Tag: career coach

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New Century Dynamics Executive Search announces new assignment: Controller for a Southeastern-based Casual Dining Brand.

January 8, 2017: New Century Dynamics Executive Search announces new assignment:  Controller for a Southeastern-based Casual Dining Brand.

$100M Atlanta based company is seeking to hire a CONTROLLER to oversee accounting and finance functions.  This is an exciting challenge for a well-rounded, hands-on leader.

 

 

 

Responsibilities:

·         Period-end closing and preparation of necessary financial statements

·         Hands-on management of general ledger including journal entries, accruals, AP/AR oversight and reconciliation of cash and other accounts

·         Analysis, research and recommendations for budget variances

·         Financial schedules for taxes and year end external audit

·         Establish and improve internal controls

·         Vendor relationships including review and negotiation of contracts

 

Requirements:

·         Bachelor’s degree in accounting

·         5+ years of accounting experience

·         Supervisory experience

·         Excellent interpersonal and communication skills

·         Excellent proficiency with Excel

 

$100k – $130k.  Bonus in the 20-30% range

 

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: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  In Process
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company:  New

 

 

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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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Send the following text message:  NEWCENTURY

 

 

 

 

 

 

 

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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

 

 

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: 

 

 

Text To Join Our Mailing List:

 

Send the following text message:  NEWCENTURY

 

To:  22828

 

 

 

 

 

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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.

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: 

 

 

 

 

 

 

 

 

 

Text To Join Our Mailing List:

 

 

 

 

Send the following text message:  NEWCENTURY

 

 

 

 

To:  22828

 

 

 

 

 

 

 

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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.

 

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: 

 

 

 

Text To Join Our Mailing List:

 

Send the following text message:  NEWCENTURY

 

To:  22828

 

 

 

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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.
 

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 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.

 

Text To Join Our Mailing List:

Send the following text message:  NEWCENTURY

To:  22828

 

 

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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!

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 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.

 

Text To Join Our Mailing List:

Send the following text message:  NEWCENTURY

To:  22828

 

 

 
Posted on

It’s The Culture!

Last week I drove to Birmingham for lunch. This visit was long overdue. One of my best clients has a restaurant in Birmingham, so it was finally time to check it out. The trip from Johns Creek, GA took about three hours, having left after rush-hour. I arrived 11:45 a.m. Birmingham time. Even then the restaurant was busy, with more guests following me. I took a seat at the bar and was greeted by Teresa. She offered me a warm welcome and asked if I had been there before. I told her that I had not, but had long planned to do so. Teresa promptly explained that the restaurant made all of their items from scratch. She went on to say that they specialize in small-plate portions served as they come off the line. She described their special of the day, a pulled-pork, barbecue sandwich piled high on a bagel. It sounded luscious, but I was in the mood for something else, Grilled Red Fish Tacos with a side order of black beans and rice. She took my order and left to pour a 12oz Yuengling lager from the tap.

 

It was very helpful to observe the operation, to better understand their service model. I had a great view of the entire process, including the kitchen. I could easily interact with the server/bartender. It was evident that the employees enjoyed their work. The service was quick, the food was excellent, and the staff was very friendly. The managers were actively engaged in serving the customers, without being obtrusive. Teresa even presented me with her business card, something I've never seen before. The back of the card featured a promotional message that listed upcoming specials. During my meal, I overheard Teresa tell another customer about helping open their new restaurant in Charlotte. She talked about that trip with great pride and enthusiasm as if she were the company's chief evangelist.  I learned a lot from that visit. I came away with a much clearer sense of the culture my client was cultivating. This knowledge will help me as I take on new assignments for them.

 

The next day I was working with another client, prepping them to interview a potential new hire. I drafted an interview guide to help them learn everything they needed from the candidate. As the issue of cultural fit is important to this client, I crafted some relevant questions.  I made sure that I provided a good selection of open-ended questions designed to get to the heart of the candidate's capabilities, management style, and ideal work environment.

 

I have learned that the most difficult part of any hiring decision is to assess the candidate’s fit with the organization’s culture. A good cultural fit is a major determinant of the applicant’s likelihood of success in any position. Probing this issue may be the most useful line of questioning in any interview. It is often the least well understood.

 

To make an appropriate assessment as to any job applicants cultural fit, the employer must first understand their company’s values and the attributes of their culture. For many businesses, especially smaller entrepreneurial firms this is a neglected matter. Although the company may tell you what's important to them as a brand and attributes they value, often they don't have processes in place to manage their culture. As a result, their ability to compare a job seeker to their corporate values becomes problematic. For employers looking to hire people that fit the culture, begin by understanding your values and manage them proactively. For job seekers, be sure to validate that your needs and values align with the target company's culture.

 

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
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. GM, Private Club based in Southeast,  Confidential Search:  New
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

 

Posted on

Improvise, Adapt, Overcome Part II

As mentioned in my previous post, I am preparing for a September presentation to our local BENG Chapter.  My audience is composed of Senior Executives in  transition and career development professionals.   These folks are savvy professionals who understand business strategy.  My objective is to help them to become better prepared to evaluate their options.  I expect to learn from them as well.  The title for my presentation/discussion is “Improvise, Adapt, Overcome.”  I have it on good authority that this is a motivational phrase used by the Marines.  You may recall Clint Eastwood's character in the movie "Heartbreak Ridge," Gunnery Sergeant Highway, used this phrase often while training his Recon Marines.  This title seems appropriate.    

 

[Tweet “At sea level, it seems easy to understand “The New Normal.””]  We are in a period of slow growth, and historically low workforce participation.  The current administration has focused on adding new regulations to business, a disincentive to growth and employment.  Notwithstanding the officially reported unemployment rate of 4.9%, recent College graduates, saddled with heavy debt cannot find jobs.  Many employees are working multiple, minimum wage jobs to make ends meet.  Productivity, the engine for wage increases, has been low to nil.  Globalism has moved manufacturing facilities to lower-cost, developing countries.  The good news is that inflation isn't much of an issue, and the cost of petroleum products is very low.   

 

If one looks at the environment from a broader perspective, the effects of the Digital Revolution become more evident.    The Digital Age is  about increased automation (productivity) and connectivity (communication).  This powerful combination should lead to continued innovation and social change.  We are becoming more connected via the internet.  Systems and applications are helping companies become more productive, requiring fewer employees.  Many occupations are fading away.   The ranks of the long-term unemployed may be growing into a permanent underclass.    Job tenures are shrinking to the point that soon, the average will be close to two years.  By 2020, it is forecasted that 25% of workers will be 1099 employees.       

 

The Bank of England recently presented a report predicting the occupations likely to be impacted by automation.  Sectors they forecast to be most impacted are skilled trades; caring, leisure, and other services; sales and customer service; process, plant, and machine operatives; Associate professionals and technical; administrative and secretarial.   Occupational categories less likely to affected by automation are professionals, managerial, directors, and senior executives.  Also, occupations that require a lot of creativity and human interaction, like interior design and decorating may be more difficult to automate.   

 

The outlook I just presented seems bleak, however, it is not all bad news.  Just take a look at CNBC’s Disrupter 50.  A lot of innovation is occurring in the fields of  Bio-Technology/Food Technology;  Space Travel; Transportation/Logistics; Intelligence/Marketing Research; Financial Services ; Cyber Warfare/Intelligence; and Telecom.  This information points to opportunities for managing your career.  

 

[Tweet “Occupations requiring a high degree of an interpersonal transaction will still be in demand.”]  Their tools and support will become more automated, so they will need less staff to support their services.  Senior Executives, Planners, and highly creative personnel will likely be in demand, but here again, they will have more tools and less need for support staff.   The trend to flatter organizations will continue, reducing the opportunity for middle management.  The ranks of 1099 employment base will swell requiring government intervention to support these folks.  The demand for professionals with STEM backgrounds will continue to facilitate innovation.    We are moving rapidly into an “ad hoc” employment paradigm.  We must adapt to the Freelance Economy. 

 

So what of my fellow Boomers?  Throughout our careers, we have learned to improvise, adapt, and overcome.   We have the skill set to adapt, but I wonder if we have the mindset.

 

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
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. GM, Private Club based in Southeast,  Confidential Search:  New
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

 

 

 

Posted on

What Is Your Story?

Once upon a timeI’ve been spending a lot of time pouring through resumes this week.  It has been a disappointing effort.  It hasn't been disappointing because the quality of candidates is poor, far from it.  It hasn’t been disappointing because the formats are poor, generally speaking, they are fine.  It hasn’t been disappointing because the candidate's contact information is missing either.  Well, one resume was missing an email address.   They are disappointing because the content was poorly structured and tedious.  The prose lacks critical information making the resumes less than compelling.  It also costs me more time!   Looking at resumes is fundamental to  my work.   I see a lot of them.  It’s the resumes from two current assignments that are giving me angst.

 

One of my searches is to find a new Financial Controller for a small, but successful company.  The job specs call for someone with Controller experience in the restaurant industry.  Many of the candidates have experience with companies I don't recognize.  No problem.   I don't know all of the employers in the market.   The problem is that these folks do not provide a description of their employers .   Their resumes lack company revenues, product lines, years in business, and industry sectors.   This is a problem because it makes the reader's job much more difficult.  The other problem is that these resumes don't make  a clear distinction between roles and responsibilities and accomplishments.  That creates, even more, work for me.  I might not like reading resumes that are poorly constructed, but I know from experience that good candidates don't necessarily have the best resume.  I have also seen excellent resumes from candidates I would not present to a client.  I will invest the extra effort to find viable candidates for my client.   On the other hand, I am confident that many of these poorly constructed resumes are going into the circular files of other recruiters.

 

Also at this time, I am working with a Senior Executive to help him craft a new resume and rebuild his LinkedIn page.  He is a smart guy who knows that he needs help.  He is willing to hire a professional to solve his problem.  His issue is similar to those of my Controller candidates as he doesn't showcase his accomplishments as distinct from his job responsibilities.  His biggest issue, however, is that his verbiage is confusing and doesn’t position his capabilities appropriately.   I will fix his resume  and dramatically improve his digital presentation.

 

We all know that recruiters and software quickly scan resumes. Job Seekers have precious little time to make an impression that will lead to an interview.   Putting extra effort into the quality of your resume is vital to your success as a job seeker.   Make sure to provide a short sentence that describes your employer by industry segment, sales volume, and whether it is public, private, or a PEG portfolio company.  Provide a short sentence or two to describe your job responsibilities.  Use bullet points to list your accomplishments at each job.  Also, it can be very helpful to mention the circumstances for leaving you employers.

 

Your resume is not just a job history; it is your career story.  By describing each employer, your job responsibilities, and accomplishments your story is revealed.  Your strengths and interests become evident.  In all likelihood, you will find a common theme to your work, your positioning statement.   You will become a compelling character in your play, stimulating interest on the part of the reader.  

 

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

Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search