Archives April 2021

Placement Agency

As business owners, we make a lot of mistakes (hey, we’re only human). But probably none as costly as picking the wrong person for a job. A bad hire can cost more than just a few bucks. So just how much will it cost your business if you make a bad hire?

Money

Based on recent statistics from the U.S. Department of Labor, the average cost of a bad hire is near 30% of that individual’s salary. That means if you’re hiring someone to fill a position that pays $60,000 annually, hiring the wrong person could cost you $20,000! And that’s just the financial loss.

Time

Picking the wrong person for the job can cost you more than just cash. Consider the time and resources you invested in finding and training the right candidate, and productivity lost during training times. Or perhaps you were strapped for time and focused more on hiring than you did on day-to-day operations or missed out on sales opportunities. Let’s face it, time is money, right?

Team morale

Of the hidden costs of a bad hire, team morale is a big one. Studies show that 37% of companies reporting bad hires cited negative effects on employee morale because of it. An employee that wasn’t a good fit might not have the qualifications required to complete daily job tasks, or don’t mesh well with your company’s culture. This can weigh on your team and negatively impact employee morale.

Client relations

In a recent survey, 18% of companies reported bad hires having a negative impact on their client relations. Clients value consistency in communication and relationships. High turnover with employees could raise a red flag and potentially damage a client relationship.

Hiring the wrong person for the job is not cheap. And it’s not worth it! Hiring a recruiter to help build your team will save you the hassle of thumbing through resumes and weeding out bad candidates. Have a question about hiring or what makes a good candidate? We’re here to help!

Find us on Facebook or shoot us a tweet.

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Reserve a Free Strategy Session

Are you spending more money than you would like recruiting top talent and still feel like you’re coming up short?

Does your company have a low employee retention rate?

Have you found that your new employees have the skills, but aren’t performing well in your work environment?

If so, request a Free Strategy Session with The Talmadge Group today and learn the benefits of our IT talent management search strategy.

The traditional job search process is outdated and no longer effective in finding the perfect candidate for your organization. With our methods of objective evaluation and custom interview questions we use performance based results to find the candidate that fits your company culture and needs.

It’s important today to go beyond the resume and interview to find out their natural talents and non-talents along with their level of motivation in order to recruit top talent.

During your Free Strategy Session, we’ll go through the professional recruiting tools you need in order to spend minimal time, money, and energy recruiting top talent for any position. You’ll receive an overview of the Performance Based Hiring process in addition to:

• Why the Performance Based Hiring process is critical in the modern marketplace of information to winning the war on talent.
• Step-by-step insight into how the Performance Based Hiring Process would look in your business.
• How to effectively craft candidate profiles to attract the right talent for any position.
• The top signs to look for in a candidate to determine not only their level of talent for the position but also their motivation and commitment.

The Talmadge Group was founded in 1998 to provide integration, support, and technical programming services to clients of all shapes and sizes. Our long-lasting relationship with past clients speaks to the success that our Performance Based Hiring Process brings to companies looking for the right person to fill the position.

To schedule your free strategy session, call us at 770-757-6300 or fill out the form below. When you schedule, you also receive a free copy of Lou Adler’s in-depth guide to recruiting, Hire With Your Head.

Limited sessions slots are available so register today!

Register for your session NOW by clicking the button below or calling 678-325-2301!

Non Placement Agency This is a Placement Agency

IT Jobs are the most filled jobs in the world.

The following blog is a guest post by Sheila Robinson, a Senior Technical Recruiter at The Talmadge Group, Inc.

You got your candidate offer! Now what?

Sooooo, the candidate you guided though a grueling interview process has an offer and it’s up to little-old-you to present it – YAY! If a little bit of anxiety doesn’t immediately wash over you, I applaud you. What if he or she says “No!”? Not that you could imagine it, your client is the best thing since “selfies” took over the internet! But let’s face it, it could happen. That one little word could make you die a little inside and it will likely be followed by the infamous stink eye from your boss and you won’t get to add that little tick mark to your quota for the month. Butterflies start wrestle-mania in your stomach.

There will always be that smidge of unknown, but here are some best practices that can help along the way…but above all, remember to breathe:

1. Know your candidate and what they’re looking for. Hopefully you’ve had lots of conversations about his or her goals & what they want in their next opportunity from the very beginning. Hopefully your job order meets their criteria. Have this conversation early and often. You should have also had conversations about the infamous counter-offer. There are lots of articles out there to point your candidate to, just do a web search and share some links.

2. Know your candidate’s activity. You don’t need to be wary of one who does not want to tell you where he is interviewing, he could’ve had a bad recruiter experience before. You do need to be wary of one who is as unpredictable as Atlanta’s winter weather! If you’re having trouble breaking the ice, practice some empathy. Example: “I do respect your privacy, Mr. Candidate, but if we can get you to offer stage, my client will be depending on me to keep them ‘in the know’. I am sure you understand how critical timing can be. Are you willing to rank each opportunity in order compared to what’s most important to you?” If yours isn’t close to the top, you’ve got work ahead of you and should plan accordingly!

3. Discuss the on-boarding process with your candidate. Realistically, this should have been done before submittal, but if you missed it, address it ASAP. Does your client run background, credit checks and/or drug tests? Be specific. Ask whether he or she has concerns. This is personal, be respectful and explain that you need to be aware and make them aware.

One of my favorite mentors told me that the only surprises she liked came in a blue Tiffany’s box with a bow to make the situation lighter when having these discussions. Practice something that you can always refer back to when having the “tough talks” and take care of all this stuff early so you don’t get caught with your pants down. Your sanity will thank you…and so will your untanned legs in this cold season!

Happy closing! I wish you the very best!

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Sheila Robinson has been in recruiting and sourcing roles in the Atlanta market for almost ten years (and this includes fast-paced agency environments, people!). Honestly, I was not always numero uno on my team, but had my fair share of the fame & glory with an occasional award of recognition… I could also be counted on to deliver on the deep digs. I am very proud to say that I seldom suffered fall-offs by consistently following guidelines like these to help me along the way! Now, I am cutting my teeth on some blogging to share my learning experiences, in a hopefully light-hearted and humorous way, how am I doing?

If you are a top producer in your peer group with a proven record of success in the staffing industry, I’d love to chat! Hit me up on LinkedIn (I accept all connection requests), on Twitter @Sheila_ITJobs or at Sheila.Robinson@TalmadgeGroup.com. Make it a fabulous day and thanks for reading!

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Reserve a Free Strategy Session: Are you spending more money than you would like recruiting top talent and still feel like you’re coming up short?

Does your company have a low employee retention rate?

Have you found that your new employees have the skills, but aren’t performing well in your work environment?

If so, request a Free Strategy Session with The Talmadge Group today and learn the benefits of our IT talent management search strategy.The traditional job search process is outdated and no longer effective in finding the perfect candidate for your organization.

With our methods of objective evaluation and custom interview questions we use performance based results to find the candidate that fits your company culture and needs.

It’s important today to go beyond the resume and interview to find out their natural talents and non-talents along with their level of motivation in order to recruit top talent.

During your Free Strategy Session, we’ll go through the professional recruiting tools you need in order to spend minimal time, money, and energy recruiting top talent for any position. You’ll receive an overview of the Performance Based Hiring process in addition to:

• Why the Performance Based Hiring process is critical in the modern marketplace of information to winning the war on talent.
• Step-by-step insight into how the Performance Based Hiring Process would look in your business.
• How to effectively craft candidate profiles to attract the right talent for any position.
• The top signs to look for in a candidate to determine not only their level of talent for the position but also their motivation and commitment.

The Talmadge Group was founded in 1998 to provide integration, support, and technical programming services to clients of all shapes and sizes. Our long-lasting relationship with past clients speaks to the success that our Performance Based Hiring Process brings to companies looking for the right person to fill the position.

To schedule your free strategy session, call us at 770-757-6300 or fill out the form below.

When you schedule, you also receive a free copy of Lou Adler’s in-depth guide to recruiting, Hire With Your Head. Limited sessions slots are available so register today!

Register for your session NOW by clicking the button below or calling 678-325-2301!

 

Head Hunter is the keyword that is ranked

We’d bet those are four words every job candidate hears during an interview. And possibly the worst interview question a hiring manager can ask. Here’s why:

Time. Time is always something we need more of and when it comes to hiring, time is money. It’s important to hire the right candidate in a timely manner so your company maintains productivity and core business functions.

The “tell me about yourself” question offers no direction to how the candidate should respond, ensuring that your answer won’t be what you’re looking for. As a hiring manager, do you want to hear about their personal hobbies, their college clubs or their fluffy white dog? The answer is no. You want to find out if they are motivated and able to do the work.

We believe an interview is a fact-finding mission; time that is specifically devoted to identifying the candidate’s experience and their plans for succeeding in the role. We recommend you utilize your time with a potential candidate to collect data like examples of their success in previous positions and decide how their experience will apple to the job you’re interviewing for. After all, if you don’t ask the right questions, you won’t have anything to support your claim that they are the best candidate for the job.

We recommend asking the candidate to describe their current position or inquire about their most significant accomplishment. Then listen for cues to tasks and experiences that would help them succeed in the open position.

Using an interview to ask the right questions can help you avoid making a hiring error and save your company time and money. Before you leave an interview, make sure you have all the information you need to support your decision to hire a candidate.

We want to hear from you. What questions do you ask your candidates to determine their motivation and dedication? Please share them with us on Facebook or LinkedIn.

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Reserve a Free Strategy Session

Are you spending more money than you would like recruiting top talent and still feel like you’re coming up short?

Does your company have a low employee retention rate?

Have you found that your new employees have the skills, but aren’t performing well in your work environment?

If so, request a Free Strategy Session with The Talmadge Group today and learn the benefits of our IT talent management search strategy.

The traditional job search process is outdated and no longer effective in finding the perfect candidate for your organization. With our methods of objective evaluation and custom interview questions we use performance based results to find the candidate that fits your company culture and needs.

It’s important today to go beyond the resume and interview to find out their natural talents and non-talents along with their level of motivation in order to recruit top talent.

During your Free Strategy Session, we’ll go through the professional recruiting tools you need in order to spend minimal time, money, and energy recruiting top talent for any position.  You’ll receive an overview of the Performance Based Hiring process in addition to:

• Why the Performance Based Hiring process is critical in the modern marketplace of information to winning the war on talent.
• Step-by-step insight into how the Performance Based Hiring Process would look in your business.
• How to effectively craft candidate profiles to attract the right talent for any position.
• The top signs to look for in a candidate to determine not only their level of talent for the position but also their motivation and commitment.

The Talmadge Group was founded in 1998 to provide integration, support, and technical programming services to clients of all shapes and sizes. Our long-lasting relationship with past clients speaks to the success that our Performance Based Hiring Process brings to companies looking for the right person to fill the position.

To schedule your free strategy session, call us at 770-757-6300 or fill out the form below. When you schedule, you also receive a free copy of Lou Adler’s in-depth guide to recruiting, Hire With Your Head.

Limited sessions slots are available so register today!

Register for your session NOW by clicking the button below or calling 678-325-2301!

Head Hunter is the targeted keyword that is ranked or head hunter

Full-time jobs near me are most filled up

It’s no secret that a bad hire can be costly, and that cost is more than just financial. The whole process of finding talent has to begin anew, often with deadlines even more critical than they were with the first search.

One way to decrease the likelihood of a bad hire situation is to focus on the onboarding process. For so many companies, the onboarding process is a long day of reading and filling out forms, rote handshakes, and a final stop at the new hire’s desk. There is nary more than a cursory “Good luck” before the hire is left to their own devices. This type of onboarding can leave most hires feeling adrift in the deep end when they have yet to learn how to swim.

There are numerous examples of ‘extreme onboarding’ where new hires are treated to onboarding that is fun, engaging, and immersive. Well-known companies like Google, Zappos, and Facebook have created onboarding experiences that are memorable, not mind-numbing.

If extreme onboarding seems a bit much for your company, there are still some things you can do to make your onboarding experience more successful.

1. Expand the onboarding process beyond Day 1 — Very few people make the decision to stay with a company on their first day. Similarly, onboarding should extend beyond day one. It doesn’t have to be extreme. In-person check-ins to see how the new hire is settling in and getting along once a month works.

2. Give them some company swag — Nothing says “I’m part of the team” like wearing the uniform. Whether that’s a shirt with the company logo on it or a true uniform, company swag gives the new hire something tangible to show they’re welcome.

3. Make Day 1 fun — The first day at work is often filled with endless training videos and numerous forms to fill out. Though these are necessary, making them a fun and engaging experience instead of just routine goes a long way to warming the new hire to the company.

4. Set them up with a mentor — Wading into new duties at a new company can be intimidating, especially as a new hire tries to settle in. Providing them with a dedicated mentor as a point of contact allows them to ask questions they may not feel comfortable asking their manager or boss. It also gives them someone they know they can go to for advice or information.

5. Settle the details — It really is the little things that make new hires feel welcome at a company. Whether it’s how to work the printer or what time coffee is made, these easy to overlook details can make a drastic difference in how a new hire feels at the end of the first week.

6. Don’t expect them to dive in on Day 1 — Many new hires are dropped off at their desk at the end of the formal onboarding process and told “go.” An employee’s first day should be dedicated to immersing in the culture of the company and learning the processes and expectations that go along with the job.

Onboarding differs company to company. If changing your onboarding process alone seems daunting, Talmadge can help. We offer a free, no-obligation strategy session that can help you improve your onboarding process.

Full-time jobs near me are most filled up

Full-time jobs near me are most filled up

Part-time jobs are mostly empty.

Lou Adler’s’ book, The Essential Guide for Hiring and Getting Hired, talks about 5 mistakes companies often make when interviewing candidates in person. They refer to these as “Moment 1 Mistakes” because most of them happen in the first moment you meet the candidate.

At The Talmadge Group, we know first impressions matter, however, we force ourselves to wait until the END of the interview to actually measure our first impression, regardless of how impressive they may have been at the start of the process.

Here are 5 more ways Lou Adler recommends to avoid Moment 1 Mistakes:

1. WAIT 30 MINUTES

When preparing for a face to face interview, put a little yellow post-it note on the resume to remind you to hold off any rush to judgement for at least 30 minutes after you meet the candidate. This gives the candidate time to get relaxed and gives you time to start the conversation. As in almost all interviews, it’s important to conduct a work-history review and ask the candidate one job related accomplishment question. After 30 minutes of conversation, your initial reaction to the candidate may have changed.

2. USE THE “PLUS OR MINUS” TECHNIQUE

When you first greet the candidate, give yourself a plus or minus notation. Then, as Adler points out, do the exact opposite of what you would normally do. For people you gave a minus too, ask easier questions. This way you give them a chance to prove their skills for the position. On the flipside, ask those you first liked the tougher questions. You might even go out of your way to try and prove they are not qualified for the job and see if they can prove otherwise.

3. TREAT CANDIDATES AS CONSULTANTS

When talking with candidates, pretend they are paid consultants for the job they are interviewing for. If you were to outsource specific work to this consultant, what would they provide for the cost? This forces the candidate into a proactive role by putting you in the customer seat and them in the service seat.

4. PHONE SCREEN CANDIDATES FIRST

Phone screening is not just a formality: it’s a first-round interview and your willingness to spend time on the phone with a candidate up front can save you a lot of wasted time in the long run. A candidate’s answers to phone screening interview questions allows you to quickly identify the most promising individuals so you only invite those with the highest scores in for a face to face interview.

5. DON’T LET CANDIDATES GET NERVOUS

Almost all candidates are nervous during interviews, especially at the start. Learn to expect it and see it as a plus because it could mean they really care about the job they want. However, if the obvious nervousness continues for 30 minutes or more, it could be a red flag that this candidate is not able to handle this position. One of the best ways to ease a candidate’s anxiety is to take them on a tour of your office or offer them something to drink. Moving around often helps candidates become more comfortable with their surroundings and also helps you keep your first impression sentiments in check!

Moment 1 Mistakes are common so it’s important to put yourself in the shoes of the candidate so you don’t make rush judgements in the first few minutes. Candidates will eventually show you their true colors, but only if you give them more than one moment to shine!

Part-time jobs are mostly empty.

Part-time jobs are mostly empty.

Work From Home Jobs

Every business owner has the same stress when it comes to running their business. It’s called staff management! We, here at The Talmadge Group, are no different.

Everyone wants to view their employees and organizations as a well oiled machines, however, we all know there are times when it operates more like a dysfunctional family. We may not be able to put our finger on why it happens, but we can certainly feel the tension in our offices. So how do you go about meshing different personalities into a single cohesive unit?

Patrick Lenicioni, author of The Ideal Team Player, says it starts in the interview where instead of focusing on a candidate’s personality, you focus on what’s needed for the team.

The ideal team player typically has 3 traits:

Hungry

Smart

Humble

What makes a candidate hungry?

According to Lenicioni, Hungry team players are:

Diligent

Self-Motivated

Hungry team players are always looking for the “next step”. They are focused on what will be the “next opportunity”. Hungry team players have the “whatever it will take” attitude to their jobs. In the Idea Team Player Interview guide, there are 2 questions you should ask every candidate:

1. What is the hardest you’ve ever worked on something in your life?

Look for specific examples of real but joyful sacrifice. In other words, the candidate isn’t complaining, but is grateful for the experience.

2. What was your work ethic like as a teenager?

Look for specifics, usually relating to school work, sports, or jobs. And when it comes to sports, it’s not about participation and having fun. Look for examples of difficulty, sacrifice, and hardship. Ask the candidate about how hard they worked in high school. Did they really strive to do well? Did they have a job? Did they train extraordinarily hard in a sport? You’re not looking for one particular answer, but rather for something real that indicates the person has a work ethic. And a work ethic usually, but not always, gets established early in life.

What makes a candidate smart?

Patrick Lenicioni describes a smart team player as:

Interpersonally Appropriate

Aware

Good Judgement

Intuition around Group Dynamics

A smart player is one who has emotional common sense. Their good judgement and intuition allows them to negotiate with other team members in an effective and productive way.

A few questions Lenicioni suggests asking are:

1. Have you ever worked with a difficult colleague or boss? How did you handle the situation?

By asking the candidate about a difficult work relationship, you will learn if he or she can read situations and people and handle them skillfully.

2. How would you describe your personality?

Look for how accurately the person describes what you are observing and how introspective he or she is. Smart people generally know themselves and find it interesting to talk about their behavioral strengths and weaknesses. People who seem stumped or surprised by this question might not be terribly smart when it comes to people.

What makes a person humble?

Humble team players will point out the achievements of others while not seeking attention for their accomplishments. They have 3 common traits:

Share Credit

Emphasize Team over Self

Define Success Collectively rather than Individually

When interview candidates, Lenicioni suggests a couple of questions to find out their Humble traits:

1. Describe your current team. What do you like and dislike?

By asking a team related question, it may be apparent if he or she values a team effort and is willing to do what is necessary for the good of the team. Encourage the candidate to describe specific interactions with colleagues and experiences working on a team.

2. What was the most embarrassing moment in your career? Or the biggest failure?

Look for whether the candidate celebrates that embarrassment or is mortified by it. Humble people generally aren’t afraid to tell their unflattering stories because they’re comfortable with being imperfect. Also, look for specifics and real references to the candidate’s own culpability.

It’s hard work to create and maintain a happy and productive team. In a small office, people are asked to wear many hats and have that “whatever it takes” attitude to their job. In large corporations, it’s having to work with multiple and different personalities. Leadership is crucial to the success of any company and if you look for these traits in new hires, it may help you in the long run as you work to grow the business.

Work From Home Jobs

Work From Home Jobs

SDVOSB

As we approach a New Year, some people want to make a REAL career move. They will not just interview for another job. They are looking for one that can make an impact on their life.

So how do you find THAT job?!

Networking is the best way to launch a new career. How? If you don’t tell people what your intentions are, how can they help you open doors? The Key is not to mistake activity for progress. Ideally, you want to specifically talk to influencers who know people in places where you’d like to work. There’s no point in networking with people who can’t help you land a position you want so just as you might prospect for sales, you should also “prospect” for influencers to talk to.

But what about landing an interview? Can you really network your way in the door?

Best Selling Author, Lou Adler, says yes you can…. however,

You should first be aware of these 5 things that will definitely NOT help you land your dream job:

DON’T send unsolicited resumes to recruiters or companies where you don’t know anyone. Unsolicited resumes are typically ignored just because of the sheer volume received. You’ll likely end up in the dreaded “archive” file.

DON’T directly apply for jobs. If you know someone at the company, you might head over to LinkedIn and do a little research to see if you can find a common connection. Referrals from someone on the inside almost always trump resumes from strangers so see if you can get a toe in the door based on who you know.

DON’T ignore your LinkedIn profile. When you apply for a job on LinkedIn, a short summary of your LinkedIn profile is sent to the recruiter embedded in an email. This includes the first three lines of your profile and a list of your past jobs and titles. Recruiters spend less than 30 seconds reviewing these so if yours doesn’t speak to them in any way, it goes into the “archived” file.

DON’T copy/paste canned language from your website to fill out your LinkedIn profile. Since HR departments and recruiters get dozens of requests to connect or apply for open jobs daily, being lazy won’t help you stand out. A short, impactful summary stating what you bring to the table for a company can go a long when it comes to being noticed.

Don’t answer stupid questions. Seriously. When you do get a call from a recruiter, don’t be too hungry. It’s a huge turnoff. We’re talking about the standard screening questions… “what did you do at such and such company?” or “what do you want out of this position?” etc., etc., etc. This is a clue the recruiter is a box-checker and if you don’t have a nearly perfect profile you’ll be screened out. Instead, ask the person what some of the big challenges in the position are and what problems need to be addressed.

Following these five basic rules is almost certain to make your job hunt shorter and more successful. And an updated professional Linkedln profile will avoid scaring them off!

SDVOSB

SDVOSB

SDVOSB

As we enter the New Year, take a good look around at your co-workers ! Many of them are likely going to leave to pursue a new job or career. A recent study by the Dale Carnegie Group shows 1 in 4 workers will look for a new job in the next 12 months. Add that to the 15% that are already looking for a new position and you have 40% of the workforce looking to change jobs.

If you are looking to leave for a new job, there are 5 things you should think about first in planning your career.

1. Slow Down, take Time to Plan and Prep.Rarely do you hear an employee landing a new job say “It happened so fast”. Job hiring at many companies is moving slower than ever. Time is on your side, so use it wisely. Make sure you are buttoned up.Clean up and prep your social media footprint; LinkedIn profile, Facebook, Twitter, Instagram, and anything else a recruiter could find on you.Solidify your references and recommendations.Build an effective “Reason for Leaving/Change” Statement and new Elevator Pitch.

2. Write your Career Story

Your career pieces should fit together like a puzzle and form a clear picture for the recruiter. Nothing you have done stands alone. Your education, professional experiences, personal interests and hobbies are all connected. Challenge yourself to weave it together to build a portrait of your career. Do the translation. Clearly articulate how what you have done is relevant to new opportunities. You have the experience and sometimes all you need to do is connect the dots.

3. Bigger the Base, the Taller your Career Pyramid.

The more experiences you have, the larger your career foundation is on two very important fronts:Your personal toolkit. This is your reference point to apply relevant critical thinking to opportunities you are going to find in future roles.Your network. Your next opportunity will likely come from your personal or professional network.

Always be open to entertaining opportunities to move laterally to gain experience. Challenge yourself to get involved in your community. If you have time, find a charitable organization or a cause you are passionate about. You will rub shoulders with all types including that CEO at the company you are wanting to work for. By reframing the environment, you can gain valuable network connections and potentially a resource for friendships for life.

4. You’ll Need Help.

No one can succeed alone. You are going to need mentors, coaches, and champions to ultimately reach your goals. If you don’t have one, find one! When you are talking with them, become a sponge and continuously build on their expertise. In essence, apply what they learn from them to what you learn from others and build off of it. Also make sure you are approachable and vulnerable. If you always play it safe, you will never stretch the boundaries of your framework and it’s your own personal frame that limits your capacity.

5. Quality and Results Matter.Make sure your strengths and biggest accomplishments are transferable. Whatever career you have, it’s critical that you continue to validate your skills.Quantify your results. Everyday you make a difference and a contribution towards something.Catalog it. There will always be a company or an entrepreneur out there that will pay you to do it for them.Recognize change around you and have a bias towards action. In today’s business environment change is coming quickly. If you are standing still, you are moving backwards. Spot trends and know how they are changing the face of your professional world.Look for quality, strive for quality. Whether it be professional experience or education, demand quality. The richer your experience, the more transferable it will be across industry sector and function.

In Summary:

Think about managing your career in a way that you:Start broad and build a wide foundation.Build off your experiences, leverage your network. You will most likely find your next position through your network.Find a coach, a mentor, a champion. Be a sponge and absorb their expertise.Develop transferable skills and be clear on the value you bring to the position and company.

VOSB stands for Veteran Owned Small Business

Recently I read an article related to a survey that reported Americans ages 18 through 34 admit that they have felt isolated at some point over the last month. The article further stated that 25 percent of young American rate their own mental health as fair or poor. Clearly the coronavirus is taking a toll on young American’ mental health. So, I ask you, our readers, to share your ideas for maintaining good mental health during this period of isolation.

VOSB stands for Veteran Owned Small Business.Clearly the coronavirus is taking a toll on young American’ mental health. So, I ask you, our readers, to share your ideas for maintaining good mental health,Recently I read an article related to a survey that reported Americans ages 18 through 34 admit that they have felt isolated at some point over the last month. The article further stated that 25 percent of young American rate their own mental health as fair or poor.Recently I read an article related to a survey that reported Americans ages 18 through 34 admit that they have felt isolated at some point over the last month. The article further stated that 25 percent of young American rate their own mental health as fair or poor. during this period of isolation.

If you are searching for examples of what high performing leaders do, you need go any future than President John F. Kennedy’s (POTUS 35) first actions after taking office. One of his first actions was to formally request the U.S. Congress reinstate former President Dwight D. Eisenhower’s (POTUS 34) Commission as The General of the Army. This request allowed Eisenhower to become JFK’s most senior military advisor. The new president knew how to hire top talent. In todays world, do you think it is possible for a former President to accept a job offer from his replacement? Especially if they were from different parties.

This hiring decision certainly created great conversation among both the Democrat and Republican parties, but most of all it confused those that reported to Eisenhower. There was great internal debate as to how the former 5-Star General / President should be addressed.  Finally, the bravest member of the staff said to Eisenhower – we don’t know what to call you. Should we addressed you as Mr. President or as General? 

Eisenhower simply replied “if you must assign me a title, then refer to me as General. We have a president, and we only need one of those at a time.”

Excluding George Washington, Eisenhower is the only military member to serve as President of the United States and return to military service following his presidency. There is a saying about Eisenhower, “the job always found him.”

This historic event contains two inspiring examples of leadership; first we saw a new president committed to hiring the best team of advisors, regardless of politics.  The second was from arguably the most accomplished living leader of the twenty century that humbled himself by returning to the ranks and working for the new president.

Kennedy could have easily dismissed Eisenhower as someone whose time had passed.  And, Eisenhower could have simply said that he had given enough.  Fortunately for us it did not happen that way.

These actions not only speak to the humility of each man, but their patriotism, intelligence, and leadership abilities. This is certainly a shining example of leadership at its best – how two presidents came together and put the interest of our country before themselves.

Finally, for those of us that continue to ask where are the great leaders of today, and tomorrow? Those that will put duty and country before self.  Hopefully, they are reading this article right now.