James Weber

January 21, 2017

Working With Executive Recruiters: Be Prepared For Every Conversation!

Your ability to express yourself in an effective manner is critical to landing a job. In this post, I focus on your communication skills with the Executive Recruiter. [Tweet “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 the critical touch points and your responsibility during each.

My preference is to make my initial contact via email. It is more productive for me to do so and eliminates the embarrassment of catching someone off guard. In that email I will 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. The preliminary call is my first opportunity to take the measure of the candidate. I want to assess the individual’s ability to communicate their interest, enthusiasm, motivation, and personality. This will be a short conversation so it requires that the candidate (not really a candidate yet) get to the point and resolve the most pertinent and immediate questions. Vague, non-committal responses will eliminate the person 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 on the opportunity. If he is still interested after his due diligence, we will agree to a more in-depth phone call. At this time, I will become immersed in their background, strengths, and skill-set. This is usually a 60-minute conversation.

As I discussed in the my last post, I want to understand my candidate’s complete work history. I like to listen to them tell the story of their career and then ask questions that focus on specific accomplishments that dovetail with my client’s needs. 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 second opportunity to evaluate their communication skills for context and language. If an executive has difficulty telling their career story, they will likely have difficulty selling their thoughts and ideas on improving the client’s business. I expect the candidate to talk in complete sentences and to use the appropriate grammar. Communication Skills matter! The questions I ask about specific accomplishments are meant to reveal the candidate’s approach to problem solving and project management. Questions about job changes reveal how the candidates are thinking about career management.

I usually allow time, so the candidate to ask a few questions. Often, I do not have the answer if the question is related to 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 is also revealing.

Phone conversations have their limitations. However, the best candidates understand those limitations and overcome them. I have found that some otherwise solid candidates do not perform well on the phone whereas some weaker candidates have a very good telephone presence. Each of these types is outside the norm so generally speaking, good telephone skills follow the better candidates.

Key Points to Remember:

1. Understand your recruiter’s validation process.

2. Prepare for each contact point.

3. Ensure that your telephone skills are sharp.

Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: New
3. Payroll-Benefits Manager, Atlanta-based Retail Company.
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company:

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January 15, 2017

Working With Executive Recruiters: Be A Competitive Candidate

As I mentioned in recent posts, my 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 a good impression. I will discuss your resume later, however, at this point understand that Executive Recruiters need your entire work history. Don’t waste their time. Always provide them a resume that documents your complete work history. You may want other versions with a shorter time span, say the last ten years, which you can send directly to hiring managers.

You should tailor your resume, to put emphasis on your fit with the company’s requirements. One classic technique is to develop a two column handout that lists the job requirements in one column, and matching 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.

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 was chosen, “A”; and the result of your actions, “R.” Hiring managers are very interested in learning 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 some humor and key learning.

Preparation and planning are the keys 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 interview you? 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.

Landing a job is a team effort! After you have established your bona fides and great stories to tell, assemble a team to help you sell your case. Your team will consist of the external recruiter, any external parties who 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 in 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.

Key Points to Remember:
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

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

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January 7, 2017

Working With Executive Recruiters: Your Top Five Priorities!

HAPPY NEW YEAR! With the 2016 Holiday Season completed, most of us are back at work; earning a living or looking for a new job. But, something is different this year. There seems to be a greater sense of optimism than I have heard in a long time. Polling data on consumer confidence supports this newfound optimism. I watched the Dow Jones Industrial Average come within .07 of 20,000 before closing out the first week of 2017 at 19,964. The anemic economy may have received a massive dose of adrenaline.

Traditionally, the first quarter is prime-time for recruiting new employees. During this time, one can expect an up-tick in calls from Executive Recruiters. Whether you are looking for a new job, or not, you must actively manage your career. Working with Executive Recruiters is an important aspect to effective career management. If you are serious about managing your career, you will nurture relationships with a few Headhunters. So, this is a good time to share my thoughts about working with Executive Recruiters.

My 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, it is an opportunity to make a new connection which 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 another viable candidate in the queue.

Point number two might be contrary to counsel 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 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 is 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 might not get the job in question, but you will certainly make a favorable impression. Favorable impressions lead to future opportunities!

Key Points to Consider:

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.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

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December 27, 2016

Plan Your Job Search! Work Your Plan!

Let’s face it; the single most important stress factor to any job seeker is financial. “Will I find a new job before I run out of cash?” Will I deplete my savings? Will I lose my home? All are very real possibilities which can be overwhelming. To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process. Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers. You have the personal attributes and skills to be successful in your job search. Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your lifestyle.

I am a planner by nature, and by training. When confronted with a new challenging situation, my fallback position is to execute the problem-solving/planning cycle. I get organized. I analyze the situation; evaluate options, set goals; track activity; reassess; make adjustments; then set new goals. Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort that helps lower my stress level. I also subscribe to the “ready, fire, aim concept. Even when developing my plan. It eliminates analysis paralysis. So, while between jobs, I employed organization and planning routines that had never failed me. We will refer to this process throughout the book.

The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile. The obvious objective is to find another employer in the same sector, doing the same job. But, that is just a place to start. In all likelihood, the best opportunities will be somewhat different from your last situation. The odds are that a smaller, emerging company in a different segment will become your next employer. As with any good plan, it is wise to allow flexibility to consider interesting opportunities as they occur.

Elements to factor into your plan:

• Establish a realistic time frame and the worst case scenario

• Define your compensation and geographical requirements

• Define your primary and secondary employer targets

• Ensure that your strategy is heavily focused on networking

• Establish an appropriate yet flexible weekly work routine

• Keep a diary

• Communicate, communicate, communicate

My search assignments take 90 days from start to finish, on average. Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus. The adage of one month of search time for each $10K of salary is still appropriate. This statistic should help the job seeker develop a realistic duration for their search. For most people, especially those who have neglected their networks, it could take up to 90 days to reassemble and engage your network. Most people find new employment via networking activities so, prepare to spend 80% of your effort networking I will devote a lot of time to discuss the issue of networking.

An important element to the success of any plan is a system to track your effort and results. Job search is no different. Keep a record of who you have talked to, the nature of that discussion and follow up issues. Analyze your efforts. If your plan seems to be working, stay with it. If it needs some adjustment, do so and establish new goals. Write down your thoughts and feelings for successes and failures. Keep a diary as it will be helpful. Plan your work and work your plan. In my opinion, a systematic approach is the best way to find a new job and minimize your stress.

Key Points to Consider:
1. Develop a written Job Search Plan.

2. Keep a diary.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

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December 18, 2016

Knowing Which Way to Turn at a Career Crossroads: 5 Tips to Help You Choose the Right Road – Julie Denise 12-07-2016

Unexpected career changes happen, but most people are still surprised when it happens to them. Working for Lehman Brothers for 25 years, my destination was plugged in turn by turn navigation was running. I would continue on my present road to success until I reached age 55, take my vested retirement and set the cruise control. In 2009, the wheels fell off. In 2009, the banking giant central to my plan veered off the road and went bankrupt. Instead of following my “road to retirement plan," I found myself needing to develop “a career search plan.”

What now? I was too young to retire, and my financial situation was negatively impacted because of the end of Lehman. I was the primary breadwinner in my family and had two kids in college. Standing at a career crossroads, the analytical side of me narrowed my options. I could look for another banking role, leverage my expertise and my network to a new industry or I could start my own business perhaps in a new industry. The last possibility intrigued me, 30 years in banking is a long time!

At a local networking group, I was introduced to FranNet and the concept of becoming my own boss through franchise ownership. I later met with Leslie Kuban about franchise opportunities and began traveling a new and exciting road, but when I was expectantly offered a position with a large financial institution, I hit the brakes.

In my quest for the perceived stability of a steady paycheck, I hastily put aside my desire to own my own business only to realize I wish I hadn’t given in so soon. Fortunately, this detour helped

me gain valuable clarity. I knew for certain I never wanted to work for someone else again.

My U-turn back to FranNet resulted in my taking on the role of business owner and franchise consultant. Since 2012, I’ve worked to leverage the lessons I learned during my own career transition to help others find the right path for them. Being my own boss means I set my own schedule and have time to help others as a career ministry volunteer and certified SCORE mentor.

Parked at a career crossroads is an uncomfortable spot for anyone. Here are a few tips on paving a clearer path:

1. Lean on Your Support System

I was fortunate to have an understanding and employed spouse who encouraged me to take the time to make my next move. Whether it’s a spouse, sibling, parent, friend or colleague, surrounding yourself with people who will encourage you through this challenging time is key.

2. Keep Your Network Working for You

It’s easy to feel isolated when you exit a position after many years, especially when you’ve poured so much energy into climbing the corporate ladder. Once you’ve tended to your wounds, reach out to the network you’ve built along the way.

3. Take Advantage of Free and Low-Cost Resources

One advantage to the ever changing job market is the proliferation of career networking groups and mentoring programs. Some of these groups are larger faith-based groups such as the Crossroads Career Network while others are smaller and more industry focused. Just search in your area and ask around for groups close to you and don’t be afraid to step out. I am aware of many groups in the Atlanta area, so please feel free to contact me directly for assistance.

If you’re looking at starting your own business, mentoring and training are what SCORE is all about. With local workshops, webinars and advice from experienced mentors, the possibilities are endless with the help of a SCORE mentor.

If you want to be your own boss, but have no idea what business you’d like to own, I’d like to introduce you to FranNet’s proven consultative process which will guide you through narrowing down the best franchise opportunities to match your goals, budget, skills, and preferences.

4. Get Clear on What You Want

Gaining clarity on what you want (and what you don’t want) will help you focus on the right opportunities instead of spinning your wheels in the wrong directions. This is where a career coach or consultant can help.

5. Lay out a Financial Plan

Whether you decide to invest in yourself as a business owner or to invest your time in a corporate role, change in inevitable. It’s never too early to meet with your personal financial planner and/or CPA to lay out a plan and prepare for future income gaps.

Whether you’re clear on what you really want or perhaps you know exactly what you DON’T want, it’s important to know the resources you’ll need to choose the right path for you. If business ownership is something you’ve always wanted to explore, check out my 3-part series, Success Strategies for Avoiding Typical Business Ownership Mistakes and call me today to start planning your future.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: New
3. Human Capital Manager, Atlanta-based Retail Company.
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company:

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December 10, 2016

Interviews With Millennials

Tuesday, I received a phone call from my friend Ellen. We haven't talked since the election, so it was a good time for her to check in and catch up.   I have known Ellen for many years. A fellow Baby-boomer with a marketing background, she is currently selling syndicated research services as an independent contractor. Ellen had some interesting thoughts about our future under a Trump administration; however, she is most interested to see the repeal of Obama-care. Like so many Americans, her insurance premiums and deductibles have skyrocketed as a result of the Affordable Care Act.

Ellen said that she had found an opportunity to work part-time and receive insurance benefits. The prospective employer is a health maintenance company, a natural fit for her as she is very health-conscious and athletic. She went on to say that being interviewed by a Millennial is strange, yet amusing. At one point she was asked, “where do you see yourself in five years?” In other words, what are your long-term goals? I pictured her sitting on a beach drinking a Pina Colada.   We had a good laugh about that, as she plans to retire in five years. I told her that the interviewer was probably working off a script and needed to "check off" that question. I thanked her for providing the inspiration for this post.   The next day, I had a meeting with a CMO candidate currently between jobs. Let's call him Bill. Bill, also a baby boomer, said he is frustrated interviewing with millennials.   His concern isn't that he cannot work for a younger boss, but he believes they are biased against older candidates. His belief creates a natural tension. He told me that he had completed a series of interviews the prior day which did not go well. His prospective supervisor, a millennial, admitted that he was not an experienced interviewer. At some point in the interview, he asked Bill a series of questions as to how he would resolve particular problems the Company is experiencing. Bill admitted that he was disappointed with his response. He told the interviewer that he was uncomfortable answering the question as he did not have enough background information about the situation. That comment caused his interviewer to become defensive. It created a tense moment that may have cost Bill the job.   He said that he finally answered the question, speaking to how he had resolved similar issues for former employers. My advice to Bill was to focus on how he dealt with similar situations in the past and to omit the comments about his feeling for the question.

[Tweet "There reasons why Baby-boomers and Millennials might not connect during an interview."] The biases held by each group toward the other are challenging. However, I think the underlying issue is a lack of skills. I have long known that most people are poor interviewers. It is not surprising, as I have met few people who have had any training for recruiting and selection. They may have read a book on interviewing, but they don’t put much effort into planning for the discussion. Most companies don’t make this kind of training a priority, or they assume their hiring managers know how to recruit and hire employees.   It is somewhat baffling to me as recruiting, selection, and team building is vital to the success of the firm.

If one has not been trained to conduct an interview, it is unlikely they have the skills to be interviewed. I coach my candidates to prepare for the not-competent interviewer. I advise them to be proactive, to find opportunities to exercise some control over the discussion. I make sure they are prepared to answer questions a competent interviewer would ask. I direct them to articles for additional insight on the subject, including those I have written, which are available in my archives.

This is the New Normal. Baby-boomers will be working for Millennials. We must learn to adapt to this dynamic. Interpersonal skills must be developed and refined. In response to this need, our consulting group, ITB Partners, has begun training hiring managers to be more effective interviewers. If you are an employer looking to improve the effectiveness of your recruiting and selection program, we should talk. If you are a job seeker looking to improve your skills, we are here to help you.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company.
3. Human Capital Manager, Atlanta-based Retail Company. New
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company.

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December 3, 2016

Holiday Networking Tips

It is Prime Time! The end of 2016 is upon us, and the celebration is beginning. You may be attending a lot of parties, and networking events. In keeping with the season, it makes sense to offer up some advice and guidance to ensure that you have a productive month.

The Holiday Season is all about bringing people together. It is a time of celebration, reflection, and anticipation for the New Year. It is a time for networking groups to schedule events to close out the year. During this month, you have the opportunity to meet people you will want to add to your business network or social circle. These events are target-rich environments to identify and connect with influencers. Although each event will have a specific focus, you can exercise some leverage. In other words, social events can generate useful job-search connections, while professional networking events may result in social opportunities.

[Tweet “As you contemplate your calendar for December, begin with a plan.”] Determine what you want to accomplish this month. If you are between situations or looking to make a move, you may be looking for people who can help you locate your next job. In this case, you should try to attend as many events as you can. Of course, you will necessarily want to prioritize your time for friends and family. Religious activities are an important consideration. If there is a conflict, all things being equal, opt for the event that best supports your objectives for the month. In some cases, you may be able to attend multiple events, dividing your time between them on the same day.

Set a goal for each party! Begin with the guest list. Who do you want to meet? Plan to meet specific people who may be helpful. Learn who will be attending each event and determine who you want to meet. Conducting research on guests is a lot easier to do today, as more and more event planners are using on-line applications to manage attendance. Those applications will notify you as others accepted the invitation, so you will know who plans to attend. Then, you can cross-reference individuals to their LinkedIn profiles.

Time is short. Be strategic! The objective is to meet influential people, gain their interest, and schedule a follow-on meeting. Make a good impression, so they will want to help you. Leverage your friends, family, and acquaintances to help identify these influencers. Make sure that your elevator speech and appropriate variations are well-honed and committed to memory. Bring business cards to distribute. Make notes on the back of each card you receive so you can send a personalized message. Remember, ask to schedule a meeting. Additionally, become connected to these folks on LinkedIn. Everyone is a potential lead to a job, so introduce yourself to someone new.

Stay focused on your objective. The approach you chose to follow will be different depending on whether the event is business related networking or more of a social event. If the event is for business networking, stay focused on business. If the event is a social gathering, be sociable. As you get to know the other party, there is nothing wrong with getting to know about their occupation, if in a social setting, or about their personal interests, if at a networking event. Begin with casual conversation. Ask questions, including advice. Listen with interest. Stay away from religion, politics, or other potentially sensitive issues, unless you are talking with like-minded friends or associates.

Here are some parting thoughts. Maintain a friendly, positive attitude. You will attract more interesting people. Dress appropriately. You don’t want to stand out in a negative way. Eventually, most people will migrate in that direction. Don't overindulge in food or alcohol. Remember to thank the host before leaving, and later, send a thank you note. Enjoy yourself; the Holiday Season can be a lot of fun!

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

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November 27, 2016

Dating Parallels Job Search Part II: Are You Ready To Begin?

“My professional team and I are connected through a common alignment of goals to serve the client and its members. My personal team of connections on dating apps has a common alignment of goals and the willingness to share a bit of ourselves in the journey of life to serve each other.“ A direct quote from my friend Faith.

I have argued that a successful search begins with a plan. Finding a life partner requires a plan too. In reality, however, even before developing a plan, one must begin with a winning attitude. Success requires a positive, optimistic, yet realistic outlook. One must be confident that the search will be successful in a reasonable period of time. And, you must pursue your search with integrity. Confidence is the key to a winning attitude. You must believe in your skills and capabilities. You must believe in yourself.

[Tweet “A lack of confidence cannot be disguised, and it will be fatal.”] I am certain that you have had experience with people who were unconvincing. You did not believe they could deliver on their claims. Their presentation did not ring true, and their body language was not congruent. Whatever they were selling, they failed to close the deal. Confidence comes from experience. The more experience one has networking, or dating, the more skillful one becomes. Networking forces us out of our comfort zone. It is challenging for some. With practice, you will perfect your message and gain needed information. You learn to listen for cues, clues, and signals to help evaluate options. You learn how to communicate your goals and capabilities in a way that resonates with others. You learn how and when to present information that may not be flattering. You learn how to maintain your composure with grace and professionalism. You learn to express interest without looking desperate. You learn that a little mystery enhances interest. Your experience builds confidence which captivates the other party.

I have been amused by stories friends have told about their first meetings. All too often, the other person’s physical description and photograph were outdated, with little resemblance to the current reality. Of course, it wasn’t amusing to my friends. No one likes wasting time and energy on a fantasy. Integrity; consistent, honest, ethical behavior, is the backbone of your efforts. An accurate presentation of your background and accomplishments is expected. A current photo is required, when dating. Outdated photographs are viewed as deceptive, a major turnoff. Inaccurate embellishments and outright lies will be discovered. Honesty is always the best policy.

Making a good physical presentation at the first personal meeting will determine if the process will move forward. Appropriate attire and grooming is a good place to start. Appropriate means matching the norms of the employer, or situation. I am reminded of something my mother often told me. She said, “You won’t be viewed negatively if you are over-dressed, but you will be if you are under-dressed.” That advice has served me well. One must be well versed in etiquette to behave according to expectations. Your communication skills are being evaluated as you are evaluating the other party. Are you a likeable person? Do people enjoy your company? If you are not a friendly, likeable person it will be difficult finding an appropriate job, or mate. Be likeable. People like to date, and work with people they like.

There will be setbacks along the way. Disappointment is a part of the process. One must have coping skills to work through the rough spots. One of the best coping skills is to build a large list of prospects. If one or two prospects fall out, you will still have ample targets to pursue. Remember, search is a numbers game. Think of a funnel, as a metaphor for the process. A funnel is broad at the top and narrow at the bottom. Target a large, but reasonable number of employers for consideration at the beginning of your search. Then work the process so that, hopefully, you will have two or three finalists to choose from. Start with a lot of participants (play the field) and work them through your process until only one is left standing. Job search and Mate-search begins with the right attitude and confidence in your skills. If you lack confidence and do not present a winning attitude, your search will be prolonged until you make the necessary changes.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Payroll-Benefits Manager, Atlanta-based Retail Company. New
4. Senior Accounting Manager – Atlanta-based Manufacturer. New
5. Controller – Orlando, FL-based Restaurant Company: New

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November 20, 2016

Dating Parallels Job Search

I enjoy autumn. The days are getting cooler here in Atlanta, and the changing of the leaves is awesome. However, it is the return of NCAA Football; that makes fall so enjoyable to me. On a recent Sunday morning, I was exchanging congratulatory football-related texts with my friend Faith, when she asked if I had time for a phone call. I had just poured a fresh cup of coffee which I planned to enjoy on the deck, so I was free to talk. After exchanging some pleasantries, Faith said she needed a male’s perspective about a guy she had been dating. After 40 years of marriage, I am clueless as to the current dating scene. However, from time to time, my female friends ask me for insight into the male psyche. She told me that after three good dates, this guy had gone “radio-silent.” Also, he had failed to respond to a few text messages. She was miffed by his behavior, which she considered rude, and asked for my perspective. I cannot say that I was much help, but I did share some thoughts. It occurred to me that our conversation was similar to my recruiting-related issues.

I have some single friends, male and female, mostly Baby-Boomers, who are actively dating. When we get together, over cocktails, poker, or business networking, I usually get an update on their progress looking for the right match. Some of my single friends are very active. Each has been married, at least once, so they know what they want in a mate. Some have a clear dating strategy to follow. Some are more casual, taking things as they come. Some enjoy the process, while it has traumatized others. Some are optimistic while others have all but given up. People new to the dating scene are trying to understand the rules of the game. I have come to realize that dating and job search is very similar, particularly among Baby-Boomers.

Making a good first impression is a critical component in dating and job search. It begins with your on-line profile, usually LinkedIn and a resume for job seekers. As with job search, technology has delivered a lot of resources to facilitate “mate search,” with E-Harmony and Match.com prominently recognized. Additionally, there are smartphone dating apps such as Tinder, Bumble, and the new Hinge. These apps offer a platform to aid those seeking friendship, romance, and at times, short-term physical gratification. About these apps, Faith said, “As I surf through the sea of other romance seekers on these apps, I look for a common alignment of goals, personal and professional interests, and hobbies.”

Notwithstanding the technology supporting the dating scene, the fundamental process for selecting a mate is much the same as finding a good job. It begins with a goal, supported by criteria for the optimal match and a search strategy. In other words, you need a plan. [Tweet “When dating, the process is referred to as romance, whereas the job search process is about earning a living.”] In dating and job search, the objective is about promoting one’s unique selling proposition while evaluating the other party.

Every step of the way is fraught with angst. I hear questions like; when will I hear back from him/her? Did I make a fatal mistake? Are they considering someone else? Why is the process taking so long? It is a challenge to get your foot in the door. That first screening call is the brass ring. Waiting for the second call can be agonizing. The process never happens in a vacuum. There is always competition, blind to the candidate until after the fact, if ever. The timetable is beyond one’s control. Intestinal fortitude is required.

Next week I will explore each step of the dating/job search process in more depth.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Training Director – Southeastern-based Restaurant Group: New
4. Senior Accounting Manager – Atlanta-based Manufacturer. New
5. Controller – Orlando, FL-based Restaurant Company: New

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November 7, 2016

Before You Accept That Job Offer!

Recently, I have been writing about transitioning from employee to independent contractor, or consultant. That is a significant trend that is here to stay. However, it goes both ways. This week a good friend approached me for advice about leaving her business to become an employee for one of her larger customers. It has been a very long time since she has been an employee, so she wanted to be sure that she was making the best decision, in the right way.

Before offering any advice, I asked her to give me the full background on her situation. She said that she has been working with this thirty-year-old company and has developed a good rapport with the owners. They like her project management style and think she can help them build their business. Now, they want her to join their team. She likes the opportunity but is uncertain as to how she should proceed.

My first question was to confirm that she enjoyed working with these folks and that mutual trust and respect is established. Secondly, I asked if she thought that their upside potential was greater than if she stayed focused on her business. When I got an affirmative response to each of those questions, I asked if she had received an offer letter documenting the terms of her employment. Silence. I was not surprised, as small companies usually hire new employees on a handshake. I explained the importance of an offer letter is to ensure that she fully understands the commitment required of her. I promised to send her a sample offer letter when we finished our call.

I would ask the following questions when negotiating an employment agreement. These are business-based, standard questions for anyone contemplating a new job.

1. What is my role and title with this company?

2. Who do I report to?

3. Will I have any direct reports?

4. What is my compensation, including incentives, and commissions?

5. What is my base salary, when and how is it paid?

6. What is the Commission program and how is it paid?

7. Expenses: what "qualified business expenses" will be reimbursed, including automobile mileage, corporate credit card, etc?

8. 401K: is one available, is there a corporate match, what is the vesting schedule?

9. Profit Sharing: is one available, am I considered eligible?

10. Health insurance: what carrier, what percentage does the company pay?

11. Is short term, long term, and disability available through the company?

12. Ancillary benefits: critical illness, auto / home, additional life insurance buy ups, etc.

13. Is there Paid Time Off? How does that program work?

14. What Holidays are observed?

15. How can I become a major contributor to this organization?

16. What are my opportunities to be considered for more senior management positions after meeting certain metrics?

17. Tools provided: Laptop computer, cell phone, etc.

Armed with this information, my friend was prepared for the next discussion with her prospective employer. He assured her that he would address all of her questions when they met again to finalize the deal, and he did.

If you don't get a formal offer letter, you will still want to address these issues with your prospective employer. Write them down before your meeting to ensure that all of these questions are answered to your satisfaction? Make sure to leave enough space to take notes documenting your discussion. These notes will become your offer letter. When your conversation is finished, make a copy of your notes for your prospective employer to ensure that you are both on the same page.

In having this conversation with your potential new boss, you will learn about him as a leader and his decision-making skills. You will learn about the corporate culture as well as his vision to grow his company. More importantly, you will have documentation to help resolve issues as they arise. So, before making a commitment to start a new job, make sure the terms of your employment are documented.

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

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Training Director – Southeastern-based Restaurant Group: New
4. Senior Accounting Manager – Atlanta-based Manufacturer. New
5. Controller – Orlando, FL-based Restaurant Company: New

Text To Join Our Mailing List:

Send the following text message: NEWCENTURY

To: 22828