Author: James Weber

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MORE ON WORKING WITH RECRUITERS: BE PREPARED FOR EVERY CONVERSATION

Your ability to express yourself in an effective manner is critical to landing a job.  We will explore this issue in greater depth in the next few weeks, but at this time I would like to focus on your interface with the Executive Recruiter.   As you now understand, the recruiter is the gate-keeper.  You must do an effective job selling her before you will have an opportunity to sell the hiring manager.  So let’s discuss those critical touch points and your responsibility during each.

My preference is to make my initial contact via email.  It is more productive and eliminates the embarrassment of catching someone off guard.   In that email I indicate the basic parameter for the search I am working and ask the recipient for their interest or referrals.  If there is interest we will schedule a preliminary phone conversation.    Phone conversations have their limitations, however, the best candidates understand and overcome those limitations.   I have found that some otherwise solid candidates do not perform well on the phone compared to weaker candidates who may have a very good telephone presence.  Generally speaking, however, good telephone skills follow the better candidates. 

The preliminary call is my first opportunity to take the measure of the candidate.  I want to gauge the individual’s ability to communicate their interest, enthusiasm, motivation, and personality.   It will be a short conversation so the prospect (not really a candidate yet) must get to the point and resolve the most pertinent and immediate questions.   Vague, non-committal responses will likely eliminate one from further conversation.  If we decide to move to the next step, I will provide more information so the candidate can begin his due-diligence.  When the candidate becomes comfortable with the client and the job, we will schedule a more in-depth phone interview.   This is usually a 60 minute conversation designed to fully understand her background, strengths, and skill-set. 

As I discussed in last week’s post, I need to understand my candidate’s complete work history.  I like to listen to their career “story” and ask questions that focus on specific accomplishments that dovetail with the job requirements.   The savvy candidates have given a lot of thought to their career and know how to present their history in an interesting way.  This is my opportunity to gauge their communication skills for content and language.  If an executive has difficulty telling their career story, they will likely have difficulty performing effectively in the job.  I expect the candidate to talk in complete sentences, using appropriate grammar.  Communication skills matter!  The questions I ask about specific accomplishments are meant to reveal the candidate’s approach to leadership, problem-solving, and project management.   Questions about job changes reveal the candidates thinking about career management.

I usually leave time for the candidate to ask a few questions.  Oftentimes I do not have the answers to questions about broader corporate strategy, but can be helpful with questions related to the specifics of the job.  The questions asked by the candidate and the timing of those questions are revealing.  If the candidate does well on the in-depth phone screen we will schedule a face-to-face meeting.

In summary, communication matters!  The savvy candidate understands the recruiting and selection process and prepares for each conversation as appropriate.  Telephone conversations have their limitations.  It may be difficult for some people to make a meaningful emotional connection over the phone. If you are one of those people, I suggest that you practice becoming more demonstrative over the phone.  If necessary, seek out professional help.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

 

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More on Working With Recruiters: Present a Complete Work History

The fundamental questions the hiring manager must resolve are; can he do the job?  Will he do the job?  And, will he fit with our management style?  The first question is fairly objective whereas the other two are a bit more subjective.  As a third party recruiter it is my job to make the subjective issues more objective.  One of my colleagues is fond of what he calls the "5 C Model."  When evaluating candidates he likes to get a positive check-off for competence, character, cultivation, (building teams, developing people) changeability (adaptability), and culture.   I like this model! 

The ability to adapt to the employer's culture may be the most important attribute the candidate must demonstrate, especially for the more mature candidates.  To help the hiring manager evaluate the candidate's “fit” we must understand the candidate's complete job history.   I realize that many people recommend crafting a resume  that excludes jobs held prior to the last ten years.   The theory being that anything prior to the last ten years is not relevant and will reveal your age.   I have argued that whereas this may be acceptable for internal recruiters, external, third-party Executive Recruiters want your entire work history.  My clients are not hung up on age as much as larger, Fortune 500-Companies.  They are more interested in experience and the ability to fit within their culture.  This requires us to dig deep into the candidate's background.

Personally, I like to begin with the fundamentals.  There is an old saying to the effect that; "people don't change, they just get worse." A bit tongue-in-cheek, to be sure, but it does contain a kernel of truth.  Stated another way, one's strengths and weaknesses become more entrenched over time.  That is why I am interested in the fundamentals.  I want to know about those early jobs as they set the foundation for your career.   The early employers reveal a lot about your initial training and development.  It speaks to the types of cultures you have worked in and become adept.   Companies, especially large well-established companies are known for their strengths.  To build a career as a Sales and Marketing Professional most people want to begin their career with a top-tier consumer packaged goods company.  If you want to build a career in accounting, working for a major public accounting firm is the gold standard.   You get the idea.   No, I do not believe that foundational experience trumps all other experience.   All things being equal, your first jobs are an accurate predictor as to your career trajectory.  So why wouldn’t you present this vital information to a recruiter?

The last 10 years  have been bleak for many job seekers.   The recent economy has resulted in a number of short-term jobs and long periods of unemployment for some.  If this is your situation, wouldn't it be better to show your employment stability.   Job stability or lack thereof is revealing.  One should have been with an employer long enough to gain relevant experience and to show significant accomplishments, but not so long that one cannot adapt to a new situation.  The longer you work for a company the more entrenched you become in their management style and culture.  Long job tenures make it more difficult to adapt to the next situation.  If you have reviewed a lot of resumes, you will note that people who have worked 10, 15, or 20 years for one employer often follow that situation with a number of jobs of a shorter duration.  I believe that those short-tenure jobs are transitional, helping the candidate shed old habits and learn to adapt to new cultures.   This is certainly something I want to know as I qualify my candidates.

Knowing how a recruiter thinks and works will help you become a better candidate.  Be prepared to discuss your full history to help the recruiter do his due diligence.  This will work to your benefit and establish a solid relationship with your recruiter.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

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More on Working With Recruiters: Be a Competitive Candidate

As I mentioned in my last post, my recent searches are generating a very high volume of candidates.   Most are gainfully employed.  It is clear that there is a lot of competition for jobs, especially for a step up, or a better situation.  If you are serious about landing a new job, you must be a competitor! 

These five points will set you apart from the rest of the field!

  1. Demonstrate your match to the job requirements.
  2. Prepare for all interviews and conversations.
  3. Turn your accomplishments into short stories.
  4. Build a Support Team.
  5. Be an Effective Communicator

 

The first step is critical to getting onto the playing field.    You must demonstrate your bona fides and make an impactful impression.  You will need to tailor your resume to put emphasis on your fit with the company’s requirements.  One classic technique is to develop a two column hand-out that lists the job requirements in one column, and qualifications in the other column.  This is a useful document to engage the recruiter and can be helpful during the interview process.  I encourage my candidates to present that document to the interviewer at the beginning of their discussion.  In most cases it will become the agenda for the interview.  It would also be helpful to present a top-ten list of your key accomplishments.

 

Preparation and planning is key to success in any endeavor.  Competing for a job is no different.  You must understand the situation and adapt.  Understand the company’s selection process.  Do they use a structured interview process, if so, which model?  How many people will you talk with?  What is their role in the hiring decision?  How will you interface with those people on the job?  Be sure to have an idea as to the background of each of those folks to help you establish a bond.  Do you know the company culture and its values?  What about the performance of the company’s key products and services?  The more you learn during the recruiting and selection process, the less you will need to learn when you join the team.  This will not go unnoticed.

 

The absolute best way to convey one’s accomplishments during an interview is by telling stories.  When talking about your accomplishments keep the STAR acronym in mind.  Your interviewer will be interested to know the situation, “ST”; the alternatives you evaluated and the action chosen, “A”; and the result of your actions, “R”.  Hiring managers are very interested to learn about your problem-solving skills.  You should be prepared to discuss the implementation of the corrective action, especially if it required the management of a team.  Stories make an impact!  They engage the interviewer and will be remembered.  For greater impact, add in some humor and key learnings. 

 

Landing a job is a team effort!  After you have your bona fides established and great stories to tell you need a team to help sell your case.  Your team will consist of the external recruiter, any external parties who may have connections to the hiring manager, company employees who will be a part of the hiring process, and of course, your references.  Let these people know of your interest in the position and your top three qualifications to do the job.  Court them and win them over.

 

Finally, keep all relevant parties updated as to your interest in the position.  Send thank you notes to everyone you meet for an interview.  Remember, your thank-you note is another opportunity to sell yourself and to express your continued interest in the job.  Keep your references in the loop, primed and ready.   Communicate frequently with your recruiter to stay current on the search, and to respond to any important questions.

Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidates in the queue.

 

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.


 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

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More on Working With Recruiters: Your Top Five Priorities

Staying with the theme for the past few posts it seems appropriate to complete my thoughts on this issue.  For you seasoned-hands this post may be redundant.   Even so it offers useful reminders.  The overarching point is to be a serious candidate.  When presented with an opportunity, after the appropriate due-diligence on your part, make a commitment to pursue the job or not.  Let the recruiter know your decision as soon as possible!  Don't underestimate the importance of this initial step.   If you have not worked with this recruiter before, this is your opportunity to make a new connection who could play a vital role in your career.  If this situation is not right for you, explain why and describe situations that would be a better fit.  Be a resource by offering names of other potential candidates.  


 

 

Having established the overarching framework to build a solid relationship with a recruiter, these five points will set you apart from the rest of the field! 

 

  1. Be competitive; assume that the recruiter has plenty of viable candidates.  
  2. Present a resume that includes your complete work history; it is relevant and important. 
  3. When you are scheduled to talk with the recruiter, be prepared. 
  4. Make it easy for me to find you and don't make me chase you down when I need you. 
  5. Check in from time to time to reaffirm your interest and receive updates.    

In a recent search I generated almost 200 candidates.  In fact, this has been a fairly consistent response rate for the past few years.  If you are serious about the job in question, you must be a competitor!  Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidate in the queue. 

 

Point number two may be contrary to advice you have received.   Job seekers want to get their foot in the door with the hiring manager.  Age discrimination is a real issue. I get it.  However, this is not an appropriate strategy when working with third party recruiters.  It looks  deceptive.  News-flash!  Most of my clients with are not hung up on age.  They are looking for experience and competence.    So, be sure to have a resume that provides your complete work history.  One way or another I will get that information from you, so save us both a lot of time and effort. 

 

As to point number three; help me help you.  When we agree on a time to talk, be prepared to talk.  Find a quiet place where you won't be distracted.  Make sure you are on a landline or have a very reliable cell phone connection.  Have your resume in front of you so that we can discuss your credentials. 

 

Point number four should be obvious.  Be accessible to the recruiter!  Many of my candidates are employed so taking my phone call or answering emails during working hours is difficult.  Responding to text messages is a lot easier.  The point is to be accessible to your recruiter and help her understand how best to reach you and the constraints you are working under. 

 

Finally, check in with the recruiter from time to time to reinforce your interest, to get a status update, and to determine if any additional information is required.  A regular check in can be very useful. 

 

If you follow these guidelines you will be viewed as a savvy candidate.  Understand the needs of your recruiter to help him help you!  You may not get the job in question but you will certainly make a favorable impression.  Favorable impressions lead to future opportunities!     

 

 


 

 

Thank you for visiting my blog. 

 

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment. 

 

 


 

Jim Weber, President 

New Century Dynamics Executive Search 

www.newcenturydynamics.com 

 

Posted on

On Working With Recruiters: End Run Fails!

 It is rare for me to work with candidates who lack experience working with recruiters.  After 16 years in the executive search business most of my work is with senior executives who know the drill. However, from time to time I am asked to perform a lower level search to help a client.  In those cases I work with candidates who may not have worked with an Executive Recruiter.  The vast majority of these folks are interested in learning how the process works and how to work most effectively with me.  Instinctively, they  know that I am there to broker the transaction and to help them to the extent that I can.  There are times when the candidate is unable or unwilling to work within the system.  Invariably, those candidates fail to land the job.  In fact, they tarnish their reputations with the client and with me.

Probably the most egregious example of a candidate's bad behavior is going around the recruiter, contacting the client directly, an end run so to speak.  In my Executive Search career, I have only had three candidates try to bypass me to ingratiate himself into the mix.  In every case it ended poorly for the candidate.  My first incident was working on a search for a Corporate Director of Taxation.  One of my candidates was not forthcoming with important background information so I put him on hold.  I advised him that I could not move him forward in the process until he provided the required information.  This candidate became incensed and actually told me that he would be contacting the client directly.  So, with that information I gave my client a heads-up.  Predictably the candidate embarrassed himself and was eliminated from consideration.  Actually, the situation further enhanced my relationship with the client as they appreciated my judgment and communication. The second situation was somewhat similar, except for the fact that the candidate did not come close to fitting the client's profile.  Again, the results were predictable.

The most recent situation was a little different, but the results were the same.  This candidate was qualified to do the job and was in the queue.   We had several steps yet to complete before I could present him to the client.  I needed to do an in-depth phone interview to fully understand his background and capabilities to be followed by a face to face meeting.  Unfortunately the process was not moving along fast enough to suit this guy.   He thought I was deliberately blocking him. So, this candidate executes his end run contacting multiple employees, via phone and email including the hiring manager.  I knew that he had a contact inside the company but it was not a strong enough connection to really help him.  His behavior was viewed as unprofessional and unwarranted.  He disqualified himself as the client decided that he was a poor cultural fit.  If he had worked with me, the outcome may have been different.  He clearly did not appreciate the strength of my relationship with the client.

In each case the candidate failed to understand or appreciate my bond with the client.   When a client hires a recruiter they do so with great care.  The recruiting and selection process is critical to the client and full of risk.  There is a significant level of trust between the client and the recruiter.  There must be!  The stakes are too great.   The client looks to the recruiter to manage the process in an effective and efficient manner that reflects well on the client's brand.  In support of this goal, before I begin a search I get clear direction from the client as to the job requirements, the experience required, and the skill sets they want to see in a candidate.  We also become aligned as to the client's culture.   I  design my searches  to ensure that the candidate can do the job, will do the job, and will be a harmonious fit with the client's culture.   It is not in my best interest to eliminated a candidate that meets all of the client's criteria.  Likewise, it is not in my best interest to move an unqualified candidate forward.  My work reflects on my credibility and on-going relationship with the client.

If a recruiter contacts you with an opportunity which you decide to pursue, your responsibility is to work within the parameters established by the recruiter.   You may or may not like the recruiter but the recruiter is driving the bus.  Your job is to be a good passenger and enable him to get to the required destination.   One must understand that circumventing the recruiter is a high risk proposition that seldom ends well for the candidate.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

The Layoff is a Bummer.  Enjoy your Vacation!

I had breakfast Monday with John,  a friend and candidate/client who just lost his senior level marketing job as a result of an acquisition.  Another day, another laid-off Executive.   Coincidentally, he was scheduled to begin his overseas vacation this week with his immediate family and in-laws.  As with most senior executives John (not his real name) is a Type A Personality who lives to work so going on vacation at this time is a bit unsettling.  He told me that he really wanted to jump into the job search but is committed to the vacation.  Totally understandable thinking.  My response was, "the layoff is a bummer, so enjoy your vacation! 

 

 

I reminded John that we are entering the seasonal slow period for hiring.  That is not to say that the recruiting and selection process stops, it just slows down.  From June to Labor Day, people are focused on their vacations and time with family.  As a result, the recruiting and selection process slows down a bit too.  Things pick up again after Labor Day as folks re-focus to complete their objectives before the end of the fiscal year.  I don't recommend that the job seeker suspend his search, but to understand and adapt to the season.  The primary strategy during this period is to focus on networking so that when the employer is ready to move forward, you will be well positioned to compete for the job.  Use this time to connect with friends and family; relax, reflect, and recharge.  Enjoy the vacation!  I told John that he could reengage aggressively upon his return without missing a beat. 

 

 

We talked about steps he could take immediately to set the foundation for his search.  He had already made a good start by contacting me so that I could factor his situation into opportunities known to me.  Additionally, updating his LinkedIn page and other Social Media Accounts is another good idea.  His preference is to stay in the Atlanta area, but he is open to relocation for the right situation.  I suggested that he broaden the target for his search.  Granted, most of his experience has been in Restaurant Marketing narrowly defined, however, his capabilities can be applied more broadly.   The Restaurant Industry is retail, a segment of the Service Sector.  His skills and experience can be easily applied across the Service Sector at large.  Additionally, many of his employers have been franchisors so that presents additional possibilities.  Once he considered his experience in slightly broader terms i.e. Service Sector/Franchise Marketing, he began to see far greater potential for his job search.  Atlanta becomes an even more attractive place to focus his job search as the opportunities in the Service Sector is very strong in this market. 

 

 

We also discussed the viability of engaging in Consulting or Project work while looking for full-time employment.  As I have argued many times in my blog, there is a need for short term project work which often leads to full time work. 

Looking for a job is full-time work and should be taken seriously.  However, one need not spend more than 35 to 40 hours a week on job search, especially during the summer months.  Look to obtain balance in your life.  Regroup, recharge, and reflect.  The layoff is a bummer, enjoy the vacation. 

 

Thank you for visiting my blog. 

 

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment. 

 

Jim Weber, President 

New Century Dynamics Executive Search 

www.newcenturydynamics.com 

Posted on

Offer Accepted for Controller Search

June 4, 2015; New Century Dynamics is pleased to announce that our candidate has accepted an offer of employment to become the new Controller, North America, for an Atlanta-area Manufacturer with a Global Presence.

Jim Weber, President

New Century Dynamics Executive Search

Posted on

The Consultant’s Paradox

Paradox:  noun

1. A statement or proposition that seems self-contradictory or absurd but in reality expresses a possible truth.

2. A self-contradictory and false proposition.

3. Any person, thing, or situation exhibiting an apparently contradictory nature.

4. An opinion or statement contrary to commonly accepted opinion.

I am well into a Controller search for a global manufacturing company based here in the northern suburbs of Atlanta.  The client has identified two lead candidates and I have three back-up candidates in the queue for insurance.  One of my backup candidates is particularly interesting as he has been doing consulting/project work for the past eight years.  He is interesting because his consulting experience has largely been with manufacturers, making him a viable candidate.

Early in my career it was not uncommon for the unemployed to present their time between jobs as "Consultant" whether they had actual clients or not.  At that time "Consultant" became a euphemism for unemployment.  There was a greater stigma attached to unemployment in those days.   The realities of the past 30 years have helped people understand that competent people can be displaced through no fault of their own.  Industry restructuring leading to mergers and acquisitions and subsequent right-sizing, and down-sizing has affected most us, one or more times.  In all of this turmoil, the decision to terminate particular Executives is more like Survivor Island than we would like to admit.  The individual decisions are often more politically driven than for competence and potential.   Thankfully, opinions have changed about people taking on consulting/project assignments while unemployed.  There are of course other biases against consultants, even those from established consulting companies. 

We live in a different world today.   There is still a lot of work to be done, but companies are reluctant to add to staff.    In this environment out-sourcing is a very desirable alternative.  It is easier to terminate a contract than to fire a difficult employee.  Given this reality, I have long advised my candidates to consider freelancing.  It is a good way to maintain one's cash flow needs and a viable job-search strategy.  The activities one must engage in to find a consulting assignment are no different than those required to find a job.  The effort is complimentary.  From the employer’s perspective the “Temp to Perm” analogy comes to mind.   In the example of the candidate, mentioned earlier in this post, freelance work gave him the opportunity to gain new experiences, strengthening his resume, making him a more viable candidate.   There is a balancing act one must consider.  The longer one is employed as a freelancer the more difficult it becomes to find full-time employment.  It seems that the inflection point is in the two to three year range.   By this time one must decide which path to pursue or the consultant path may be chosen for you, like it or not.

As with any bias or prejudice, the employer’s predisposition toward consultants is due to a lack of understanding about the challenges faced by the freelancer.  The freelancer is a self-employed, small business owner.  Fundamentally, they must be competent and able to work with people to complete an engagement and generate referrals for new business.  More importantly, however, the freelancer must be good at business development to land their assignments.  They must be successful networkers and good sales people, skills that are valued in any successful organization.  They must be good financial managers as well.  These traits may not be well understood by most employers.

In conclusion, businesses need freelancers to help them achieve their goals while minimizing their labor exposure.  Displaced professionals are available to do freelance work while looking for full-time employment.  The paradox is that after a certain period of time a freelancer may become unemployable and type-cast as a consultant.  Understand the trade-offs and plan accordingly.

 

Thank you for visiting my blog.

 

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

Posted on

New Controller Search for NE Atlanta Metro Area-based Manufacturer

New Century Dynamics Executive Search has been contracted to find a Controller for a NE Metro Atlanta-based Manufacturer with a global reach.  This position reports to the CFO and has responsibility for North American Operations.  Base Salary $90k to $125K, plus Bonus.  Contact Jim Weber at:  JimWeber@NewCenturyDynamics.com  or 770-649-7051.

Posted on

The Nasty-Gram: Be On Your Game At All Times!

Saturday morning I awoke to find an email nasty-gram from one of my candidates.  I first heard the term "nasty-gram" from a former Boss to describe a certain type of negative, personal memo.  It seems this candidate was miffed that I had not responded to his email earlier in the week indicating that we could not schedule a meeting until later in the week.  Mea Culpa!  No excuses. I thought I had acknowledged his email.   My priorities for the week had changed and I failed to close the loop with this candidate.  On the other hand, I did not receive a follow up note or a reminder from him either.

I must say that I was naturally taken back.  Mad even.  When dealing with professionals one expects a certain amount of discretion, giving one the benefit of the doubt, as it were.  I took responsibility for my oversight and apologized.  I invited him to call me at his convenience for an update on the search.  This is a younger candidate who may not have worked with an Executive Recruiter before.  In any event, if he knew how to craft a note to obtain a favorable result he chose a different direction, taking the unprofessional route.  On the other hand, he may have an over-inflated ego, or anger management issues.  Whatever the reason for the tone of his missive, it spoke volumes about him as a person.  He was not my strongest candidate for the search in question, by a long shot, but he was a possibility.  After the receipt of his email, his status dropped significantly.  Seriously, is this the kind of person I want to put in front of my client?  Do I want this guy representing my reputation?  Doubtful!

When you are working with a recruiter, whether a company recruiter or a third-party Executive Recruiter, your behavior is being evaluated at every contact point of the recruiting and selection process.  Looking for a job is stressful, but one must deal with stress on the job too.  If you are perceived to handle stress poorly as demonstrated in the recruiting process then your ability to handle normal job stress will be questioned.

Communication skills are critical in professional callings.  The ability to express yourself persuasively in verbal and written form is mandatory.  No company wants to deal with the drama created by strained relationships  due to less than professional communication and behavior.  The way you interact with your recruiter and prospective employers during the selection process gives them a window into how you will behave if hired.  It will definitely affect your ranking in the process.

When you are under consideration for a job you must be at the top of your game, all the time!   The last thing you need to do is create doubt about your viability.  The slightest slip can diminish your standing.  Creating strained relationships with anyone who has a vote in the hiring decision is very unwise.  You must make those folks your friends and supporters.

Thank you for visiting my blog.

 

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com