Candidates Focus On Skills Instead Of What The Company Focuses On

Q. I have had a number of interviews for which I know I am qualified, yet I still haven’t been offered a job. Just what do companies mean when they ask for qualified people?

There are actually two different qualifications required, the hard skills; experience, education, past accomplishments, years of experience and so on. The soft skills are the second component of being qualified; communication, demeanor, cultural fit, appearance, likability and so on. The primary issue around your question is that candidates generally focus on the hard skills and companies focus on the soft skills. This means the priorities in the interview are different. There is probably no doubt that you have the hard skills or it is doubtful they would have even interviewed you. My sense is that you are not showing them the soft skills qualifications during the interview.

Since few candidates have a lot of coaching and practice for interviewing most just show up and start answering questions. Soft skills interviewing is an art and, like most things, takes practice and preparation. If I were coaching you, I would start with an in-depth interview to see how you interview. I would have you write out answers to the commonly asked questions. I would also video record you so you can see yourself the way the interviewer views you. You would then hear for yourself how and if you answer the question. Finally, you would see your mannerism and body language. I read somewhere that non-verbal communication is 70% of how we communicate. Have you reviewed your non-verbal communication?

I have video recorded many candidates and many agree after watching themselves for the first time, that they wouldn’t hire themselves.

To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.

If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.

I welcome your thoughts and comments.

Brad Remillard

Are You Coming In Second Place Too Often In Your Job Search?

Q. Last year I came in second too many times. I seem to get interviews and get asked back for additional interviews, but always end up the bridesmaid. I would like to change that in the new year, what do you suggest?

The good news is that a lot of things are working in your job search. Your resume is getting you in the door, you are uncovering openings, and companies want to talk with you. Getting up to bat is key to getting a job. Things are falling apart at the interviewing stage. It might even be that you are not in second place after the first interview, but being asked back just to be compared to other candidates. So I recommend spending a lot of time honing your interviewing skills in the new year.

Reflect on the interviews you’ve had and start by identifying some of the same questions asked in each interview, make a list of the standard questions asked in most interviews and develop a list of questions around your specific function that are often asked. After you have these lists write out answers to the questions. Yes, you must write them out. This is rarely done, but this exercise brings great clarity to how you answer questions. It forces you to stay focused, helps ensure you are actually answering the questions, and begins to make sure you are prepared for just about anything. Then practice answering these as if  you are in an interview. However, make sure you don’t come across as if you are reading a script.

To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.

If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.

I welcome your thoughts and comments.

Brad Remillard

Be Prepared For That Next Interview

A job search is much like a cable news show,  you have to get your point across in sound bites. You often don’t have time to give a detailed answer. Candidates need to get comfortable with doing this.

Think about all the times during your job search when you are required to give the famous, “30 second talk.” Many times during the interview process you have a short period of time to answer the question or give your introduction, you use bullet points on your resume and even your business card,  and all of these require you to express yourself in just a few words.

This is one reason why a job search is so difficult. Not only is it very difficult to speak in sound bites, but most candidates are not prepared on how to do it. This technique takes practice. This is not a case where you can just wing it. How many times have you left a meeting, only to realize you didn’t give a great answer to a question, didn’t get your point across as well as you would have liked to or thought, “OOPS I forgot to say ___.” This happens mainly because the candidate hasn’t taken the time to really get prepared.

A job search is not the time for on-the-job training.

It is our experience that candidates wait too long to understand this point. You can’t wait and hope you will do just fine. First off,  “just fine” in this economy doesn’t cut it. Secondly, in this economy, there may not be a second chance for months.

As part of our job search coaching programs, we spend a lot of time preparing candidates for these short sound bites.  Although frustrating for candidates, we have seen these sound bites pay off so many times, and we have to continually reassure the candidates of the need to prepare for them.

Candidates need to spend more time preparing and less time running to networking meetings, coffees, and one-on-ones until they are completely prepared. We find that candidates waste  excellent opportunities because they were not prepared on how to communicate in sound bites. I get calls weekly asking how best to do a do-over because the candidate believes they missed an opportunity.

There are rarely do-overs in a job search.

To learn how to speak in sound bites consider:

1. Write out what you want to say. Then wordsmith it until it is less than one minute.
2. Get help. This is a difficult task that takes experience. Don’t be afraid to invest in some professional help.
3. Take the known items and the comments or questions, such as your introduction, elevator talk, the question,”Tell me about  yourself,” or “So, what do you do?”  Most of you know these, since you have been asked them many times during  your search, and convert them into short sentences that get the point out in less than one minute.
4. Practice them. Go to people in your network and test them. This is like any marketing campaign.
5. Once you have the answers for these then add one more set of comments and answers. Having two different sound bites is always a good thing.

Take some time to step back and get prepared. I know every candidate wants to jump into a job search as soon as possible. The problem is this jump is often in the wrong direction.

Like most things in life, if  you do the ground work, get prepared, and do some planning things go a lot better.

To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.

If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.

I welcome  your thoughts and comments.

Brad Remillard

The Importance of a Company’s Culture

Our job search coaching and facilitation programs for candidates take us down many different paths. Every program has to be unique to the needs of the candidate. No two job searches are alike and there is never a one-size-fits-all approach to a job search. Customizing our coaching programs is the hallmark of our success.

One example of this happened towards the end of the process with one of our sales and marketing executives.

The candidate had been interviewing with a small, very entrepreneurial company for a VP Sales and Marketing position. We had been working together, all along the way, to ensure he was properly preparing for every interview. It was now down to the final two candidates and the company asked each candidate to put together a short presentation on how they would market and sell the products to new customers. Nothing elaborate, just a half hour presentation.

Some background information is important. The CEO and founder of the company was a cigar chewer, speak your mind, no B.S. type of person. Some might say very rough around the edges. He wore as a badge of honor that he never graduated from high school and still had built a very successful business from scratch. The company was a plastic injection molding company that made custom plastic parts for a variety of industries. The CEO may not have graduated from high school and was rough around the edges, but he had a lot of common sense.

The other candidate was from Xerox and put together a very nice PowerPoint presentation that identified markets, market shares, potential customers in a 30 mile radius with charts/graphs and a lot of detail. I was later told it was a very polished presentation.

In discussions with our candidate, we talked about the company’s culture, the personality of the CEO, and the other people on the management team. Many on the team were well educated and from well know companies. However, as we discussed these issues, it became clear they all really liked working with the CEO for the simple reason that he was blunt, called it like it was, wasn’t one for a lot of staff meetings, liked blunt and direct people, and most said he was a very, “get to the point type person.” The candidate was  told by the team if he wanted to be successful, he needed to be able to work in that culture.

After all of this, we decided to take a completely different approach. The candidate scrapped the PowerPoint and instead simply started researching the market for potential customers and why the company would be a potential target. The day of the presentation my candidate walked in with a stack of magazines, business journals and trade publications. Every publication was dog eared, had stickers on pages and highlights on different pages. The candidate sat in front of the CEO and for his presentation all he did was start opening each periodical to a page and said, “see the company here, this should be our customer, here is why, here is how I would approach them, and here is how we can benefit them.” He did this for almost 20 minutes. That was his marketing and sales plan.

Which one do you think adapted to the company’s culture and the CEO’s style?

Needless to say, if the candidate we were working with didn’t get the job, I wouldn’t have written this article. Although the person from Xerox did a great job, he didn’t adapt to the style of the company. My candidate took all of this into consideration before going in. He also demonstrated to the CEO that he understood how to adjust to the unique styles and cultures of the customer. One type of sales pitch doesn’t work for every customer.

Have you ever had a situation where you could have adapted?

Never forget the importance of the company’s culture and management style you are interviewing with. The better you can adapt to their style and culture, the better you will fit in during the hiring process and after going to work for the company.

To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.

If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.

I welcome your comments and thoughts.

Brad Remillard

What Recruiters Look For When They Interview You

People are surprised (even some recruiters) when I tell them that I have had over 10,000 interviews in my life. I don’t understand why, since I’ve been a recruiter for the last 30+ years and that is what I do. Recruiters meet and interview people. Just about every candidate I meet is an interview from my perspective. The candidate may think it is just a networking meeting to get to know each other, but not to me. I’m always thinking, would I represent this candidate, what would a company think when they meet this person, would I be comfortable referring this candidate or would a company screen them right out for a variety of reasons?

I typically meet every candidate I represent on a retained search. I know many recruiters don’t do this, but I always have. I can’t imagine asking a client to meet a person I have not met first. For me that is just too risky. Heck, I have been burned even after I have met them, liked them, and believed they were highly qualified, only to have the client call me back and ask me why I wasted their time with this candidate. It is what I refer to as the,  Dr. Jekyll and Mr. Hyde syndrome.

Our interview is a dress rehearsal of how you will interview when you meet my client. Every meeting, regardless of how informal it might appear, is an interview and candidates should treat them as such. There are rarely do overs.

The following are just a few of the basics that I’m observing when I meet a candidate. If you don’t pass these, then we will have a nice meeting, but I’m moving on. As I have stated many times in previous articles,  that doesn’t mean you are not a qualified person. It just means that I believe I can find a better candidate for my client, who is evaluating me and the candidate during the interview.

1. Presence is important. Since most of my recruiting is at the senior level, I want a person that has a strong presence. This is someone who will have the respect of the people working for them, their boss, and their boss’s boss. It may start with the introduction and continue on throughout the interview.

2. Arrogance. Again, since most of my recruiting is at the senior level I meet a lot of very arrogant executives. For some reason many feel they are above the process. Their attitude is that my resume speaks for itself and I shouldn’t have to answer your questions. That’s not good if  you want to meet my client.

3. Communication. Do they listen to the question and actually answer the question “I” ask, and not the one they want to answer? This is not a political interview on Fox or CNN. I’m not the pundit that asks a question to have the politician not answer the question, but give a robot reply with some canned predetermined answer. Or worse, they just don’t know what to say so they say everything. I envision what my client will say to me if they answer their questions the same way. There is nothing worse than spending an hour with someone and still wondering exactly what they do.

4. Succinct. This is closely related to #3 above. Does the candidate get to the point and hit the high points? It is the old story, if I ask for the time, I don’t want to know how to build the watch. Most executives need to know how to condense a lot of information into a short period of time. They need to do this in executive sessions, board meetings, management letters, reports, and so on. Many executives, especially entrepreneurs, have the attention span of an ant and don’t want to be buried in detail.

5. Attitude. Is the candidate friendly, affable, easy to speak to, able to carry on some small talk, and will the client be able to relate to their personality? This is a tough one. What works for one client may not work for another. It is a tough call, but one all recruiters have to make. So for me it is about whether or not I am seeing the real person in front of me or if this person is putting on a show for me. Hard to determine, but that is why we get the big bucks as the saying goes.

6. First impression. Since the first impression often drives the interview, and often sets the tone for the interview, this is very important. A strong, friendly welcome is important. Does the candidate make me (and therefore my client) feel comfortable from the start? This ability to relax right from the start is important.

7. Control. An interview is often about control. Good or bad, right or wrong, that is the reality. Who is in control during the interview? The hiring manager or the candidate? Top candidates know how to be in control, and gather the information they need, without appearing to be in control.

8. Initiative/Leadership. Again, most of the people I meet are managers so leadership and initiative are critical. My clients want these behavioral skills.

9. So I don’t receive a lot of comments, yes I care about qualifications, ability to do the job, accomplishments, etc. That is a given.

These 9 things are some of what separate or differentiate the candidates that I meet (interview). They are some of the traits that I know are going to make my client a raving fan and retain me for future searches.

To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.

If you would like to know if your job search is fully utilized and you are doing the right things, download our free 8 Matrix Job Search Self- Assessment Scorecard. CLICK HERE and then click on the Free Search Resource link.

If you liked this article, please send it to others so they will benefit too. Post it to your Facebook page, Tweet it, or submit it to your LinkedIn groups.

I welcome your thoughts and comments.

Brad Remillard

How To Handle High Turnover In An Interview?

Question: I have some turnover in my background that makes me look like a job hopper. Most of the turnover resulted from the company either closing or moving, not me leaving. Do you have any recommendations on how to handle this when asked about it in an interview?

Yes, don’t wait to be asked. Regardless of your negative situation you should always address it head on. Bring the issue up before you are even asked. In your case I would say, “From my resume it appears as if I have a lot of turnover. I would like to clarify this as in most cases the company either closed or moved. I never really left the positions.” Candidates often think that because the interviewer didn’t bring up the issue that they are comfortable with it. This just isn’t correct. It is always better to make it appear that you have nothing to hide. I refer to this as making a preemptive strike. This is especially true if you have been let go. It is better to discuss the issue on your terms and get your point of view out, than to let the interviewer jump to an incorrect conclusion.

You can review our Candidate Job Search Workbook for FREE (just pay $5 shipping). You can review the questions, read the multiple chapters on interviewing, and even learn the ten must ask questions in an interview. CLICK HERE to learn how to get your workbook sent to you for just the cost of shipping.

Download our sample cover letter. This will help make sure your resume aligns with the position, and recruiters appreciate this style. It is free.  CLICK HERE to get yours.

Finally our LinkedIn Job Search Networking Group is free to join and all are welcome. This group has over 3,800 members and a wealth of articles, job postings and discussions to help you. CLICK HERE to join the group.

I welcome your thoughts and comments. If this was helpful, please pass the link on so others may benefit also.

Brad Remilllard

No Need To Hate The Tell Me About Yourself Question

Question: I hate it when I’m asked the question, “Tell me about yourself?” in an interview. I never know how to answer this.

It is, for the most part, a break the ice question. It gets the candidate talking, gives time for everyone to relax, is wide open, and generally a meaningless question. However, just because it is meaningless, that doesn’t mean you can ignore it. In fact, this is an excellent opportunity for you to engage the interviewer. You have a golden opportunity to hit the salient points in your background, open a discussion around what defines success in this role, and get the interviewer excited about you.

In our opinion this should be a short 2 minute answer and so well rehearsed that it doesn’t appear to be rehearsed. This is not the time to give your autobiography, go over every position in your background or bore the interviewer with a long winded answer.

We recommend that you start with your most relevant position and hit the accomplishments that closely relate to the position. It is even acceptable to outline some of your current responsibilities, organization, relevant company information, products or services, and basic duties. The goal is to give the interviewer the information they need to better understand how your company, industry, experiences and organization aligns with theirs.

You should have a number of canned, well rehearsed, thoughtful answers to this question. This is your opportunity to start the interview on the best footing for you.

For a more in-depth discussion on this topic read the article http://www.impacthiringsolutions.com/careerblog/2009/10/02/tell-me-about-yourself-why-is-this-question-asked-in-an-interview/

Join our LinkedIn Job Search Networking Group. It is one of the biggest and most active groups dealing with job search issues on LinkedIn. CLICK HERE to join.

Download our FREE Job Search Self-Assessment Scorecard. Take the evaluation and discover if your search is all it can be. CLICK HERE to download.

Visit our audio library. No library card required – all audio files can be downloaded for free. There is an extensive amount of files on all of the different topics surrounding a job search. CLICK HERE to review the library.

If this was helpful, then please help others by forwarding it on to your network, posting on your Facebook page, Tweeting with the link, posting to your LinkedIn groups or status update.  Let’s all do everything we can to help those looking for employment.

I welcome your comments.

Brad Remillard

Don’t Hide Negatives From The Interviewer

Q.  I have some turnover in my background that makes me look like a job hopper. Most of the turnover resulted from the company either closing or moving, not me leaving. Do you have any recommendations on how to handle this when asked about it in an interview?

A. Yes, don’t wait to be asked. Regardless of your negative situation you should always address it head on. Bring the issue up before you are even asked. In your case I would say, “From my resume it appears as if I have a lot of turnover. I would like to clarify this as in most cases the company either closed or moved. I never really left the positions.”

Candidates often think that because the interviewer didn’t bring up the issue that they are comfortable with it. This just isn’t correct. It is always better to make it appear that you have nothing to hide. I refer to this as making a preemptive strike.

This is especially true if you have been let go. It is better to discuss the issue on your terms and get your point of view out, than to let the interviewer jump to an incorrect conclusion.

Is your LinkedIn profile complete and compelling? Test it by downloading our free LinkedIn Self Assessment. CLICK HERE to download. Make sure your profile is the best it can be.

To validate whether or not your job search is effective, we have put together a job search self-assessment scorecard. You can’t fix what you don’t know isn’t working. This free download will help you to identify weaknesses in your job search. CLICK HERE to download your free copy.

Tired of sending resumes and hearing nothing back? Try this cover letter. It has proven over many years to increase responses from recruiters and companies. Download a sample by CLICKING HERE

If you liked this article, please send it to others so they will benefit too. Post it to your Facebook page, Tweet it, or submit it to your LinkedIn groups.

I welcome your thoughts and comments.

Brad Remillard

Is Interviewing An Art Or Science?

Interviewing is an art more than a science so it does take preparation and practice to ace the interview. Here are some things to help you ace your next interview.

1) Confidence I find this lacking, especially with candidates that have been in a job search for a long time. As candidates become more and more desperate they tend to exude less and less confidence. This comes across in a number of ways that I believe most candidates don’t even realize. For example, body language,  how you sit in the chair, eye contact, tone of voice, confidence when answering questions, staying so general when answering a question for fear that getting too specific or detailed may rule you out, or giving long rambling answers so as to encompass everything in the hope that you have covered what they are looking for.

Nobody wants to hire a person that isn’t confident. This is especially true at the manager level and up. Most candidates are more confident on the job than in an interview so it is very important that the interviewer sees the same confidence you will bring to the job.

2) Preparation This is the solution to having confidence.  Taking the time to properly prepare is the biggest thing that candidates fail to do (or do properly) and I have  seen this happen over and over again. Poor preparation is just as bad as no preparation.

When I coach candidates here are some of the ways we prepare:

1.    I have the candidate write out answers to frequently asked questions. Candidates know that the questions about their ideal job, why they want to work here, compensation, why they left their last company, their strengths/weaknesses, management style and so on are going to be asked. Take some time to have prepared and practiced answers to these questions.

2.    Video record yourself in a mock interview. This is one of the most powerful things you can do to prepare. This helps you see what the interviewer sees. You will see how you answer the questions, your body language,  if you look at them when answering, how often you say, “UH” or “like,” if  you actually answer the question the person asked you and if  you come across confidently. These small things make a big difference in an interview.

3.    Years ago when I first started recruiting, a Vice President of Human Resources at Rockwell told me the four “A’s” are critical to any successful interview, so you should consider these while preparing to interview.

•    Appearance – This is not just how you dress for the interview, it is much more than that. It includes your body language during the interview, your handshake, the appearance of your resume and cover letter, the appearance of any materials used during the interview, presentation skills, and I hate to say it, but it does include physical appearance.
•    Assertive – This is mostly about how you project yourself during the interview. Please take note, the word was not “aggressive.” There is a big difference between aggressive and assertive. Most interviewers respect an assertive person and dislike aggressive people. Do you come across as confident, do you answer the question with a strong voice, do you engage the interviewer during the interview, do you ask probing questions or just sit there and answer questions, do you mirror the interviewer, and does your body language and voice have a strong presence?
•    Affable – Are you friendly, outgoing, easy to communicate with, engaging and even have a sense of humor? Does the interviewer feel comfortable talking with you, are they relaxed and feel at ease,  on the way from the lobby to the interviewing room are you able to engage the interviewer, are you comfortable with casual conversation and are you building rapport with the person the second they lay eyes on you?

•    Articulate – How well do you communicate? Do you listen to the question? Are your answers sharp and succinct? Do you have proper language skills, syntax, avoid using the word “like”, proper sentence structure and use of verbs? Do you ramble in the interview to make sure you hit every point in your background or are you able to quickly get to the point? This is one of the easiest “A’s” to master. It takes practice and rehearsing.  Many will probably need a coach to help with this one.

On the surface, as you read these, they seem so obvious. Most are thinking, “I already know this stuff.” This may be true, however, knowing something and mastering it are substantially different. Good preparation and practice will help you master interviewing.

To help you focus on your job search be sure to download our free radio show recordings. They are in our candidate audio library. CLICK HERE to enter the library.

To validate whether or not your job search is effective, we have put together a job search self-assessment scorecard. You can’t fix what you don’t know isn’t working. This free download will help you identify weaknesses in your job search. CLICK HERE to download your free copy.

Tired of sending resumes and hearing nothing back? Try this cover letter. It has proven over many years to increase responses from recruiters and companies. Download a sample by CLICKING HERE

If you like this post please share it with  your Facebook friends and LinkedIn connections.

I welcome your thoughts and comments.

Brad Remillard

Some Common Interviewing Mistakes

Q. What are some common interviewing problems you encounter when interviewing candidates?

A. This answer could be a book. Candidates do some really, let’s just say, unique things in interviews. Some of my favorites, they swear like the proverbial drunken sailor, put their feet up on a table, accept cell phone calls in the interview, reply to text messages, ask the interviewer to wait while they finish a call, dress inappropriately, chew gum and blow bubbles, just to name a few off the top of my head.

One of my personal favorites is how a candidate answered the question about why they were late to the interview, “They overslept because they were hung over.” At least they were an honest person.

I find the two biggest mistakes candidates make are not answering the question and failure to ask for clarification when they don’t understand the question. Here are some common problems that happen when one of these occur:

The kitchen sink answer: Candidates answer the question so it includes everything they’ve ever done. They ramble on for what seems like forever hoping that if they talk long enough the person will forget the question they asked.

The politician answer: They don’t answer the interviewer’s question. Instead they answer the question they wanted the interviewer to ask or give a preplanned answer to every question.

The dentist answer: Their answers are so short it is like pulling teeth to get a complete and thorough answer.

Multiple choice answer: The candidate wants to make sure they don’t leave anything out so they rattle off a list of accomplishments and skills, leaving it up to the interviewer to pick from this list the ones they feel best fits the question.

If you don’t understand the question don’t be afraid to ask for clarification.

Q. Should I reply to job ads that don’t identify the employer? Do recruiters post ads for non-existent jobs to solicit resumes?

A. If you are unemployed you should respond to all job ads for which you are qualified. It shouldn’t matter if the employer is identified. If you are working, caution is required. Many employers don’t want to be identified when posting ads for a variety of reasons. The company may not want people just showing up in lobby to apply. Others may not want their competitors to know they are looking to hire someone or the position may be confidential and the company doesn’t want their employees to know. I wouldn’t let this discourage you from responding if you are unemployed.

It is very likely that recruiters do place ads for non-existent jobs. On the surface this sounds like a bad thing, but it actually is a good thing for people actively looking for a position. When a company contacts a recruiter with an opening, the recruiter may have only a few minutes or hours to submit your resume before the company selects the ones they want to interview. If your resume is already in the recruiter’s system they can do this. It may take days to write the ad, post the ad, you read and reply to the ad, and then the recruiter screens your resume. By this time, the company may already have a short list of candidates and you missed out. Recruiters that recruit in a specific functional area know they need to have an inventory of talent at the ready. Being able to present your resume within minutes of a client’s request is a good thing for candidates.

Is your LinkedIn profile complete and compelling? Test it by downloading our free LinkedIn Self Assessment. CLICK HERE to download. Make sure your profile is the best it can be.

To validate whether or not your job search is effective, we have put together a job search self-assessment scorecard. You can’t fix what you don’t know isn’t working. This free download will help you to identify weaknesses in your job search. CLICK HERE to download your free copy.

Tired of sending resumes and hearing nothing back? Try this cover letter. It has proven over many years to increase responses from recruiters and companies. Download a sample by CLICKING HERE

If you liked this article, please send it to others so they will benefit too. Post it to your Facebook page, Tweet it, or submit it to your LinkedIn groups.

I welcome your thoughts and comments.

Brad Remillard