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Align Change With The Needs Of Your Culture.
The plan was to meet Chris and Aaron Monday evening, for conversation and a fine cigar. The venue was Cigar City Club, in the Buckhead Neighborhood of Atlanta. Chris is a Member of ITB Partners, whereas Aaron is new to our network. Aaron is Millennial with a background in IT Consulting. He is also an entrepreneur. Chris believes that Aaron would be a good candidate for ITB Partners. Aaron is looking for new clients. Aaron canceled due to illness but Chris and I decided to follow through with our plans. I’m glad we did as I needed a good cigar. Additionally, I had developed two networking contacts I wanted to discuss with Chris.
I met Chris through Cliff, a mutual friend. It was two years ago, just after I had published Fighting Alligators: Job Search Strategy For The New Normal. When Cliff learned that Chris was months away from publishing his first book he decided that we should meet. The full story is more interesting, but I’ll save those details for now. Chris is 27, a Millennial Expert, Keynote Speaker, and Best-Selling Author of The Millennial’s Guide to Making Happiness. He is building a Consulting Practice around Millennial career development and job satisfaction. Much of that work is focused on helping baby boomers understand their Millennials. His objective is to help them become more effective, leading to longer tenures, and a lower cost of turnover.
Arriving first, I planted myself at the right-hand corner of the u-shaped bar. I placed my drink order, then headed for the humidor. One of the Managers helped me make my cigar selection; one new to me, and an old favorite. On the way back to my seat, I saw Chris, sitting in the seat next to mine.
As one would expect, our discussion was far-ranging. We compared notes on the dynamics of the economy and opportunities to build our businesses. The economy has seen significant improvement, but individual companies are in a state of flux. There is tremendous pressure to maintain relevancy and to increase market share. Therefore, a lot of opportunity for us.
Toward that end, Chris told me about a new product he is developing, a cultural risk assessment. He wanted my thoughts on how to position his concept. He asked my opinion on three particular options and price points, based on variations of the number and mix of people to interview. Fortunately, I have recent experience with a similar assignment so I was able to talk with some authority.
Last year I completed a consulting gig, helping my client improve their internal recruiting, selection, and onboarding program. I have found that the best way to approach any assignment is to begin by understanding the client’s culture. So, I began that assignment by interviewing the leadership team to get their perspective on the company’s values, management style, and opportunities. Next, I talked with a cross-section of employees for thirty minutes each. The results were revealing. To make a long story short, the client was surprised to learn that the values and career goals for their employees aligned with their generation. The baby-boomers were focused on developing their professional skills, whereas the Millennials were trying to “fit in.” The Baby-Boomers had a lot of job satisfaction. The Millennials, not so much. They complained that internal communication was not helpful. Leadership was surprised by these findings. Although it was not my primary mission, I recommended that Management consider a Mentor program and prominently display their KPI’s. Those two ideas got them moving in the right direction. I recommend that Chris follow a similar process.
The success of any new project or change in procedure is dependent on buy-in by the employees affected. Achieving that buy-in requires a communication plan that resonates with the company’s values, its culture. Stated another way, if one wants to ensure a successful outcome, one must understand the current state of the company’s culture and respond to its needs.
Three hours later…we made our exit, well-fed and relaxed but energized by our commitments to one another.
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
Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@NewCenturyDynamics.com
Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. VP Operations – Southeast-based Casual Dining Restaurant Company – New
3. CEO- Northeast-based Casual Dining Restaurant Company – Completed
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
5. Area Supervisor – Legacy Pizza Chain, Carolinas – Completed
6. Operating Partners – Legacy Pizza Chain – New
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
8. Outplacement Assignment – Atlanta-based Manufacturer: Complete
Social Media Is A Game Changer!
During my career working for major retail brands, I knew the value of advertising on radio and television. Also known as major media, we could see the results of our buys, almost in real time. However, I understood the cost and limitations of traditional media. Successful advertising was all about the message. A lot of money could be quickly wasted if the message was not relevant. Social media has changed the game, especially for small business. These tools allow smaller companies to leverage their marketing budget to compete on a larger stage. It gives them a voice they could not achieve through major media. They can dialog with customers and prospects in a cost effective way. It is akin to the difference between a rifle and a shotgun. I have found social media to be very helpful in building my business.
Executive search is an interesting business. I am hired by employers, my clients, to find people who want to become their employees. One could say that I am selling prospective employees, so I guess Job Seekers are my inventory. Often, candidates become clients and vice versa. Over time, I have become more productive as my industry knowledge and relationships have grown. These relationships serve to generate more contracts and to complete assignments faster. My business is not unlike any other service-sector business as success is all about building lasting relationships. I learned that building and managing a large network is a viable strategy to build my business.
Early on, I recognized the value of talking to my clients and prospects. I created a database of followers and invited people to sign up for my periodic updates. By today’s standards, it was fairly primitive. I used Microsoft Outlook to manage my list, and mail merge. It began as a collection of clients and prospects. In time, as I received more unsolicited resumes, I added job seekers to my outreach. Later, I added strategic partners. I would tell these folks about my new assignments as well as assignments I had completed. That activity generated new business and more followers. I was an early adopter of LinkedIn and became involved with Facebook and Twitter. I didn’t understand the full potential of those applications at first. However, now I am a believer. I even migrated my email marketing campaign to Constant Contact and Mail Chimp.
SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!
I learned the importance of blogging to engage prospects who needed employees, and to professionals who are interested in career advancement. The focus of my blog is on career issues facing Baby Boomers, my prospective candidate base. This is an important target audience, as they represent my primary placements. When I began blogging, social media became even more important. I began using Twitter to generate interest and to direct readers to my website. I subscribed to Hootsuite to expand my message to my followers on LinkedIn, Facebook, and Google+. I believe my experience with executive search is relevant to all small businesses. It is an effective business practice to maintain contact with customers, prospects, and prospective employees.
Now that I am building a Consulting Company, I am using the same digital marketing techniques to promote this line of business. In fact, I have adopted the social media platform I built for my executive search business to present this opportunity to my network. The results of this effort have been remarkable. I use social media to speak to prospective clients and to freelancers who may be interested in joining our company.
As I have done with my business, small companies should consider for theirs. Build a community of prospective job seekers. Last week I talked about using the company website to generate interest in employment opportunities. In the same way that one would reach out and cultivate prospective customers, companies should be talking to prospective employees to build a following. Maintain their interest in your brand for future employment opportunities. Depending on the nature of the business, prospective employees could become current customers. Social Media is an excellent way to engage these people.
Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Controller – Atlanta-based Consumer Products – Digital Company – New
3. Director of Biz Dev, Atlanta-based B2B Professional Services Company: Completed
4. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Restaurant Company: New
7. Outplacement Assignment – Atlanta-based Manufacturer: New
More Misconceptions: Closing The Deal
This has been a very good week. I brought on a new consultant for our Consulting Division; I landed a new client for my coaching practice; I closed a prospective client for our consulting practice; and most importantly, I was able to put a major search assignment back on track. That last accomplishment provides the greatest immediate benefit as it is a new client who I want to nurture.
It should be no surprise that taking on a new client is always a learning experience. As my job is to make the client’s job easier and more effective, learning to adapt to their management style is vital. Some clients are easier to adapt to as they have more experience working with Executive Recruiters. Others, well, not so much. In this case, I am working directly with a C-level Executive, not the VP of Human Resources. He needs to fill a key position which will be a direct report. I am learning to adapt to his management style. This is clearly my responsibility. However, it has been a challenge.
[Tweet “When a client is ready to present an offer of employment, most use my services to facilitate the process.”] The first step is to pre-close the candidate. In this phase, I work to learn the specifics around the candidate's requirements. I don’t want to be “in the ballpark” when I complete this task, I want to be sliding into home plate. This is an important step that makes the offer and acceptance process smoother and shorter. Well, my new client omitted this step and went directly to the candidate with an offer. That’s fine, he is the client. However, he didn’t copy me on the offer letter, so I was out of the loop. Fortunately, the candidate kept me informed, and we discussed his issues.
Their negotiation was via email, not good. I did not insert myself directly into the discussion, allowing it to play out. Sadly, it became bogged down almost immediately. A few days later I received an email from the client, asking for more candidates. I was dumbfounded. They were not that far apart so I saw no reason why this hire should not close. Immediately, I scheduled a call with the client. When we connected later that afternoon, I asked that he give me his perspective on the impasse. As it turns out it was a policy issue that he could not resolve. I asked that he give me some time to confer with the candidate to understand his perspective. My client agreed, and I placed the call.
SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!
When the candidate returned my call, he told me that he was waiting for a response from my client. That explained why the discussion had broken down. Both were anticipating something from the other. I then asked him to explain his needs to close the deal. He told me that he was looking for a little more base salary to compensate for certain benefits that were not as generous as his current situation. From my calculation the difference was less than 4% of the base salary offered; however, my client heard something else. I relayed that information to the client with my recommendations. The good news is that he still wants to hire this candidate and the candidate wants to take this job.
At this time, the deal has not closed, but I am confident it will.
Conducting a negotiation via e-mail alone is problematic. E-mail is very helpful to confirm a discussion, to outline points of agreement and follow up items. It is not as useful as an exclusive means of conversation. Verbal communication is better suited to gain clarification and understanding. In this case, the parties to the discussion were relatively inexperienced and failed to understand the other. This led to the impasse and my need to become involved. This result would not have occurred if they had used an experienced mediator to facilitate the negotiation.
Most clients want me to facilitate the job offer/negotiation process and to help close the transaction. This is an integral part of our work, so we have a lot of experience. This experience leads to a skill-set, i.e., a benefit one receives when they hire a Recruiter. You are well advised to take advantage of these capabilities to help ensure an optimal outcome.
Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
5. Controller – Atlanta-based Restaurant Company: New
6. Outplacement Assignment – Atlanta-based Manufacturer: New
More On Changing Careers
In my March 6 post, I discussed Career Tips For Changing Industries. Well, I have something to add. I talked with two gentlemen this week who are thinking about changing careers or at least taking a different direction. John, a fellow alumnus, reached out to me because we had met and he follows my blog. He lives in Dallas and has built a career in banking, working with clients in the Petroleum Industry. He knows that opportunities in his field are limited in Atlanta, but it is home. He wants to relocate and find something compatible with his skills and experience. Bill recently moved to Atlanta. He has had a career in finance and accounting and account management with big-name brands. Currently, he is an account executive providing outsourced logistics services. He’s been with his current employer for about eight years but doesn’t see further upside potential, hence the interest new opportunities.
I had a brief conversation with John early in the week to understand his goals. John said that he had not done much networking, nor had he paid much attention to his resume as his job changes had been secured through people he had worked with before. He is not looking for a career coach and does not think he needs professional help with his resume. In fact, as I came to learn, his resume does need a lot of work. We discussed some preliminary thoughts and agreed to have a follow on conversation after I had a chance to review his resume.
After a review of his resume, I sent him a copy of The Executive Resume Cheat Sheet. I knew it would be revealing. He reviewed that document before our second conversation. He acknowledged the work ahead of him in that regard, so our next call was brief. I reinforced key points about effective resumes and added a few additional observations. I suggested that he think about career options to explore while he worked on his resume. I also suggested that he purchase my modestly priced book “Fighting Alligators: Job Search Strategy For The New Normal.” I know, it is a shameless plug, but he could really benefit from the wisdom offered in that book. It is safe to say that John is at the front end of this process. I believe that his primary goal is less about changing careers than moving back to Atlanta. That desire is driving the question about his career.
I met Bill Friday evening. My networking partner, Faith, invited him to our event. While sharing a bottle of wine, Bill told me about his background. He provided an excellent overview of his career and his thoughts about moving in a different direction. Bill’s goal is to advance his situation by building on his experience and accomplishments. He is not location focused, as Atlanta offers a lot of opportunity in his field. He does need some help building his network in the market. I offered some ideas for his consideration, and we agreed to further the conversation.
Both of these professionals must be careful to protect their current employment as they seek out new opportunities. John’s situation is complicated by his motivation to relocate. It is possible but unlikely that he will find an Atlanta-based employer willing to subsidize his relocation. Bill’s situation is less problematic as he is interested in the search for a different opportunity within his industry segment. Both of these gentlemen are at the beginning of the process to change their career direction. They need do a complete analysis to validate and clarify their goals and then craft an appropriate plan.
If you are serious about changing the direction of your career, be clear about your goals. Make sure to analyze your situation thoroughly so as to better understand your options. Develop a plan to realize your goals.
Thank you for visiting my blog. I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. Offer Accepted
5. Controller – Atlanta-based Restaurant Company: Offer Extended
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
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
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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Need a Resume for a Manager Level Job?
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Need a Resume for a Non-Manager Level Job?
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Need a Resume for a Career Change?
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Are You a Recent Grad in Need a Resume?
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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
You Can’t Always Get What You Want
This 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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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.
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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
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