Available Candidates and Open Jobs

Suitless learns about all sorts of new jobs all the time as and we also get connected with great candidates.  We love nothing more than to get an email from a friend saying "I've worked with this person, they're awesome" along with a resume or LinkedIn profile.  Sometimes the open jobs we find out about are with our clients, or friends of clients, or friends of friends.  We're going to start posting some of these jobs and candidates.  Email us if you're interested in the job or the candidate!

Program/Operations Manager

Company in Arlington, VA is seeking a mid-level candidate that can assist with running a small business.   This person would need to be a hard worker who is willing to roll up their sleeves and take on high level and low level projects.  You'd learn how to use the Company's tools and you would learn how to train others inside and outside the company.  Being good at making awesome looking power points would be a bonus.  Would consider part of full time employment.  Experience with government lingo is good but not required.  Active or Passive clearance is good but not required.  Compensation is between $65k and $75k.  

Recruiting like it's 1999

I recently met a great guy who happens to be the CEO of a well-funded startup based in Washington D.C.  This guy was giving me the scoop on his company (a SaaS product that I would guess many in the DC startup scene would know of) and about how innovative they are.  Usually when someone tells me how innovative their company is my eyes glaze over and I slip into a nice daydream.  But as our discussion continued, I started to agree (in my mind) that his product actually is pretty unique.

At some point during our discussion the conversation turned to the topic of recruitment.  I asked this CEO how he was recruiting new employees and he proceeded to list the following websites: SimplyHired, Indeed, Craigslist, and Washington Post.  My jaw almost hit the floor.  In my brain I thought to myself this guy is developing an amazingly innovative piece of software, but he's using recruitment practices that were hot in 1999. These days there are so many ways to be creative and innovative when recruiting new talent.  Using niche job boards, developing referral programs, liaising with Dev programs, sponsoring/attending events, and holding contests are just a few things that come to mind.  The truth is that the best way to find employees who want to help you innovate is by searching for them with innovative recruitment methods.  Sure you can find some good candidates on regular job boards, but that's the exception not the rule.

I encourage startup executives and tacticians to think creatively and find new and exciting ways to tell their story to the right people.  Doing this will connect you with candidates you'd never find on the traditional job boards.  And if you are the individual who is described above, please don't be upset that I shared your story. I'm looking forward to helping you with your recruitment strategy very soon!

Transgender Employees in the Workplace

I've decided to write about Transgender employees and Transgenderism in the workplace because I've seen the topic come up several times over the past few months.  Does this mean that Transgenderism is on the rise or that Transgender employees are asserting their rights more in the workplace? I don't know. But I figured I'd provide some information to employers who find themselves interviewing, hiring, employing, or firing Transgender employees.

The very first thing employers should do is understand what Transgenderism is.  Transgenderism can include individuals who have transitioned to a gender other than what they are born as, individuals who are undertaking a gender transition, or individuals who identify with a gender opposite of what they were born as.   While there are many individual states that protect against LGBT discrimination, the federal government along with 29 other states currently have no laws prohibiting gender identity discrimination. In July 2014 President Obama issued (amended) Executive Order 11478 and 11246 to include gender identity - so if you're a government contractor you should be aware of this. When it comes to federal law, Democrats have been trying to pass ENDA for years now.  If it were to pass, ENDA would protect against LGBT discrimination, but it's not clear if or when this bill will ever become a law.

Whether laws exist or not, you should never discriminate against someone due to their sexual orientation or gender identity.  Doing so could harm your reputation as an employer and have a huge impact on employee morale.  Here are some ways that you can go above and beyond by fostering inclusion and making everyone in your office feel welcome:

• Include in your handbook that gender identity and expression are protected within your workplace;
• If you have a dress code make it gender neutral;
• Consider covering domestic partners under your health plan;   
• Consider publicly supporting an organization like GLAAD or the HRC;   
• Post open jobs to LGBTQ job boards and university groups;
• Document performance and make sure any actions you take can be attributed to that performance; 
• Locate a nearby individual (non-public) bathroom and inform all employees about it.  This is just good practice on so many levels. 

The key word here is Inclusion. Employers should strive to create a workplace where all of their employees can bring their similarities and differences to the company.  These similarities and differences should be celebrated, as you'll never know when they'll contribute or lead to the next breakthrough product or service.

5 Things to Look For When Selecting a Consultant

Ever since I became a consultant I've heard the following question many times: "How Do I Select a Consultant".  I immediately reply by telling the individual to extend their arm (in my direction), extend their index finger (in my direction), and say the word "YOU" very loudly.  But in all seriousness, finding and selecting a consultant is important for businesses as often times consultants work alongside their clients as partners for long periods o f time and handle very sensitive work for them.  So here are five guiding principles on how to select a consultant:

1.  Helpfulness - this sounds like an easy one, but is your consultant helpful? Are they available to take your calls, do they answer your emails, are they excited to speak with you?  Can you come to them with any problem and feel confident that they'll either know the answer or steer you in the right direction?

2.  Trustworthiness - Finding someone who you can trust is one of the most important elements of finding a great consultant.  If you can't trust your consultant there's a chance that you'll hold important things back from him or her, and that's not good for anybody. 

3.   Question Asker - It's great to hear that your consultant has multiple degrees, certifications, licenses, and accolades.  But what does that mean for you as their potential client.  Will your consultant be able to get things done in a way that works for you?  Even more important than asking questions is 'asking the right questions' but we'll address that in a future blog post. 

4.  Problem Solver - Does the consultant have a one-size-fits-all solutions or are you and your business partners getting custom level solutions? Maybe you need a one-size-fits-all solution, maybe you don't. If your consultant can't explain why he's doing what he's doing for you - in a way that makes sense - it's time to find a new consultant. 

5. Expert Advice - Is your consultant an expert in what they are helping you on? Even more importantly, if  your consultant isn't an expert on what they're working on for you, will they tell you and help you find someone who IS an expert in that area?  Being in job for 30 years doesn't make someone an expert. Being in a job for 3 years doesn't disqualify someone from being an expert either.  

These should get you off to a good start when trying to find and select a consultant to help you with your needs.