Temporary Changes

Do you remember that I have big things coming up?  Well, this is not it, but it will be announced during the summer.  However, I do want to announce that I have accepted a four month assignment at NPR to help out on their recruiting strategy and administrative duties.  Let me give answer the questions what this moves means:

Is Tran Recruiting going to fold?

No, my company will be on hold for four months, but I will still be retweeting jobs and if you like, I will post nonprofit and association jobs on my company site for free.  Also, @tracytran never takes a day off…except one day.

Shouldn’t NPR be your client for Tran Recruiting?

No, it was agreed upon that they wanted an individual to do this job and although my company is just one person, they do not want to bring companies in to help out, so I forego my business duties for the next 4 months.

What happened to your other client, Counterpart International?

Initially, I was there for recruiting and administrative purposes, but in November, the whole HR department left, so I was the whole HR department for almost 4 months until Counterpart hired an HR Director.  Currently, the HR staff is set with the Director and the Generalist (temporarily).  I will say that I am thankful Counterpart was my first client and given my company and myself the opportunity to help on their staffing (although we can meet again).

Hey, didn’t you use to work for NPR?

Yes, as an HR intern in the Summer of 2005.  It was the best working experience I ever had and met with other interns, who I still catch up to this day.  I have also said the internship was my biggest regret since I didn’t apply for the HR Assistant position after I left.  Life could have change if I accept it, but you live and learn from your decisions.   This reminds me…it seems like I’m going to the Reunion Tour this year with Counterpart, NPR, hopefully CTAA (no pressure), and finally, Murph…oh wait, that placed closed down 2 years ago.

To be honest, I’m glad I’m back at NPR to have that second chance and feeling way more relax and swagger, unlike my internship, where there was nervous excitement.

Which NPR are you going to?

The Mothership at Chinatown-Gallery Place, not WAMU at American University, not WETA in Shirlington, Virginia, and not the Maryland stations.

Isn’t NPR located across the Verizon Center and are you going to any Capitals playoff games?

Yes, but I don’t have any playoff tickets, but if you need a Caps buddy for the playoffs, I’m your guy, although I will pay at a discount

Will this alter your summer conference schedule?

I will attend RecruitDC since it’s a one-day (un)conference and its a few blocks straight to the NPR headquarters.  I was thinking about going to the SHRM Conference, but it might be unlikely because I didn’t hear from the SHRM media team and also still haven’t heard if the NHL Draft tickets in L.A. are available.  Simply…I want the Mr. Tracy Experience in SoCal.

After your stint in NPR ends in July, what are you going to do next?

I haven’t decided yet, that will depend on the situation since the second half of July, it is projected the floodgates are open for jobs of any sector.  Have not decided that I will join or help the process.

Wait, if you’re going to NPR, is it likely you’re going to miss out on the Tony Kornheiser Show?

I can still listen to the podcasts.

Will you stop answering your own questions?

Yes

If I Was Running A Company…Fear

The past couple of weeks, there has been a discussion of change or lack of change from healthcare reform and use of social media at work (you can read here, here, and here). All of these relate to one thing: Fear.

Fear is essentially a problem where people are panicking what’s going to happen in the future.  Fear is the oldest sales tactic in the book.  People are worried about the future, so they attach a price so people can feel comfortable until they find another fear.

At the workplace, there are many things to fear: getting fired, litigation, office romance, performance, uncertainty, culture, technological advances, old and young workers, power, change, status quo, variables, perfection and many others.  Fear motivates us to work because it was thrust upon us to face it. 

Why people sell on fear because in the back of our minds, there’s uncertainty in the future.  When employees and employers don’t know what to do, they’ll ask the experts in the field and pay for it.  Fear is not a bad thing to have when there is actual uncertainty within the organization, but some do it to an extreme to utilize those fears into a benefit on their own.  Organizations rely too much on one or two things that are saviors, but in reality, they could have solve themselves if they didn’t panic.

How can organizations reduce their fears? Be themselves and let it happen.  Let the individuals do their job;  give them goals, the settings, and the rules and people will respond.  Treat your employees like they’re in an improv classes and let them go.  These are professionals you’re dealing with, not kids.  Not everything has to be reviewed character by character.

Overall, organizations need to realize that fear is a mindset created from an altered perspective from others and it will last until you realize this can be solved within.  Everyone can respond to fear, but by planning and execution, they can master that fear.

If I Was Running A Company…Napping

If you’ve been reading on your current events, you might have heard that napping is very good not only for your health, but boosting productivity at work.  That is a good thing…and a bad thing.

The Good

Napping gives a second wind for employees to end on a good note for the day.  Napping recalibrates our brains and organizes what needs to be done.  Napping replenish our soul to do better things.  This is why pre-school have nap times so they can play all day and ruin their parents lives (I kid).  Napping proves the standard 9-5 schedule is non-existent anymore and people don’t have to worry about time, only results matter.  It use to be napping was a deterrent to work. Now, it’s an added necessity for a better workplace.

The Bad

Napping is telling us we are living in a 24/7 workplace.  I understand businesses need to be competitive to keep in touch with the masses, but does every second really have to count?  Businesses are thinking themselves with people having short-attention spans getting shorter, they must plaster something every second to get people talking about before it expires.  Just wait where businesses will call people at 3AM…constantly.

The point here is although napping has their benefits, businesses need to pick their spots on growing their customer base and their value.  That takes time, not overkill and sadly, I think this is where most businesses are heading.

Tracy’s Random Thoughts: The Long Time Edition

Yes, it’s the return of my random thoughts and for a few (and I do mean a few, figuratively) wonder I haven’t done this in long time.  It’s simple, I had business and thought it would take me a few months. Then, it got extended because the whole department left, plus doing insurance for the first time, taxes, and my regular duties as Caps tweeter held me doing this type of stuff.  Finally, here we go:

1. Health Care Reform

Let’s admit this health care reform will be far from perfect and it will take a lot of years to get the right combination.  However, this country does need reform by any means necessary to insure more Americans.  Right now, most people depend on employer plans, which might be good, but it’s not great for the long haul since tenure is on a short-term basis.  The Democrats had a great argument for reform, but they been botching, while the Republicans didn’t have a plan, but did a great job convincing the media and the public to sympathize on their side.  However, Obama turn the whole thing around this week with his speech to plea to get reform done and is bringing the public with him.  Obama’s problem was he was trying to be too friendly and hope both sides agree.  He didn’t know Republicans will always unite on any issue, so he’s making his move and should be.  Now it’s Congress’ turn to make their move.

2. The Independent Voter

I really hate the term “Independent Voter.” Technically, every one of us is an independent voter, it’s just most of us need to join something.  As I learn from news reports and polling, it’s that you a few on the extreme right, a few on the extreme left, and everyone else is in the middle.  Most say we need more parties to break this two-party system.  The problem is most of us don’t know who we’re voting for.  If people want to break the system, then give us a candidate or tell us about yourself.  Also, if you really want to make a difference, then vote and don’t give me an excuse the political system is broken;  you’re the cause of it.

3. The DC Metro

The DC Metro is having a terrible year: derailments, packed trains, accidents, John Catoe resigning, raising prices, etc.  Metro is not getting any luck and in a world where people want to go to public transportation, they are giving reasons not to ride the Metro.  I could give a list of a number of changes Metro should make, but you can look into my past posts and Unsuck DC Metro.  The one thing Metro should be thinking is do advertising everywhere: in tunnels, trains, floors, you name it.  The Metro stations are not the most astute for the artistic type, so why not ask businesses to advertise?  Metro gets the money and businesses get attention.  Also, Metro has a little integrity left, it’s alright to sell out for better service.

4. Geolocation

If 2009 is the year of microblogging, 2010 is the year of the geolocation application.   Sites like Foursquare, Gowalla, and others are hitting mainstream with people telling where they are now.  You understand why its a great idea and I love it.  The problem is some are telling us every location they are going to, which does get annoying and at the same time, scary since people can sense a pattern.  Geolocation is only good if there are special events going on, not an everyday tracking system.  Just saying.

5. Washington DC Sports Update

Caps – Won the Southeast Division, and now trying for the Presidents’ Trophy (best regular season record), although I hear its cursed.  However, there is one trophy the caps desperately want and that’s in June, if the Caps can make it.

Redskins – They’re doing nothing and the  salary budget is 4th lowest.  Guess they’re taking the playbook from Leonsis and McPhee that dump salary now, win after the lockout/strike.  Then again, there is no Ovechkin-like people in the NFL Draft next year.

Wizards – Team stinks, but they’re trying hard.  The main question is can they get superstar free agents coming to DC? That will be difficult.

Nationals – There is actual buzz for the Nats this season since the team moved in 2005.  The team is decent, but won’t likely going to the playoffs, but .500 is a possibility and 70 wins might within reach.  Oh, and The Strasburg.

That is all in the long return of the Random Thoughts.  Just to let you know This Summer, everything changes. More details are ahead.  Now, onto working on my million bracket challenges.

If I Was Running A Company…Recommendations

I have done a few interviews to bloggers and writers and the main topic was on if recommendations are useful.  In short, they are, but it is who gives out the recommendation is key.

Recommendations are two things: trusting the references and gut instincts.  Amazingly, the easier of the two behind the recommendation is trust.  Anyone can give high praise, either by sincerity or fake.  What makes an honest recommendation is the reference has the details.  Anyone can be a good employee, but you can trust the source if they give details on their strengths and weaknesses.  The more specific they are, the better result of who you’re getting as an employee and this also shows their reference cares about their former employee.  That’s the easy part.

The hard part is making the decision based on the references.  You have an idea of who the employee is and everything looks good to hire this person.  However, recommendations are only part of the decision.  The main part is if they would fit in their culture.  Although the reference gives a positive review, it could be the environment that thrived is different from yours.  Another reason could be the people, including the hiring manager since they have to deal with the employee and the vibe could be there or not.  The chemistry is very crucial to a division and if the person comes in and ruins it, there goes the positive vibe.   All these factor in a difficult decision.  That is why hiring is always a crapshoot.

Overall, recommendations are helpful, but the people who are doing the reference checks must look at several areas: the background of previous companies, the background of the reference, the specifics, the culture, the personality, and others.  The only issue is can you push the button.  It’s simple, but it is hard to press it.