Tag: Job-search

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“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

ITB Partners

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

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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

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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

Posted on

New Century Dynamics Has Landed Another Controller Search Assignment!

 

New Century Dynamics is pleased to announce a new search assignment for a Financial Controller.  The Client is an Atlanta-based, CPG-digital company.

This position reports directly to the President and CEO and has responsibility for overseeing the Human Resources functions.

 

This position is part of the company’s leadership team.  It is responsible for interfacing with financial systems to ensure that financial and operational data are available in a meaningful format to support timely decisions. The function’s strategic component centers around developing new ideas, systems, and technology, while analyzing and improving on old ones.  Areas of primary concern include inventory and supply chain, relationships with professional and financial services providers, and providing leadership to SITP.

 

Position Requirements:

Must have a minimum of 10 years of strong operational experience: ideally has worked in a senior management role for two years in a small business or startup. Experience working for a consumer product or Ecommerce company is strongly preferred.

Demonstrated experience in financial planning and analysis with previous experience overseeing human resources, information technology, and legal.

Skills should include organizational development, personnel management, budget and resource development, and strategic planning.

 

For more information and your referrals contact me at:

 

 

James E. Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

Experts in the Confidential Search!

770-649-7051

JimWeber@newcenturydynamics.com

www.newcenturydynamics.com

 

Blog:  FIGHTING ALLIGATORS

 

 

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Breaking the Feast or Famine Cycle: Part 2 Tell your Story

Last week I listened to a social media marketing webinar.  Recognizing the difficulty of selling for many, the presenter said, "make it easy for people to buy from you."  A very subtle but interesting twist of thinking.  Military tacticians might call this a flanking maneuver.  In other words, don't approach your prospects where their defenses are the strongest.   Contact them through their trusted associates and friends who know your work.  Deploy the power of your network.

 

Your network may be your most valuable business development asset. To be effective, they must understand your strategy and capabilities.  They must know what you are trying to accomplish and how to help you.  You must keep them informed through periodic updates.  

 

When I started my business, internet marketing was in its infancy.  I began using email blasts to keep my network up to date on my work.  My outreach reminded people that I was landing new contracts and that I was successfully completing my work.  I would even profile exceptional candidates.  It was an excellent way to generate interest and new business.   I was pleased to learn that my emails had been forwarded three or more times, expanding my audience.  Talk about the power of networking!  To better manage my email marking program, I eventually migrated over to Constant Contact and Mail Chimp.  These tools help me maintain top-of-mind awareness so that when the need arises my clients and prospects know to call me. 

 

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

 

You must work to build your network continually.  If your network isn’t growing, it is probably shrinking.  Become active, making new contacts.  Give them a reason to follow you.  I use ‘call to action’ buttons on my website, email signature line, and social media accounts, inviting people to join my email list.

 

Put your clients on your team and encourage them to support your business development efforts. If they are agreeable, identify them alongside your completed contracts.  This is the time-tested “Band Wagon Strategy.”   I have a friend who refuses to consider this technique.  He considers it to be unethical.  Unfortunately, his business suffers frequent famines, from this failure.   When you complete an assignment successfully, ask the client for a reference and referrals.  This is an effective way to leverage your relationship. 

 

Most freelancers I know use LinkedIn, an excellent networking tool.  Make sure your LinkedIn profile is complete and fully describes your services.   This simple point is often neglected, which works against one’s goals.  Spend the extra money for a paid subscription.  The added benefits are worth the expense, especially the ease of direct contact with prospects, and the SEO feature.  When I perform a Google search of my name or brand name, my LinkedIn page is listed before my website.  This feature makes it easier for people to find me.  Generate more exposure and contacts by participating in LinkedIn groups that match your interests.  Another small but often overlooked technique is to place a link to your LinkedIn page in all of your correspondence, usually in the signature section.  Simple, right?

 

LinkedIn provides your clients the ability to give you a recommendation.  I like to place their quotes on my website as well.  Make it easy for them by writing your reference. They can edit to their liking so you can cut and paste into your LinkedIn page. 

 

If you want to step it up a notch, start a blog and promote it to your network.  My blog is based on my experiences.  I like to reach out to contacts and prospects to get their thoughts on my projects, then quote them on my blog.  This is a great twist on the Cold Call.   In fact, it is a non-threatening sales call where the prospect is happy to talk with you.  Admittedly, this takes a little more time but is manageable if spread over a few days.  My blog posts become job search reference material for my candidates.

You have a vast array of tools to use, including Facebook, Twitter, and blogging to promote your business.  They are low-cost ways to communicate the benefits of your brand.  For a success, make time to put them into effect.  Help your network 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

JimWeber@NewCenturyDynamics.com

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

 

Job Search Strategy For The New Normal

 

 

 

 

 

 

 

 

 

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

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

6. Outplacement Assignment – Atlanta-based Manufacturer:  New

 

Posted on

Beating The Feast Or Famine Cycle: Safety In Numbers

It is gratifying to receive positive feedback for one of my posts, especially if it is a personal request for a discussion.  Actually, I received inquiries from two freelancers who had read last week’s post regarding my recruiting efforts for In The Black Partners.  They wanted to know if our program would fit their needs.  I was pleased to learn that I had made an impression on these folks and we scheduled a time to talk.   

I was interested in learning how they promoted their business.  What were they doing to overcome the “feast or famine cycle?”  Were they making a seamless transition from one project to the next?  This question is important to me as our value proposition addresses this issue.  I learned that they need help promoting their businesses.  They are mostly focused on word-of-mouth marketing and networking.  None of them talked about any digital marketing efforts.

Many freelancers rely on word-of-mouth (WOM) marketing.  I am a firm believer in WOM as it is a powerful way to build a business.  I endorse it completely.  However, word-of-mouth marketing is too passive to be an exclusive promotional strategy.  It is based on the hope that clients will say good things about you.  As the saying goes, “hope is not a strategy.”  Even WOM promotion must be managed proactively.

If you have made it to the point where you are ready to become a freelancer you probably have a well-established network.  This is your principle asset.  The goal is to turn those relationships into recurring revenue.  The challenge is maintaining top-of-mind awareness for your brand.  By managing your network you can create a Business Development machine.  However important, this can be a time-consuming endeavor for free agents.

Time is the freelancer’s nemesis.  If they focus 100% on their current projects there is no time left to prospect for new business.  When you're not selling you aren't generating revenue. The first step in breaking the cycle is to schedule time to pitch your business.  Making a commitment to spend one day a week promoting one’s business is an admirable goal. But, it is a goal that is very difficult to achieve.  Most freelancers will agree.  

Developing the skills to develop and execute a digital marketing strategy is also time-consuming.  In fact, one could easily question the rationale for developing these skills unless one’s practice is related to marketing and public relations.  It is generally better to focus your efforts on your strengths and employ outsourced solutions to compensate for your weaker areas.  This is a sensible decision if funds are available.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

Executive search is as close to pure marketing as I have seen.  There may be better examples, like direct mail marketing or network marketing but few other businesses seem to come close.   Whomever I talk with is a prospective client, a prospective candidate, a referral source, or all of the above. Everyone!  My work is all about talking to people, so every point of contact is brand building and selling in one form or another.  Even so, in addition to networking, I employ a fairly comprehensive digital marketing strategy.    

As mentioned in my last post, helping freelancers break the feast or famine cycle is part of our mission.  Now, more than any other time in history, we have powerful tools to promote your business.  Email marketing, social media marketing; blogging; and webinars, for example, have been game changers.   However, it is still difficult for a single freelancer to find the time and resources to network, and to execute a digital marketing strategy.

Let’s face it, selling isn’t easy.   For many freelancers, it’s dreaded; especially dealing with rejection, a normal part of the process.  Rejection can be painful, and we humans tend to avoid pain.  So, we devote less time to selling.  Cold calling is the worst.  Forget about it!  But, we must sell or face the famine!  To become a successful freelancer you must leverage your time and financial resources.  The best way to accomplish this is to become affiliated with a larger group of free agents.  We recommend an association with an organized group of freelancers working together as a brand.

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

 

 

Job Search Strategy For The New Normal

 

 

 

 

 

 

 

 

 

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

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

6. Outplacement Assignment – Atlanta-based Manufacturer:  New

 

Posted on

More Misconceptions: Closing The Deal

This has been a very good week.  I brought on a new consultant for our Consulting Division; I landed a new client for my coaching practice; I closed a prospective client for our consulting practice; and most importantly, I was able to put a major search assignment back on track.  That last accomplishment provides the greatest immediate benefit as it is a new client who I want to nurture.

 

It should be no surprise that taking on a new client is always a learning experience.  As my job is to make the client’s job easier and more effective, learning to adapt to their management style is vital. Some clients are easier to adapt to as they have more experience working with Executive Recruiters. Others, well, not so much.  In this case, I am working directly with a C-level Executive, not the VP of Human Resources.  He needs to fill a key position which will be a direct report.   I am learning to adapt to his management style.  This is clearly my responsibility. However, it has been a challenge.

 

[Tweet “When a client is ready to present an offer of employment, most use my services to facilitate the process.”]  The first step is to pre-close the candidate.  In this phase, I work to learn the specifics around the candidate's requirements.  I don’t want to be “in the ballpark” when I complete this task, I want to be sliding into home plate.  This is an important step that makes the offer and acceptance process smoother and shorter.  Well, my new client omitted this step and went directly to the candidate with an offer.  That’s fine, he is the client. However, he didn’t copy me on the offer letter, so I was out of the loop.  Fortunately, the candidate kept me informed, and we discussed his issues. 

 

Their negotiation was via email, not good.  I did not insert myself directly into the discussion, allowing it to play out.  Sadly, it became bogged down almost immediately.   A few days later I received an email from the client, asking for more candidates.  I was dumbfounded.  They were not that far apart so I saw no reason why this hire should not close.  Immediately, I scheduled a call with the client.  When we connected later that afternoon, I asked that he give me his perspective on the impasse.  As it turns out it was a policy issue that he could not resolve.  I asked that he give me some time to confer with the candidate to understand his perspective.  My client agreed, and I placed the call.

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

When the candidate returned my call, he told me that he was waiting for a response from my client. That explained why the discussion had broken down.  Both were anticipating something from the other. I then asked him to explain his needs to close the deal.  He told me that he was looking for a little more base salary to compensate for certain benefits that were not as generous as his current situation.   From my calculation the difference was less than 4% of the base salary offered; however, my client heard something else.  I relayed that information to the client with my recommendations. The good news is that he still wants to hire this candidate and the candidate wants to take this job.

 

At this time, the deal has not closed, but I am confident it will.

 

Conducting a negotiation via e-mail alone is problematic.  E-mail is very helpful to confirm a discussion, to outline points of agreement and follow up items.  It is not as useful as an exclusive means of conversation.  Verbal communication is better suited to gain clarification and understanding.  In this case, the parties to the discussion were relatively inexperienced and failed to understand the other.  This led to the impasse and my need to become involved.  This result would not have occurred if they had used an experienced mediator to facilitate the negotiation.

 

 

Most clients want me to facilitate the job offer/negotiation process and to help close the transaction. This is an integral part of our work, so we have a lot of experience.  This experience leads to a skill-set, i.e., a benefit one receives when they hire a Recruiter.   You are well advised to take advantage of these capabilities to help ensure an optimal outcome.

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

6. Outplacement Assignment – Atlanta-based Manufacturer:  New

 

 

 

 

 
Posted on

Eight Years Later

Eight years is a long time to maintain a relationship with a client, especially if they haven’t had a need for your services.  It would seem that the risk of losing that client would be high.  As I came to learn this week, that assumption isn’t necessarily true. 

I am the Business Manager for a Woman-owned remodeling business that specializes in Kitchens and Baths.  This weekend my client and I celebrated her latest assignment over a glass of wine.  Her client is a couple she worked with in 2008.  At that time this family had considered their options to provide a more livable home for their growing family.   They had evaluated the cost of building or buying a new home, vis-a-vis remodeling their existing home.   As their home is in a good neighborhood they could afford to invest in upgrades, which they viewed as a better financial decision at the time. 

This wasn’t a major project, but it did present some challenges.  The Kitchen had a simple layout with space constraints.  They wanted an Island but did not have enough space.  There was a problem with the proximity of junction boxes to the Secretary desk.   My client worked through these issues to the satisfaction of her client.  In fact, she found a solution to the space constraints by putting the island on casters so that it could be moved out of the way when necessary.  

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

Today, eight years later, this couple is in a better financial position and the real estate market has increased the value of their 20-year old home, a Georgian Colonial.  Now they can build their dream home and want my client to design the kitchen and baths, and help them acquire cabinets and appliances.  They also want her to help stage their existing home when they put it on the market.  This is a big project as the new home will be about twice the size of their current abode.    

This wasn’t the first time my client has been called back to take on bigger projects for past customers.   I know the power of referrals and repeat business but I was curious as to what set my client apart in this highly competitive market.  I assumed that she had met her client’s expectations and established rapport and trust.   But, what was it that motivated them to call her, eight years later?  So I asked my client “what did you do for this family that made them want to hire you again?”  She responded by breaking the project down into three major components.  She said that she kept the project on time and within their budget; she helped them make timely decisions; and she helped them save time, so as to be more efficient.  She went on to say that she advised the client about problems they may encounter down the road.  In most cases, her predictions were accurate.   I don’t doubt her project management skills, but I found it a bit amusing that she did not mention another very important point.

Eight years is a long time in “The New Normal.”  Relationships wax and wane. Many companies in the construction trades failed and went out of business.  My client had to scale back her business.  The fact that she received a follow-on call from these folks is remarkable.  But, my client had some help.  I have been working with her to maintain and build on her relationships, employing an email marketing strategy.  This effort was not that difficult.  We established a Mail Chimp account and imported her mailing list.  After that, it was just a matter of developing interesting posts to share with her network.   Periodically she has communicated with her contacts keeping them updated on her activities and projects.  Former and prospective clients know that she is still helping homeowners with their remodeling needs.  By staying front and center with these folks, she has maintained these relationships, generating calls even after eight years time.

We live in a fast-paced, rapidly changing world.  [Tweet “Businesses are challenged to retain existing customers while closing new prospects.”]  Fortunately, we have tools to keep our networks alive and healthy.  Email marketing platforms like Mail Chimp and Constant Contact are viable solutions.  Starting a blog is another useful strategy.  These services are easy to use and relatively inexpensive, a real force multiplier.  Whether you are working to grow a business or manage your career, maintaining a healthy network is fundamental to success.  Using social media and other digital solutions is a viable solution for most.

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

 

Job Search Strategy For The New Normal

 


 

 

 

 

 

 

 

 

 

 

 

 

 

 

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

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

6. Outplacement Assignment – Atlanta-based Manufacturer:  New

 

 

 

Posted on

Check In At Least Once A Week!

This past week, I had my second opportunity to talk about “Working with Executive Recruiters.” This time, I spoke to a group of Controllers and Chief Financial Officers, members of The Financial Executives Networking Group (FENG).  The discussion following my talk was much the same as my first presentation on this subject.

 

Once again the meeting began with a brief personal introduction from each of the guests. It was their opportunity to spend 30 seconds on their elevator pitch to let the group who know who they were and what they were looking to accomplish. As with my last presentation, I planned this to be a dialog, not a lecture.  I asked that they include one top of mind question on the subject.  Once again, the biggest question was about communications and follow up from the recruiter.  They did not hold back on their hostility toward the Executive Search Profession.  My work was evident.

 

The next day I received an email from a gentleman who could not attend the meeting.  Let’s call him Jack.  He had a conflict that evening, but still had questions he wanted to discuss.   We agreed to schedule a phone call for Friday morning.

 

 

I called Jack promptly at 9:30 a.m. Friday morning.  Jack apologized for missing Wednesday’s meeting but thanked me heartily for talking with him.  He told me that he was baffled by a recent experience with a recruiter.  He went on to say that he was a finalist for a senior position in a family-owned company.  The recruiter managing the search was, in fact, a consultant working with this employer. My antennae became activated.  Jack worked closely with this consultant who stroked his ego and promised him a serious, long-term relationship. He took Jack through an elaborate interview process including case studies, presentations, and social events.  When the client was ready to make the hiring decision, the consultant told Jack to “sit tight” and wait.  

 

Jack “sat tight” for eight weeks before he finally called the consultant. Now that floored me. I can't imagine why anybody would wait around for eight weeks for an answer to an otherwise, immediate decision. Or, why this consultant had not revealed that the other candidate was offered the job. I told Jack that waiting eight weeks to follow up with the executive recruiter was far beyond the concept of “sitting tight.”  

 

My experience is that the final decision is made in a matter of days. I have had clients who ask me to keep the runner up “warm,” in case they fail to close the deal with their lead candidate.  That is standard procedure for me as it is not uncommon for the primary candidate to reject the opportunity.  I advise the runner-up to be prepared.  I told Jack that he should have checked-in within one week.  The consultant had failed to do his job.

 

 The downside to my work is that I am the bearer bad news. Only one person will be chosen for any of my searches, so the other folks in contention will get a negative response sooner or later. Giving bad news to so many people over time is difficult.   Executive Recruiters are human, and for some folks, this responsibility is something they can easily procrastinate. That doesn't mean to say that it's right, it's just a fact of life.

 

In this case, I am unclear as to whether the consultant had any experience conducting a search assignment.  Notwithstanding, he gave my profession a black eye.

 

Jack should have contacted his recruiter earlier.  It would not have changed the outcome, but he would not have wasted as much time thinking about the situation.  It is also good to know who is conducting the search.  [Tweet “A few questions about the recruiter’s search experience and additional background information is always a good policy.”]

 

 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. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company: New
4. Senior Accounting Manager – Atlanta-based Manufacturer. Offer Accepted
5. Controller – Atlanta-based Restaurant Company: New

 

 

 

Posted on

More On Changing Careers

In my March 6 post, I discussed Career Tips For Changing Industries.  Well, I have something to add. I talked with two gentlemen this week who are thinking about changing careers or at least taking a different direction. John, a fellow alumnus, reached out to me because we had met and he follows my blog.  He lives in Dallas and has built a career in banking, working with clients in the Petroleum Industry.  He knows that opportunities in his field are limited in Atlanta, but it is home. He wants to relocate and find something compatible with his skills and experience. Bill recently moved to Atlanta.  He has had a career in finance and accounting and account management with big-name brands. Currently, he is an account executive providing outsourced logistics services. He’s been with his current employer for about eight years but doesn’t see further upside potential, hence the interest new opportunities.

I had a brief conversation with John early in the week to understand his goals.   John said that he had not done much networking, nor had he paid much attention to his resume as his job changes had been secured through people he had worked with before.  He is not looking for a career coach and does not think he needs professional help with his resume.  In fact, as I came to learn, his resume does need a lot of work.  We discussed some preliminary thoughts and agreed to have a follow on conversation after I had a chance to review his resume.

After a review of his resume, I sent him a copy of The Executive Resume Cheat Sheet. I knew it would be revealing.  He reviewed that document before our second conversation.  He acknowledged the work ahead of him in that regard, so our next call was brief.  I reinforced key points about effective resumes and added a few additional observations.  I suggested that he think about career options to explore while he worked on his resume.  I also suggested that he purchase my modestly priced book “Fighting Alligators: Job Search Strategy For The New Normal.”  I know, it is a shameless plug, but he could really benefit from the wisdom offered in that book.  It is safe to say that John is at the front end of this process.  I believe that his primary goal is less about changing careers than moving back to Atlanta.  That desire is driving the question about his career.

I met Bill Friday evening.  My networking partner, Faith, invited him to our event.  While sharing a bottle of wine, Bill told me about his background.  He provided an excellent overview of his career and his thoughts about moving in a different direction.  Bill’s goal is to advance his situation by building on his experience and accomplishments.  He is not location focused, as Atlanta offers a lot of opportunity in his field.  He does need some help building his network in the market.  I offered some ideas for his consideration, and we agreed to further the conversation.

Both of these professionals must be careful to protect their current employment as they seek out new opportunities.  John’s situation is complicated by his motivation to relocate.  It is possible but unlikely that he will find an Atlanta-based employer willing to subsidize his relocation.  Bill’s situation is less problematic as he is interested in the search for a different opportunity within his industry segment.   Both of these gentlemen are at the beginning of the process to change their career direction.  They need do a complete analysis to validate and clarify their goals and then craft an appropriate plan.

If you are serious about changing the direction of your career, be clear about your goals.  Make sure to analyze your situation thoroughly so as to better understand your options.  Develop a plan to realize your goals.

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. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. Offer Accepted

5. Controller – Atlanta-based Restaurant Company:  Offer Extended