Category Archives: For Candidates

The Group Interview: Is It Right For Your Business?

Business people waiting for job interviewAugust 15, 2014 – Job candidates view the interview as their chance to shine, to convince a new employer that they are the most qualified candidate for the job. So when a candidate is advised the first interview will be conducted in a group setting, they are often confused and shocked, and in some cases, will refuse to participate, especially if they are at an executive level.

At Signature Source, we often are asked about the group interview concept, by clients and candidates. What follows is our primer on the subject. Read More

Good Leaders Give Power To Their Employees

June 24, 2014 – Trust your employees and celebrate their achievements, a winning formula for running a successful business, according to David Novak, chairman and CEO of Yum! Brands, which includes KFC, Pizza Hut and Taco Bell.

In the recent edition of HR Magazine, Novak provides insight on how to unleash the power of your employees and effectively manage them while building a work environment that allows them to thrive and grow into leaders. His thoughts struck a chord at Signature Source, since we understand that for a company to recruit top talent they must create a work environment that allows employees to flourish.

Novak’s key thoughts on leadership building:

  • To engage employees, it’s important to explain the “why” behind an idea. Then ask for employee input and involvement, which translates into a commitment for all involved, working toward a common goal.
  • Remember that employees do not function at their best and most creative when working in a vacuum with no feedback. Effective leaders are sincerely interested in their employees and able to provide direct feedback on projects they are working on. Even criticism, if done in a constructive manner that will improve the outcome, is usually welcome.
  • Creating a trusting environment in which every employee has a chance to contribute fosters strong leaders and helps people become better coaches.
  • Hire employees that are “whole-brained” – analytical and creative – with ambition, passion and the ability to inspire.
  • Celebrate achievements. “When you recognize people, it says that you’re watching them, that what they do matters,” he told HR Magazine. “It keeps employees motivated and excited to come to work every day.” But instead of a gold watch, Novak likes to have some fun with awards. His individual recognition award is an over-sized pair of walking teeth for people who “walk the talk” of leadership. When he was president of KFC he gave away floppy rubber chickens and $100. “People would sometimes cry when I gave them their chickens,” he said.

Developing leadership skills

At Signature Source, we are often asked if leaders are born or made. Our answer: Both! Some people are born leaders, possessing leadership skills that can be identified in nursery school. Some people, no matter how hard they try, will never be good leaders. Then there is the middle group from which the made leaders emerge.

Novak says that to be a good leader, the person must be self-aware, to know who they are and where they have been. But key to the self-awareness is not being self-involved, which prohibits people from leading and getting to know their employees.

He says the best leaders possess an understanding that they are unique, different from everyone else, and that their strengths, weaknesses, interests and knowledge are distinctive. In addition, leaders know:

  • • They will always be a work in progress.
  • • They have to soak up everything they can, to make them better leaders.
  • • They have to remain avid learners.

If you want to develop leadership skills, Novak’s advice is to follow these steps. It was the way he reached the top of his profession. For example, when he wanted to learn how to navigate Wall Street, he took Warren Buffett to lunch at KFC. To learn leadership skills, he shadowed UCLA’s basketball coach John Wooden. He soon learned that he could compete in business minus an MBA.

“Never lose the desire to learn,” he told the magazine. “The minute you stop learning, you start dying. That’s true in business, and it’s true in life.”

Thoughts to live by!

Signature Source’s New Website Is A Critical Enhancement To Talent Acquisition Strategies And Successful Careers!

ssSignature Source takes pride in our position as a leader in the global relocation industry.

With the launch of our new website, we are better able to meet our goal of matching exceptional candidates with our client, the very best employers in the industry – a win/win situation for all. We are also extremely proud of the safeguards we have taken to ensure the confidentiality of anyone using our website.

The new website provides quick and intuitive navigation, creating a user-friendly environment for clients and job seekers. It lives up to our company motto: Making a difference one at a time. What sets our website apart? Read More

6 Innovative Interview Questions that Get Great Results

interviewWhen developing interview questions, employers can struggle to branch out from the old, stale pile of traditional queries. If you want your interviews to produce results you can use, stay away from the “tried and true” open/closed questions and start getting more inventive. Here are several types of questions that the big companies and key industry leaders have begun using to make their interviews more than just a bump on the road. Read More

A Company’s Reputation Tops Salary Offer For Many Job Seekers

February, 5, 2014

By Jean Stickland

Often, job seekers consider the compensation package ideal, but turn down an offer because of something far more important to them – a company’s reputation. Former Federal Reserve Chairman Alan Greenspan said it best when he told a Harvard audience: “In today’s world, where ideas are increasingly displacing the physical in the production of economic value, competition for reputation becomes a significant driving force, propelling our economy forward.”

At Signature Source we recruit top talent for more than 30 leading global-mobility organizations. Although compensation might be the first question a candidate asks about a position, its importance is weighed against other factors, what we collectively call reputation.

Reputation to us means more than how positively – or negatively – a company is perceived. It also refers to its financial, social and environmental impacts, which together create its corporate culture. Reputation is so significant, Fortune magazine annually ranks the “World’s Most Admired Companies” (WMAC), a list of global companies that people notice – and companies work hard to capture one of the coveted top 20 spots.

According to the Hay Group, which conducts the survey for Fortune, companies are evaluated on nine criteria:

  • Ability to attract and retain talented people
  • Quality of management
  • Social responsibility to the community and the environment
  • Innovativeness
  • Quality of products or services
  • Wise use of corporate assets
  • Financial soundness
  • Long-term investment value
  • Effectiveness in doing business globally.

For the 2013 survey, the Hay Group surveyed more than 600 global companies and included supplementary research on the role of corporate culture in business performance. What the Hay Group synthesized from that supplementary research is extremely important for companies who want to attract – and keep – the brightest talent, not to mention grow in our global economy.

Most significantly, the survey discovered that culture is a competitive advantage, a “must-have” in all of the surveyed companies. What set the WMACs apart is that they recognize the need to evolve their cultures continually to prepare for future challenges, all the while maintaining and nurturing their core set of values.

Not surprisingly, 95 percent of the WMACs say it is their CEOs that serve as the role models to shape organizational culture. The managing and implementation fall to human resource departments, the group that forms a cultural identity, often in diverse workplaces stretched across the globe.

None of this comes easy, but smart companies understand that their success depends on happy and inspired employees. On yourdailysuccesstip.com, Terri Timberman, executive vice president of global human resources at Broadcom, offered the following sage advice for companies wanting to attract and inspire competent employees.

  • Treat employees as individuals.
  • Reward high-performers.
  • Support employee-led programs.
  • Establish a few consistent critical cultural values but allow individual offices to create their own personalities with additional values.
  • Gauge employee satisfaction regularly, and then use those findings to form internal initiatives.
  • Strive to build – and then keep – your solid reputation. Timberman suggests that by taking an active, positive role in communities, companies naturally advance their reputations.

When the WMAC list was published last year, the Hay Group noted: “What separates the ‘best’ from the ‘rest’ is the ability to balance the tension between ‘continuity’ and ‘adaptability’ in corporate culture. WMACs understand how to nurture core values so that they stay relevant to their markets, customers and employees for the long-term.”

Moving your company into the “best” category is even more important now, as millennials, some 80-million strong, start taking over the workforce. According to a recent survey from The Intelligence Group of the Creative Artists Agency, millennials have some fascinating traits: 64 percent say it’s their priority to make the world a better place; 88 percent favor a collaborative work environment rather than a competitive one; 74 percent want flexible work schedules; and 88 percent want work-life integration not work-life balance.

Signature Source thinks those millennials are pretty smart! Already, they realize that corporate culture forms the basis of a company’s reputation. It’s what gets talked about among prospective employees, right up there with salary.


  • National Association Executive Recruiters
  • National Association Personnel Services
  • Foreign for Expatriate Management
  • Society for Human Resources Management
  • Worldwide ERC
  • Women Business Enterprise National Council
  • Southeast Regional Relocation Council
  • Chicago Relocation Council
  • North Texas Relocation Professionals
  • Houston Relocation Professionals
  • Tennessee Relocation Council
  • Midwest Relocation Council
  • Metro Atlanta Relocation Council