candidate doesn’t hear from you, the more negative thoughts they will have. Maybe the company isn’t interested in them, or perhaps they’re pursuing someone else. The quicker and sooner you can get back with an A-player after that final interview—within two or three business days is best—the more acceptances you’ll get right. Bring your best offer right off the bat. Don’t lowball candidates in the marketplace, because that will really impact your brand—and people talk. Hopefully this has given you some ideas on how to improve your own internal recruiting process. If you have any questions, please feel free to reach out to us. I hope to hear from you soon!

Monday, April 2, 2018

7 Steps to Improve Your Day-to-Day Work Efficiency


There are seven steps you can take to improve your daily work efficiency.

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How can we improve efficiency in our daily, modern lives?

This is an issue that’s near and dear to all of our hearts. Between email notifications, dings from LinkedIn, and texts and calls from friends, family, co-workers, bosses, distant relatives, etc., certain things can really knock you off your game. 

However, there are seven steps you can take to improve your work efficiency. 

1. Admit and realize that no one is good at multitasking. It’s a fallacy to even think that we can multitask and do it effectively, because we really don’t, and studies bear this out. We’re much better at focusing on one task and doing it really well until you’re finished, then moving onto the next task, and so on. This way, you’ll do a wonderful job for the task you’re focusing on instead of just an “okay” job. 

2. Close your emails. This way, you can focus on other critical activity. There are times to focus on emails and times to close those emails so you can focus on what you’re doing. 

3. Silence your phone. If you’re in an important meeting or working within a time frame where it’s crucial that you do a good job with the task at hand, silence your phone. 



These tips will help improve your daily efficiency.


4. Create and prioritize a to-do list. During the night before or early in the morning when you’re having your coffee, write down your top 10 things that you know you really have to do today and prioritize them in order of importance from one to 10. It’s okay to not get all 10 of those items accomplished. If you only get seven of them done, you can always get to the other three tomorrow when you start the list-making process all over again. Whichever task was No. 8 yesterday may be lower or higher on the list today. 5. Delegate work to other team members. Look at the things on your plate and ask what you can delegate to someone else. Who knows—that someone might be better at doing certain work than you are. 6. Think about what activities aren’t worth your time. If you can calculate what your time is worth per hour, ask what kind of work you can outsource to other people so that your time becomes more valuable and you can focus more on doing what you’re good at. 7. Block your time. Use time blocking to schedule your time—not only for the important things but also for coffee breaks and personal time you might want to spend with your family. Tools like Calendly can be very helpful in this regard. If you have any other questions about how to improve efficiency in your daily life or would like more information, feel free to give me a call or send me an email. I’d be happy to help you.