Tag: Job-search

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The Day I-85 Fell In Atlanta

OK, I wasn’t anywhere near Interstate 85 during the fire and the subsequent collapse. That event, although tragic, didn’t affect me at all, well, at least not yet. In fact, I was at least twenty miles to the Northwest in Marietta at a networking event. I didn’t learn about the incident until driving home.

Al Maxwell and Dawn Barrs hosted the event I attended.  They are business associates who teamed-up to sell real estate under the Keller Williams brand.  This was the fourth gatherings they have hosted in the past year, with plans to have one event each quarter.    It is a component of their marketing outreach. I’ve known Dawn for over 12 years.   I met Al at their first event last year.  Both are first-rate networkers.

The event was held at Sage Social Kitchen and Bar, which until recently was a Chequers restaurant.  It is a great venue, conveniently located, with a private room to mix and mingle.  The hors d'oeuvre table was strategically located in the middle of the room.

I invited Faith and Hope to attend as my guests.  They were my guests at the last event, which proved to be a productive time for each.  That was my contribution to help Dawn and Al.  Faith couldn’t make it, but Hope was available.  

Click Here to For Our Free Resume Cheat Sheet Offer!

Hope and I arrived at the same time, and entered the venue together. We were among the first, my plan to beat rush-hour traffic. Arriving early is a good way to spend quality time with your hosts before they become involved with other guests.  We checked-in, accepted our name badges and made small-talk with Al, who was manning the reception table. Dawn was across the room on her cell phone.  She eventually made it over and greeted me with a big hug. Almost immediately she and Hope were deep in conversation, discussing mutual interests.  Hope is an Interior Designer; working for a remodeling company so connecting her to Dawn was ideal.  By this time, I was getting to know Terry, who arrived immediately after Hope and me.

KEY POINTS TO HOSTING A SUCCESSFUL NETWORKING EVENT

  1. Find a convenient location with proper food and beverage capabilities.
  2. Schedule the event so that guests are not fighting rush-hour traffic.
  3. Use a tool like Evite to invite and manage guest communications.
  4. Use a greeting table to welcome guests and provide name tags.
  5. Locate Food and beverage service so as to facilitate mingling.

Terry is a former AT&T executive who became an entrepreneur when he retired.  He owns a business that helps smaller companies manage their IT networks and infrastructure. We had a nice chat about cyber security, the hottest topic in his field, and certainly top of mind with the politicians in Washington. Terry could be a good contact as we both serve similar customers.  I gave him my card, but he did not seem to have one.  Later, I sent a 'thank you' note to Dawn and Al, and asked for his contact information.  I probably spent too much time talking with Terry, but he was interesting and friendly.  Eventually, I made a gracious exit and began circulating.

Two hours into the meeting, Hope had to leave as she had another appointment.   I spent the next twenty minutes or so making my exit, thanking my hosts on the way out. 

I would have to say that this was a successful event. It was well attended, and I met eight people who I plan to see again.  One is a potential candidate and four are potential referral sources. 

My work is all about meeting new people and strengthening existing relationships.  I attend at least one networking event a week.  Some groups are not as productive, and the events are not well planned.  Not a surprise if I don’t accept their next invitation.  Dawn and Al run the model networking meeting, which I always enjoy.   I will make every effort to attend their future events.

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. Offer Accepted
5. Controller – Atlanta-based Restaurant Company:  New

 

Posted on

More Questions About Working With Executive Recruiters

To complete the recap of my presentation and follow on discussion with the BENG Group earlier this month, it is appropriate to address the remaining questions posed to me.  Those three questions are addressed herein below.

1. After all these years, why are educational credentials still an issue?

One would think that after thirty years of experience, one’s educational credentials would not be such an issue.  Generally speaking, your education is less important over time because employers hire you for your experience and accomplishments.  But, that is not always the case.  

Recruiters and their researchers work off scripts.  They are given Job Descriptions and Candidate Specifications by the client.  In many cases, I help my clients write job descriptions.  Education credentials are usually a baseline, not necessarily a deal breaker.   For the mature executives with long careers, education becomes less of an issue than for someone beginning their career.   For technical fields, where mastery of state of the art is required, academic credentials are more important.  For most of these occupations, it is unlikely to have built a career without the proper educational credentials. 

In the service sector, a formal education may be overcome by on-the-job training.  Where interpersonal skills are more important than technical skills, educational requirements may be less relevant.

Sometimes educational credentials are a cultural imperative, especially if the company is a highly desirable employer.  If you have a lot of people who want to work for you, increasing the hiring standards is a natural progression for selection.  If there are a lot of candidates interested in the job opening, the hiring manager will be more discriminating.  In this case, if not a match with the hiring criteria, one would be well-advised to look elsewhere,

The issue may not be confined to having a College education, but the prestige of the College you attended or the degree you received.  Assuming a leadership role is easier if the employee has a more distinguished education, “street cred,” as it were.  Window dressing or hiring managers with impeccable educational credentials is usually more significant for the most Senior Executives in Public Companies.  However, there are exceptions to this rule as well. 

[Tweet “All things being equal, your accomplishments;  history of success, trumps all other criteria.”]  Overcoming educational deficiencies later in one’s career may not be a productive use of time.  However, a wise strategy for any career-minded person is to invest in continued professional development.  Continuing education and professional certification may well mitigate a weak educational background.

 

Click Here to For Our Free Resume Cheat Sheet Offer!

 

2. How much information should I include in my LinkedIn profile?

Recruiters use LinkedIn to find viable candidates.  If you are looking for a new job, LinkedIn must become a prominent part of your job search strategy.  I recommend that you step up to a paid subscription, as the added features will enhance your ability to find a job in less time. 

You must leverage the value of LinkedIn.  Ensure that your LinkedIn profile is a complete representation of your career history. It should include every bit of career information you present in your resume, and more.  Use industry-specific terminology and keywords relevant to your functional discipline.  Edit your status to indicate that you are between situations and actively looking.  Make sure your contact details are available and easy to find.  Make periodic updates to keep your network engaged.

Use LinkedIn’s full capabilities.  Actively build your network by becoming linked to more people.  Be involved in groups and follow target companies.  Become a subject matter expert and publish articles relevant to your career.   Ask for as many recommendations as you can. 

3. How does one find an executive recruiter that specializes in my professional niche?

This was the easiest question to answer.  Even so, it was a bit of a surprise.  I assumed that this would be common knowledge for these folks. Lesson learned! The obvious places to find Recruiters that specialize in your industry sector include Trade Associations, The National Association of Personnel Services, and by old-fashioned networking.   Additionally, you can locate this information by searching LinkedIn.

Kennedy Information Inc. and the Association of Executive Search Consultants publish directories and provide database services for a fee.  Before making an investment in these services, check with your local library as they may be a subscriber.

Free directories to consider are RileyGuide.com, recruiterlink.com, onlinerecruitersdirectory.com, searchfirm.com and i-recruit.com. 

The role and function of the Executive Recruiter are often misunderstood. One does not need to grope around in the dark, however, as there is information available to improve your knowledge base.  All that is required is a few commands typed into your search engine.  Or better yet, follow my blog for useful tips and insight.

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. In-Process
5. Controller – Atlanta-based Restaurant Company:  New

 

 

Posted on

THE RECRUITER WON’T RETURN MY CALL! WHY NOT?

Last week I posted on the talk I gave to the Business Executives Networking Group (BENG) on “Working With Executive Recruiters."   Most of the discussion following the presentation was on the question of overcoming age discrimination. This is the primary concern for Baby-Boomer job seekers.  Although the issue of age discrimination created the most discussion, it wasn’t the only question we discussed.  The other questions were:

  • Why don’t executive recruiters call me back?
  • Why is it so difficult getting through to a recruiter?
  • After all these years, why are educational credentials still an issue?
  • How much information should I include in my LinkedIn profile?
  • How does one find an executive recruiter that specializes in my professional niche?

The first question is interesting on many levels, as it has both social and technological components.  [Tweet “For Baby-Boomers, a call not returned is a major breach of etiquette.  We were trained to be responsive to phone calls and to ensure a prompt reply.”]  It was good etiquette and good business.  It was viewed as a reflection of the brand.  That discipline is part of our DNA.   Of course, that was before email, smart phones, voice mail, caller ID, and SMS.  When we began our careers, we had Secretaries and Administrative Assistants to answer our phones and take messages; today, not so much.  I remember the angst created by the introduction of new digital phone systems that automated much of the receptionist function.  The loss of a personal touch was considered abhorrent by many.  The world has changed.  We have more ways to communicate, and fewer human resources to help us.  Technology has made us more capable so we are expected to be self-sufficient.  Technology has changed the communications-etiquette-paradigm.

The issue isn’t exclusive to the Recruiting profession.    I hear the same complaint from my colleagues regarding prospecting calls for new business.  It is very difficult getting through to a decision-maker, hiring manager, or Executive Recruiter.  Everyone is pressed for time and must prioritize their activities.  Telephones are used differently today.   Most people I know don’t even answer their phone if they don’t recognize the caller.  They let the call go into voice mail to be addressed at a later time.  If you are an unknown caller trying to sell your product, I will probably delete your message as if you never called.   I gave up making cold calls years ago, to focus on networking and the use of referrals, (warm calls) to prospect for new business.  It is much more effective.

I receive calls every day from job seekers who need help and want to build a relationship. Some are referrals from friends and associates.  I welcome these calls and make time to schedule a phone conversation.  That is good business etiquette!  It affirms and strengthens my relationships. I invite these people to connect with me on LinkedIn and to join my mailing list.  I use an auto-responder on my email to make the same offer to people sending unsolicited resumes.  I use my website to advise prospective candidates about current search assignments and instruct them on building a relationship.  These digital tools help me to be more efficient and therefore, effective.  If you are a viable candidate for one of my assignments, I will respond to you immediately.  If not, I realize that you might be a fit for a future search.  I cannot talk with every prospective candidate as I am focused on the immediate needs of my clients. 

To be most productive, I am a heavy user of email.  I do much of my marketing and manage my search assignments via email.  My initial contact with a prospective candidate is via email.  I present the basics of my search and invite the prospect to respond back if they are interested or to advise potential candidates on their network if they aren’t.   Only after we have established a level of interest via email correspondence do I schedule a phone conversation.  Even then, that first conversation is limited to 15 or 20 minutes.  It is about productivity.  If the candidate is viable and interested then we will schedule a more in-depth telephone conversation, followed by a face to face meeting.

This is life in the New Normal.  It isn’t personal, it is just business.

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.   You may be interested in my free resume cheat offer.   If so, click here!

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. In-Process
5. Controller – Atlanta-based Restaurant Company:  New

 

 

 

Posted on

Free: Executive Resume Cheat Sheet

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

 

I see a lot of resumes, believe me!  It is a fundamental part of my job.  Most of the resumes I see are dreadful. They are working against the job seeker, forcing them into a prolonged period of unemployment.   Unfortunately, most job seekers don’t appreciate that their poorly written resume is hurting them.

If you are unemployed, you can only think of getting another job to protect your financial well-being.  That is understandable.  You might not know that your resume is working against you.  That it costs you time and money, you cannot afford.   It is hurting your career and your financial goals.   Do you want to get back to work, or suffer a prolonged period of unemployment?   The solution is in your hands.

From time to time I help my candidates craft an effective resume for a fee.   My most successful candidates understand the need for an effective resume and are willing to pay a reasonable price for my help.   No, resume writing is not my primary line of business, but I am happy to help when I can. 

I understand that conserving cash is a priority for most unemployed people.  I get it! 

So, what if you knew the secrets to crafting a killer resume; one that would shorten your job search.  A resume that will help you get the job you want.  Wouldn’t you want to know that secret?  Wouldn’t you want to shorten your time between jobs?   I certainly would!

Fortunately for you, I have been presented with a fantastic resource which I can make available to you, compliments of my friends at CareerTuner.   I have been authorized to share the secrets of the best resume writers, at no charge to you.  That’s right.  I am allowed to help you craft a killer resume at no cost to you.  I have been granted the right to send you The Executive Resume Cheat Sheet, free.  I wholeheartedly endorse this fantastic tool!  It will ensure that you have a professional resume which will help you land that ideal job in the shortest time possible.

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Posted on

Tips on Job Change To Different Industry

I talked with two very accomplished job seekers this week. Both have MBA’s from prestigious Universities and twenty-five-plus years with Blue-chip companies. Both are accomplished in their fields, having held senior level positions. Both lost their job due to a company-wide reorganization. However, the similarities end there. After a short hiatus, one found a new situation in a smaller, entrepreneurial company. The other is approaching two years in job search. The difference in their results is instructive.


In my last post, I wrote about the hiring criteria for senior managers in a tightening labor market. I wrote that employers looking to fill senior-level roles expect the new hire to have a very short learning curve. They are expected to make an immediate contribution. Adapting to the employer's culture should be the majority of their learning curve, a reasonable expectation.

Keys For A Successful Transition


1. Lead with your Leadership skills
2. Be the Specialist
3. Optimize your Network


Much of my work recently has been placing CFOs with Private Equity Groups' (PEG) portfolio companies. In case you have been disconnected from all economic news for the last decade, PEGs have been reshaping the economy, creating a lot of opportunities. These companies have a defined timetable to divestiture. Their time horizon is relatively short. During their holding periods, they maintain a focus on strategic initiatives to maximize terminal value. They need senior level managers who can help them achieve their goals within the holding period. They seek specialists.


The lack of industry-specific experience is another obstacle facing Baby-boomers in transition. There are many factors in play in this situation; however, this bias is not absolute. To be sure, a transition into some industries is difficult. Job functions like CEO, COO, and senior level marketing positions may require significant industry experience. Hiring a senior manage without relevant industry experience is usually unwise, but not always. Typically, there is somewhat more flexibility regarding specific industry experience for other job functions.


If you want to change industries, focus on your leadership skills. Senior-level jobs are about directing and managing teams, leadership. As a serious job seeker, you will research new industry segments to become familiar with revenue models, customers, and operational
challenges. That work will help nullify a lack of industry experience. However, in competition for any job, you must sell your strengths. As a senior executive, leadership should be your greatest strength. As a candidate for a senior position, focus on accomplishments which required effective leadership, then translate those situations to the needs of the employer.


As an effective leader, you will have developed “street cred,” specialized skills. You did not get to this point without becoming proficient in a particular discipline or activity. In the New Normal, employers are looking for people with specialized skills. For example, some people are great at turnarounds, whereas others may be adept at penetrating new markets. Some executives are good at building new companies where others are skilled at protecting mature brands. If you look back on your career, you will find common threads for your success. Do you have particular strength in re-engineering, business development, or maybe, systems implementation? If so, these are your specialties. Your next step is to build a resume that highlights these skills so as to match the job. Skill sets that are transferrable to other industry segments are highly desirable.


Referring to the two Executives mentioned at the beginning of this article: the difference in their results is due to the quality of their networks. More to the point, the successful job seeker (a CFO type) has a contact that is well-networked into the community. His contact made an introduction to a CEO who needed a CFO. The referral source was highly credible, which led to a positive hiring decision. The other candidate’s networking efforts have not been as successful.

Since most job seekers find employment through networking, managing your network is vital. However, the size of your network is not as important as are high-quality, highly-motivated contacts working on your behalf. They must understand your search strategy to best present your capabilities. Actively manage your network to ensure its effectiveness. Make sure they know how 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
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:  Offer extended.
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company:  New

 

 

 

 

 

Posted on

You Can’t Always Get What You Want

You can't always get what you wantThis past year, I experienced three rather unique, but similar search assignments. I found them to be interesting if not a little odd. The employers were established and profitable, but not necessarily on anyone’s radar screen as a highly desirable employer.

 

The searches in question were for a Controller, a Director of Business Development, and for a Payroll Benefits Manager, otherwise known as a Human Capital Manager. In each case, the client advised me that these would be difficult searches. They believed this to be true as they called me after they had failed to recruit these positions with internal resources. One client told me that he doubted that his ideal candidate even existed. As I came to learn, the difficulty of these assignments was due to the experience and attributes required by these. In other words, the candidate requirements were more rigid than I thought necessary. These employers were looking for people to be immediately productive. I get it! This expectation has become commonplace even if less realistic in a low unemployment environment.  Unfortunately, the compensation packages offered were average for the market, but not so attractive to entice one to leave their current employer.

 

As a practice, I begin my assignments by helping my client develop a Position Spec. This document combines the Job Description, desired candidate profile, skill-set required, and public relations. This document helps me sell the opportunity to prospective candidates. It is a useful tool to gain close alignment with the client and better understand their needs. The process of developing the Position Spec serves to validate the importance of each profile attribute and to assign a metric to its priority. It prepares the client's expectation as to the caliber of candidate available for consideration. With this process completed, I can qualify more candidates for my client's consideration. Seldom do I find a candidate that is a perfect match to the search criteria. Intangible factors around personality and chemistry usually hold sway.

 

As measured by the Department of Labor's U-3 metric the employment situation has improved, and most professionals, by now, have found work. In fact, the current unemployment rate for Professionals is about half the total unemployment rate. The current labor market for Professionals is composed of people who lost their jobs due to mergers and acquisitions, or reorganization; and employed folks looking to improve their situation. Most job seekers will find employment after an average amount of time. Baby-Boomers are still struggling, however. The market has shifted so that employers don't have the leverage they had a few years ago. One would expect that, given a tightened labor market, employers would become somewhat more flexible in their hiring standards. In the current job market, management should expect to make hiring decisions that will get them to within 80% or 90% of their requirements. This should be acceptable, so long as the candidate can close the gap through training and experience.

 

In the end, I was successful in two out of three of these assignments. One search was not that difficult as I found plenty a viable candidates, completing the search within my norm. The second search took twice the normal duration to complete. In the third case, the client who did not think his ideal candidate existed, changed his mind and promoted from within. They were not impossible searches, just a little out of the norm.

 

At this time, to get closer to a 100% match to expectations the employer must be prepared for a
longer search; to pay more to attract viable candidates, or to bridge the gap through training.
What does this mean for candidates? I will discuss that issue in the next post.
 

“You can't always get what you want. But if you try sometimes well you just might find,

You get what you need.” Rolling Stones

 

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

 

 

 

 

 

 

 

 

 

 

 

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Posted on

Working With Executive Recruiters: Conclusion

 

 It is rare for me to work with candidates who lack experience working with recruiters.  After 18 years in the executive search business, most of my work is with senior executives who know the drill. However, from time to time I am asked to perform a lower level search to help a client.  In those cases, I often work with candidates who lack experience working with an Executive Recruiter.  The vast majority of these folks are interested in learning how the process works and how to work most effectively with me.  Instinctively, they know that I am there to broker the transaction and to help them to the extent that I can.  There are times when the candidate is unable or unwilling to work within the system.  Invariably, those candidates fail to land the job.  In fact, they tarnish their reputations with the client and with me.

 

Without a doubt, the most egregious example of a candidate's bad behavior is going around the recruiter, contacting the client directly, an end run so to speak.  In my Executive Search career, I have had three candidates try to bypass me to ingratiate himself into the mix.  In every case, it ended poorly for the candidate.  My first incident was working on a search for a Corporate Director of Taxation.  One of my candidates was not forthcoming with important background information, so I put him on hold.  I advised him that I could not move him forward in the process until he provided the required information.  This candidate became incensed and actually told me that he would be contacting the client directly.  So, with that information, I gave my client a heads-up.  Predictably the candidate embarrassed himself and was eliminated from consideration.  Actually, the situation further enhanced my relationship with the client as they appreciated my judgment and communication. The second situation was somewhat similar, except for the fact that the candidate did not come close to fitting the client's profile.  Again, the results were predictable.

 

The most recent situation was a little different, but the results were the same.  This candidate was qualified to do the job and was in the queue.   We had several steps yet to complete before I could present him to the client.  I needed to do an in-depth phone interview to understand fully his background and capabilities to be followed by a face to face meeting.  Unfortunately, the process was not moving along fast enough to suit this guy.   He thought I was deliberately blocking him. So, this candidate executes his end run contacting multiple employees, via phone and email including the hiring manager.  I knew that he had a contact inside the company, but it was not a strong enough connection to really help him.  His behavior was viewed as unprofessional and unwarranted.  He disqualified himself as the client decided that he was a poor cultural fit.  If he had worked with me, the outcome might have been different.  He clearly did not appreciate the strength of my relationship with the client.

 

In each case, the candidate failed to understand or appreciate my bond with the client.   When a client hires a recruiter, they do so with great care.  The recruiting and selection process is critical to the client and full of risk.  There is a significant level of trust between the client and the recruiter.  There must be!  The stakes are too great.   The client looks to the recruiter to manage the process in an effective and efficient manner that reflects well on the client's brand.  In support of this goal, before I begin a search I get clear direction from the client as to the job requirements, the experience required, and the skill sets they want to see in a candidate.  We also become aligned as to the client's culture.   I design my searches to ensure that the candidate can do the job, will do the job, and will be a harmonious fit with the client's culture.   It is not in my best interest to eliminate a candidate that meets all of the client's criteria.  Likewise, it is not in my best interest to move an unqualified candidate forward.  My work reflects on my credibility and on-going relationship with the client.

 

If a recruiter contacts you with an opportunity which you decide to pursue, your responsibility is to work within the parameters established by the recruiter.   You may or may not like the recruiter, but the recruiter is driving the bus.  Your job is to be a good passenger and enable him to get to the required destination.   One must understand that circumventing the recruiter is a high-risk proposition that seldom ends well for the candidate.

 

Key Points to Consider:

1.     Nurture relationships with recruiters.

2.     Work with, and through your recruiter.

3.     Understand the relationship between the recruiter and hiring manager.

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

JimWeber@NewCenturyDynamics.com

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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Posted on

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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Posted on

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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Posted on

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