Welcome to the Fulcrum Search Science Bi-Annual 2006 Personal Career Management Newsletter!

This newsletter and our Career Support Program© have been created to assist business professionals in realizing their career ambitions to the fullest potential.

Bi-annually we will send you our career-support newsletter, a forum for business professionals who have a progressive interest in their careers. In this issue:

Market News - Career advice from our consultants
Feature Article - Know and Sell Your Value
Wellness Tips for Professionals - Too Many Hats -Not Enough Heads

We also try to work with you for the long-term. If you have interviewed with one of our consultants but are not the "perfect fit" for a position, we have a network in place to keep you informed proactively of other opportunities that could be a better match.

Whether we can assist your career in the short or long term, we strive to create a winning scenario! So remember…. Keep in touch with us! Let our Career Support Program© professionals know about the changes and advancements in your career. Or turn to them for free personalized career advice.

At times it is in your best interest to grow your job with your present company. Other times your career will grow through an exciting new opportunity. Regardless of whether you are considering a career change, check into this career management newsletter. The Career Support Program© is here with your best interest in mind!

Bruce McAlpine, CPC
President
............................................................................................

02. MARKET NEWS

The most recent news about the recruiting front from our top executive recruitment team. This section is divided by specialty but be sure to read each one as it may pertain to you!

Finance & Accounting

Sales & Marketing

Operations, Logistics & Engineering

FINANCE & ACCOUNTING

Receiving an Employment Contract - What You Should Know
byJohn Maybury, Senior Consultant

Under Canadian common law, every employee is regarded as having an employment agreement with his or her employer  and in many cases the contract is either oral or written.  While there is almost always a written offer letter that outlines key areas, there are other terms that may be explained orally or found in a number of sources not included in the contract letter.  Such terms might appear in benefit booklets, employee handbooks, administration manuals and company policies according to the "Ultimate HR Manual 2005."

If you have a question about any contract you receive, never be afraid to ask for clarification or to revise any key criteria that are important to you.  As we say, nothing ventured nothing gained. 

Some key areas you might see in any employment contract offered and in no particular order:

1. The start date of employment and may include a "contract of indefinite hire" or a fixed term contract that does have an expiry date; 

2. Probationary period - despite general belief, probation does not exist at law.  If the employer wishes to have a right to terminate on minimal or no notice during a probation clause (subject to the requirement of the Employment Standards Act, 2000 for 1 week of notice of termination after at least 3 months of employment), it is essential that this is set out by a clause;

3. Position and Responsibilities outlined;

4. Compensation, such as the initial base starting salary and whether the person is subject to an incentive, commission, or bonus plan or any signing bonus;

5. Group Health Benefits - If the company offers a benefits plan be it group or otherwise, they might stipulate a waiting period  before the benefits coverage becomes effective  or if it is waived depending on what has been negotiated.  Employers might also include a list of all current benefits attached to a schedule or just a reference that you will be receiving benefits - typically the full benefits package will be given out during your on-boarding process or even after any probationary period has passed; 

6. Any fringe benefits - non cash perquisites  such as any extra vacation, annual dues, leased vehicles, car allowance, professional association fees, etc.

7. Return of or handling of Intellectual property or co-signed property;  

8. Non disclosure of propriety information or restrictive covenants, or non-disclosure and non solicitation clauses, as well as non-competition clauses.  With reference to specific non competition clauses, the case law and Court have generally indicated that the courts will not enforce a non-competition clause if a non-solicitation clause  would provide adequate coverage and that only in "exceptional cases" will the nature of an employment relationship justify a non-competition agreement.  Many courts will see any such reference to a non-competition clause as "an attempt to keep the former employee out of the business";

9. Termination Clauses:

• Resignation by the employee whereby the employer requires notice in writing from the employee, describe how many weeks of notice required and whether the employer can waive receving this amount of notice
• dismissal for cause
• termination without cause
• termination by mutual agreement

Our Finance/Accounting Consultants:

Ken Stouffer, CPC, Senior Consultant 416-847-4986 Fax: 416-350-9649 E-mail: Ken.Stouffer@fulcrumsearchscience.com	John Maybury, Senior Consultant 416-847-4987 Fax: 416-350-9658 E-mail: John.Maybury@fulcrumsearchscience.com

Click here to view current positions on the fulcrumsearchscience.com website!

Preparation: The Key to a Successful Interview
by Chris Twigger, Senior Consultant

At Fulcrum Search Science Inc. we believe that preparation is the key to success. This is especially true when preparing for a job interview.

• Know your own resume - if asked a question about something you have written, don't fumble - remember YOU WROTE IT. Be ready to respond to any and everything you have written on your resume.

• You should also be aware of the position that you are interviewing for. Review the given job description and prepare to have some behavioural examples of your work experience that would tie in with what the organization is looking for.

• Research not only the company you are interviewing with, but industry trends and who the competition is. Trade magazines, annual reports and the Internet are excellent tools.

• Be as prepared as possible for the type of questions being asked - read up on behavioural interviews. The emphasis here is to highlight specific accomplishments and challenges that you overcame with behavioural-based examples in your work experience. Don't exaggerate, but do talk about any related accomplishments you have had, citing concrete examples involving your role, the time frame and what the successful end result of your input was.

• Remember that anything you mention in terms of successes may be verified in a reference check.

• Know what questions you want to ask them ahead of time.

• Be enthusiastic BUT yourself at all times in the interview.

• Prepare a list of questions that are important to you making an informed decision such as management style, or product line or career growth, etc.

• When you must discuss money, know your own worth in the current market but keep an open mind as to what else the company is offering. You can indicate that although money is important it is not your main motivator and cite what is, for example, the position or responsibilities.

• Typically at the end of the interview, we recommend asking the interviewer the question of whether they have any concerns about your ability to do the job. The reason this question is so important is that you can then rectify any miscommunication issues that may have come up without you knowing it. Also, it is a good question to gage your "fit" to the position from the interviewer's perspective.

• Another key issue that individuals always forget or take advantage of is - Asking for the job . A simple thing but one always overlooked. Why is it so important? Well, it expresses your interest- remember you can bargain if you have something to bargain with so regardless, ask for the job. For example, "Thank you for your time and I hope to be hearing from you soon on the next steps" or "I enjoyed meeting with you and learning more about this position, hope to hear from you soon."

• Also, don't forget to ask for business cards so that you can send a thank you note (but double check spelling as we have noticed that any errors in thank you notes really does make a negative impression on the recipient(s).)

• And finally - remember to look and act professional at all times during the interview process. Bring extra resumes, reference lists, and eye contact when greeting your interviewer and a nice firm and dry handshake are important as well.

Our Sales/Marketing Consultants:

Bruce McAlpine, CPC, President 416-847-4989 Fax: 416-350-9659 E-mail: Bruce.McAlpine@fulcrumsearchscience.com	Chris Twigger , CPC, Senior Consultant 416-847-4959 Fax: 416-350-9649 E-mail: Chris.Twigger@fulcrumsearchscience.com

Click here to view current positions on the fulcrumsearchscience.com website!

References
by Silvio Rossi, Senior Consultant

References are an important part of your job search and a vital component to you moving ahead to the final stages of an offer.  Depending on when references are requested it can also mean a selling tool between you and any competitor going up for the same position.   As executive search consultants when we have competing candidates for a specific senior role, our clients will rely in part on the results of the completed references  to determine who will become the finalist. 

We recommend that you prime your reference contacts on the onset of your job search and then notify them when references will be conducted and by which company or contact person.  You should also provide a brief outline of the type of role you are considering and your job title.  We recommend only to provide those references that have given their permission.  Remember that due to the Privacy Act, potential employers can only call reference contacts you have consented for them to call.  

The main keys to successful references are:

• Obtain the consent of your references and only provide those that you are sure will provide a positive and honest reference;
• Notify them when you are beginning your job search and when they may expect a call from a prospective employer;
• Describe briefly the type of role, company and job title you are considering;
• Prep them in terms of questions that might be asked or prep them in terms of any behavioural examples they can share to highlight any specific attributes;
• Consider not only past immediate supervisors, peers, or staff, but also clients or customers you have dealt with to give your prospective employer a good 360 of your performance;
• Always send a thank you note to your reference contacts regardless of the job search outcome;
• and lastly, keep in touch with them over the years- they may move, change address, etc. It is best to always be prepared.

Here is a sample list of reference questions that are quite standard:

Sample Reference Checking Questions:

• When was this person employed with your firm?  Date?  Job title?
• How would you describe his/her duties and responsibilities?
• What salary increases or bonuses did s/he get?
• Did s/he ever get a promotion? Or get turned down for promotion? 
• How did his/her work compare with others on the job?
• What motivated him/her most on the job?  Money? Recognition?
• Did s/he have good people skills?  How were these demonstrated?
• Tell me about a time when people issues may have clouded his/her judgment.
• Was he/she independent?  Describe a situation where his/her independence showed through?
• Can you describe a time when s/he demonstrated his/her competitiveness?
• Did s/he strive to achieve is/her goals?  Tell me about a goal s/he didn't reach.
• Tell me about a time when he/she went beyond the call of duty to handle a problem or meet a deadline. 
• How does he/she handle success or failure?
• How did she/he take criticism? Give me an example?
• Can you describe situations where she/he displayed good analytical skills?
• What was she/he like in a team? 
• Do you recall any conflicts or clashes he/she may have had?  Give an example and how it was resolved? 
• What were the circumstances of his/her leaving? 
• Would you re-hire him/her? 

Our Operations/Logistics/Engineering Consultants:

Silvio Rossi, CPC, Senior Consultant 416-847-4984 Fax: 416-350-9652 E-mail: Silvio.Rossi@fulcrumsearchscience.com	Joe Braccia, Senior Consultant 416-847-4981 Fax: 416-350-9634 E-mail: Joe.Braccia@fulcrumsearchscience.com

Click here to view current positions on the fulcrumsearchscience.com website!

03. Feature Article
      

Know and Sell Your Value

by Ross Macpherson, President, Career Quest

		Everybody knows what their responsibilities are to a company - it's in your job description - and I'm sure most of you know your skills, but how many of you know your true VALUE to a company? Knowing and communicating your skills and responsibilities may get your resume read, and may earn you a satisfactory performance rating, but knowing and communicating your "value" to a company can make you stand out from the crowd, get more interviews, and warrant more raises and promotions. What do you mean by "VALUE?" Companies pay you to contribute to the success of the firm, not just to perform tasks. Employers pay a lot of money for you, in job advertising, salary, benefits, etc., and they want to make certain that your value to the company exceeds your cost to the company. If it doesn't, why would they employ you? Every job has value - some are more specifically tied to dollars and cents, and others are less quantifiable - but trust me, every job has value. The trick is to figure out what yours is and make certain that you communicate it. How do you measure "VALUE?" Your value may be measured in one or more of a number of ways. Below is a sample list of the value you and your position can add. You might: Increase profitability Decrease costs Innovate new products or services Improve business processes (i.e. make the compnay or your area more efficient) Work on specific projects that improve the way the company operates Support the areas or individuals that do the above So your value can be measured in a number of ways, and is not exclusively measured in terms of dollars. However, eventually every job can be linked to some economic benefit to the company, and if you can figure yours out, terrific. Employers understand dollar sign$, and if you can make them $$ or save them $$, they'll listen. Let's look at a simple example of ABC Company, a manufacturing firm, to see how many jobs not only add value, but also add value that can be "dollarized"; the CEO adds value by defining the strategic direction of the company - this has brought the company from its infancy to a $40 million dollar industry leader the Marketing Director has added value by creating the campaigns that increased market presence, stimulated sales, and brought in new corporate accounts valued at over $3 million the Receptionist deals directly with the clients, and provides the frontline customer service that keeps A-list clients happy - losing these clients to poor service would cost the company millions the Quality Assurance person figures that each product return costs the company $5000, and so by improving quality benchmarks saves the company over $100,000 per year in returns the Maintenance person makes certain that the machines are operating properly at all times. These machines manufacture products worth millions each year, and every hour of down time costs the company thousands in lost production And so on. Every position adds value, and virtually every position can be dollarized in some fashion. Whether dollarized or not, the key is to figure out why the company is better for having you on board. Think also of your specific achievements in the position: What have you contributed to make the company or department stronger? How are customers better served? How are internal processes easier more efficient, or more cost-effective? What do you ensure that, without it, the company's profits or efficiencies would be impacted? These are the types of questions you need to ask because the answers will help drive your career forward. Think about it...who would you rather hire or have working for you? Someone who knows their skills and responsibilities, or someone who can also articulate their value to the company and how their specific skills and expertise contribute to the company growing stronger, more efficient, or more profitable. When to sell your "VALUE?" Once you know your value, the next step is communicating it, to your boss, in your resume, in your cover letters, in your interviews, in your networking, and anywhere anyone needs to know specifically how valuable an employee you are. It's no longer enough to tell people what you do. You need to tell them the value you add. So make certain that your resume and cover letters are chock full of achievements and examples where you've added value. Dollarize your contributions wherever possible (or at least quantify them in terms of # or %). In interviews, communicate not only the value you've added in the past, but the value you can add to the position you're interviewing for (try to figure this out ahead of time). At review time, walk in to your boss's office with a list of specific contributions you've made, dollarized or otherwise quantified, and then begin discussions on your annual raise. Remember...comcommunicating your skills and responsibilities is ok, but communicating your value is POWERFUL, and will advance you career! About the Author: Ross Macpherson is the President of Career Quest, a Certified Professional Resume Writer, and a Career Success Coach who has helped thousands of motivated professionals advance their careers. To receive more valuable career advice, sign up to join his monthly newsletter "Career Quest Café" by visiting www.yourcareerquest.com. © 2003 Ross Macpherson Copyright ©2003 Career Quest

................................................................................................

04. Food For Thought

Each quarter we present a topic that we feel would be of special interest to our candidates. This quarter's topic is:

• Wellness Tips for Professionals - Too Many Hats - Not Enough Heads

05. Career Support Program©

The Career Support Program© was created in response to a perceived need for greater and more personalized support for individuals that we have built relationships with in the past.

The mandate of this program is to assist business professionals in realizing their career ambitions to their fullest potential.

If you are interested in hearing about career opportunities on a proactive basis, please e-mail us at careersupport@bagg.com. Our career support staff will contact you and spend approximately 10 minutes with you on the telephone to create a searchable profile to be included in our database of business professionals. Then as our recruiters have positions that could be a good fit for you, we will proactively make you aware of career-advancing opportunities!

Our career support staff will also provide free advice on:

• Corporate positioning
• Resume writing
• Internet career resources
• Interviewing techniques
  

We welcome your questions and concerns! Please contact us on any matters regarding your career or professional growth. If we can’t help you directly, we will be more than happy to refer you to someone who can!

Cathy Cheng
Career Support Specialist
416-847-4990 ext. 310
Fax: 416-350-9659
e-mail: Career.Support@fulcrumsearchscience.com

...................................................................................................

06. Career Humour

Humour is an effective tool to help us cope with the increasing stress of our workday. It can also help us increase productivity and creativeness.

"Humour is a universal language."

Joel Goodman

Politically Correct Santa

Source:  http://www.thealders.net/humour/xmas/xm14.html

.............................................................................................

Fulcrum Search Science Inc.
85 Richmond Street West, Suite 702
Toronto, Ontario M5H 2C9
Tel: 416-847-4990
Fax: 416-350-9659
www.fulcrumsearchscience.com

Subscription Contact:

Cathy Cheng
Career Support Specialist
Fulcrum Search Science Inc.

Unsubscribe | Subscribe

For More Information Visit - www.fulcrumsearchscience.com

Thank you for reading our Bi-Annual
Personal Career Management Newsletter.
Copyright 2006 Fulcrum Search Science Inc.
All Rights Reserved.