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There
are many ways to describe who and what Yvonne LaRose is.
She’s
infuriatingly analytical and curious to a fault. Child of
the ‘60s, she’s steeped in the underpinnings of EEOC principles. With
an eye on
graduating from law school and practicing law, she is magnetized to
ethics,
mediation, and research of any type. An award-winner in speech
competition,
she’s an excellent communicator in public, in teaching venues, and in
group
settings and as a group member or leader.
Yvonne
is a consultant in organizational dynamics, business
dynamics, and management. She is also a career and job search coach.
She has
been a columnist on many sites since 2000 as well as a published author
in many
recruiting, management, business, and social venues. Her unique
perspective was
the catalyst of her column, Career and Executive Recruiting Advice. Now
a
discussion group called “Entrances,”
based on Facebook, it focuses on having all sides of the employment
desk talk
with one another about their own concerns so that the other members
gain a
better understanding of the other’s needs. That common understanding
then leads
to enhanced communication and better long-term matches.
She
has served on the boards of directors of many nonprofit
organizations, including Legal Services for Children and South Pasadena
Chamber
of Commerce. That service is in addition to having served other
organizations
with distinction and having interned with the City Attorney’s office in
San
Francisco.
She’s
been a freelance journalist and reporter in addition to
hosting and producing a two-year radio broadcast of the news in San
Francisco.
And she’s been a researcher for KRON’s health news.
For
you, she’ll help you solve your internal concerns, help
develop your personnel, find the laws that tell you the right way to
operate
your business, and instruct your staff on issues critical to the health
of the
organization.
The annual season slump starts around Halloween. For the next seven weeks, we can essentially consider the year over when it comes to recruiting, especially in this economic maelstrom that appears to not understand what death of economic woes means.
As recruiters, we present the best we have of the applicants for the req and wait to hear what the verdict is from the executives responsible for making the final hiring decision. But how seldom we listen to the undercurrent about the slate of candidates so that we get a true feel for how well things will work out. Some don’t understand the term “undercurrent.” It’s the perceptions of the support staff who will have to work with the candidate day in and day out of every working day.
The time has come when the easiest part of the placement is unfolding. Your candidate, who shines like Alpha Centauri, is all but placed. But it’s wise to check the references – supervisors, friends, colleagues, professors, and so on – just to dot all the “i”s and cross all the “t”s.
Their telephone and in-person interviews were more than successful. The anecdotes bore out statistically supportable successes. Their banter was light and easy. They are completely aware of industry currents and familiar with many of the names that should be known. The foresight demonstrated during the interviews will be most valuable to your client.
Just a scant three years ago this whole social networking thing exploded. We started getting networking sites all over the place that were replacing the old communities that traded on the value of discussion boards. They were pushing over places like Yahoo! Groups and other discussion sites that are now gone and whose names are scant to remember.
Now we have sites that provide images of the persons with whom we’re interacting. People have increased identity and relevance. These people can blog and write on walls and send private messages and all sorts of things. However, the basic component of these networks is still getting acquainted with others, building relationships with them, sharing information and opinions, having conversations.