Tony Beshara

Since 1973 as America's #1 Placement and Recruitment Specialist I've helped thousands of candidates find the job they're looking for.

Tony has been featured on the Dr. Phil Show numerous times and according to Dr. Phil, "Tony Beshara is the best of the best" at finding people jobs. More about Tony...

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… the holidays and your job search


12/06/2013

Every year about this time I and my associates start hearing from candidates that since it’s the holidays,  nobody is hiring…DON’T BUY IT!… I will admit that since Christmas and New Year’s fall on Wednesday this year, the holidays damn near screw up two business weeks… but there is really nothing you can do about that…

But don’t believe for an instant that companies aren’t hiring… when they need somebody, they need somebody… employers will often use the excuse of “holidays” as to why they’re not hiring, but the truth is those are the ones who aren’t hiring anyhow…it is true that people are going to take time off in the last two weeks of this month… but many, many, many managers are working and they are going to interview and hire… so,FIND them…

I know, if you’re looking for a job, it’s easier to avoid emotional rejection of having trouble finding a job by taking a “break” during the holiday… please, please, don’t do that… smart candidates are even more intense about getting interviews because they know other people are using the holiday as an excuse not to compete with them… good for them!

Lots of companies hire people in December to start work in your new physical year beginning in January… many of these people postpone hiring to the very last minute and they are now under the gun and have to hire quickly… I talked to a client of ours today who reminded me that he was supposed to hire someone in the first week of November and through all kinds of crazy events like him going on vacation and two of his primary candidates taking other jobs, he is still looking… and he is a little more intent than he had been before because if he doesn’t hire someone to start the first of the year, he is going to lose his head count… there lots of companies out there that are in that situation…

So don’t take your foot off the pedal just because it’s “the holidays”… there is hiring going on… be a part of it!

…name dropping


12/01/2013

Our candidate seemed to be a reasonable guy… according to his resume he’d been pretty successful in the places that he had worked… we had recruited him on the suggestion from a guy who used to work with him…

During our face-to-face interview with him,  he started bringing up the names of many of the people he said he knew in his profession… some of these folks he was mentioning where two or three levels above him and two or three were CEOs and senior vice presidents of the fairly large companies he had worked for…

At first, his mannerism was a little curious, but the longer he talked the more he kept mentioning names of these people as though they were his neighbors, drinking buddies and best of friends… to make matters worse, every time he mentioned one of these  people that certainly everyone was supposed to know he did it with a little sly grin on his face followed by a pause in his speech that made you feel he was in the least ingenuous and at the most a liar… it got really old.

We got him the interview with one of our clients and, even after warning him about his name dropping tendency, he did the same thing with the client…

Other than his penchant for name dropping, he interviewed well and has the skills and experience our client is looking for… our client requested that we check his references… the very first reference that we checked was  one of the candidate’s previous managers…

The conversation began in a bit of awkward way… the manager seemed cold and distant and even though he agreed to offer a reference for the candidate, he never seemed engaged or friendly… in fact he was rather antiseptic… he did say that the candidate had done a good job for them, had gotten good reviews and had even been promoted a couple of times… but there was still something there in the conversation that just wasn’t smooth…

After about 15 minutes of this less than warm conversation, I asked the previous manager if there were any personal habits that the candidate had that he wished were different… there was a really, really long pause… I even asked him if he was still on the line and he said “yes”… there was still silence…

I finally broke the silence by saying, “you know this guy seems like a quality guy… his track record seems to be good but he seems to have this annoying habit, that both I and our client picked up on, of dropping names. It’s as though he is neighbors with or friends with some pretty significant folks. Is that the case?”

The manager on the other end of the phone breathed a sigh of relief… he said, “that’s really a problem with him. He acts like he’s bosom buddies with all of those folks and he isn’t. He does good work, but when people find out that he really doesn’t know all of those people that he says he knows, they lose respect for him to the point where they shun him and don’t even want to be around him. He’s not a bad guy, he’s just full of bull crap. Like, he says that one time he had dinner with Pres. George Bush, as though they were personal friends. Turns out that he attended the dinner where George Bush spoke along with 1000 other people who contributed to his campaign. It is just so stupid, but he keeps doing it. So, if your client can live with that kind of thing, your candidate may make a good employee.”

Of course, we reported this conversation to our client… he hasn’t decided whether he’ll hire the candidate or not but his enthusiasm for the candidate has certainly been dampened… my sense is that our client will pursue two of our other candidates… the sad lesson here is that there is just no reason for anybody to name drop like this… it has probably cost this candidate a really good job and it just wasn’t necessary…

People who are interviewing any candidate will make decisions about them based on all kinds of, seemingly, insignificant things…Name dropping is one of them

… gratitude


11/22/2013

It’s almost Thanksgiving… it’s always a good idea to be grateful for all of our blessings, but especially important at Thanksgiving…

Having (gratefully) lived long enough and being in the “people business” for 40 years, I can convincingly say that the people who approach most everything in their life… even the most difficult issues.. with a demonstrable “attitude of gratitude” seem to manage their life a whole lot easier and more gracefully than those who see everything as a great blessing or a disastrous calamity…

My best friend of almost 50 years and rugby buddy, Greg Lane recently shared with Chrissy, my wife, a great approach to just about everything… he said, “pause, pray and proceed”… often we get emotionally wrapped around the axle about all kinds of things that either happen to us or don’t happen to us… we fret and fear the worst… especially stuff we can’t control… in fact,  psychologists tell us that 98% of the stuff that folks worry about they can’t control…

An attitude of gratitude, if you practice it long enough, instructs us to be grateful for every situation… even if we don’t like it or don’t like the results…

Frederick Nietzsche wrote “what doesn’t kill me, makes me stronger”… even if your prayer has to be,”Lord, I know there’s a lesson here in what happened, can you show me what it is?”

So no matter how difficult your job search has been… no matter how many rejections, refusals and denials you have experienced,  be grateful… try to appreciate even the most difficult feelings…be grateful

… “Why you need to pay me $85,000!”


11/15/2013

Our client gave us a great job description and requirements of what he was looking for… he told us that the most he was going to pay for the job was $60,000… we referred number of candidates none of whom he was really excited about…

We explained to him we had an excellent candidate who really didn’t have as much experience as he wanted but he really had a lot with other experience that would more than make up for it… after two three-hour meetings with her, he told her he wanted hire her… he told her he was going to call her the next morning with a formal offer…

When he called, she preempted the conversation by saying she wanted to come over and actually talk about the offer face-to-face and of course negotiate… when she got there, he explained that he wanted to make an offer to her of  $65,000 … $5000 more than what he really wanted to pay and he emphasized that to her…

According to both of them there was a long moment of silence and she said, “I’d love to go to work you, I’m perfect for this job and you are perfect for me and let me explain why you need to pay me $85,000…” she then proceeded to show him  charts, documents and projections as to how she could make the department good enough and bring the job to the level where the $85,000 was fair… it took her 20 minutes to lay it all out and, according to our client, in a logical and, above all, convincing way… She had convinced one of the administrative people to give her yearly budget for the department and using that with some pretty heavy statistical analysis and projections, she showed our client how she was worth $85,000…

He hired her… at $85,000… the lesson?… prove your value!

Tip of the week

Tip of the week

The Bogus "Informational Interview"

Here's one example of the phony advice being offered to new graduates and other first time job seekers: "pursue informational interviews as a way to expose yourself to an organization". Supposedly, employers are willing to accommodate a fact-finding interview, an "informational interview", even if they do not have an open position.

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