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An Executive Recruiter told me once, “By and large the hiring process is a de-selection out process more than a selection in process; for every one hired, dozens perhaps hundreds or more are selected out. The key to being hired is, avoid being de-selected.”


Tom Morris’ presentation “How to Avoid Being De-selected in the Hiring Process,” walks participants through the 10 most common mistakes people make in the job search process.


– “Overall an excellent presentation with excellent information. Best speaker of the week.”

– “He made learning these valuable lessons lots of fun!!! What a great speaker.”

– “Tom Morris is an enthusiastic and very informative speaker.”

– “I think this is the third time I’ve heard Morris speak. I’ve learned something every time.”

– “Extremely vivacious and informative. Good examples, one of the best this week.”


Contact us to learn more about having Tom present “How to Avoid Being De-selected in the Hiring Process,” to your organization, today.

As career coaches and counselors, we’re committed to helping our clients move forward in their careers. And as our industry moves into the future, we’ll have to change some of what we do,      how we do it, and why we do it because the coaching industry, like every other industry, will change and evolve.

Saturday, April 26, from 9 AM-10:30 AM Tom Morris will explore these and other ideas in his role as a featured futurist presenter at the 2014 Career Thought Leaders Conference, “Framing the Future.” The three-day conference is being held at the Hyatt Regency Inner Harbor in Baltimore and offers seven featured programs, each with multiple presentations.

“Each program begins with a futurist presentation. What’s going to happen in 2 years, 3 years, 5 years, and more – information that we must know to prepare ourselves and our clients. Following the future are presentations on what’s happening now – ideas, information, resources, samples, and thought-provoking conversation that we can use today to position ourselves and our clients for tomorrow.” — 2014 Career Thought Leaders Conference Webpage

What will change in the career coaching and lifelong career development industry? What will be new? What might actually stay the same? Join Tom as he explores the answers April 26, in Baltimore.

For more information about the conference, to register and to attend Tom’s futurist presentation, visit

Looking forward to seeing you there!

Many of you already know Sharon Armstrong from either working with her as president of her firm or as a long-time senior consultant with Morris Associates Inc. For those of you who may not know Sharon yet, we’d like to introduce her by sharing her latest newsletter.

If you’re in a position that involves talent management, I highly recommend you give her a chance to save you time, money and effort.

Dear Colleague:

I never have time for lunch. I’m always too busy. And I suspect the same is true of you, too.

When people invite me to lunch, I can’t help but laugh. “I haven’t had lunch for years,” I tell them.

I’m lying, of course.

Most days my husband makes me lunch and brings it to my desk. But many times I’m too busy talking on the phone to chew! I want my husband to learn how to set up a feeding tube so that I could get my lunch intravenously. But so far he’s shown no interest in getting a degree in nursing.

So why the sudden lunch invitation?

Because there’s one big exception to my “no lunch” rule. And that’s when an HR Manager, Meeting Planner, or Training Coordinator wants to lock down a whole year’s worth of training, speaking and/or consulting in a single meeting.

On these occasions, I’ll not only take you out to lunch, I’ll pick you up at your office and take you back afterwards. If, like me, you scarcely have time to leave your desk, I’ll bring a nice carryout lunch to you. And if you don’t have time to chew, well, we can always do it over the phone, too. (In this case, you must supply your own I.V.)

The benefits of doing this in January are considerable. In one lunch hour, you can get your entire training, consulting, and speaking schedule set for the year. As usual, I’ll provide up to 3 highly-qualified referrals for each of your assignments And these referrals come at absolutely no cost to you. So when you throw in the cost of the lunch, you actually make money on the deal!

When it comes to your 2014 training schedule, it’s like that old line from Ron Popiel’s TV infomercials: “Just set it and forget it!”

We’ll put your training on autopilot for the year so you can concentrate on fun stuff like benefits administration, termination meetings, and disciplinary discussions.

Sound good? Then call me and as they say in Hollywood…

Let’s do lunch!


Sharon Armstrong

To subscribe to Sharon’s newsletters, email her your request. To subscribe to our newsletters, click here.

It’s that time of year – and we’ve had more requests than ever before to again revisit Why December May Be the Best Time to Conduct a Job Search.

Perhaps your thinking: Now? No sense looking now; everybody knows that no one hires in December.

Contrary to widespread belief, December can actually be one of the best months to conduct a job search. Here are five reasons why:

1. Less Competition: Since so many people believe December is a bad month to look for a job, they don’t actively search during that month. Hence, there is less competition from other job seekers, and potential employers have more time to consider those who do apply for positions.

2. More Access: “Everybody” does not go away for the December holidays. On the contrary, many managers are both catching up on unfinished business and are getting ready for the new year. Many human resources directors are working on staffing plans for the coming year, and they may be more attentive to recruiting and hiring than they are other times of the year. Thus the last month of the year can be the best month of all to get the attention of key people.

3. The Giving Season: As people get in the spirit of the year-end holidays, they tend to be more disposed toward helping others. There may not be a huge swing in this direction, but even a little increased openness by hiring managers works in favor of applicants.

4. January Hires: January is often one of the biggest months of the year for hiring. However, those hired in January are usually not the people who waited until January to start their job searches. Those hired in January are often people who were actively pursuing leads in December.

5. The January Rush: A lot of people make New Year’s resolutions to change jobs so in January the market becomes more saturated with job seekers. If you put off your search until after the December holidays, you’re likely to have to compete with a bigger (and possibly more determined) crowd in January. You also risk losing psychological job-search momentum around Thanksgiving, and you may not get into high gear until mid-or-late January. That means, obviously, that a job seeker can actually lose two months, not just one, by suspending activity in December.

A final note. While it may not be advisable to completely suspend job search efforts as many people do in December, do make sure you make time to spend with family and friends to enjoy the holidays.

What are successful for-profit and not-for-profit organizations doing to recruit and retain valued talent and knowledge?

At this year’s annual RecruitDC Conference in May, panels of Chief Human Resource executives from successful firms and organizations gave some great ideas on this topic. Here are 10 Recruiting and Retention Tips that I found helpful. Hope they’re helpful for you, too.

1. Empower your workforce to use social media to broadcast what they do/like about their work and their employer.

2. Cultivate your corporate culture to be known as an employer of choice.

3. Use employee referral campaigns to recruit and hire.

4. Do formal exit interviews – use outside source; have source stay in touch with “regrettable talent losses” every few months to see if you might hire them back.

5. Post all jobs including executive jobs so your current employees know and can apply.

6. Keep work employees do challenging; don’t let employees or the work they do get stale.

7. Focus on wellness, engagement and recognition programs for all.

8. Good HR policies/practices should be things that benefit every population.

9. Use strategic methods of recruiting, e.g. Skype for interviews.

10. Watch variable costs, prioritize spending, perhaps use savings for internal morale events during hard times.

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