As it gets easier to find the names of great people, getting them first will become the dominant metric for hiring top performers, recruitment commentator Lou Adler predicts.

Adler notes in his newsletter that the accuracy of his predictions over the past 10 years has ranged from “spot on” to “off by a year or two” and – in just a few cases – “dead wrong”.

His latest predictions include:

• The adoption of consumer marketing principles to recruiting. In consumer marketing, he says, the companies that have the most creative ads, which are positioned to be found, have better results. This theory has flowed through to search engine marketing and optimisation, leading to the rise of Yahoo! and Google, and in the early 2000s “a few brave companies started adopting these same consumer marketing concepts for recruiting, but it took three-to-four years after they were proven out in the consumer world before they were generally accepted by HR/recruiting”.He says recruitment advertising is about one-to-two years behind its consumer marketing cousin. “Based on this trend, it’s not too far-fetched to predict that the majority of companies will be adopting these consumer marketing principles without any lag time. The most progressive will be adopting them in beta.”

• The rise of the ‘ERP-pipeline-CRM-talent hub’ sourcing model. “With the rise of Web 2.0, social media, blogs, Twitter, and LinkedIn, it’s pretty obvious that finding the names of potential candidates will have little value, but nurturing them and having them follow you will have tremendous value,” Adler says. “This is why building a pipeline of prospects kept warm by robust CRM systems will be critical.”Your best employees should have heard of, or personally know, the best people in your industry and in their field of expertise, he says. “Tapping into this direct and indirect network through a far-reaching and progressive employee referral program will be a critical component of tomorrow’s ERP programs.”

• Time of possession will become the dominant recruiting metric for hiring top people. “Getting the names of great people is now simple, but getting them first isn’t. The sourcing sweet spot of the near future will be to get these people to call you on the first day they decide to get serious about considering a new career opportunity.”You can see where you stand on this measure by starting to ask the best people you come across how long they’ve been looking. If it’s not on the first day, worry. Then start tracking it. Of course, you need to add this objective to your recruiting strategy and then figure out how to pull it off. It’s pretty obvious that those candidates found on day one are of higher quality than those found after they’ve been looking two-to-three weeks.” (He notes that good recruitment agencies are already doing this.)

• Increased focus on top performers vs. the masses. Adler says a basic principle of consumer marketing is to identify an ideal target customer, develop messages that meet their motivating needs, then push these messages through the best media channels (like TV, radio, blogs, Facebook, etc.) to drive the highest response rate.”Up until the recent past, most recruitment advertising has been targeted to attract average performers (consider your boring job descriptions) and pushed to where the best rarely go (the big job boards). Building an ideal candidate persona is the first step in determining the messages and the appropriate media. This profile examines the prospective candidate from multiple perspectives identifying job hunting patterns, their decision criteria, networking and social connections, motivators, and short- and long-term career needs, to name the most obvious.”

• The rise and fall of Twitter will be offset by the increasing importance of the corporate recruiter, employer branding, and job linking. “In a sea of sameness and info overload, the brand will become king again,” Adler says. “Twitter will become useless unless a loyal group of followers is developed and maintained.”The dominant reason top people accept offers is the opportunity to learn something, make an impact, and grow. An employer brand can establish this overarching message. Linking the corporate vision and strategy to each class of job through the talent hub can increase the number of prospects and followers as long as the tweets and emails enhance the story. However, the corporate recruiter will become the critical cog in this system – just as the sales rep is in any other complex buying process. If corporate recruiters are just doing data updates, box checking, and admin, the possibilities offered by consumer-based Web 2.0 marketing will fail to launch.”

• Hiring will become a business process. Adler admits he’s actually “not too sure of this one”. But, he says, “it seems odd that with hiring top talent such an important issue, most company execs and HR leaders don’t really do too much to ensure it’s done properly. Of course, they’ll sometimes train their managers in an interviewing process they don’t use and they’ll give the recruiting department some extra resources when hiring spikes. However, this is not a strategy; this is a tactical reaction to a change in business conditions.”Despite this typical response, some companies actually have implemented an end-to-end integrated process for hiring top performers with startling results. This covers how jobs are defined (clarifying performance expectations), the implementation of consumer marketing-based sourcing programs, the use of an evidenced-based interviewing process, all tied together by a solution-based sales system for recruiting.”

Adler notes that for some employers these things are not predictions; they’re already doing them successfully.

The most important thing is to ensure you have a recruiting strategy and don’t just “adopt the latest fad and see if it works”, he says.

“Tactics don’t determine strategy; strategy determines tactics… The key here is not to get caught in the trap of tactics driving strategy. This is a fool’s game that can’t be won.”

Can These Strategies work for your business-Yes!

You should be employing them Whatever business you are in TODAY!

Business Has Changed forever and if you are not using these systems you will undoubtedly FAIL!

I recently wrote this report aim at college High School and College students. However many already in the work force find themselves in the same position either through a layoff, downsizing, or business closure to name just a few.

My guess is that it applies to a much wider group.  Here’s the article……..

1.  Consider your interests – Your interests are an important first step in preparing for a career. Make a list of things you “like to do” and “don’t like to do”. This will help you organize your thoughts.

2.  Make a list of career suggestions – Your parents, aunts, uncles, siblings, and other family members often have suggestions as to what you should pursue. Make a list of these to use in your decision. It’s ultimately YOUR decision….so, use this as information to assist in you.

3. Use a career assessment tool – A tool such as CareerMatch is an excellent way to access possible careers based on you core personality. Research has shown that your personality plays a huge role in your career. Choosing a career that best fits your personality will help you enjoy working and have a successful career. Choosing something else can lead you down a road of frustration.

4.  Choosing a College – The career that you choose may or may not require a college or university degree. If you choose a technical career such as auto mechanic, electrician, or cosmetology, you will need technical training that is specific to that profession………a four (4) year college degree is not necessary. In this case, researching technical training schools would be best. A career such as nursing, accounting, or law is more likely to require a four (4) year college degree or more.

5.  Consider self employment – This may often be passed over but the time has come when we have passed the “industrial age” where most people are hired by a company and work for a salary and benefits. Advancement in communications and the internet is allowing many jobs to be performed remotely by contractors. Being a contractor allows you to work for several differently companies (usually from home) using similar skills for each. You may be paid an hourly fee but are not considered by these companies to be an employee and thus save them considerable employment expense. There are many aspects of self employment that may be attractive to you as well. Working at your own pace, more control over your time, and the tax advantages may make working-from-home very attractive.

6.  Visit several colleges – If you plan to attend college, check out several before deciding on one. Visit their campuses if possible. Most High Schools allow Seniors time-away-from-school to visit different colleges and universities. Take advantage of this as it is well worth the time invested.

7.  What a career isn’t! – Choosing a career means choosing a direction you want to pursue not a specific job. A mechanic might choose to work on cars, or heavy equipment, or may choose to work on aircraft instead. You might choose to work on cars initially then decide later to work on heavy equipment. Your career path is basically the same. You simply adjust the specific training as needed.

8.  Assemble what you have learned – With your personality assessment in hand, a list of your likes and dislikes, and information on advanced education for different careers, you should now be able to make an intelligent and informed career decision. This is the best way outside of the actual experience to make that choice and will allow you the pleasure of enjoying what you do for a career.

Remember:  It’s your life you are choosing so it must be your decision. Just because your father, grand father, and great grand father were lawyers does NOT mean that you should follow. A decision based primarily on someone elses desires or suggestions may lead you to a very unhappy life.

Warmly,

Bob “The nonGeek Geek”

WARNING! Don’t Even Think Of Running
Another Ad Until You Read This!

Marketing is the lifeblood of any business!  Right?

But, how do you know when it’s working….when you are effective in your marketing efforts?  When you get people to respond.  Right?

Problem is how much are you willing to spend on advertising that Doesn’t Work!!

Listen to this recent interview with Axel Henriksen, a successful business entrepreneur for over 40 years (also known as “The wizard of wealth”).  We discuss these very issues a length and give you information that will save you a TON money on advertising.

Here’s an mp3 download.

Knowledge is Power! With the right knowledge, you can advertise and GET MORE CUSTOMERS!

After all, that’s what you are in business for……….get more CUSTOMERS and make more MONEY.  Without a steady stream of new clients your business can’t grow.  We WANT you to grow!  If your business grows, you’re going to tell someone about it.  Right?  Yea, it’s just human nature……We like to share ideas and experiences even in Business.  We want enough money to grow and have FUN!

As I said, Marketing is the lifeblood of any business, BUT, it can kill your business just as easily if you DON’T change the way you advertise!

The information we are sharing with you is not some theories that we’ve developed.  These are “hard core facts” from years of experience!  We will teach you what WORKS!  It worked yesterday, it works today, and it will work tomorrow!!  Learn why………and avoid what DOSEN’T work.

Compete Business Package on an iPod!!

Fill out the information below:

“The problems of the world cannot possibly be solved by skeptics or cynics whose horizons are limited by obvious realities. We need men and women who can dream of things that never were…” – John F. Kennedy

5 REASONS WHY DREAMS DON’T TAKE FLIGHT

Most of us never see our dreams come true. Instead of soaring through the clouds, our dreams languish like a broken-down airplane confined to its hangar. Through life, I have come to identify five common reasons why dreams don’t take flight.

#1 We Have Been Discouraged from Dreaming by Others
We have to pilot our own dreams; we cannot entrust them to anyone else. People who aren’t following their own dreams resent us pursuing ours. Such people feel inadequate when we succeed, so they try to drag us down.

If we listen to external voices, then we allow our dreams to be hijacked. At some point, other people will place limitations on us by doubting our abilities. When surrounded by the turbulence of criticism, we have to grasp the controls tightly to keep from being knocked off course.

#2 We Are Hindered by Past Disappointments and Hurts
In the movie Top Gun, Tom Cruise plays Maverick, a young, talented, and cocky aviator who dreams of being the premier pilot in the U.S. Navy. In the film’s opening scenes, Maverick showcases his flying ability but also displays a knack for pushing the envelope with regards to safety. Midway through the movie, Maverick’s characteristic aggression spells disaster. His plane crashes, killing his best friend and co-pilot.

Although cleared of wrongdoing, the painful memory of the accident haunts Maverick. He quits taking risks and loses his edge. Struggling to regain his poise, he considers giving up on his dream. Although the incident nearly wrecks Maverick’s career, he eventually reaches within to find the strength to return to the sky.

Like Maverick, many of us live with the memory of failure embedded in our psyche. Perhaps a business we started went broke, or we were fired from a position of leadership. Disappointment is the gap that exists between expectation and reality, and all of us have encountered that gap. Failure is a necessary and natural part of life, but if we’re going to attain our dreams, then, like Maverick, we have to summon the courage to deal with past hurts.

#3 We Fall into the Habit of Settling for Average
Average is the norm for a reason. Being exceptional demands extra effort, sustained inspiration, and uncommon discipline. When we attempt to give flight to our dreams, we have to overcome the weight of opposition. Like gravity, life’s circumstances constantly pull on our dreams, tugging us down to mediocrity.

Most of us don’t pay the price to overcome the opposition to our dreams. We may start out inspired, but through time we fatigue. Although never intending to abandon our dreams, we begin to make concessions here and there. Through time, our lives become mundane, and our dreams slip away.

#4 We Lack the Confidence Needed to Pursue Our Dreams
Dreams are fragile. They will be buffeted by assaults from all sides. As such, they must be supplied with the extra strength of self-confidence.

In Amelia Earhart’s day, women were not supposed to fly airplanes. If she had lacked self-assurance, she never would have even attempted to be a pilot. Instead, Earhart confidently chased after her dream, and she was rewarded with both fulfillment and fame.

#5 We Lack the Imagination to Dream
For thousands of years, mankind traveled along the ground: by foot, by horse-and-buggy, by locomotive, and eventually by automobile. Thanks to the dreams of Orville and Wilbur Wright, we now hop across oceans in a matter of hours. The imaginative brothers overcame ridicule and doubt to pioneer human flight, and the world has never been the same.

Many of us play small because we do not allow ourselves to dream. We trap ourselves in reality and never dare to go beyond what we can see with our eyes. Imagination lifts us beyond average by giving us a vision of life that surpasses what we are experiencing currently. Dreams infuse our spirit with energy and spur us on to greatness.

by Dr. John C. Maxwell

People tempted to go it alone might find that working from home isn’t as liberating and uncomplicated as they’d hoped, says business coach Axel Henriksen.

“The excitement and trepidation rise as you take your seat at your desk realizing you are independent, answerable only to yourself, free to manage and prioritize your time, efforts and schedules. Many consultants, trainers, coaches and speakers are escapees from the corporate world; relishing the freedoms afforded self-employment and entrepreneurialism.”

But, he says in an article, the transition is rarely trouble-free, uncomplicated and without stress. “Friends will telephone while you are working, assuming you have an abundance of time to chat. Others will call in mistakenly believing you have ample time for socialisation as well. You may also consider that you have the discretionary time to quickly complete some household chores during your productive work time.”

An abundance of distractions competes for your attention when working from home – ranging from young children to dirty dishes to television – which can destroy your concentration, he says.

There are, however, steps you can take to successfully work from home, and these include:

• Formalize your working environment. It’s tempting to treat working from home informally, “especially considering you are your own boss and answerable to no one (excepting maybe your bank manager)”, Henriksen says. He advises formalising how you will manage and prioritise your work tasks at home. “This can incorporate scheduling of regular tasks, such as telephone calls to clients, report-writing, invoicing, and so on.”It will benefit you to clearly understand how you will handle various scenarios which may impinge upon productivity, like: drop-ins by friends and relatives, interruptions by family members during important telephone calls, or children’s illnesses requiring they remain home from school. You might consider designating scheduled appointments for household chores, family errands, and recreational activities that you might otherwise be tempted to slip in to your working day.”
• Maintain balance. Many work-from-home professionals “work far too hard, and not nearly smart enough”, Henriksen says. “Be realistic and be kind to yourself; emotionally, physically and creatively. Your success or otherwise will have less to do with the number of hours you work and more to do with the results and outcomes you produce.”There is no reason why home-based entrepreneurs can’t be sitting by the pool at two in the afternoon, he notes, and they shouldn’t feel guilty about dropping by the ‘office’ at nine at night to send emails and write a report. “Just because you have your office at home does not necessarily require you work ‘office’ hours. But it is incumbent upon you to be disciplined to do what is needed, when it is needed.”
• Pronouncements for the home. Just because you’re clear about your work patterns and priorities doesn’t mean your family will have the same understanding.”There is no valid reason why you cannot close the door to your home-office as a simple indicator to your family that you cannot be disturbed and/or you are on an important telephone call and quiet is important. Explain the measures to your family in advance, and then use those measures as needed, but only as needed so that they are not only understood but respected by others in your home.”
• Location, location, location. “Where your office is located within the confines of your residence will play a big role in the potential distractions and how enticing those distractions may become to you,” Henriksen says. “Ideally, your office should be away from the busiest areas of the home; not in the thoroughfare of life. Neither should it be in your bedroom! It does need a door… that closes.”You also need a separate and dedicated business telephone line “that nobody else in the family answers, ever!” he says. And it is better that you have your own office equipment that is not for family use. “Computers, printers, scanners and alike are tools of your business. Let the family have their own in another area of the home.”
• Achieve more by doing less. “Whether it be home duties or business needs, where it makes sense and is readily done with minimum supervision, outsource tasks,” Henriksen says. “Get a housekeeper, have the lawns and gardens handled for you by a contractor, hire an external bookkeeper, use a virtual assistant; you get the idea. Utilise others to quickly accomplish tasks that distract and unenthuse you so that your creative and productive energies remain focused on bringing in the high-premium business results.”

Managers need new mindset for work-from-home success

Work-from-home arrangements can also save recruitment agencies money during the downturn – by reducing the need for large office space and resources – and help consultants save on transport costs and commuting times.

But according to HR consultant Jenny Roberts, of hranywhere, managers with outdated attitudes about productivity are the main obstacle to work-from-home success.

She told Recruiter Daily’s associate publication, HR Daily, that too many managers still believe employees must be “chained to their desks from 8.30 to 5.30″ when in fact it is “outputs that are important, not the face time”.

Work-from-home arrangements require trust on both sides of the employment relationship and good communication, she says.

Consultants should clarify with managers the work that they will have completed by the end of each day or week, and managers should measure their outputs against that.

Managers must realise that if a consultant chooses to do their laundry during the day, or run errands, than that’s irrelevant if they spend the evening writing job ads, Roberts says.

She recommends managers formalise a work-from-home policy, which should cover:

• the types of jobs that can be performed from home (this might need to exclude employees required to answer the phones at work), to avoid confusion and resentment among staff;
• the process of applying to work from home; and
• the equipment required for a work station to meet proper OHS standards (consultants shouldn’t be “sitting at the kitchen table with a laptop”).

Working from home can get lonely, she adds, so there should also be measures in place to ensure consultants stay in contact with the office – such as through social networks, Skype instant messaging or other means – and they should attend the office on a regular basis for meetings.

Choosing a career path while in High School…..or evern College…….can be quite a task.  With all the different careers to choose from, which none would be best for you?  Which would you enjoy the most or make the most income?

These are questions that everyone has to answer at sometime in their life.  If you choose the wrong one, it can lead to a less than rewarding life or life style.

The question is “How do you know which career is best without experience or without more information?”

I have first had knowledge of the frustration.  I spent better than 18 years of my life creating a business that did not suite my personality at all and it was extremely frustrating at times.  But, how was I to know this in the beginning.  Problem is I didn’t!  I had no idea the frustration I would go through.

At first, it was new and fun.  I was learning and growing.  Business was good.  Within three years I had more business than I could handle and I found it very hard to concentrate.  Later I realized I was pursuing career that was totally against my personality.

Want more information? Visit http://millionairemakersinternational.com/cpt/career.html

Sales, as many of you know, is a business of numbers.  This more contacts you make, the more sales you can make.  It’s also called your sales ratio.

This video will help you improve your ratio.

Your thoughts and comments are always welcome!

For more information visit http://bob.myprofileworldwide.com

1. No is a bad sign

This is not just an issue with sales professionals; sales managers fail to understand that “No’s”, and a lot of them, are inevitable.  Maybe it is because of so many consultants claiming to have the answer, maybe it is because sales managers worked the phones in a different era, but it is hard out there now.  Some sales people prospect better than others.  These sales people receive less No’s, but they receive plenty of them.  We can coach for a better outcome, but we will not be able to avoid rejection.   However, now a sales professional knows where to place their energy.

If you are still having trouble getting interest at your company look at the following to analyze why:

• Are you using the appropriate sales process for your industry and product?
• Do you understand your potential customers well enough?
• Is your culture conducive to good sales performance?
• Are you even targeting the right prospects at the right times?

2. Price is the issue

Price is always AN issue.  But it is rarely THE issue.  Companies run marketing campaigns and specials trying to get in the door with customers.  Sales people offer discounts.  Sales professionals are uncomfortable with the costs of their products and services.  Sales professionals hear that their competitor has a better price.  What does that do on the street:

• Puts price into your customers head.
• Creates a lack of confidence in the sales representative’s head.

If you want to beat the price argument you must do 5 things:

• Sell the value and ROI of your products and services.
• Learn to deliver pricing more confidently.
• Connect your sales and marketing efforts
• Ask more questions about what the client wants to accomplish
• Demonstrate credibility and sincerity in the sales process

3. Manipulation is part of the sales process

Sales has a bad rap.  People view sales people as pushy, self centered, and egotistical.  Don’t get me wrong many sales people have earned these labels.  But the very best have risen above them.  Customers typically start relationships with sales people in a defensive mode until they feel comfortable with the sales professional.  Customers start from this place because of their experiences with previous sales people.  Unfortunately organizations sometimes support manipulative behaviors or insincerity or at the very least condone these behaviors.  I use to know a sales person that would say “Once you can fake sincerity you have got it made.”  He was successful for a period of time, but customers figured him out.  We need to create authentic relationships with our customers based on mutual respect for 2 reasons:

• Our word is really what we have to fall back on.
• The most successful sales professionals get out of their own way by focusing on the customer; the customer’s needs, and then responding to those needs.

Great sales people influence others, they do not manipulate them.

4. We are so different from our competition!

Vendors so often think they are different.  Sales teams get pumped up in meetings.  They are told about the superiority of their product or the value of their service.  These sales professionals bring that feeling of difference in with them to their face to face meetings and they believe they can out sell their competition.  They believe they can use their sales process to differentiate themselves.  The irony is…most of your customers don’t feel the same way.

In a recent study by the Management Development Corporation and the University of Michigan:

• 89% of vendors think they are able to distinguish themselves from their competition.
• 90% of the customers believe that each vendor’s sales approach is the identical.

It is clear organizations want to differentiate themselves, talk about differentiating themselves, but they rarely do in practice.

5. The most up to date sales training will change our numbers

What we need to do is train our people!  Yeah right.  (Written sarcastically)  The latest and greatest in sales training will do little to improve your performance.

People are creatures of habit.  They learn these habits along life’s way over the years.  2-3 days of intense training still won’t touch those habits especially if there is any fear, emotion, or ego wrapped up in the changing of a habit structure.  If you are serious.  If you truly want change.  Then think about:

• How to make performance more visible
• Increasing accountability for activity not just results
• Identifying the key strategies (maximum 3) that will drive the results you are looking for
• Putting a personal change process in place to help your sales reps shift their habits
• Measuring lead indicators in order provide regular feedback and coaching.
• Rewarding and recognizing reps for meeting activity requirements as well as results
• Coach, coach, coach.  And strategize on specific opportunities making it real.

To create real change in performance training is a small piece of a larger puzzle.  We must pay attention more to management and systems.

The Proven Way to Improve Your Sales teams Performance and Bottom Line Results.

We Have Simple to Implement systems That WILL MAKE your Sales TEAM Much More EFFECTIVE.

Contact Your Local MyProfile World Wide Licensee For the complete details of our Workshops and other TOOLS.

Master Licensee US & Canada
Bob Thomason
Phone: 870-234-8400
email: bob@myprofileworldwide.com

“Check With Your Local Agencies And See How You Can Best Tap Into This Great Recruitment Market For Your Business”

Don’t overlook the benefits of hiring disabled workers

Recruitment of disabled workers can boost an employer’s company brand, and provide an important source of talent when the employment market tightens, says Amy Cato, principal consultant at recruitment company Cato & Hall.

For recruitment companies, experience in recruiting workers with disability is increasingly becoming a requirement in preferred supplier tenders, Cato said, and can be a key factor in winning new business.

One in five people have a disability, she added, and a lot of them have very strong networks of family and friends.

“From a brand point of view it is well known who supports and discriminates in employing these candidates,” she said.

“Given that the economy will turn around and we could find ourselves in a candidate tight market again, leverage yourself and your clients to attract talent from this group in future,” Cato advised recruiters.

“People with disabilities are going to remember who looked after them in the bad times.”

Ask candidates what support they need, not what disability they have

Cato said people with disabilities are petrified of being discriminated against by recruitment agencies, and may not disclose a disability at the pre-screen stage.

“If a recruiter’s good, they will create an open environment that is supportive where the person wants to tell them that,” she said.

To avoid offence, she said recruiters should ask disabled workers questions around their behaviours rather than physicality.

“It is not for the recruiter to place judgement on whether they would be able to do a task, it our role to determine whether they are capable of meeting the client brief,” she said.

Cato said recruiters should ask candidates if there are any modifications or additional support they need at the worksite, rather than whether they have a disability.

Disabled workers provide many other benefits

Employees with disabilities often have better attendance and safety records, according to Disability Works Australia (DWA), a national body that provides free advice to employers considering recruiting disabled workers.

The retention rate of disabled workers is higher, says DWA, and their employment can have a positive effect on workplace morale.

Companies employing disabled workers also minimise their exposure to costly litigation, DWA argues. Since the introduction of the Disability Discrimination Act (DDA) penalties of up to $35 million have been issued to Australian Companies in disability discrimination cases.

Subsidies and advice available for employers

Recruiters are often reluctant to consider disabled workers because they believe their clients won’t pay full fee for them, Cato said.

But there are many different subsidies available for employers recruiting disabled workers, and employers should not feel like they have to do it alone, according to DWA chief executive Tina Zeleznik.

Here Are Some Ideas For You To Consider

1. Telemarketers
2. Data entry
3. Virtual Assistants
4. Licensees
5. Distributors
6. Online business owners
7. Recruiters for your business

Etiquette tips for tougher times

During difficult times it can be harder to muster good manners, but the way you treat people now will have ramifications in your professional and social life when the economy picks up, says image and business protocol specialist Elena Reed.

She notes that manners and professional protocols are unlikely to be at the forefront of recruiters’ minds when many are struggling to meet targets and feeling insecure about their jobs.

But, she says: “The storms will pass. The troubles will fade. It’s your personal history and professional imprint that will be remembered for years.”

Reed, of Evolutzia, provides etiquette tips for common work and social dilemmas during a downturn.

During layoffs
“Losing a job is as tough as it gets,” Reed says, but when you know a colleague is about to be laid off you shouldn’t reveal the bad news.

“Don’t be the news breaker unless it’s your direct responsibility to inform them,” she says. “On the other hand, if somebody you know has been laid off do not pretend you’re unaware. Face the inevitable by saying ‘I am sorry it happened’ and offer your help where you can.

“Don’t beat yourself up, though, if you are the one who gets to stay. That’s not your fault and there’s little you can do for others but be caring, understanding and supportive.”

On the receiving end
As tempting as it might be when you’re the one let go, you should not bad-mouth your old boss, gossip about your former colleagues or be bitter about the company you worked for.

“You don’t know where your angry words may travel to,” Reed says. “Instead, embrace the challenge and turn the disadvantage into an opportunity by staying poised and professional at all times. The sooner you move on, the more quickly some new doors will open for you.”

Don’t show off
When those around you are tightening their belts, it’s poor etiquette to boast about your new purchases, Reed says.

“Try not to tell the world about your expensive holiday (even if you’ve just returned from one), tame down the bling and designer logos (even if you can afford them) and don’t boast your latest promotion to a newly redundant friend. Sympathy goes a long way in building your personal loyalty.”

There’s no free lunch
Compared to the boom times, fewer people are rushing to pick up the bill as it hits the table.

“If your companion is averting their eyes in hope the little black book will take care of itself, be nice but firm,” Reed says. “A simple ‘would you mind splitting the bill?’ is gracefully sufficient.

“Key point: If you don’t have the funds to cover your lunch, you shouldn’t go.”

Gracefully decline invitations
If you’ve been invited to a function that you can’t afford to attend you should “definitely not pretend you’ve forgotten”.

“Honesty is always your best bet as real friends will understand your plight. You don’t need to go into full detail about your current financial situation; simply RSVP, offer your apologies for not being able to make it this time and suggest some alternative plans on another day that are more in line with your budget.”

Lend only what you can lose
Nobody should feel obliged to lend money, Reed says.

“If a person you care about asks you to help out it’s incredibly hard not to get involved, but saying ‘no’ is perfectly ok if you are under financial strain yourself.

“Don’t feel you’re letting them down. Quite the opposite – you’re maintaining the relationship long term. No one would benefit if you had to demand your loan back or cope with having less funds to live on. If you decide to go ahead, take it easy – don’t loan money you are not prepared to lose.”

Hold your tongue
Before giving any advice, think about how you feel when someone offers a view you didn’t invite, Reed says.

“Approve it or not, if someone you know is spending unreasonably, it’s none of your business, even if you just want to help. It’s their journey, their life and their money.

“As much as you would like to caution and cushion the possible negative implications for them, don’t give advice unless you are asked for it.”