Communication

In the Hot Seat: Handling Tough Questions Honestly

R1607J_BROSMIND-850x478Information exchange is integral to creating win-win deals, but it must be carefully managed. Disclose too much and your counterpart might take advantage of you; disclose too little and you miss opportunities to discover mutually beneficial trades. So what should you do when you’re asked a question that, if answered truthfully, would put you at a bargaining disadvantage?

WHAT NOT TO DO

Lie. You will be tempted to lie. Don’t. Setting aside ethical, moral, and legal arguments, if you get caught, it can damage your reputation and your relationship with your counterpart and potentially put the entire deal in peril. Research shows that many positive interactions are required to restore trust after a single breach, and breaches entailing deception are among the most difficult to recover from.

Palter. Another common but misguided approach is what Todd Rogers and colleagues call “paltering,” or using truthful statements to convey an inaccurate impression. The researchers give the example of former U.S. president Bill Clinton’s answer to a question about whether he’d had a sexual relationship with Monica Lewinsky: “There is not a sexual relationship—that is accurate.” Technically that statement was not a lie, because his involvement with Lewinsky was in the past. But research shows that people view such legalistic skirting of the truth as unfavorably as they view outright lying.

Abstain. A third common workaround is to abstain from answering the question. However, Kate Barasz, Michael Norton, and I have shown that this tactic leaves a worse impression than disclosing even extremely unsavory information. For example, in one study, participants viewed people who had confessed to frequently stealing items worth more than $100 as more trustworthy than those who had simply refused to answer the question.

WHAT TO DO

Redirect. In the short term, the strategies deployed by politicians, who routinely face tough, direct questions, can be instructive—particularly for one-shot negotiations (when you are unlikely to meet your counterpart again). A familiar tactic is to dodge the question by changing the subject to something seemingly related. As noted earlier, people are generally not very good at detecting dodges, so you have an opportunity to selectively disclose information of your choosing. A second strategy is to turn the tables and question the questioner. Responding in this way can deflect attention and enable you to take control of the topic.

Share carefully. If you’re playing a longer game, disclosure can work in your favor; it can foster trust and facilitate better outcomes through collaboration and joint problem solving. To avoid being exploited, however, negotiators should start small: Share a substantive but not critical piece of information. Only if your counterpart reciprocates should you continue the tit for tat; disclosure without reciprocation leaves you vulnerable to your counterpart’s value-claiming tactics.

 

Leslie K. John is an associate professor at Harvard Business School. Twitter: @lesliekjohn.

Careers in Wine

When Not Everyone Agrees With You

News From Napa…
As I am sure you have all heard and seen the images from Sundays 6.0 quake.  Thank you so much for all the calls and texts, and emails.  We were very lucky – the Benchmark family is safe and intact. We had a few few minor breakages, but overall we are grateful and our hearts and prayers go out to our neighbors and friends who did not fare as well.  

We wish a speedy recovery to our industry friends and families.
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When Not Everyone Agrees With You
The more invested we are in an idea, the more likely we are going to present an idea persuasively. And even if we do present it well, there will likely be some resistance to some or all aspects of it. How we react to resistance is a determining factor in both the growth of our ideas and ourselves.

What is there to do when not everyone agrees with you? You could rejoice at the evident diversity of perspectives, but realistically, you must remember that this is not a personal evaluation. Keep discussions objective and tightly anchored to the original idea.

Perhaps you feel very strongly about something. As situations become more qualitative than measurable, the ultimate redress may be impossible to define. As you may have previously noted, others will have their ideas and beliefs at least as strong from another perspective.  

Perhaps you have taken great pains in presenting an idea. Opening ideas up to questioning allows you to use the knowledge gained from experience and research to further elaborate on the merits of the issue. As you rationally express your points, you will learn more deeply about the subject, as well as increase your general ability to maintain a positive and productive attitude.

Hiring

College Graduates Fare Well in Jobs Market, Even Through…

A recent jobs fair in New York. The jobless rate for college graduates in April was 3.9 percent.

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Is college worth it? Given the growing price tag and the frequent anecdotes about jobless graduates stuck in their parents’ basements, many have started to question the value of a college degree. But the evidence suggests college graduates have suffered through the recession and lackluster recovery with remarkable resilience.
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The unemployment rate for college graduates in April was a mere 3.9 percent, compared with 7.5 percent for the work force as a whole, according to a Labor Department report released Friday. Even when the jobless rate for college graduates was at its very worst in this business cycle, in November 2010, it was still just 5.1 percent. That is close to the jobless rate the rest of the work force experiences when the economy is good.

Among all segments of workers sorted by educational attainment, college graduates are the only group that has more people employed today than when the recession started.

The number of college-educated workers with jobs has risen by 9.1 percent since the beginning of the recession. Those with a high school diploma and no further education are practically a mirror image, with employment down 9 percent on net. For workers without even a high school diploma, employment levels have fallen 14.1 percent.

But just because college graduates have jobs does not mean they all have “good” jobs.

There is ample evidence that employers are hiring college-educated workers for jobs that do not actually require college-level skills — positions like receptionists, file clerks, waitresses, car rental agents and so on.

“High-skilled people can take the jobs of middle-skilled people, and middle-skilled people can take jobs of low-skilled people,” said Justin Wolfers, a professor of public policy and economics at the University of Michigan. “And low-skilled people are out of luck.”

In some cases, employers are specifically requiring four-year degrees for jobs that previously did not need them, since companies realize that in a relatively poor job market college graduates will be willing to take whatever they can find.

That has left those who have spent some time in college but have not received a bachelor’s degree to scramble for what is left. Employment for them fell during the recession and is now back to exactly where it began. There were 34,992,000 workers with some college employed in December 2007, and there are 34,992,000 today.

In other words, workers with four-year degrees have gobbled up all of the net job gains. In fact, there are more employed college graduates today than employed high school graduates and high school dropouts put together.

It is worth noting, too, that even young college graduates are finding jobs, based on the most recent data on this subgroup. In 2011, the unemployment rate for people in their 20s with at least a bachelor’s degree was 5.7 percent. For those with only a high school diploma or a G.E.D., it was nearly three times as high, at 16.2 percent.

Americans have gotten the message that college pays off in the job market. College degrees are much more common today than they were in the past. In April, about 32 percent of the civilian, noninstitutional population over 25 — that is, the group of people who are not inmates of penal and mental facilities or residents of homes for the disabled or aged and who are not on active military duty — had a college degree.

Twenty years ago, the share was 22 percent. Given the changing norms for what degree of educational training is expected of working Americans, employers might assume those who do not have a four-year degree are less ambitious or less capable, regardless of their actual ability.

These forces might help explain why there is so much growth in employment among college graduates despite the fact that the bulk of the jobs created in the last few years have been low-wage and low-skilled, according to a report last August from the National Employment Law Project, a liberal research and advocacy group. Today nearly one in 13 jobs is in food services, for example, a record share.

Clearly, positions in retail and food services are not the best use of the hard-earned skills of college-educated workers, who have gone to great expense to obtain their sheepskins.Student loan borrowers graduate with an average debt of $27,000, a total that is likely to grow in the future.

But nearly all of those graduates are at least finding work and income of some kind, unlike a much larger share of their less educated peers. And as the economy improves, college graduates will be better situated to find promotions to jobs that do use their more advanced skills and that pay better wages, economists say.

The median weekly earnings of college-educated, full-time workers — like those for their counterparts with less education — have dipped in recent years. In 2012, the weekly median was $1,141, compared with $1,163 in 2007, after adjusting for inflation. The premium they earn for having that college degree is still high, though.

In 2012, the typical full-time worker with a bachelor’s degree earned 79 percent more than a similar full-time worker with no more than a high school diploma. For comparison, 20 years earlier the premium was 73 percent, and 30 years earlier it was 48 percent.

And since a higher percentage of college graduates than high school graduates are employed in full-time work, these figures actually understate the increase in the total earnings premium from college completion, said Gary Burtless, a senior fellow at the Brookings Institution, an independent research organization.

So, despite the painful upfront cost, the return on investment on a college degree remains high. An analysis from the Hamilton Project at the Brookings Institution in Washington estimated that the benefits of a four-year college degree were equivalent to an investment that returns 15.2 percent a year, even after factoring in the earnings students forgo while in school.

“This is more than double the average return to stock market investments since 1950,” the report said, “and more than five times the returns to corporate bonds, gold, long-term government bonds, or homeownership.”

Hiring

The Right Keywords Are Essential When Applying for Jobs…

Make the most of any opportunity by using these tips and tricks to be sure your resume goes to the top of the list

Applying for a job online can be a lot like a guessing game.

For all the effort you put into marketing your experience and qualifications, the deciding factor that gets your resume into the hands of an actual person often comes down to using the right keywords.

Most companies rely on computer software programs to review thousands of resumes and select the ones with particular keywords — not necessarily impressive accomplishments — so they can then be reviewed by a recruiter and, eventually, a hiring manager.

Unfortunately for job seekers, these all-powerful keywords aren’t revealed in the job description — at least not overtly.

Abby Kohut, a former human resources executive and founder ofwww.absoluteabby.com, said the best way to crack the code of theseapplicant tracking systems (ATS) is to put yourself in the mind of the recruiter and take your best guess at what phrases they would use to search for the best applicants for the position.

“You look at the job description, read it word by word and say ‘would the recruiter use it to search for resumes?’ ” said Kohut, who recruited for 16 years at companies in a variety of industries including pharmaceuticals, health care, publishing and education. Now, she helps job seekers and is launching a nationwide tour to teach the tricks of the modern job search.

One of the many challenges that she says her clients face is conquering these robotic searches.

“When it comes to the automated systems, the problem you have is that the only way a recruiter is going to actually find you is if you have keywords in your resume that they have in their brain at the time,” Kohut said. “The person who shoots to the top is the person who has more than one keyword.”

But the journey to the human recruiter doesn’t stop there. Once the keywords are identified, Kohut says they need to be used early and often within the resume, possibly in multiple forms.

For example, she said if an aspiring accountant is applying for a job that cites “deep knowledge of Sarbanes-Oxley” in the job description, the phrases “Sarbanes-Oxley” and its common acronym “SOX” should each be referenced in that resume several times so it will be noticed and given priority by the ATS.

Of course, you don’t want to repeat the same sentence either, so Kohut recommends changing the context each time.

If a job description stresses a “high proficiency with Microsoft PowerPoint,” for example, she said that can be reflected in three parts: having made PowerPointpresentations, having taken PowerPoint classes, and havingedited PowerPoint presentations of senior executives. It won’t win you any literary awards, but at least the strategy will get your resume in front of some eyeballs.

“It’s really just a big game now,” Kohut said. “You have to get the computer to find you instead of getting a human to find you.”

Experts have taken to calling this the “recruiting black hole” because so many resumes — good resumes — fall in, seemingly never to be seen again. But keeping in mind these tips on getting your resume through applicant tracking systems and the rules about e-mailing your resume to a recruiter will help you optimize your chances for getting noticed and moving on to the next step, snaring an interview.

Careers in Wine

Sonoma County Winegrowers Announce New President

Sonoma County Wine Growers Announce NeKarissa Kruse says one of her top priorities when she assumes the position of president of the Sonoma County Winegrowers is to continue the joint marketing effort developed by the organization and the county’s vintners and tourism groups. Kruse, who had been hired as the Winegrowers’ marketing director in August 2012 has been picked by the group’s board to replace outgoing president Nick Frey, who will officially retire May 1. With the industry associations in Sonoma County already linked by the same marketing strategy, Kruse said the next step is to leverage that cooperation to elevate the reputation of the county’s wine and grape industry both nationally and internationally.

“What a win for the growers to have such a strong relationship with the vintners,” she said. Getting to know their neighbors Kruse will also continue to implement the group’s community outreach program to help Sonoma County residents who don’t work in the wine industry gain a better understanding of it. “They often don’t even know as much about our vineyards and wineries as our visitors,” she said. And while the county’s wine and grower groups have improved the region’s reputation in the wine trade and press, Kruse admitted the same isn’t necessarily true for the people living in the group’s own backyard.

“We haven’t done as good of a job of relating to our community,” she said. Some of the tension between growers and county residents has stemmed from vineyard development. Just recently, Sonoma County and conservation groups worked out a $24.5 million deal to preserve 19,652 acres of land, of which nearly 1,800 were to be developed into vineyards in a plan backed by the state employee retirement fund CalPERS, according to a report by the Santa Rosa, Calif., Press Democrat newspaper. Kruse said the proposal and deal were worked out well before her transition into the president position, but she views it as a “win-win” agreement for conservationists and growers. Simple supply and demand economics indicate there’s benefit to not having a large amount of new acreage getting planted with vines. Kruse said the winegrowers are focused on producing the highest quality fruit and improving the region’s reputation for fine wine. “It’s nice that it doesn’t have to go into development,” she said. Keeping the transition smooth Nick Frey joined the county’s grape growers association in 1999 and led the group through its reformation as a state commission in 2006. He will stay with the group through the end of the year to help ensure a smooth transition. When the change is complete, Kruse will oversee the roughly 1,800-member group, which recently changed its name from the Sonoma County Winegrape Commission to the Sonoma County Winegrowers. The organization has a small staff including a grower programs manager, winery and sponsor-relations manager and a part-time bookkeeper and part-time web developer. Growers pay $1.2 million to the group in assessments collected from grape sales.

“Karissa has been a great addition to the commission staff in just six months,” Frey said in a statement released by the group. “She is quick to learn and motivated to represent growers’ interests to the wine trade and local community. Karissa’s experience and energy are what is needed to continue moving the commission to new heights.” The promotion came at the end of an 18-month recruiting and succession-planning process, during which the group’s board identified Kruse as someone who could first help the group’s marketing efforts and then follow Frey.

Kruse earned a master’s degree in marketing and a bachelor’s in economics from the The Wharton School at the University of Pennsylvania. Prior to joining the winegrowers, Kruse worked for General Mills, Universal Studios and the Dairy Management Inc., a national marketing group for the U.S. dairy industry. Kruse came to Sonoma County in 2007 to purchase a vineyard and pursue a career in wine. She owns a 25-acre parcel in Bennett Valley AVA, of which 5 acres are planted to Syrah, Pinot Noir and Chardonnay. The grapes are used for Kruse’s Argot Wines, a company she owns with a partner. Kruse said she makes about 2,000 cases with fruit from her vineyard and also buys grapes from county growers. “I’m not just the president, I’m a client,” she said.

Original Article Here

Careers in Wine

Hiring Process: Not About Who, but About Why?

Although the Selection and Hiring Process may seem time and step-intensive, hiring the right person for the right job is one of the most important responsibilities a company has – one that has far reaching and long lasting effects.  Investing the time at the front-end of the process by selecting the right recruiting firm and carefully and thoughtfully deciding with them what functions the person must perform and the skills necessary to successfully perform those functions, will help you attract, hire and retain your human capital.

A small to mid-size business invests 30%of budget dollars in humans – that is why recruiting and retention matter.  When we think of our people as an investment, it begs the question, what are your expectations for the dollars spent? What do you want to see as a return on that investment?  Before making that next investment, take a moment to determine what you truly need and then make your plan.  Take a sufficient amount of time to outline each step by beginning with a solid recruiting and hiring process.It is important to develop a recruiting process that suits the needs of your company, one in which you are comfortable enough to use routinely.
Often, when an employee leaves, it feels natural to want to replace the person and hire for the same role when, in fact, the situation presents a great opportunity for you to assess your current staff.   What are your teams strengths and skills?  Where are the gaps?
Perhaps the position previously held was sufficient at the time, however now we have a chance to add skills that are more in-line with the company’s needs and vision.
Once you have identified the skills present, you can now define the essential skills and functions needed to fill the opening.  This brings us to the next step, defining the position.
 Capturing the essential functions, experience, knowledge, skills and abilities in a job description will provide a guide for us as we begin the quest toward filling the position.  Job descriptions play a key role to not only define the position initially, it is used to craft job advertisements, to set expectations both during the interview and post-hire, support for daily coaching and, if necessary, as a document for disciplinary actions.In addition, the job description is a terrific place to begin when crafting your interview questions.  Begin with the essential functions.  Take each function and create behavior-based questions designed to get the candidate to describe how/when he/she performed such a function, what tasks were involved, what actions were taken and what were the overall results. Using a standard list of skill-based and behavior-based questions provides an equal assessment field for which you can evaluate candidates.Additional tools are available to assist with the decision-making piece of the equation.  Consider, for a nominal amount of time and money you can incorporate reference checks, assessments and telephone screenings.  These tools, although helpful, do not provide the answer; these tools provide insights and additional information for consideration along with the other critical pieces.

Recruiting best practices includes taking a holistic look at all information available to make the best selection for your company’s needs.