Executive Recruiting and Executive Coaching

I'm no psychologist, but I do talk with a lot of people who are down because they just lost their job. And the first thing I encourage them to do before starting their job search or speaking to future employers is to "GET OVER IT!"

That's right, before you can be in a position to get hired for your next best job, you must eliminate any negative feelings you have toward your last employer. You cannot carry this negativity (and anger) into your job hunting because it will sneak out at the most inopportune moment and spoil your chance of getting hired. So, take a few hours, days or weeks to vent your anger and wallow in your self-pity, then "get over it" and get back to being the "A Player" you are. Interested in HOW TO "get over it", keep reading!

Read More >

PERSONAL ACCOUNTABILITY: A measure of the capacity to be answerable for personal actions. Someone who takes ownership of the situation, admits when they're wrong and lives in solutions!

Statistically, 50 percent of our population is above average in personal accountability and 50 percent is below average in personal accountability. In our executive search and hiring process, we find that personal accountability is a requirement in nearly EVERY job/position. This illustrates the importance for all hiring managers to completely evaluate each position as it relates to being personally accountable plus making sure that everyone they interview brings personal accountability skills to the job. Businesses that hire employees who are personally accountable will experience dramatic improvements in the key performance indicators of their hiring success.

Read More >

At RMi Executive Search, our recruiting and hiring process includes a patented job benchmarking process to eliminate the bias-based, myth-based hiring decisions that are typical in most organizations. It's true today and from this Harvard Business Review report from 1980 it was true back then too...you will increase sales performance results and reduce turnover when you select new team members based on criteria that make a better match between the person and the job.

Read More >

The DISC Assessment or DISC Profile (often called a DISC Personality Test) is a behavioral tool that measures "How" we act. DISC is a universal and observable language of "How" you do what you do! 

You've identified someone as a "High C" DISC behavior style...what now? You adapt your behavior style to communicate in a manner which is preferred by that person. How?

Here are some tips for making communications with a "High C" DISC behavior style (slower-speaking, analytical, cautious, deliberate, etc.) more effective:

Read More >

The DISC Assessment or DISC Profile (often called a DISC Personality Test) is a behavioral tool that measures "How" we act. DISC is a universal and observable language of "How" you do what you do! 

You've identified someone as a "High S" DISC Assessment behavior style...what now? You adapt your behavior style to communicate in a manner which is preferred by that person. How?

Read More >