Education Committee Update
Respectfully submitted by Gloria Tonne
Now that summer is officially upon us, I spend my morning coffee outside in nature, watching the world wake up as often as possible.
In my reflection, a subject keeps rising in my peripherals: the topic of "Train the Trainer" education.
When we hosted our spring COACH U session, this was a suggestion to cover.
In researching this, I discovered 3 points considered fundamentals for a good trainer.
Strong industry knowledge and subject matter expertise.
Flexibility and Creativity.
As a person who is passionate about the development of skills and the growth of people, I can't agree more that these are necessary traits for an excellent educator (along with patience, humor, and a genuine desire to help people). If you've been a trainer in this industry, I think we are all familiar with the need to have a "plan B" when your plan for the day goes sideways and the need for some task flexibility and creative problem-solving arises.
Still, because I am naturally curious, I want to ask you for more information about what this looks like and what "Train the Trainer" content would be most valuable for you and your organization?
If you're willing to share, the email@example.com list serve is an excellent space to share and brainstorm with others who may be feeling the same. You can also email Linda at firstname.lastname@example.org with any inquiries or feedback on industry education.
In closing, I'd like to share the quote by Timothy Gallwey, "Coaching is unlocking a person's potential to maximize their own performance. it is helping them to learn rather than teaching them."
Today is a beautiful day to learn something new.
Respectfully submitted by Linda Osip, Executive Director
CALL FOR NOMINATIONS
The Nominations Committee 2022 is SEEKING CANDIDATES TO FILL TWO POSITIONS on the seven member CAM-X Board of Directors to begin a three year term beginning September 2022.
ARE YOU INTERESTED IN THE CHALLENGE? If you would like to become more involved in the Association and help shape the future of our industry, please fill out the form below and return it to the CAM-X National Office no later than August 31, 2022. Contact email@example.com for nomination form.
Why throw your hat in the ring? A Message from Pat Vos
Hello fellow CAM-X members:
A couple terms of the CAM-X board offers:
Opportunity for skill development that you might not even know you will need in the future.
The chance to make decisions: where will we have the next convention ?
Speaking opportunities to enhance your public presentation skills
The gift of new friends in the industry
Travel to new locations for conventions, you’re a board member, you gotta attend
Like minded people who want to have you join their PEG (Profit Enhancement Group) like the 40% clubs
An expanded network of like minded industry people
A personal growth journey in many ways
A practice in the fine art of listening
The ability to promote the benefits of our industry on a larger scale
"Being on the board of CAM-X is a privilege and an honour. The friendships I have made being on the board are life long and only help me in my business and personal life. If you have not served on the board, I highly recommend it. It is a great education and I promise you, you will get more out of it than you give!" Brad French
COACH U September 26-28
Convention September 27-29
Would you like to become more involved with CAM-X?
We are looking for committee members for all committees and we would love to see new faces involved in webinars and COACH U as a speaker or panelist. This is an opportunity to GROW yourself. There are some pretty cool people who are waiting to meet you and help in your career evolution. Email me and I'll hook you up! firstname.lastname@example.org
*Recordings of all webinars are available email email@example.com
Pre Employment Software Update:
We are actively working to add Personality Profiling as an option
Show your staff they are worthy:
CSR and Supervisor Certification
Pre Employment Testing Demo Available
Contact firstname.lastname@example.org for instructions
Two Grey Suits
The Evil Twin I Just Hired
This article is part of the TwoGreySuits Managing Employee Performance Series and is offered by our partner, TwoGreySuits as a service to our members.
Have you ever hired a great candidate only to have their evil twin show up for work? During the interview process you met an individual with great credentials who you knew would fit into your company culture, but this is not the person who is now working for you and you find yourself questioning your ability to screen and hire.
In the many businesses we work with the hiring manager is often a person who has significant other time consuming responsibilities. Hiring is seen as a real problem for many managers, they usually are in a hurry to hire and they don’t have all the skills and tools at their disposal to make an informed hiring decision. How many times have you heard a hiring manager say that if the new hire doesn’t work out in 3 months they will try someone else. This is a signal that the hiring manager really does not know what they are looking for or how to look and is willing to gamble with new employees coming into the organization.
Ok, lets for a moment assume that the hiring Manager does indeed have well developed interviewing and selection skills and that they have also sourced candidates on their own via postings, etc.
Recruiting is about being highly skilled in interviewing and selection but just as importantly, it is about being connected and having a large network and knowing how to access various talent pools out there, especially with the advent of Social Media.
There is a difference between good recruiters and great recruiters. Many of us agree that great recruiters are great networkers and relationship builders.
We are seeing hiring managers and talent acquisition professionals/professional recruiters working together to define and create a combined talent strategy with the ultimate goal of hiring best of breed candidates from targeted sources. Some organizations have come to realize the importance in leveraging the networking capabilities of their current employee population to develop a list of “soft” targets – which develop over time for future opportunities.
As mentioned, excellent recruiters are excellent networkers, they engage people, and have a good solid system of evaluation, ongoing candidate contact and information storage. In other words they have a large list of ‘soft targets’. Our experience tells us that most hiring managers are not very well networked, not all, but most. We see this quite often when managers are in job search mode and they don’t even have 3 or 4 industry contacts to network with!
In recruiting, having the hiring manager with well-honed interviewing and selection skills is actually only 50% of the required skill set. What most organizations are missing is the sourcing capabilities, or being networked into their own industry in a talent identification sense; knowing how to tap into talent pools, where to look, or having candidates in waiting, ready for that that next matching opportunity. Even having well developed interview skills internally in an organization, but going after a smaller talent pool because of lack of sourcing technology and capability can have an unknowingly negative effect on quality of new hires. In other words, you may have found the best candidate, but only in the 10% of the available sources or talent pools you looked at. In fact hiring from a posting is looking at a very small portion of the talent pool out there…the ones who just happened to see your ad, and who were actively looking. Having said this, sometimes you do get ‘lucky’ from an on-line posting.
This brings us to the question - who is in charge of networking and identifying talent pools at your company? More often than not, nobody. This is a full time job. Even internal staff recruiters often do not have the proper time to do this.
TwoGreySuits is a leading-edge provider of on-line human resource management information, processes, tools and forms servicing the North American market. They have integrated the HR practices associated with the key drivers of Employee Engagement within the well-organized information on the website.
To login as a user: camx.twogreysuits.com
Enter your email address and Password CAMX01
If you are not currently signed up, please email me directly email@example.com
The TGS System is a one-of-a-kind product that includes:
The HR Power Centre for dealing with the day-to-day people management issues that inevitably arise
24/7 HR Hot Line
Topical regular Blogs suitable for reprinting by the Association members
Convention Committee Report
Respectfully submitted by Brad French, Convention Chair
No looking back, forward we go!
Happy Canada Day. I hope everyone enjoys this long weekend.
This year’s CAM-X convention will be held in Kingston Ontario from September 26th-29th. The agenda can be viewed here. https://www.camx.ca/2022-conference
I am looking forward to seeing everyone once again! Our schedule is jam packed with great speakers although I think the real learning will come from socializing and in person conversations with old and new friends! We all have so much to catch up on.
If you have not registered, please do so at https://www.camx.ca/2022-conference. I also recommend you book your hotel which can also be found at the same link. Hotels sell out quick now that the world is travelling again.
I was fortunate to travel to Los Angeles last month. It was a great trip and the travel was quite easy as many of the restrictions have been lifted by most airlines and governments. Trust me it will feel good to travel.
If you have any questions about convention or speakers feel free to reach out to me or Linda directly.
Please don’t forget that COACH U will be held just before convention allowing our supervisors to learn from our keynote speaker and attend the awards luncheon.
Enjoy your summer and register today!