Tag: Job-search

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Working With Executive Recruiters: Your Top Five Priorities!

HAPPY NEW YEAR!  With the 2016 Holiday Season completed, most of us are back at work; earning a living or looking for a new job.  But, something is different this year.  There seems to be a greater sense of optimism than I have heard in a long time.  Polling data on consumer confidence supports this newfound optimism.   I watched the Dow Jones Industrial Average come within .07 of 20,000 before closing out the first week of 2017 at 19,964.  The anemic economy may have received a massive dose of adrenaline.

 

Traditionally, the first quarter is prime-time for recruiting new employees.  During this time, one can expect an up-tick in calls from Executive Recruiters.  Whether you are looking for a new job, or not, you must actively manage your career.  Working with Executive Recruiters is an important aspect to effective career management.  If you are serious about managing your career, you will nurture relationships with a few Headhunters.  So, this is a good time to share my thoughts about working with Executive Recruiters. 

 

My overarching point is to be a serious candidate. When presented with an opportunity, after the appropriate due diligence on your part, make a commitment to pursue the job or not. Let the recruiter know your decision as soon as possible! Don't underestimate the importance of this initial step. If you have not worked with this recruiter before, it is an opportunity to make a new connection which could play a vital role in your career. If this situation is not right for you, explain why and describe situations that would be a better fit. Be a resource by offering names of other potential candidates.

 

Having established the overarching framework to build a solid relationship with a recruiter, these five points will set you apart from the rest of the field!

 

1. Be competitive; assume that the recruiter has plenty of viable candidates.

2. Present a resume that includes your complete work history; it is relevant and important.

3. When you are scheduled to talk with the recruiter, be prepared.

4. Make it easy for me to find you and don't make me chase you down when I need you.

5. Check in from time to time to reaffirm your interest and receive updates.

 

In a recent search, I generated almost 200 candidates. In fact, this has been a fairly consistent response rate for the past few years. If you are serious about the job in question, you must be a competitor! Ensure that you stand out from the crowd by your enthusiasm and professionalism! Understand that no matter how strong your background, there are many another viable candidate in the queue.

 

Point number two might be contrary to counsel you have received. Job seekers want to get their foot in the door with the hiring manager. Age discrimination is a real issue. I get it. However, this is not an appropriate strategy when working with third party recruiters. It looks deceptive. News-flash! Most

of my clients are not hung up on age. They are looking for experience and competence. So, be sure to have a resume that provides your complete work history. One way or another I will get that information from you, so save us both a lot of time and effort.

 

As to point number three; help me help you. When we agree on a time to talk, be prepared to talk. Find a quiet place where you won't be distracted. Make sure you are on a landline or have a very reliable cell phone connection. Have your resume in front of you so that we can discuss your credentials.

 

Point number four should be obvious. Be accessible to the recruiter! Many of my candidates are employed so taking my phone call or answering emails during working hours is difficult. Responding to text messages is a lot easier. The point is to be accessible to your recruiter and help her understand how best to reach you and the constraints you are working under.

 

Finally, check in with the recruiter from time to time to reinforce your interest, to get a status update, and to determine if any additional information is required. A regular check-in is very useful.

If you follow these guidelines, you will be viewed as a savvy candidate. Understand the needs of your recruiter to help him help you! You might not get the job in question, but you will certainly make a favorable impression. Favorable impressions lead to future opportunities!

 

Key Points to Consider:

1. Be competitive; assume that the recruiter has plenty of viable candidates.

2. Present a resume that includes your complete work history; it is relevant and important.

3. When you are scheduled to talk with the recruiter, be prepared.

4. Make it easy for me to find you and don't make me chase you down when I need you.

5. Check in from time to time to reaffirm your interest and receive updates.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.  

 

 

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Current Assignments

 

 

 

 

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

 

 

 

 

 

 

 

 

 

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Plan Your Job Search! Work Your Plan!

Let’s face it; the single most important stress factor to any job seeker is financial.  “Will I find a new job before I run out of cash?” Will I deplete my savings?  Will I lose my home? All are very real possibilities which can be overwhelming.  To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process.  Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers. You have the personal attributes and skills to be successful in your job search. Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your lifestyle.
 
I am a planner by nature, and by training. When confronted with a new challenging situation, my fallback position is to execute the problem-solving/planning cycle. I get organized.  I analyze the situation; evaluate options, set goals; track activity; reassess; make adjustments; then set new goals. Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort that helps lower my stress level.  I also subscribe to the “ready, fire, aim concept.  Even when developing my plan.  It eliminates analysis paralysis.  So, while between jobs, I employed organization and planning routines that had never failed me. We will refer to this process throughout the book.
 
The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile. The obvious objective is to find another employer in the same sector, doing the same job.  But, that is just a place to start. In all likelihood, the best opportunities will be somewhat different from your last situation.  The odds are that a smaller, emerging company in a different segment will become your next employer.  As with any good plan, it is wise to allow flexibility to consider interesting opportunities as they occur.
 
Elements to factor into your plan:


• Establish a realistic time frame and the worst case scenario

• Define your compensation and geographical requirements

• Define your primary and secondary employer targets

• Ensure that your strategy is heavily focused on networking

• Establish an appropriate yet flexible weekly work routine

• Keep a diary

• Communicate, communicate, communicate
 
My search assignments take 90 days from start to finish, on average. Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus. The adage of one month of search time for each $10K of salary is still appropriate. This statistic should help the job seeker develop a realistic duration for their search. For most people, especially those who have neglected their networks, it could take up to 90 days to reassemble and engage your network. Most people find new employment via networking activities so, prepare to spend 80% of your effort networking I will devote a lot of time to discuss the issue of networking.
 
An important element to the success of any plan is a system to track your effort and results. Job search is no different. Keep a record of who you have talked to, the nature of that discussion and follow up issues. Analyze your efforts. If your plan seems to be working, stay with it. If it needs some adjustment, do so and establish new goals. Write down your thoughts and feelings for successes and failures. Keep a diary as it will be helpful. Plan your work and work your plan. In my opinion, a systematic approach is the best way to find a new job and minimize your stress.
 
Key Points to Consider:
1. Develop a written Job Search Plan.

2. Keep a diary.

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.  

 

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

 

 

 

 

 

Current Assignments

 

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

 

 

 

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Interviews With Millennials

Tuesday, I received a phone call from my friend Ellen. We haven't talked since the election, so it was a good time for her to check in and catch up.   I have known Ellen for many years.  A fellow Baby-boomer with a marketing background, she is currently selling syndicated research services as an independent contractor.  Ellen had some interesting thoughts about our future under a Trump administration; however, she is most interested to see the repeal of Obama-care.  Like so many Americans, her insurance premiums and deductibles have skyrocketed as a result of the Affordable Care Act.   
 
Ellen said that she had found an opportunity to work part-time and receive insurance benefits. The prospective employer is a health maintenance company, a natural fit for her as she is very health-conscious and athletic.  She went on to say that being interviewed by a Millennial is strange, yet amusing.  At one point she was asked, “where do you see yourself in five years?”  In other words, what are your long-term goals?  I pictured her sitting on a beach drinking a Pina Colada.   We had a good laugh about that, as she plans to retire in five years.  I told her that the interviewer was probably working off a script and needed to "check off" that question.  I thanked her for providing the inspiration for this post.   The next day, I had a meeting with a CMO candidate currently between jobs.  Let's call him Bill.  Bill, also a baby boomer, said he is frustrated interviewing with millennials.   His concern isn't that he cannot work for a younger boss, but he believes they are biased against older candidates.  His belief creates a natural tension.  He told me that he had completed a series of interviews the prior day which did not go well.  His prospective supervisor, a millennial, admitted that he was not an experienced interviewer.  At some point in the interview, he asked Bill a series of questions as to how he would resolve particular problems the Company is experiencing.  Bill admitted that he was disappointed with his response.  He told the interviewer that he was uncomfortable answering the question as he did not have enough background information about the situation.  That comment caused his interviewer to become defensive.  It created a tense moment that may have cost Bill the job.   He said that he finally answered the question, speaking to how he had resolved similar issues for former employers.  My advice to Bill was to focus on how he dealt with similar situations in the past and to omit the comments about his feeling for the question.
 
[Tweet "There reasons why Baby-boomers and Millennials might not connect during an interview."]  The biases held by each group toward the other are challenging.  However, I think the underlying issue is a lack of skills.  I have long known that most people are poor interviewers.  It is not surprising, as I have met few people who have had any training for recruiting and selection.  They may have read a book on interviewing, but they don’t put much effort into planning for the discussion.  Most companies don’t make this kind of training a priority, or they assume their hiring managers know how to recruit and hire employees.   It is somewhat baffling to me as recruiting, selection, and team building is vital to the success of the firm.

 If one has not been trained to conduct an interview, it is unlikely they have the skills to be interviewed.  I coach my candidates to prepare for the not-competent interviewer.  I advise them to be proactive, to find opportunities to exercise some control over the discussion.  I make sure they are prepared to answer questions a competent interviewer would ask. I direct them to articles for additional insight on the subject, including those I have written, which are available in my archives.
 
This is the New Normal.  Baby-boomers will be working for Millennials.   We must learn to adapt to this dynamic.  Interpersonal skills must be developed and refined.   In response to this need, our consulting group, ITB Partners, has begun training hiring managers to be more effective interviewers.  If you are an employer looking to improve the effectiveness of your recruiting and selection program, we should talk.  If you are a job seeker looking to improve your skills, we are here to help you.
 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.  

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

 

 

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company.
3. Human Capital Manager, Atlanta-based Retail Company. New
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company.

 

Text To Join Our Mailing List:

Send the following text message:  NEWCENTURY

To:  22828

 

 

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Holiday Networking Tips

It is Prime Time! The end of 2016 is upon us, and the celebration is beginning. You may be attending a lot of parties, and networking events. In keeping with the season, it makes sense to offer up some advice and guidance to ensure that you have a productive month.


The Holiday Season is all about bringing people together. It is a time of celebration, reflection, and anticipation for the New Year. It is a time for networking groups to schedule events to close out the year. During this month, you have the opportunity to meet people you will want to add to your business network or social circle. These events are target-rich environments to identify and connect with influencers. Although each event will have a specific focus, you can exercise some leverage. In other words, social events can generate useful job-search connections, while professional networking events may result in social opportunities.


[Tweet “As you contemplate your calendar for December, begin with a plan.”] Determine what you want to accomplish this month. If you are between situations or looking to make a move, you may be looking for people who can help you locate your next job. In this case, you should try to attend as many events as you can. Of course, you will necessarily want to prioritize your time for friends and family. Religious activities are an important consideration. If there is a conflict, all things being equal, opt for the event that best supports your objectives for the month. In some cases, you may be able to attend multiple events, dividing your time between them on the same day.


Set a goal for each party! Begin with the guest list. Who do you want to meet? Plan to meet specific people who may be helpful. Learn who will be attending each event and determine who you want to meet. Conducting research on guests is a lot easier to do today, as more and more event planners are using on-line applications to manage attendance. Those applications will notify you as others accepted the invitation, so you will know who plans to attend. Then, you can cross-reference individuals to their LinkedIn profiles.


Time is short. Be strategic! The objective is to meet influential people, gain their interest, and schedule a follow-on meeting. Make a good impression, so they will want to help you. Leverage your friends, family, and acquaintances to help identify these influencers. Make sure that your elevator speech and appropriate variations are well-honed and committed to memory. Bring business cards to distribute. Make notes on the back of each card you receive so you can send a personalized message. Remember, ask to schedule a meeting. Additionally, become connected to these folks on LinkedIn. Everyone is a potential lead to a job, so introduce yourself to someone new.


Stay focused on your objective. The approach you chose to follow will be different depending on whether the event is business related networking or more of a social event. If the event is for business networking, stay focused on business. If the event is a social gathering, be sociable. As you get to know the other party, there is nothing wrong with getting to know about their occupation, if in a social setting, or about their personal interests, if at a networking event. Begin with casual conversation. Ask questions, including advice. Listen with interest. Stay away from religion, politics, or other potentially sensitive issues, unless you are talking with like-minded friends or associates.


Here are some parting thoughts. Maintain a friendly, positive attitude. You will attract more interesting people. Dress appropriately. You don’t want to stand out in a negative way. Eventually, most people will migrate in that direction. Don't overindulge in food or alcohol. Remember to thank the host before leaving, and later, send a thank you note. Enjoy yourself; the Holiday Season can be a lot of fun!

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.  

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

 

 

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Development, Atlanta-based B2B Professional Services Company.
3. Human Capital Manager, Atlanta-based Retail Company. New
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company.

 

Text To Join Our Mailing List:

Send the following text message:  NEWCENTURY

To:  22828

 

 

 
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It’s The Culture!

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

 

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

 

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

 

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

 

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

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.


Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

 

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. GM, Private Club based in Southeast,  Confidential Search:  New
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Training Director – Southeastern-based Restaurant Group:  New
4. Senior Accounting Manager – Atlanta-based Manufacturer.  New
5. Controller – Orlando, FL-based Restaurant Company:  New

 

Posted on

Improvise, Adapt, Overcome Part II

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

 

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

 

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

 

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

 

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

 

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

 

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

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.


Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

 

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

1. GM, Private Club based in Southeast,  Confidential Search:  New
2. Director of Business Development, Atlanta-based B2B Professional Services Company: New
3. Training Director – Southeastern-based Restaurant Group:  New
4. Senior Accounting Manager – Atlanta-based Manufacturer.  New
5. Controller – Orlando, FL-based Restaurant Company:  New

 

 

 

Posted on

What Is Your Story?

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

 

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

 

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

 

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

 

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

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

 

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

 

Jim Weber, President

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

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Posted on

Wantrepreneur:

 

Do You Have What It Takes To Be An Entrepreneur?

 

Business is picking up, and so are my networking activities.  Of course, a lot of my networking lately is about creating "buzz" for my new book, "Fighting Alligators."  Perhaps, you have heard about it.   Creating buzz is an indirect way to attract new searches, consulting business, and help those people between jobs, so it is all good.  One recent networking meeting was brokered   by  my friend Brownell who has been very helpful in the process of publishing my book.  Brownell introduced me to Mark Myette.  Mark is also in private practice as an Alternative Career Coach.  He helps people determine if they have what it takes to become an entrepreneur and guides them through that process.  He published his first book, Wantrepreneur, in February.  Brownell surmised that our work is complementary, so she thought we would be able to help each other.   

 

Mark and I scheduled an early morning meeting last week for breakfast at his club.  As we are both Fortune 500 refugees with similar entrepreneurial pursuits, we connected immediately.  We began by exchanging background information and our connection to Brownell.  I told him about Fighting Alligators and its underlying thesis, and he presented the theme for "Wantrepreneur," which he described as the "One Minute Manager" version of becoming comfortable with franchising.  The book's subtitle is "Do you have what it takes to become an entrepreneur?"      Wantrepreneur is a clever bit of “word-smithing” that speaks to people who would like to be their own boss, but can’t or don’t know how to get started.  Mark's book dovetails nicely with Fighting Alligator's message about building a career in the "New Normal."   

 

To say that it was a productive meeting would be a gross understatement.  Mark gave me a copy of his book and an intelligent bookmark he created as a marketing tool.  He confirmed my thinking that the opportunity for speaking engagements would increase significantly now that I am published.   We explored ways to collaborate, and help each other.  Some follow-up steps were discussed and confirmed.     

 

Over the next few days, I made a point to read Mark's book.  He was right about the reference to the One Minute Manager.  Wantrepreneur is a short read, but very much to the point.  Much of the book summarized the current employment statistics and trends in small company formation and related career opportunities.  He also broke down employment by industry sector with each sector’s contribution to GDP.  He went on to talk about the general dissatisfaction many people have toward their jobs, especially the middle-aged.  These folks are not happy with their careers and want to find a    new situation, something more fulfilling.  I am confident that job security is a major part of their angst.  Mark spoke to an epidemic of addiction, depression, and suicides among this group, rooted in economic despair and hopelessness.  People are looking to create a better life by "doing their own thing."         

 

The remainder of Mark’s book is about defining alternate career options, including entrepreneurial pursuits, so the reader can better understand each path.  Finally, he presented a template to assist in  determining one's suitability for those options.    

 

Mark did a thorough job describing the New Normal, without getting into cause and effect.    The current economic situation is part of a much larger transformation as we move further into the Digital Age.  Traditional employment is in a state of flux.  There is no going back to an earlier time.      Understanding the current playing field and one's options is a critical first step to building a successful career in the New Normal.    Wantrepreneur is an excellent companion to Fighting Alligators, which I recommend to anyone who is serious about managing their career.  Wantrepreneur by Mark Myette is available on Amazon.com. 

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

 

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.

 

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

Another Step Closer To…

Another week, and another step closer to publishing “Fighting Alligators: Job Search Strategy For The New Normal.”  The artwork for the cover has been finalized.  Actually, I hired a freelancer through Upwork to complete this task.  Upwork is one of a number of on-line resources that connect freelancers to the market.  Fiverr is another widely used service.  I posted my job on Thursday afternoon, and by 10:00 a.m. Friday I had a finished product.  Upwork operates like any other job board where employers post jobs for permanent hires with some notable differences.  The service is menu driven, which is similar to Job Boards, but the overall feel is much more like a community.  Think of Monster meets Facebook.  UpWork is very interactive, unlike your typical job board.

 

Thursday afternoon I posted my job.  The posting included a description of my need, my budget for this task, and my contact information.  My project was open to all freelancers registered with Upwork. However, Upwork also provided me a list of highly qualified freelancers to consider.  I sent those people a personal invitation to bid on my work.    Within a few hours, 16 interested respondents had expressed interest in my job.  These folks came from the four corners of the planet.  The biggest concentration of applicants came from the U.S., the Philippines, Pakistan, and Eastern Europe.  By clicking on their name, I was able to view their recent projects and references.  Upwork helped the process by allowing me to archive people who were not a good fit and “like” candidates who I wanted to consider.  I sent thank you notes to everyone I could.  For those I considered serious contenders I sent a more detailed message and directed them to my web page.   Imagery with an Alligator seemed obvious, but the cover still needed to be conservative, appropriate for my target audience.  I also wanted a subtle reference to the digital age.

 

Friday morning I was in a text conversation with Vanessa, a highly recommended freelancer from The UK.  Upwork provides for instant messaging and video conferencing through their portal.  While we were chatting it up, so to speak, Vanessa offered a few mock ups that were most impressive.  It was her responsiveness and speed of service that made the difference.  I made her an offer and she accepted.   Working with Vanessa was fast and effortless.  After we had arrived at the basic layout and the correct species of reptile, we worked on my need for a subtle reference to the digital age.  Within minutes, she provided three more mock ups with a bit of a digital feel.  I settled on the least obtrusive of the three, and the project was complete.   I am very pleased with Vanessa’s work, and so far, all of the critiques have been positive.

 

Completing this task is a great example of employment options in the New Normal.  In a brief period of time, I evaluated the work of potential vendors from all over the globe.  I chose my preferred freelancer, and we worked together in real time, arriving at a finished project within an hour.  As soon as I was satisfied with the end result, I notified Upwork that the contract was complete and authorized payment to Vanessa.  With the project completed, we provided each other with references.

 

While evaluating the freelancers interested in my project I learned that many of these folks are gainfully employed, earning extra money on the side via Upwork.   Others are full-time freelancers who are active over a number of platforms.  This is the “Gig Economy” sector of the New Normal. 

 

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.

 

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

It’s Not Personal. It’s Just Business

 

 

It has been a very interesting week.  Most are these days.  It wasn’t because it has been snowing in Atlanta, although that has created its own issues.  No, what made this week interesting was the extremes of networking results we encountered.  My team was reminded that not everyone is a viable networking partner.  That will never change.

While discussing our business development activities I told a colleague about my progress with a new partner.  This contact, John is a referral from an associate who recently joined our team.  John owns a Professional Services Firm whose model is very complimentary to ours.  He is very personable and clearly understands the benefits to networking.  After three visits to explore mutual interests and opportunities, with a handshake, we agreed to work together to exchange leads and referrals.  In fact, both of us have already made connections on behalf of the other.

I then recapped a list of people I had contacted to set up meetings in the coming weeks.  When I got to a specific name my colleague stopped me.  “Don’t expect any help from him.  He is funny about referrals.”  In other words, this person will accept your help, but don’t expect him to reciprocate.  I was a bit surprised, to say the least.  I was fascinated by my colleagues’ recap of several encounters that made his point.

It is a sad part of life that not everyone is interested in the give-and-take of effective networking.  Some people, albeit a small percentage from my experience, are about taking, not giving.  It may be conscious or not, but not everyone is blessed with the networking gene.  It just isn’t in their DNA.  I have seen this phenomena all too often in my work.  I cannot count the number of people who would not give me the time of day when I called on them, only to find that I am their long-lost friend when they need my help.  Clearly, not the norm.  Over time it has been a source of amusement.  I have recognized this to be a fact of life.  It is a cost of doing business.  It’s not personal.  I have long had the policy of helping these “long-lost friends” as best as I can without expecting anything in return.  Punishing bad behavior with equally bad behavior is a poor business practice which likely leads to bad Karma.  It’s not personal.  I took my colleague’s admonition to heart but still plan to follow through on our meeting.  Who knows, it might lead to some interesting intel.

In life, I have learned that I cannot expect everyone to behave to my expectations.  Networking is no exception.  So, when planning your networking activities follow the 80/20 rule.  Focus on those people who are adept at networking and avoid the takers.  Help everyone you can without expectation.  If they do not reciprocate, recognize their behavior for what it is, a cost of doing business.  It isn’t personal.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com