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How to Hire Top Talent Millennials into Commission-Only Jobs: Chris Butsch – Keynote Speaker, Author, Millennial Expert
Hiring Millennials into paid positions is difficult enough; so how on earth do you attract them to commission-only jobs? What’s the secret to selling a full-time position with deferred payment to a generation who places high importance on instant returns and gratification?
The solution is two-part; you must first address the unknown, then spice up the value proposition. Remember: you’re competing with the comforting psychology of a guaranteed paycheck. As a result, setting clear expectations and an attainable vision of success during the interview process will be critical in recruiting top Millennial talent to your commission-only positions. You can do this in two stages during early conversations with candidates:
- Clearly lay out expected earnings potential.
Laying out earnings expectations for 1, 3, 6, 12, and 24 months out is an excellent place to start. The word “expectations” will help assuage concerns over the commission-only model. Then, a segue into earnings potential becomes natural and powerful. Some sample language you can use:
“At a salaried position, you have to wait until the end of the year for a bonus. Here, you can earn a bonus anytime. Furthermore, at a salaried position, there are limits on what you can earn. Here, your hard work will directly translate into higher earnings.”
Language like this helps Millennials see the potential, as opposed to the limitations, of a commission-only model.
- Play the role of mentor.At this point in the conversation, even a confident, entrepreneurial-minded Millennial will wonder “but what if I fail?” You can address this fear head-on by assuring them that you won’t let them.
[Tweet “Millennials grow with guidance and place a high value on experiential learning.”] 79% of us want our boss to serve as a coach or mentor, and 88% of us prefer collaborative to competitive work cultures. Plus, strong mentorship is the #2 strongest retention tool for Millennials, behind alignment with the company’s purpose.[1]
Certain key phrases will eliminate culture concerns and paint you as someone they’d desire to work for. Positive, supportive language like this will augment every interview you conduct, but works especially well with a young person:
“I won’t let you fail.”
“We’ll create work plans together.”
“You’ll get some of the best sales training on the planet; training that you’ll have forever.”
“My office is always open for questions.”
“I’ll turn you into a rock star.”
“Commitment goes both ways; you make a commitment to me, and I’ll make a commitment to you.”
In summary, mention of pay and mentorship are critical while recruiting Millennials. Assure them that if they work hard, they’ll succeed; and you personally won’t let them fail. Many employers forget to make the latter point so you can use a promise of mentoring and coaching to gain a competitive edge over other recruiters: even those hiring into salaried positions.
What’s your company’s current “Millennial Problem?” Recruitment? Retention? Engagement? Message me on LinkedIn and I’ll do my best to help.
About The Author
Chris Butsch is an expert on maximizing the Millennial generation in the workplace, Chris has directly advised Fortune 500 CEOs and delivered keynotes on three continents. Having built a reputation for offering managers free and immediate “quick wins” to maximize Millennial retention and productivity, Chris is organizing his latest findings in a new book called These Damn Millennials.
His business website is: www.chrisbutsch.com
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 very important to me so; please leave a comment.
Jim Weber, Managing Partner
ITB PARTNERS
Jim.Weber@itbpartners.com
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – Completed
2. VP Operations – Southeast-based Casual Dining Restaurant Company – New
3. CEO- Northeast-based Casual Dining Restaurant Company – Completed
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
5. Area Supervisor – Legacy Pizza Chain, Carolinas – Completed
6. Operating Partners – Legacy Pizza Chain – New
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
8. Outplacement Assignment – Atlanta-based Manufacturer: Complete
Jim Weber Presents to The FENG Atlanta Chapter
June 13, 2018, Atlanta GA. Jim Weber Presents to The FENG Atlanta Chapter on the topic of career management based on his book, Fighting Alligators: Job Search Strategy For The New Normal. It was an excellent event with a lively discussion. Many thanks to Juliet Denise who facilitated the meeting.
Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
Author of: Fighting Alligators: Job Search Strategy For The New Normal
JimWeber@NewCenturyDynamics.com
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. CEO- Northeast-based Casual Dining Restaurant Company – Complete
3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
4. Area Supervisor – Legacy Pizza Chain, Carolinas – New
5. Operating Partners – Legacy Pizza Chain – New
6. VP Operations, SE-based Casual Dining Chain – New
7. General Manager, SE-based Private Club – New
More On Networking And Team Building
My favorite way to conduct business is over cigars, preferably with an adult beverage. It isn’t something I can do every day, but I make the best of the times when I can. As I am always looking for new places to enjoy a cigar, I was willing to accept a 3:00 p.m. meeting this past Tuesday at Highland Cigar. Highland Cigar Company is located in a neighborhood just east of downtown Atlanta. This neighborhood, like many others close to downtown, is enjoying re-gentrification.
If you know anything about the traffic in Atlanta, the last thing you would want to do is to put yourself in a situation where you must commute home during rush hour. It is especially true if you are returning to the northern suburbs from downtown. Notwithstanding the traffic issue, I thought this meeting was worth the effort. It was an opportunity to spend time with Eric, one of my newest Associates. I arrived five minutes early and found a parking space on the street in front of Highland Cigar Company. Karma was smiling on me. When I stepped inside, I saw Eric sitting comfortably in front of his laptop enjoying a beer and cigar. We exchanged greetings, and he invited me to check out the humidor at the back of the store. It isn’t the largest or the best-stocked humidor I have seen, but it featured a number of my favorite brands. I picked out a Perdomo Habana, ordered a Guinness and rejoined Eric.
“Highland Cigar Company provides an uncompromising environment for acquiring and enjoying premium cigars and spirits. Our state-of-the-art ventilation system, comfortable leather sofas and high definition televisions create an experience like no other in the Atlanta area.”
As I settled in, lighting my cigar and savoring my first sips of Guinness, Eric told me a little about his affinity for Highland Cigars. It’s within walking distance to his home office, a convenient place to take a break. Highland Cigar Company is comfortable and inviting. It offers a variety of seating options including traditional seating at the bar. There were groups of over-stuffed leather chairs for quiet conversation as well as computer-friendly tables. As with most retail venues, they offer free wi-fi, so one can enjoy a cigar and a beverage and still be productive. In fact, many of the patrons in the bar were working on their Laptops. I view Starbucks as a suitable venue to work in the morning, whereas a cigar-bar is my preference for the afternoon. I came to realize that Highland Cigar Company was Eric’s home-away-from-home. I can appreciate that. After the background on Highland Cigar, we got down to business.
Eric began by saying that he was looking for guidance. He wanted to understand how to fit into our team and to make a meaningful contribution. He told me of a recent meeting with two other Members with similar skills. He sees value collaborating with them as they form the nucleus of a Practice Group. Our meeting was a great start as I am encouraged by proactive people, willing to contribute. [Tweet “I find it easier to lead other leaders than to motivate followers.”] It pleases me to see folks willing to take a leadership role in the organization. We discussed the importance of networking within the Membership, to understand their capabilities. We talked about opportunities for him to present at our monthly meetings; when we schedule time for one Member to discuss their business model in greater detail. Eric liked that idea. I suggested that he join our Marketing Working Group, which would benefit from his contribution. That team is working to improve our brand positioning and value proposition. It was at this point that I recognized an increase in Eric’s energy level.
Eric has a strong background in project and program management. He is an accomplished professional with experience and connections that make him a valuable team member. He walked me through a deck related to one of his rebranding projects. Fabulous material! It was an outline of the project plan, complete with storyboards and deliverables. After he presented that material, he showed me the finished product which included a revised website. His work was impressive; highly professional and compelling. His contribution to our Marketing Working Group will be significant.
My meeting with Eric was very productive! I learned more about his capabilities to better position him within our team. I provided him with guidance to enhance his effectiveness. I found a new venue to conduct business while enjoying a favorite cigar. It was time well spent.
We concluded our meeting just ahead of rush hour, so my return home was uneventful. During my drive, I phoned another colleague to recap my meeting with Eric. We dialed him into the Marketing Group and invited him to their next meeting. I anticipate great things from that group. These one-to-ones are an essential component of our team-building efforts. It is an integral part of my plan. I become energized by these meetings.
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 very important to me so; please leave a comment.
Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@NewCenturyDynamics.com
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. CEO- Northeast-based Casual Dining Restaurant Company – New
3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
4. Area Supervisor – Legacy Pizza Chain, Carolinas – New
5. Operating Partners – Legacy Pizza Chain – New
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
7. Outplacement Assignment – Atlanta-based Manufacturer: Complete
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New CEO Search Assignment: February 5, 2018:
IDEAL EXPERIENCE
CANDIDATE SPECIFICATION
The CEO has overall responsibility for setting the strategic direction and executive management for the Brand. The CEO reports directly to the Chairman and sets the tone and management style for the company. This includes the vision, executive management, organization, financial direction, and control of all restaurants. The CEO is responsible for ensuring that all restaurants maintain company standards for food quality, customer service, sales growth, and profit margins. In addition, the CEO is also responsible for ensuring that the company meets financial targets, including food and payroll costs.
Chief Executive Officer
The successful candidate has had approximately fifteen years of related experience in the restaurant or hospitality industries. A Bachelor’s Degree in Business or Restaurant & Hospitality Management is required. An MBA is a plus, but not a requirement. Foundational experience in a multi-unit, restaurant environment with 100 or more locations is desirable, as is the demonstrated ability to develop and lead major strategic initiatives. Experience in a smaller, start-up or high-growth, entrepreneurial situation is very desirable. Experience achieving and maintaining high levels of customer service in a retail environment are required.
IDEAL PERSONAL PROFILE
We are seeking a results-oriented individual with an entrepreneurial spirit who has proven restaurant management skills. The successful candidate is well organized, with an eye for detail. The ideal candidate is a team player that can help lead this organization to “best in class” status while maintaining high levels of morale and customer service. Strong written and oral communications skills; problem-solving, and decision-making abilities are required, as are the highest standards of ethical behavior. A positive “can do” attitude with an optimistic view of problem solving and conflict management a must.
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. Operating Partners – Legacy Pizza Chain – New
3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Completed
4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
5. CEO- Northeast-based Quick Casual Restaurant Company – New
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
7. Outplacement Assignment – Atlanta-based Manufacturer: Complete
James E. Weber, President
New Century Dynamics Executive Search
770-649-7051 Tel.
770-354-2817 Cell
Know Yourself!
This week, Dana Maggi, Owner of Career Pain Relief, spoke to my chapter of Business Executives Networking Group (BENG). Actually, she facilitated a lively discussion on job search. My takeaway from Dana’s presentation is ‘know yourself’. This advice is always on point. It is very difficult to gain traction in your job search if you cannot clearly communicate your value proposition. You cannot present your value proposition; i.e. the reason you are best suited for the job unless you know your strengths, weakness, and accomplishments.
The discussion eventually moved to tricky interview questions and how best to answer them. One question caught my interest; the ubiquitous, “tell me about yourself.” The group was confused about the best way to answer. They were not clear as to the intent of the question, or how much detail to provide.
Well, how should you answer the “tell me about yourself” question? Do you talk about your personal life; your family, hobbies, or other interests? Do you talk about your career goals? Do you talk about your favorite boss or past employer? Or, do you convey your particular accomplishments, skills, training, and development? How would you answer that question?
My contribution was to remind the group of the big picture. Interview time is a limited commodity, so make it productive. Focus on why you are there. As a prospective senior executive, your communication skills are of great interest. They may be the most important aspect of the job in question. Directing a team requires clear communications. Convincing more senior executives to fund programs or projects requires effective salesmanship. Defending a budget, or a capital appropriation request requires persuasion skills. Presenting to the Board of Directors requires exceptional poise and finesse. As with each of these activities, interview success depends on your ability to present a clear message that resonates with the employer.
Personally, I’m not fond of the “tell me about yourself” question. It is too ambiguous to yield a consistently useful answer. I understand that it may be used as a conversation starter, but there is a better way. I prefer to ask the candidate for a 60-second, thumbnail sketch of their current situation and what they want to do now. This question is clear, requiring a focused response. I expect to hear the common themes of their career, including their particular skills and strengths. I want to gain an understanding of their plan for the next stage of their career. It is my first glimpse into the candidate’s ability to communicate. It is a more productive use of my time. If the candidate can present her experience, strengths, and skills in an effective one-minute presentation, she has my attention. I will move her forward in the process. It requires self-awareness.
From my point of view, the “tell me about yourself,” is a poor way to begin an interview. However, one must anticipate this question as it is so commonly used. Fortunately, it presents the job seeker with an opportunity to influence the direction of the interview. I recommend an answer that is focused on what you’re trying to accomplish now while presenting the strengths and experience you bring to the party. It should be a short answer, probably no more than one minute long. It will require a well-rehearsed presentation. The best response explains why you are the ideal candidate for the job. In other words, your elevator pitch. If done properly, your interviewer will ask follow-up questions that play to your strengths. Unless you are asked about personal interests, stay focused on presenting your suitability for the job in question.
During job search, you must communicate a clear and concise message to capture the employer’s interest. To craft this message requires self-awareness. Know yourself!
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
JimWeber@NewCenturyDynamics.com
Current Assignments
- COO- Northeast-based Casual Dining Restaurant Company – New
- Operating Partners – Legacy Pizza Chain – New
- Director of Biz Dev, Atlanta-based B2B Professional Services Company: Completed
- Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
- Senior Accounting Manager – Atlanta-based Manufacturer. Complete
- Controller – Atlanta-based Consumer Products – Digital Company – Completed
- Outplacement Assignment – Atlanta-based Manufacturer: Complete
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Search Assignments Announced By New Century Dynamics
December 1, 2017: New COO Search Assignment: New Century Dynamics Executive Search Announces a new Search Assignment: COO for a Northeastern-based Casual Dining Brand. Your interest and referrals are welcome.
December 1, 2017: New Search Assignment: New Century Dynamics Executive Search Announces that it has been contracted to find Operating Partners for a Legacy Pizza Chain. Your interest and referrals are welcome.
James E. Weber, President
New Century Dynamics Executive Search
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. Operating Partners – Legacy Pizza Chain – New
3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New
4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
7. Outplacement Assignment – Atlanta-based Manufacturer: Complete
Author of: Fighting Alligators, Job Search Strategy For The New Normal
770-649-7051 Tel.
770-354-2817 Cell
JimWeber@newcenturydynamics.com
Blog: http://fightingalligators.blogspot.com/
“Time is short! Find me a Specialist!”
“Time is short! Find me a Specialist!” Those may not be the exact words, but that is most definitely the message. My clients have specific needs that must be addressed and do not have time for a generalist to learn how to attack the problem. They want people who have been there and done it. Most of my clients are small to mid-cap companies. Many are owned by Private Equity Groups, (PEGs). The rest are a mix of privately held emerging brands and more established niche players. Virtually all are working to make their brand relevant in a very dynamic and challenging business environment. Time is of the essence, so their planning horizon is short. Certainly, shorter than for larger, Fortune 500-class companies.
Most recently, my clients have been facing the following situations:
- Change of ownership
- PEG buy/sell transaction
- Pre-IPO
- Public to Private
- Chapter 11
- Debt Covenant Issues
- Turnarounds
- Start-up
- Joint Ventures
- Installation of Management Accountability Systems
- New CEO
- Major Systems Upgrades
Other searches have required experience in franchising, consumer packaged goods, and experience in family-owned businesses. Industry-specific experience is almost always required. I have even had searches requiring the candidate to move to remote, less than desirable locations. This parallels the demand for our consulting practice, but not as much.
Most people know that tenures have decreased significantly. Three to five years in position is not uncommon for C-level executives. Three years or less is common for other senior-level executives. Much of this is related to heightened levels of accountability due to intense competition. This level of senior-level turnover can affect the entire management team. Some of it, of course, is due to a change of ownership which often means a new management team, or changes for key executives. As the planning horizon shortens, the enterprise focus is on the best ways to enhance competitiveness. Companies in the small to mid-cap sector need people who can make an immediate impact. Generalists requiring a learning curve are eschewed over candidates with more specialized skills and experience. It has become an ad-hoc world.
The good news is that most of you have lived through the situations listed earlier. You have been through the break-up of Conglomerates. You have seen global competitiveness affect your employers. You have seen employee-led Leveraged Buy-outs. Without a doubt, you have seen the productivity benefits of technology. These global changes have resulted in right-sizing; down-sizing; re-engineering; and outsourcing. You have likely seen several ownership changes, IPO’s, and the public to private transactions, and probably have experience with PEGs. By now, you have a wealth of experience and skills for specific situations. Face it, with reference to Peter Drucker, we have been living in turbulent times.
The objective is re-branding oneself as a specialist, but not necessarily one specialty. If you look back on your career you will find common themes. You will notice that you have thrived in situations which have been identified in this post. Those situations can become the themes for your positioning as a Specialist. The good news is that word-processing programs allow you to have multiple resumes which you can tailor to a given specialty. It doesn’t mean that you are fabricating a career history. It means that each version of your resume puts more emphasis on the specialty (read skill-set) you wish to promote.
Time is short for small to mid-cap employers, especially for PEG Portfolio companies. They need specialists to help resolve immediate issues. Become the Specialist they seek for success in your job search or in your freelance career.!
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, Managing Partner
Jim.Weber@itbpartners.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Controller – Atlanta-based Consumer Products – Digital Company – Completed
3. Director of Biz Dev, Atlanta-based B2B Professional Services Company: Completed
4. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Restaurant Company: New
7. Outplacement Assignment – Atlanta-based Manufacturer: Complete
Social Media Is A Game Changer!
During my career working for major retail brands, I knew the value of advertising on radio and television. Also known as major media, we could see the results of our buys, almost in real time. However, I understood the cost and limitations of traditional media. Successful advertising was all about the message. A lot of money could be quickly wasted if the message was not relevant. Social media has changed the game, especially for small business. These tools allow smaller companies to leverage their marketing budget to compete on a larger stage. It gives them a voice they could not achieve through major media. They can dialog with customers and prospects in a cost effective way. It is akin to the difference between a rifle and a shotgun. I have found social media to be very helpful in building my business.
Executive search is an interesting business. I am hired by employers, my clients, to find people who want to become their employees. One could say that I am selling prospective employees, so I guess Job Seekers are my inventory. Often, candidates become clients and vice versa. Over time, I have become more productive as my industry knowledge and relationships have grown. These relationships serve to generate more contracts and to complete assignments faster. My business is not unlike any other service-sector business as success is all about building lasting relationships. I learned that building and managing a large network is a viable strategy to build my business.
Early on, I recognized the value of talking to my clients and prospects. I created a database of followers and invited people to sign up for my periodic updates. By today’s standards, it was fairly primitive. I used Microsoft Outlook to manage my list, and mail merge. It began as a collection of clients and prospects. In time, as I received more unsolicited resumes, I added job seekers to my outreach. Later, I added strategic partners. I would tell these folks about my new assignments as well as assignments I had completed. That activity generated new business and more followers. I was an early adopter of LinkedIn and became involved with Facebook and Twitter. I didn’t understand the full potential of those applications at first. However, now I am a believer. I even migrated my email marketing campaign to Constant Contact and Mail Chimp.
SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!
I learned the importance of blogging to engage prospects who needed employees, and to professionals who are interested in career advancement. The focus of my blog is on career issues facing Baby Boomers, my prospective candidate base. This is an important target audience, as they represent my primary placements. When I began blogging, social media became even more important. I began using Twitter to generate interest and to direct readers to my website. I subscribed to Hootsuite to expand my message to my followers on LinkedIn, Facebook, and Google+. I believe my experience with executive search is relevant to all small businesses. It is an effective business practice to maintain contact with customers, prospects, and prospective employees.
Now that I am building a Consulting Company, I am using the same digital marketing techniques to promote this line of business. In fact, I have adopted the social media platform I built for my executive search business to present this opportunity to my network. The results of this effort have been remarkable. I use social media to speak to prospective clients and to freelancers who may be interested in joining our company.
As I have done with my business, small companies should consider for theirs. Build a community of prospective job seekers. Last week I talked about using the company website to generate interest in employment opportunities. In the same way that one would reach out and cultivate prospective customers, companies should be talking to prospective employees to build a following. Maintain their interest in your brand for future employment opportunities. Depending on the nature of the business, prospective employees could become current customers. Social Media is an excellent way to engage these people.
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
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Controller – Atlanta-based Consumer Products – Digital Company – New
3. Director of Biz Dev, Atlanta-based B2B Professional Services Company: Completed
4. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Restaurant Company: New
7. Outplacement Assignment – Atlanta-based Manufacturer: New
Talent Acquisition: Put Out The Welcome Sign!
A week ago Thursday, my colleague David introduced me to the principals of a small design-build company. These folks have a bit of a conundrum. Last year they hired an individual to fill a key position, however that person is not performing to their standards. He requires too much supervision and follow-up. The principals are having to cover much of his workload. They've decided to replace him and wanted to talk to me about conducting a confidential search. These folks have never hired an executive recruiter so they are curious as to my background and method of operation. They also want to know the cost of my services.
During our meeting, they spent a lot of time talking about their expectations for successful job performance and the shortfalls of the incumbent. They talked about the process they used to recruit him, including compensation and qualifications. It was clear to me that there was a major disconnect between the strategic importance of the position, the experience and skill set required, and their compensation package. Frankly, this is not uncommon for a small company.
Note: Successful companies are always recruiting talent, even if it's nothing more than networking and cataloging potential hires.
The following Monday morning, David called to advise me that the prospective client had been presented with the employee's resignation. Now they are really in a pickle. This is a key position that needs to be filled immediately. Productivity will suffer along with customer satisfaction. Their P&L is sure to be affected. They are serious about a search engagement and wanted to schedule a phone call with me to finalize an agreement.
The fact that the incumbent offered his resignation came as no surprise to me. When the relationship between employer and employee becomes strained it is mutual. Surprisingly, many employers fail to grasp this fact. I am equally confident that if I was to do an exit interview with this employee, he would say the job wasn't what he expected either.
When we had our conversation later that day, I got a clearer picture as to their thinking and how they wanted to proceed. I learned that they want to pursue a parallel path evaluating the acquisition of a W-2, regular employee, or a 1099 contractor. They also gave me a sense as to their cash flow situation and budget parameters for the search. I told them that I would outline a proposal for their review before noon the next day.
The smaller the company, the more critical turnover becomes. They typically have little excess staff. They are totally focused on work at hand and business development to the exclusion of an active recruiting program. This is understandable, if not something of an extreme case. An active recruiting program is an effective insurance program.
SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!
Larger, more stable companies have the same issues as my perspective client. Working on an engagement last year, I quickly learned that the client underutilized the talent acquisition value of their web-site. They did not feature a “careers” tab prominently on their main menu. In fact, it was inconspicuously buried as a sub menu item. This company has had difficulty with ongoing recruiting, yet failed to put out a welcome sign for prospective team members. This was easy to correct. The follow-on step was to add a plug-in that collected resumes and job applications from interested candidates.
Minimizing the risk of turnover should be a priority for all organizations. Putting out a welcome sign to attract prospective employees is the starting point. A prominent page on the company website and on social media is ideal.
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
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Controller – Atlanta-based Consumer Products – Digital Company – New
3. Director of Biz Dev, Atlanta-based B2B Professional Services Company: Completed
4. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Restaurant Company: New
7. Outplacement Assignment – Atlanta-based Manufacturer: New