New Century Dynamics Executive Search is pleased to announce a new Controller search for an Atlanta-based Manufacturer.
Your interest and referrals are welcomed.
Jim Weber
It’s That Time Again!
It's that time again. Time to recap the fundamentals of a good resume. This seems to be a topic that will never go out of style. It is ever relevant as the typical resume continues to violate so many of the basics. Why this week, you might ask? Well, as it happens, I have been asked by a new client to edit his resume in a way that will help minimize his pending job search. He is on notice that his job will be eliminated in about sixty days. This gentleman is a seasoned professional who has not had to look for a job in well over 20 years so spending a lot of time agonizing over the perfect resume has not been a priority. As he contemplates job search his strategy is to look beyond the industry segment where he built his career. His skill set is very strong and should be of value to hiring managers in a number of segments. As a result, the resume we craft must emphasize his skills and accomplishments so as to resonate with those hiring managers.
The good news is that my client's resume in solid in many ways. He is using a standard format; he has an executive summary that serves to position his career; he breaks things up a bit with a Skill Set Summary in bullet point format; and he separates job responsibilities (in sentence format) from accomplishments (in bullet point format). The primary issue is that his resume does not properly reflect his stature by his verbiage or formatting. The verbiage screams middle-manager, and the formatting does not optimize available space.
Five Key Point for an Effective Resume
- Make use of White Space to break up the resume and keep it interesting.
- Use a 12 pt font to make it easier to read.
- Keep each bullet point to one line.
- Edit aggressively for relevancy and to eliminate redundancy.
- Use the header and footer functions to maintain integrity and continuity.
The point of a resume is to generate interest leading to an interview. It must be designed for a reader who will spend twenty seconds skimming through the document to arrive at a go, no-go decision. Short, concise verbiage is key. Jargon and buzz words are a distraction. One's accomplishments must jump off the page. Don't write a dissertation as no one will read it anyway.
I attacked his resume by eliminating bullet points that added little value which gave room to raise the font to 12 pts. Those edits immediately took his resume to a full two pages with more white space. Already, his resume was beginning to look a lot more interesting. My next step was to edit the remaining content for relevance. I cleaned up run-on sentences and eliminated follow-on sentences that added no value. Those edits elevated the stature of this candidate to his rightful place.
When crafting a resume it is important to remember your audience and how they will consume your resume. The reader is pressed for time. Some studies indicate that a viewer may spend 20 seconds with your resume, unless it is interesting and compelling. Your resume is as much a marketing tool as it is your personal career history. Make use of larger fonts and other text effects like bolding and italics. White space helps to ensure that your message stands out and makes the resume more inviting to the reader. Be concise and accurate with your prose. Repetitive themes can be useful, but redundant verbiage is not. If you follow these suggestions your resume will help you stand apart from the rest of the pack and ensure that you are called for an interview.
One final point. I received a resume via email this morning. The email address was very personal, cute even, but it was not professional. My eyes rolled! Immediately this candidate looks to be less than serious. The ideal email address is you name or a reasonable derivation thereof. It should be used explicitly for your job search so that you will not be distracted by other personal matters.
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
Aces in Their Places
I have had a number of conversations with job-seekers this week, mostly candidates for a current search. These people are all interested in my opinion as to where the job market is headed. What little I can offer mirrors what I have heard from the most prominent business and economic experts I follow and from the Government labor reports. It would appear that the economy is slowing. Europe and China are weak which affects our global corporations. The Dollar is strong which is great for buying foreign products, but makes our goods and services more expensive overseas. The price of oil is way off its 2014 levels putting more discretionary funds in the consumer's pockets which is most welcomed. On the other hand it puts pressure on the Oil Industry, especially those employing new technology to bring oil out of shale formations. My understanding of the current oil dynamic is that the Saudi's are trying to regain discipline in the Oil Market by maintaining a high level of supply. They are also trying to slow down the resurgent U.S. oil boom. Notwithstanding Saudi machinations, if the demand for oil was stronger they probably would't be so focused on disciplining the market. Oil prices have been moving up a tad in recent weeks so economic activity may not be about to fall off a cliff.
On the other hand, this year seems to be very similar to the first quarter of 2014 both impacted by severe winters that dampened economic activity. In 2014 my business was a bit slow in the first half, and then I did a full-years’ worth of business in the second half of 2014. Who knows, 2015 could be a repeat of 2014. Another data point which I find interesting is that the Consulting side of our business remains strong. We have a number of active engagements in process and new projects in the pipeline. Our clients have issues that need to be addressed; however, they are not interested in adding additional headcount.
What does all this mean for job-seekers? At this time I see employers working to strengthen the quality of their teams. They may not be adding to total headcount, but they are working to ensure that they have the right people in position. “Aces in their places,” is a term you may have heard before. As the economy slows, market share battles will intensify. If one wants a world-class product they had better have a world-class team. Upgrading the quality of the workforce will create opportunities for existing employees, and for those looking for a new opportunity. If you are looking for a new job, you must be positioned as a viable talent upgrade. You must ensure that your skills are on the cutting edge.
If you are currently employed I would advise that you look long and hard for opportunities inside your company. Most companies would prefer to promote from within wherever possible as it is less risky and builds morale. If you need to upgrade your skills, work on those issues and ensure that it is known within your company. If you are between jobs you must have a clear understanding as to your skill set gaps. Close those gaps immediately! Additionally, seek out project work or short term assignments as a part of your job search strategy. You will become more of an insider by working on a contract basis leading to job opportunities.
In closing, my best advice is to assume that the job market is tightening and behave accordingly. Behave like an underdog. Ensure that your skills are current, especially your networking skills.
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
New Century Dynamics Lands Search for a Controller
New Century Dynamics Executive Search has been contracted to find a Controller for a NE 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
Please contact Jim Weber: JimWeber@NewCenturyDynamics.com if you are interested or have any referrals.
Thank you.
I Was The Cloud Before There Was a Cloud!
As you can imagine, I have a lot of resumes in my data-base. You could say that I have a vast resume file. After sixteen years in the Executive Search business one would expect as much. After all, I receive a number of resumes every day, solicited and unsolicited. It is a part of the job. So naturally, my data-base continues to grow and grow.
Over the years, I have provided insurance, of a sort, for my candidates. I cannot tell you the number of times I have been asked by candidates to recover their resumes. Usually this is due to a computer disaster, but sometimes it was because they were traveling and could not access their resume except through me. More recently that has not been much of an issue as we can back up our files to The Cloud. But you could say that I was The Cloud, before there was a Cloud. Kinda, sorta. Even so, I was pleasantly surprised to hear from one of my clients last week with a bit of a twist on this need.
From time to time, as a part of my work I have been asked to help senior executives with their resumes. Usually it is tweaking the verbiage, but sometimes it was a total overhaul. These folks are usually pressed for time and have become comfortable with my work so it is just easier to call me. Last week I got an email from one such client. This is a restaurant industry icon who had just been nominated for a Board Seat. The Chairman needed to see his resume and time was of the essence. It had been about five years since I had worked on his resume, so clearly, it was in need of an update. Not only was there content to add, but the formatting needed a tweak as well. Did I mention that it was a rush job? I was more than happy to help him out. He provided the necessary biographical information and I got to work. We traded drafts into the night, arriving at a finished product before the final network newscast of the day. The Chairman had my client’s resume shortly thereafter. My client was pleased with my work, especially the rapid turnaround. I hope he gets that Board Seat. He most definitely should.
It did not register with me at first, but the timing of his request tied in perfectly with last week’s blog posting, which was most interesting. As you will recall, last week I spoke to the need to make an emotional connection with your clients and prospective employers. My final point was to ensure that you follow through on your commitments. Talk the talk, and walk the walk. What is interesting about the timing of his need was that it gave me the opportunity to validate my own advice. I did not even give it a second thought. He needed my help and I was happy to comply.
So there you have it. If you are reliable and do good work you will always be in demand. I am certain that you can speak to similar situations in your career that should be a part of your story. When an interviewer asks, “why should I hire you?” or “what makes you stand apart from the other people interested in this job?” you should be prepared with an equally compelling story. Have a number of examples ‘top of mind’ to provide a killer answer. Ensure that your references have their own examples that support your narrative. Be able to tell the prospective employer just how well you “walk the walk!”
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
Announcing the Launch of J. Jewels Boutique
New Century Dynamics is pleased to have helped in the launch of J. Jewels Boutique.
“J. Jewels philosophy is that gems should be associated with memories of special people, places, and events."
We feature rare and common precious gem stones in Gold and Sterling Silver settings for the Stylish, the Classy, and the Eclectic.
Please visit us on-line at J. Jewels Boutique. Shop our collection. Open an account. Send us your thoughts and suggestions!
Best wishes.
Jill
J. Jewels Boutique
Make an Emotional Connection
For the past few weeks I have been working with a client on an e-commerce start-up. It has been an interesting assignment, helping install the back office systems and developing a social media strategy. The fledgling web site is up and functioning but seems a bit sterile to me. It lacks the necessary excitement and call to action to ensure its success. It needs to make an emotional connection with the customer. In discussing this issue with the owner I was reminded of The Banana Republic catalog in its early years.
When I first became acquainted with The Banana Republic it was via their catalog in 1982. The company had only been in business for about four years at that time. I was living in Toledo Ohio and they had yet to build a store in the area. Mel and Pat Ziegler had crafted a catalog that read like a travel diary. Having both worked in newspapers they knew the importance of telling a good story. As the Zieglers wrote in their book Wild Company, “we were looking for a third world adventure theme with vintage army surplus clothing which represented character, charisma, and class. “ They had a vision for the company that would convey adventure, heritage, and independence. At that time the theme was a about military surplus clothing suitable to politically unstable tropical countries, i.e. Banana Republics. I was hooked. I can remember how I would read and re-read their catalog like a novel by a favorite author. They had me. The emotional connection was made. Thirty years on, I can no longer relate to The Banana Republic, but there was a time when their clothing fit my style. I am sure that you can think of one or more similar stories about your favorite brand.
Successful brands are all about building connections with customers and clients that will ensure a long lasting relationship. In our careers we look for customers who share our values and philosophy, people who need our services and enjoy working with us. Clients who give us clear and honest feedback, especially when it is negative, are golden. We strive to build relationships with people who will spread the word about our value proposition. When a problem arises, as will happen, our clients should know that we will take responsibility to find a viable resolution. This confidence builds bonds of trust. So, there are fundamentally two things we must do to establish that emotional connection. The first is to communicate our vision, philosophy, and values. Second, we must deliver on our promise. Talk the talk and walk the walk, so to speak.
Each of us is on our own adventure in life. Starting a new business or changing jobs ranks right up there. Sharing your vision in a way that will make an emotional connection with customers and potential employers is still a wise strategy. Clue them into your journey and make them a part of your adventure. Share your passion for what you do. Make them believe that they can count on you when times are tough. Demonstrate by example how you have built trust on other assignments. Above all, when the deal is done, ensure that you follow through on the commitment you made. Deliver on the promise to ensure the bond is solid.
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
NETWORKING WITH THE ALUMNI
An often overlooked networking resource is your college alumni association. Atlanta has a rich alumni culture with representation from Colleges and Universities across the country. There are even a few local Schools with a big following. It is on full display every Saturday during Football season. Just try to get a table at a local sports bar. Not easy to do. I was reminded of this fact after attending an Alumni dinner this week, hosted by two Business Development Managers from my Alma Mater’s College of Business. These folks were in town on other business and because they are good networkers, they reached out to a number of local alums. They offered an invitation to dinner with an update of activities at the College. Who could resist?
These events have a tendency to attract the same people and this dinner was no exception. There were, however, a few new faces, including four alums who had not attended the College of Business. After a little small talk and a cocktail or two, the ten of us took our seats and proceeded to order our meals. It was a cozy affair that included two young couples, three more-mature alums, and the protégé of one of my peers, Bill, a retired AT&T Executive. Also in attendance was the Chapter President, a current AT&T Manager and his fiancé.
After the waiter left with our orders, the senior Business Development Manager formally welcomed us and invited each of us to introduce ourselves. Since I was immediately to her left, I was the first with my brief bio. I was followed by a young lady who turned out to be an account executive with Career Builder. Next was Bill, followed by a College of Engineering alum, the junior Business Development Manager, the married couple, and finally the Chapter President and his fiancé. It was a very interesting group which gave us a lot to talk about. I learned that the AE with Career Builder was calling on many of my clients; that Bill is active in volunteer work helping Military Veterans find jobs; that the young married couple across the table from me are looking to open their own business; and that the Chapter President and his fiancé were leaving for the weekend to begin planning their August wedding. Bill lives near me, so we agreed to get together to explore some mutual interests, especially in connection with helping Military Veterans with their job search skills.
The next day, I fired off my thank you notes and sent invitations to become connected on LinkedIn. Bill and I scheduled a luncheon meeting next week. I am confident that the other attendees have been active in a similar way since that dinner.
Many people are a bit surprised when I speak to the value of participation in one’s alumni association to further their networking goals. It just doesn’t register on their priority list. But think about it. The most difficult part of any networking event is establishing a connection with someone. Can you really think of a networking venue with as powerful an immediate connection? When you attend an alumni event, you are with people who shared the same college experience. The hard part is done. You already have the connection. I have made some very good friendships which transcend alumni functions.
Having learned the value of my association with the alumni association I have become a passionate advocate, especially to young alums and recent graduates working to build their careers. In a major city like Atlanta, seeking out your College Alumni Association should be the first thing you do when moving into the area. So, to broaden your networking reach give strong consideration to your college alumni association. Its value cannot be underestimated.
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
It’s Not Personal. It’s Just Business
It has been a very interesting week. Most are these days. It wasn’t because it has been snowing in Atlanta, although that has created its own issues. No, what made this week interesting was the extremes of networking results we encountered. My team was reminded that not everyone is a viable networking partner. That will never change.
While discussing our business development activities I told a colleague about my progress with a new partner. This contact, John is a referral from an associate who recently joined our team. John owns a Professional Services Firm whose model is very complimentary to ours. He is very personable and clearly understands the benefits to networking. After three visits to explore mutual interests and opportunities, with a handshake, we agreed to work together to exchange leads and referrals. In fact, both of us have already made connections on behalf of the other.
I then recapped a list of people I had contacted to set up meetings in the coming weeks. When I got to a specific name my colleague stopped me. “Don’t expect any help from him. He is funny about referrals.” In other words, this person will accept your help, but don’t expect him to reciprocate. I was a bit surprised, to say the least. I was fascinated by my colleagues’ recap of several encounters that made his point.
It is a sad part of life that not everyone is interested in the give-and-take of effective networking. Some people, albeit a small percentage from my experience, are about taking, not giving. It may be conscious or not, but not everyone is blessed with the networking gene. It just isn’t in their DNA. I have seen this phenomena all too often in my work. I cannot count the number of people who would not give me the time of day when I called on them, only to find that I am their long-lost friend when they need my help. Clearly, not the norm. Over time it has been a source of amusement. I have recognized this to be a fact of life. It is a cost of doing business. It’s not personal. I have long had the policy of helping these “long-lost friends” as best as I can without expecting anything in return. Punishing bad behavior with equally bad behavior is a poor business practice which likely leads to bad Karma. It’s not personal. I took my colleague’s admonition to heart but still plan to follow through on our meeting. Who knows, it might lead to some interesting intel.
In life, I have learned that I cannot expect everyone to behave to my expectations. Networking is no exception. So, when planning your networking activities follow the 80/20 rule. Focus on those people who are adept at networking and avoid the takers. Help everyone you can without expectation. If they do not reciprocate, recognize their behavior for what it is, a cost of doing business. It isn’t personal.
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
“We Will Sell No Wine Before Its Time”
The Paul Masson brand is best remembered for its 1970s marketing association with Orson Welles, who promised for Masson: "We will sell no wine before its time." An infamous outtake for one commercial from the Orson Welles campaign features Welles attempting to deliver his lines while very severely inebriated. From Wikipedia.
Recently, one of my best clients called to discuss an organization issue. The leadership was planning to terminate a key manager who was not meeting the expectations of the job. The partners, however, had different ideas as to how to fill the void to be created. Two of the partners were behind the promotion of a highly respected, but inexperienced employee. The CEO had another point of view, so he looked to me to provide an unbiased, third-party evaluation. His specific request was for a written report justifying our position.
The client company, a relatively new business, well-funded, it is headed by accomplished industry professionals. They have a proven concept and are moving into a period of rapid growth. In order to be successful it was our view that their key positions must be staffed with self-starters with proof of concept or rely on out-sourced solutions.
My first reaction was great pleasure to know that our firm was held in such high esteem to be chosen to complete this assignment. My next reaction was the realization that this request presented risk to our ongoing relationship. We would be touching on the political dynamics within my client’s culture. My goal was to give the client our very best advice packaged in a way that would be useful and accepted by all parties involved, a win-win-win. I was looking for a solution that would be a factual aid to the client’s decision; that would result in meaningful career counsel for their internal candidate; and which would demonstrate our integrity, protecting our long term relationship. After all, isn’t that the goal of any engagement? Especially since we focus on finding solutions that will ensure our clients long term viability.
The plan we developed consisted of six fundamental steps as follows:
- Initial review of internal candidate’s experience vis a vis the client’s job description.
- Personal interview with the candidate
- Candidate’s completion of Career Insights Profile diagnostic to reveal personal strengths, orientation to work, and personal motivators.
- Consultation with our associates to evaluate all relevant findings and craft the appropriate recommendation.
- Recap findings and recommendations to the client.
- Debrief key members of client’s team and internal candidate.
Our prep work revealed major gaps between the internal candidate’s background and the job requirements. Essentially she was too junior to have the skills and experience to perform the job.
My personal interview revealed that she is intelligent and articulate. She demonstrated her passion for the restaurant industry as a career choice, however she was uncertain about a specific path. She revealed stress related to less than clear communication and direction.
The results of her Career Insights Profile showed her to have a Supporter Style Profile. According to that profile, the candidate is “not outgoing by nature, they tend to rely on more assertive people to take the lead.”
Our team determined that putting this candidate in position at this time and without significant support and direction had a high probability of failure. We discussed the cost of failure to the client, both in financial terms and to their credibility as leaders. We spoke to the cost to the candidate’s ego and motivation to build her career. We believe that she will likely be a long term contributor given the proper positioning, training and development.
The debrief with the key players on the client team did not produce any significant challenges. Their decision now is to determine if they should initiate a search to fill the position in question, or to find an outside resource to manage that function. They must also give consideration to a development program for their internal candidate.
We were successful in this effort, accomplishing our goal for a win-win-win solution. We presented issues the partners had not considered. We were sympathetic to the needs of the internal candidate. We did not put on the hard sell to initiate a search or to provide the needed out-sourced solution. Our report was thoughtful and non-threatening. To successfully navigate any sensitive situation one must clearly understand the needs of all interested parties while maintaining one’s integrity.
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