Ghosting Has Progressed Into The Work Place

Interesting article on dating and now in the work place; Ghosting. This has happened on occasion during our 20 plus years of recruiting. For us it is more about a “non” start; someone is offered a job, they sign the contract and on the start date…they don’t show up. Flurry of activity; angry calls, frantic emails, calls again are exchanged and we move forward looking for another solid candidate for the position.

But what happens to your reputation? Some candidates don’t care, some think they will get lost in the vast expanse of the U.S. or the world and no one will be the wiser.
The day they are on the market again, recruiters and even the employer they ghosted, will not touch them. Why? Their word and commitment is not to be trusted.

Yes you do need to look out for yourself but ghosting is not the way to do it. Private Service is a very, very, very small world and your reputation is important. This will tarnish it. The best you can do is to call the employer and call your recruiter and tell them that you have to turn down the offer. No one will be happy, but you will save your reputation. Don’t forget, there is also the opportunity at that point to negotiate ~ you never know what either employer might come up with to keep you.

Bottom line, be fair and be honest.

Here is a little thing you can do to visualize reverse ghosting:

~just imagine that you quit a job to take a new one, closed down your desk, took your office belongings home, bought a new car for your new commute and on your start date you go to your job site and report in and find that someone else is in your seat…YOU have been ghosted!

Article by Lila MacLellan for Quartz at Work – Lila is writing about people just leaving their job – on the job – without notice or saying anything to anyone…..

“Ghosting at work is now big enough that it caught the Fed’s attention”

The new Beige Book from the Federal Reserve Bank contains some millennial slang to describe a rising trend in the workplace: ghosting.

The mention in the Fed publication, more formally known as the Summary of Commentary on Current Economic Conditions by Federal Reserve District, also comes with a helpful definition: ”A number of contacts said that they had been ‘ghosted,’ a situation in which a worker stops coming to work without notice and then is impossible to contact,” the summary of conditions in Chicago notes.

Until recently, ghosting was almost exclusively used to refer to one person disappearing from a romantic relationship, whether in an online app or after a few face-to-face dates. The idea is that by disappearing, both parties are spared the awkward conversation about at least one half’s lack of interest. It’s often seen as no big deal, and not considered terribly rude unless the couple has spent a substantial amount of time with each other.

Read at source:

How To Handle Severance When You Have To Fire Your Employee or Manager

Great article by Laura Weidman Powers on severance pay.  In the “old days” the only people that got severance were the ones that got laid off due to a company downsizing. Now even people that are getting fired are getting severance.  Laura points out reasons for rules and reasons to deviate from the rules.~FHP

Read on for her thoughts:

No One Talks About Severance And That’s Because The Process Sucks

November 30, 2018 by Laura Weidman Powers

If you’re a people manager, eventually you’ll have to fire someone

One of the things I had to do as an executive at multiple companies is fire people. It’s not a part of any job that I particularly like to dwell on, but it is a part of any job where you’re managing a team.

I’ve fired people for whom the conversation felt like a surprise (no matter how clear I thought I’d been in the weeks leading up to it). I’ve fired people who sat down and said “I’m being fired now, aren’t I?” I’ve had honest conversations during which we’ve come to a common understanding that a person and role are no longer a fit. I’ve given people gentle, weeks-long exits. I’ve had people escorted from the premises before they could wreak further havoc. The vast majority of the time, these terminations have been uncomfortable, maybe upsetting, but have ultimately enabled a graceful parting of ways where all parties felt respected.

However, this is not always the case. And in my experience one of the most complicated aspects of firing people and much of where things go sideways in a termination that’s otherwise well executed is in determining appropriate severance to pay. Continue reading at source:

AI to replace recruiters or hiring reps?

Wow, what is next? Will this replace hiring reps?  I doubt it. It might be like all those personality tests the employers make you take that go nowhere ~ we hope. Read the possibility of the situation:


Wanted: The Perfect Babysitter. Must pass AI scan for respect and attitude.

Article by Drew Harwell in the Washington Post November 23, 2018

When Jessie Battaglia started looking for a new babysitter for her 1-year-old son, she wanted more information than she could get from a criminal-background check, parent comments and a face-to-face interview.

So she turned to Predictim, an online service that uses “advanced artificial intelligence” to assess a babysitter’s personality, and aimed its scanners at one candidate’s thousands of Facebook, Twitter and Instagram posts.

The system offered an automated “risk rating” of the 24-year-old woman, saying she was at a “very low risk” of being a drug abuser. But it gave a slightly higher risk assessment — a 2 out of 5 — for bullying, harassment, being “disrespectful” and having a “bad attitude.”

The system didn’t explain why it had made that decision. But Battaglia, who had believed the sitter was trustworthy, suddenly felt pangs of doubt.

“Social media shows a person’s character,” said Battaglia, 29, who lives outside Los Angeles. “So why did she come in at a 2 and not a 1?”

Predictim is offering parents the same playbook that dozens of other tech firms are selling to employers around the world: artificial-intelligence systems that analyze a person’s speech, facial expressions and online history with promises of revealing the hidden aspects of their private lives.

The technology is reshaping how some companies approach recruiting, hiring and reviewing workers, offering employers an unrivaled look at job candidates through a new wave of invasive psychological assessment and surveillance.

Read at source:

Proper Protocol – with Royals or any high level colleague or friend of your employer –

You do need to be prepared in any event when you are working for the UHNW – be it a royal or a friend/colleague of your employer, you still need to know the protocol.  Lauren Cahn wrote a piece on how to “meet” a royal ~ read on:


All Star Employee?? Kevin O’Leary sheds some light on how to best approach this…

We have seen it all after 20 plus years of staffing private estates and residences across the nation. You think you know it all, you are the chief of staff/estate manager and just took on the job of your dreams for $$$$, you believe you need to make changes right away to prove to your new boss that he/she hired that Rock Star, the Unicorn, the A+++ employee – think again. Before ruffling the feathers of your new staff, before changing out all the systems they have in place, take the time to learn how they work – a lot of time – and eventually bring up ideas that might streamline things.  Your talents will be seen, more in the light of “being a great boss” and representative of your employer than the reason for the mutiny of your employers’ staff.  FHP

HOW TO BE AN ALL START EMPLOYEE by Kevin O’Leary Chairman at O’Shares ETFs and Shark on ABC’s Shark Tank

We’ve talked about how to be an all star boss, but how about an all star employee? You already know what I do with problematic employees – I whack them, without exception. At least once on your path to entrepeneurship, you’re going to have to work for someone. Here are a few things you can do right from the start that will help you avoid the ax and give you a firm foothold in the workplace. If you’re in a position to hire, honing these attributes will also help you spot the same qualities in the winners who will come work for you.

1. Pace yourself. Chances are, you were hired because you’re a hotshot. It’s not time to relax – but instead of jumping right in, take some time to observe and assess. Get the lay of the land. Don’t announce your hotshot-edness upon arrival. Rising stars already have a built in trajectory. You don’t need to accelerate the process.

2. Take stock. Not everyone becomes a partner, even if you’re there at the inception of companies like Facebook or Google. But a lot of those early employees took stock rather than exorbitant wages. Today, they’re stinking rich, taking stock shows faith in the company – plus, anything that ups the stakes ups the performance. It might mean a lower paycheck initially, but if you’re passionate about the venture, and feel your ideas will impact and influence the business, this is a good way to go.

3. Think beyond your borders. If you really want to set yourself apart from your peers, beyond knowing everything there is to know about your company and competitors. Read the trade papers, study the company taking away clients, subscribe to them, attend competitors’ seminars, eat at the restaurants that leech your clientele. Don’t be myopic. If business is war, this is the espionage part.

4. Don’t brownnose the boss. They’ll catch on to your manipulation. You’re better off sidling up to the top salesperson or smart assistant and learn their tricks to being a valuable part of the team.

5. Your desk says a lot about you. Keep it clean and orderly, with some personal touches here and there, but avoid colorful distracting detritus…AND NO STUFFED ANIMALS. I’ll light it on fire right before I fire you.

More ways to job search – turn back time? Gary Burnison captured it again…

Now we don’t believe in your “losing” your resume either but we do feel that you need to get out from behind your computer and find other ways to market yourself. With 3% unemployment, the search is fierce and you can have your pick of jobs but it still needs to be the right job for you and the company or employer.  Wishing you success in any path you take!  FHP


Sitting in my email inbox was yet another one: an unsolicited resume from someone I don’t know.

He went on and on, describing his skills and experiences—everything he’s ever done. But nowhere did he mention why he was reaching out specifically to me (other than the assumption that I’m the CEO of a firm that places an executive in a role every 3 minutes). Nor did he specifically say what he would bring to our firm. In fact, he put it all on me to find a position that would be best suited for him.

Don’t get me wrong; I do want to help people. But in 35 years of professional life, including more than a decade as CEO of a public company, I have been continuously shocked by the naiveté of people who resort to the old standby: sending out their resumes blindly. As far as I’m concerned, that’s the No. 1 time waster in any job search.

Here’s how to keep from getting ignored and land the job you want:

  1. The new “let’s do lunch”: The unsolicited offer of “let me send you my resume” has become as cliché as “let’s do lunch.” When you say it, you know you’re never going to have lunch. The same goes for your offer to email your resume. Unless someone genuinely wants to hear from you, your resume isn’t going anywhere. Over the past several years, I’ve received thousands of unsolicited resumes. And guess what—they rarely go anywhere. That might strike you as harsh or even unfair, but here’s what I know about many other CEOs and senior executives: they’re not opening your resume. The solution? You need a warm introduction from someone in your network to a person at a company where you really want to work.
  2. The “ice cream shop” strategy:  Ironically, when we were younger, we intuitively knew how to get a “warm introduction.” When you were looking for a summer job back in high school, you’d go to the place you wanted to work—the ice cream shop, the car wash, the community swimming pool—and ask if they were hiring. If the manager or owner wasn’t busy, you’d get an “interview” on the spot. If your friends worked there, they’d put in a good word for you. In fact, you probably found out about the job from a friend, who provided a “warm introduction” to the manager for you. But the process we understood so well as teenagers—and that worked so well in those days—has begun to elude us. We forgot that the same fundamental rules apply: know where you want to go and then get a warm introduction.
  3. Do your homework: More than any other step, this is what differentiates people who are going to get my help from those who fade away. When people connect with me through a contact and ask for help in getting a job, I tell them I’ll be glad to talk once they’ve done a simple assignment: research where they want to work—their target industry, the companies they admire, the roles they believe their most suited for. Shockingly, in 9 out of 10 cases, they never do it. This isn’t rocket science, but it does take time. If you can’t or won’t invest that much effort in your career, then who will?
  4. Lose the resume: The most recent email I received is a perfect example of what a resume can’t do: it can’t automatically get you a job. In this case, the resume listed experiences across a rather narrow industry, peppered with an insider’s jargon. Not once did this person highlight what he’d accomplished: expanding sales, increasing profitability, improving efficiency. To get someone’s attention you need to tell a story about your accomplishments and their impact (again, once you’ve had a warm introduction to someone). That’s why I tell people to “lose the resume.” Yes, you need to have one, but don’t expect it to be more than a calling card.

Blindly sending out your resume in hopes someone will respond is like putting a message in a bottle. It might give you a moment of satisfaction for having done something, but don’t expect it to wash ashore anytime soon.

Videoing yourself to practice your interview overview speech!! More from Gary Burnison…

What a brilliant idea. Beyond practicing, reading the job description again, making notes about how your background matches the requirements of the job, your achievements, mistakes and more – try this – can’t hurt!!  FHP


You’re getting the interviews, but not landing the job. Back at square one every time, you do the usual: polishing your resume and finding new ways to say the same old thing. But if you’re like most people, you won’t do the one thing that could really make a difference in your next job interview.

The secret weapon is in your pocket or maybe in your hand: your smartphone.

People overestimate their strengths and underestimate their weaknesses all the time. They tell themselves they can “wing it” and congratulate themselves for how well they think on their feet. Except, they can’t. Only by video recording yourself (or having someone else do it) as you answer interview prep question can you see and hear how you come across.

Here are 5 reasons why you should take the best career advice that almost no one takes.

1.    The Camera Doesn’t Lie: We may be obsessed with taking selfies, but a lot of people avoid looking at or listening to themselves “on camera.” Just pushing “record” and seeing that red light makes them highly self-conscious. And that’s the point. The nervousness of being video recorded is a good proxy for being “on” in a job interview. When you play back the recording, you’ll hear every “um,” “you know” and “like” that you say unconsciously. You’ll also see your nonverbal communication: how you sit, your facial expression, how much you fidget, and so forth. What you don’t know can hurt you in an interview. One candidate I interviewed never moved a muscle during our entire conversation. He didn’t gesture or change his posture. It was freaky! At the other extreme, I’ve seen people squirm in their chairs, pump their legs up and down, and gesture wildly. Don’t ignore your non-verbal cues and body language. You need to exude confidence and competence. If you want to know how well you do that, get in front of the camera.

2.    Rehearsing, Yes; Memorizing, No: You’re not auditioning for Annie! — there’s no need to memorize your lines. Memorized answers that sound canned and unnatural can’t convey your authentic self. You need to rehearse—preferably with a coach or mentor who will give you the “tough love” feedback that your friends, spouse, or other family members can’t. If your mentor also knows your role and industry, that’s an added plus.

3.    “Tell Me About Yourself”: Video record yourself rehearsing basic interview questions: describe your most recent position, what’s your greatest career accomplishment, what are your strengths/weaknesses, why do you want to work here, and – of course – tell me about yourself. When you play back the recording, listen to your answers. How can you say it more concisely, bringing it down to a tight thirty-second answer? You may not think so, but 30 seconds can come across as a long time, as anyone who has done a TV interview will tell you (think about that the next time you watch a televised interview). You need responses that are punchy, crisp, compelling, and to the point. One-word answers are a disaster, but so is a filibuster. Keep it conversational. You can always elaborate when the interviewer asks a follow-up question.

4.    “ACT” to Improve Your Likeability: As you watch yourself on video, consider your “ACT”: authenticconnecting, and giving others a taste of who you are. Being authentic means truthfully representing yourself, your experiences, and your background. Creating a connection helps the interviewer relate to you and creates rapport during the interview. A taste of who you are allows interviewers to have a better understanding of what you have to offer and how well you’ll fit the culture. Your “ACT” will help improve your likeability. It only takes a matter of seconds for the interviewer to make crucial determinations about you, including how trustworthy you seem and whether you’d be a good fit.

5.    Don’t “buffer” your video interview: If you are a good at interviewing in person, don’t assume that you’ll do just as well when interviewing by telephone or videoconference. You’ll need to adjust your energy level, the length of your responses, and how fast or slow you speak. As you rehearse, especially for video conference and webcam interviews, make sure you also anticipate any “surprises” you could possibly encounter with technology glitches. Have a practice Skype session with a friend, check the background for distractions, and dress from head to toe, even if you’re only visible to your shoulders. One candidate in a video interview was Brooks Brothers from the waist up, but showed he was only boxers from the waist down when he had to jump up and close a door. Don’t be caught unprepared.

It takes time to video record yourself and analyze the results to reflect on how you can improve. But given the importance of your next interview, why wouldn’t you make the effort? The only one standing in your way is you!

Social Media – they are looking! Read Gary Burnison’s article:

Gary Burnison – Chief Executive Officer at Korn Ferry –

What happens in Vegas really doesn’t stay there.

That “funny” picture about that “crazy” time, which you (or your friends) posted on social media, can follow you right into your next job search. Increasingly, employers scour social media (about 70% of them, according to a recent survey), and more than half have found content that nixed a candidate from a job opportunity.

It’s a great irony: social media goes a long way toward helping you find a job, but it can just as easily cost you the job you want. You won’t even know it happened since your digital missteps take you out of the running before you get into the interview.

Here are five ways to keep from tweeting yourself out of a job:

1.    There’s no “just kidding” button on social media:  Comedians may be able to pull it off—you, not so much. The photo was a doozy: slouched on a ski slope in the dead of winter, wearing shorts and Mardi Gras necklaces around your neck – and, to top it off, a Jack Daniels bottle and several Budweiser beer cans poking out from the snow. Then the sign: “Just another sick day at the office.” The employer who comes across that one would probably say, “No, thanks,” even before the interview. Complain all you want that “it was a joke” or “it was supposed to be private.” But we should all ask ourselves: is anything private? When you tell one person… well, you know the rest. Know what’s out there! Google yourself: type in your name and see what comes up. You’ll instantly be reminded how easily your past follows you and how effortlessly an HR department or hiring manager can uncover something you’d prefer not to be their first impression.

2.    Post with no regrets: Your ever-present smartphone makes it so easy to post, tweet, comment—instantly, before you’ve had time to think twice about it. But do think twice about it. Ask yourself: “Will I offend someone? How can this come back to haunt me?” These two questions would have prevented so much anguish for athletes, in particular, who in some well-publicized incidents have been hurt (including losing their “draft value”) by social media comments made years earlier and dug up recently. And it’s not just athletes or celebrities who get themselves into trouble over controversial tweets and posts. Harvard University last year rescinded admission to at least ten students because of offensive posts in a “private” Facebook chat. Don’t be fooled into thinking there is some kind of “wall” between sites such as Facebook, Instagram, and Twitter, and the largely professional ones such as LinkedIn. Your online presence is one entity—your digital brand—and your next employer is looking everywhere.

3.     Don’t “ghost yourself” on social media: The answer to avoiding digital minefields isn’t to stay away from all social media. Your absence says a lot about you, too—in fact, it could broadcast a lack of relevancy or that you just don’t care. One anchor of your career brand in the digital world might be LinkedIn. What are you posting about your industry; what articles do you find interesting? What are you passionate about?

4.    Choose positivity over negativity: Most of the time, it’s better to follow your grandma’s advice: “If you don’t have something nice to say, don’t say it.” Now, I’m not suggesting you have to be wallpaper, but most of us respond much better to grace and dignity than to negativity. There’s only one road: take the high road.

5.    Wash, rinse, repeat: On a regular basis “wash, rinse, and repeat” your social media brand to ensure it’s still relevant—and just to make sure there isn’t a picture, post, or tweet made years before that shouldn’t be there.

While “Vegas” may promise it will never tell, social media isn’t so forgiving.

Please don’t write a memoir on your employer – just ain’t right

Broken confidences are like when a parent says that they are disappointed in you – but worse. They can damage your career (even if you have retired) or reputation.

Here is a long story about Queen Elizabeth’s childhood governess’ mistake by Adrian Tinniswood:


Jesse Barron’s article on Puerto Rico as a Tax Haven

How Puerto Rico Became the Newest Tax Haven for the Super Rich

by Jesse Barron

A year after the tragedy of Hurricane Maria, the 51st state has become the favorite playground for extremely wealthy Americans looking to keep their money from the taxman. The only catch? They have to cut all ties to the mainland (wink, wink).

The party known as Cocktails and Compliance—so called for mixing alcohol with tax advice—was thrown on a Friday evening in May, in a warehouse turned art gallery in Old San Juan. The host had kept his guest list confidential: It contained the names of hundreds of ultra-wealthy mainland Americans who’d moved to Puerto Rico to avoid paying taxes, most of whom were reluctant to advertise that fact. More than 1,500 mainlanders have established residency here since 2012, when the island rebranded itself as a tax haven, and the annual Cocktails is at the center of their social calendar.

At a high table, polishing off a bourbon on the rocks, sat a compact man in his 60s wearing a black T-shirt and black suede loafers, no socks. This was Mark Gold, the Florida-born kingpin of traffic-ticket contesting. Gold has attended Cocktails and Compliance every year since moving to Puerto Rico in 2016. “I was looking at different tax havens,” he said, “Andorra, Lichtenstein, Monaco. But the problem is, you have to give up your U.S. passport. When I heard about this, it was too good to be true. But it’s real. I live in paradise. I live at the Ritz-Carlton. I drive my golf cart to the beach club for breakfast. Then I go to my sunset yoga class on the beach.”


Read at its source: