Tag: Talent Acquisition

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Aftan Started A New Job This Week!

Aftan Romanczak started a new job this week.  I helped! He became the Corporate Research and Development Chef for an Atlanta-based, home meal replacement company.  I am happy to say that his placement completed my contract to fill this position. A total of thirty-days elapsed from the day my search contract was executed to Aftan’s start date.  This time-to-completion statistic represents my shortest search.

My average search assignment is ninety days, so this is a significant record. However, it only ties my best. In this case, everything fell into place. I had a highly motivated client who had been unsuccessful recruiting this position on their own. I had a highly motivated candidate, who was between situations.  He could join my client’s team immediately.  Did I say he was also highly qualified?  I had a strong network activated to feed candidates to me. And finally, Aftan was already known to me as were his references.

Some may call this luck. I would say fortunate, but it wasn’t luck.  All of the stars were aligned to achieve this result. However, all of the components were in place after years of investment. I have experience placing Corporate R&D Chefs, so I have a network into those folks. I have a host of network contacts who have connections to the R&D Chefs. The candidate was known to me as he had worked for a client of many years.  I had two excellent personal references who validated his work history and capabilities. Most importantly, I had a sophisticated client who knew the current market for this position. They had tried to conduct this search on their own, without success. They even made an offer to a viable candidate.

When this client turned to me for help, they were in a position to make a rapid decision when presented with the right candidate. They were clear as to whom they sought. All I had to do was to present one highly qualified and motivated candidate to complete the assignment.  The added benefit to the client is that they get a sixty to ninety-day head-start on the productivity Aftan will bring to their operation.

I am reminded of buying my wife’s engagement ring, 42 years ago.  Purchasing that first diamond engagement ring is a learning experience. It took time to understand the product and the market, relative to my budget. The second diamond purchase was easier.  If you are a diamond merchant, you are always up to date on the market.  Recruiting an R&D Chef isn’t a routine activity for most managers.  It requires the hiring manager to become familiar with the supply-demand dynamic, which takes time and effort.

This was not the first time I’ve completed an assignment so quickly. The first was for a CFO I placed with a PEG portfolio company.  In many respects the circumstances were similar. The client had been unsuccessful in their search to find a CFO. They were trying to execute an internal search on a confidential basis. I had just completed a CFO search in the same industry segment for another client.  When I completed that search, I made an announcement to my network which got the attention of the Vice President of HR for that company.  He contacted me, and we entered into a search agreement.  I immediately presented him with a shortlist of candidates I had just validated. This company found their ideal candidate in the group and made the hiring decision. Once again, I had a highly motivated client who was familiar with the market for CFOs. When I put the ideal candidate in front of them, they knew to hire him.  This led to a series of additional CFO searches for the company’s PEG owners.

Every time I experience a below average time to completion on a search I feel validation that my business model is correct. I continue to grow and strengthen my network. I keep them apprised of my work and provide them with useful insights to keep them connected to me. The lesson for job seekers and networkers is that networking can be very effective if you work the process.

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. CEO – Northeast-based Quick Casual Restaurant Company – New
  2. COO- Northeast-based Casual Dining Restaurant Company – New
  3. Operating Partners – Legacy Pizza Chain – New
  4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
  6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  7. Controller – Atlanta-based Consumer Products – Digital Company – Completed

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

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More On Networking And Team Building

My favorite way to conduct business is over cigars, preferably with an adult beverage.   It isn’t something I can do every day, but I make the best of the times when I can.  As I am always looking for new places to enjoy a cigar, I was willing to accept a 3:00 p.m. meeting this past Tuesday at Highland Cigar.   Highland Cigar Company is located in a neighborhood just east of downtown Atlanta.  This neighborhood, like many others close to downtown, is enjoying re-gentrification.

If you know anything about the traffic in Atlanta, the last thing you would want to do is to put yourself in a situation where you must commute home during rush hour.  It is especially true if you are returning to the northern suburbs from downtown.  Notwithstanding the traffic issue, I thought this meeting was worth the effort.  It was an opportunity to spend time with Eric, one of my newest Associates.  I arrived five minutes early and found a parking space on the street in front of Highland Cigar Company.  Karma was smiling on me.  When I stepped inside, I saw Eric sitting comfortably in front of his laptop enjoying a beer and cigar. We exchanged greetings, and he invited me to check out the humidor at the back of the store.  It isn’t the largest or the best-stocked humidor I have seen, but it featured a number of my favorite brands.  I picked out a Perdomo Habana, ordered a Guinness and rejoined Eric.

“Highland Cigar Company provides an uncompromising environment for acquiring and enjoying premium cigars and spirits. Our state-of-the-art ventilation system, comfortable leather sofas and high definition televisions create an experience like no other in the Atlanta area.”

As I settled in, lighting my cigar and savoring my first sips of Guinness, Eric told me a little about his affinity for Highland Cigars.  It’s within walking distance to his home office, a convenient place to take a break.  Highland Cigar Company is comfortable and inviting.  It offers a variety of seating options including traditional seating at the bar.  There were groups of over-stuffed leather chairs for quiet conversation as well as computer-friendly tables.  As with most retail venues, they offer free wi-fi, so one can enjoy a cigar and a beverage and still be productive.  In fact, many of the patrons in the bar were working on their Laptops.  I view Starbucks as a suitable venue to work in the morning, whereas a cigar-bar is my preference for the afternoon.  I came to realize that Highland Cigar Company was Eric’s home-away-from-home.  I can appreciate that.  After the background on Highland Cigar, we got down to business.

Eric began by saying that he was looking for guidance.  He wanted to understand how to fit into our team and to make a meaningful contribution.  He told me of a recent meeting with two other Members with similar skills.  He sees value collaborating with them as they form the nucleus of a Practice Group.  Our meeting was a great start as I am encouraged by proactive people, willing to contribute.  I find it easier to lead other leaders than to motivate followers.  It pleases me to see folks willing to take a leadership role in the organization.  We discussed the importance of networking within the Membership, to understand their capabilities.  We talked about opportunities for him to present at our monthly meetings; when we schedule time for one Member to discuss their business model in greater detail.  Eric liked that idea.  I suggested that he join our Marketing Working Group, which would benefit from his contribution.  That team is working to improve our brand positioning and value proposition.  It was at this point that I recognized an increase in Eric’s energy level.

Eric has a strong background in project and program management. He is an accomplished professional with experience and connections that make him a valuable team member.  He walked me through a deck related to one of his rebranding projects. Fabulous material!  It was an outline of the project plan, complete with storyboards and deliverables.  After he presented that material, he showed me the finished product which included a revised website.  His work was impressive; highly professional and compelling.  His contribution to our Marketing Working Group will be significant.

My meeting with Eric was very productive!  I learned more about his capabilities to better position him within our team.  I provided him with guidance to enhance his effectiveness.  I found a new venue to conduct business while enjoying a favorite cigar.  It was time well spent.

We concluded our meeting just ahead of rush hour, so my return home was uneventful.  During my drive, I phoned another colleague to recap my meeting with Eric.  We dialed him into the Marketing Group and invited him to their next meeting.  I anticipate great things from that group.   These one-to-ones are an essential component of our team-building efforts.  It is an integral part of my plan.  I become energized by these meetings.

Thank you for visiting my blog.

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

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



Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

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

2. CEO- Northeast-based Casual Dining Restaurant Company – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

Posted on

New CEO Search Assignment: February 5, 2018:

IDEAL EXPERIENCE
CANDIDATE SPECIFICATION

The CEO has overall responsibility for setting the strategic direction and executive management for the Brand. The CEO reports directly to the Chairman and sets the tone and management style for the company. This includes the vision, executive management, organization, financial direction, and control of all  restaurants.  The CEO is responsible for ensuring that all restaurants maintain company standards for food quality, customer service, sales growth, and profit margins.  In addition, the CEO is also responsible for ensuring that the company meets financial targets, including food and payroll costs.

Chief Executive Officer

The successful candidate has had approximately fifteen years of related experience in the restaurant or hospitality industries. A Bachelor’s Degree in Business or Restaurant & Hospitality Management is required. An MBA is a plus, but not a requirement. Foundational experience in a multi-unit, restaurant environment with 100 or more locations is desirable, as is the demonstrated ability to develop and lead major strategic initiatives. Experience in a smaller, start-up or high-growth, entrepreneurial situation is very desirable.  Experience achieving and maintaining high levels of customer service in a retail environment are required.

 

IDEAL PERSONAL PROFILE

 We are seeking a results-oriented individual with an entrepreneurial spirit who has proven restaurant management skills. The successful candidate is well organized, with an eye for detail. The ideal candidate is a team player that can help lead this organization to “best in class” status while maintaining high levels of morale and customer service. Strong written and oral communications skills; problem-solving, and decision-making abilities are required, as are the highest standards of ethical behavior. A positive “can do” attitude with an optimistic view of problem solving and conflict management a must.

Current Assignments

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

2. Operating Partners – Legacy Pizza Chain – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Completed

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New

5. CEO- Northeast-based Quick Casual Restaurant Company – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

James E. Weber, President

New Century Dynamics Executive Search
770-649-7051 Tel.
770-354-2817 Cell
Posted on

Know Yourself!

This week, Dana Maggi, Owner of Career Pain Relief, spoke to my chapter of Business Executives Networking Group (BENG).   Actually, she facilitated a lively discussion on job search.   My takeaway from Dana’s presentation is ‘know yourself’.  This advice is always on point.  It is very difficult to gain traction in your job search if you cannot clearly communicate your value proposition. You cannot present your value proposition; i.e. the reason you are best suited for the job unless you know your strengths, weakness, and accomplishments.

The discussion eventually moved to tricky interview questions and how best to answer them.  One question caught my interest; the ubiquitous, “tell me about yourself.”  The group was confused about the best way to answer.  They were not clear as to the intent of the question, or how much detail to provide.

Well, how should you answer the “tell me about yourself” question? Do you talk about your personal life; your family, hobbies, or other interests? Do you talk about your career goals?  Do you talk about your favorite boss or past employer?  Or, do you convey your particular accomplishments, skills, training, and development? How would you answer that question?

My contribution was to remind the group of the big picture.  Interview time is a limited commodity, so make it productive.  Focus on why you are there.  As a prospective senior executive, your communication skills are of great interest.  They may be the most important aspect of the job in question. Directing a team requires clear communications.  Convincing more senior executives to fund programs or projects requires effective salesmanship.  Defending a budget, or a capital appropriation request requires persuasion skills.  Presenting to the Board of Directors requires exceptional poise and finesse. As with each of these activities, interview success depends on your ability to present a clear message that resonates with the employer.

Personally, I’m not fond of the “tell me about yourself” question. It is too ambiguous to yield a consistently useful answer.   I understand that it may be used as a conversation starter, but there is a better way.   I prefer to ask the candidate for a 60-second, thumbnail sketch of their current situation and what they want to do now.  This question is clear, requiring a focused response.   I expect to hear the common themes of their career, including their particular skills and strengths.  I want to gain an understanding of their plan for the next stage of their career.  It is my first glimpse into the candidate’s ability to communicate.   It is a more productive use of my time.  If the candidate can present her experience, strengths, and skills in an effective one-minute presentation, she has my attention.  I will move her forward in the process. It requires self-awareness.

From my point of view,  the “tell me about yourself,” is a poor way to begin an interview.  However, one must anticipate this question as it is so commonly used.  Fortunately, it presents the job seeker with an opportunity to influence the direction of the interview. I recommend an answer that is focused on what you’re trying to accomplish now while presenting the strengths and experience you bring to the party.  It should be a short answer, probably no more than one minute long.   It will require a well-rehearsed presentation.  The best response explains why you are the ideal candidate for the job.  In other words, your elevator pitch.  If done properly, your interviewer will ask follow-up questions that play to your strengths.  Unless you are asked about personal interests, stay focused on presenting your suitability for the job in question.

During job search, you must communicate a clear and concise message to capture the employer’s interest. To craft this message requires self-awareness.  Know yourself!

 

Thank you for visiting my blog.

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

 

 

 

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

  1. COO- Northeast-based Casual Dining Restaurant Company – New
  2. Operating Partners – Legacy Pizza Chain – 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 Consumer Products – Digital Company – Completed
  7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

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

Posted on

New Search Assignments Announced By New Century Dynamics

December 1, 2017:  New COO Search Assignment:  New Century Dynamics Executive Search Announces a new Search Assignment: COO for a Northeastern-based Casual Dining Brand. Your interest and referrals are welcome.

December 1, 2017:  New Search Assignment:  New Century Dynamics Executive Search Announces that it has been contracted to find Operating Partners for a Legacy Pizza Chain. Your interest and referrals are welcome.

James E. Weber, President

New Century Dynamics Executive Search

 

Current Assignments

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

2. Operating Partners – Legacy Pizza Chain – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

 

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

 

770-649-7051 Tel.

770-354-2817 Cell

www.newcenturydynamics.com

JimWeber@newcenturydynamics.com

 

 

Blog:  http://fightingalligators.blogspot.com/

 

 

 

Posted on

“What we’ve got here is failure to communicate.” Strother Martin, Cool Hand Luke, 1967

Two weeks ago, Robert approached me for help with one of our engagements.  He is providing field-level project management support for a forty-year-old construction company. It has been a successful engagement which has improved the productivity of the Principal.  Robert has established a solid foundation of trust and has done a good job representing our brand.  The client appreciates our work, but they are unclear about the next project.  We are at an impasse.  

There is a clear opportunity to expand this engagement and.  The client wants our help, but they’re stuck.  They cannot quite pull the trigger to expand the engagement.   Robert has done an excellent job building the relationship, but cannot get them to the next level.  Additionally, he is having difficulty managing other members of the team.  He has become frustrated by communications between the other Partners and the client.  Some of the discussions have bypassed Robert. This is clearly sub-optimal, creating confusion.  It also violates our business model as all such communications should go through Robert, the Partner in Charge.

Robert called a meeting, which included me and the other two Partners.  The objective was to get focused on the opportunity and develop a strategy to expand the engagement.  Yesterday, we met together as a team.

Robert had three primary objectives for the meeting:

  • Discovery: understand the opportunity to expand this engagement
  • Local resources: who else could we bring in to help
  • Understanding short-term wins and how to exploit them

The first agenda item was to understand the client’s culture; their goals and aspirations; and their management style. This company wants to grow.  They have built forty years of goodwill, which is the basis for their marketing strategy.  However, the recession had a major impact on the company. In many respects, they are relaunching the business.   One thing is clear, they need a business development program.  Without help, they will find it difficult to grow.

The client has three major objectives:

  • Grow the business
  • Enhance brand equity; Strengthen their strategic relationships
  • Improve their productivity and operating effectiveness

Robert followed the client overview with a discussion on the communications protocol.  He dispatched that issue, achieving alignment from the others.  I reinforced the point, reminding them about our code of conduct.

Robert and his team came to the meeting prepared with an outline as to how each would approach the situation. I thought it somewhat amusing as all of the documents were typical corporate-style outlines with jargon unfamiliar to most entrepreneurs. I was beginning to understand that we own the communications problem. We are not speaking the client’s language, and we aren’t helping them with their decision.  In other words, we need to make our case in very clear terms. I suggested that the team might better connect with the client if they translated their terminology into plain-speak.

I spent most of the meeting listening to the discussion, trying to understand everyone’s point of view.  Like many smaller companies, planning is not a part of their culture. They are in a reactive mode dealing with the crisis “de jour.”  They are victims of a time management.  There is no doubt that we can help them, once we formulate a communications plan.

Toward the end of the meeting, I had an epiphany.  I told Robert that I should write an article about the company.  Telling the company’s story could serve as the foundation for their re-positioning.   We could use the article to demonstrate our capabilities to our clients and prospects.  I saw a clear opportunity for a win-win.  This would give me an opportunity to become familiar with the client and establish a deeper rapport.  Today, Robert told me that the client likes my idea and wants to move forward.

In conclusion, it might be cliche’ to say that a successful engagement depends on clear and effective communications.  But, we cannot help them if we cannot make our case.  We cannot make our case if we aren’t speaking the client’s language.  We cannot speak their language until we know them well enough to develop empathy.

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

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

Current Assignments

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

2. Controller – Atlanta-based Consumer Products – Digital Company – Completed

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed

4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Restaurant Company: New

7. Outplacement Assignment – Atlanta-based Manufacturer

Posted on

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

Posted on

Talent Acquisition: Put Out The Welcome Sign!

A week ago Thursday, my colleague David introduced me to the principals of a small design-build company. These folks have a bit of a conundrum. Last year they hired an individual to fill a key position, however that person is not performing to their standards.  He requires too much supervision and follow-up. The principals are having to cover much of his workload. They've decided to replace him and wanted to talk to me about conducting a confidential search. These folks have never hired an executive recruiter so they are curious as to my background and method of operation. They also want to know the cost of my services.

 

During our meeting, they spent a lot of time talking about their expectations for successful job performance and the shortfalls of the incumbent. They talked about the process they used to recruit him, including compensation and qualifications. It was clear to me that there was a major disconnect between the strategic importance of the position, the experience and skill set required, and their compensation package. Frankly, this is not uncommon for a small company.

 

Note: Successful companies are always recruiting talent, even if it's nothing more than networking and cataloging potential hires.


The following Monday morning, David called to advise me that the prospective client had been presented with the employee's resignation. Now they are really in a pickle. This is a key position that needs to be filled immediately.   Productivity will suffer along with customer satisfaction.  Their P&L is sure to be affected.  They are serious about a search engagement and wanted to schedule a phone call with me to finalize an agreement.

 

The fact that the incumbent offered his resignation came as no surprise to me. When the relationship between employer and employee becomes strained it is mutual.  Surprisingly, many employers fail to grasp this fact.  I am equally confident that if I was to do an exit interview with this employee, he would say the job wasn't what he expected either.

 

When we had our conversation later that day, I got a clearer picture as to their thinking and how they wanted to proceed.  I learned that they want to pursue a parallel path evaluating the acquisition of a W-2, regular employee, or a 1099 contractor. They also gave me a sense as to their cash flow situation and budget parameters for the search.  I told them that I would outline a proposal for their review before noon the next day.

 

The smaller the company, the more critical turnover becomes.  They typically have little excess staff.  They are totally focused on work at hand and business development to the exclusion of an active recruiting program. This is understandable, if not something of an extreme case.  An active recruiting program is an effective insurance program.

 

SEND ME THE FREE EXECUTIVE RESUME CHEAT SHEET!

 

Larger, more stable companies have the same issues as my perspective client. Working on an engagement last year, I quickly learned that the client underutilized the talent acquisition value of their web-site.  They did not feature a “careers” tab prominently on their main menu.  In fact, it was inconspicuously buried as a sub menu item. This company has had difficulty with ongoing recruiting, yet failed to put out a welcome sign for prospective team members. This was easy to correct. The follow-on step was to add a plug-in that collected resumes and job applications from interested candidates.

 

Minimizing the risk of turnover should be a priority for all organizations.  Putting out a welcome sign to attract prospective employees is the starting point.  A prominent page on the company website and on social media is ideal.

 

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

 

Jim Weber, President

New Century Dynamics Executive Search

JimWeber@NewCenturyDynamics.com

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

 

 

 

 

 

 

 

Current Assignments

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

2. Controller – Atlanta-based Consumer Products – Digital Company – New

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed

4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Restaurant Company: New

7. Outplacement Assignment – Atlanta-based Manufacturer:  New

Posted on

Talent Acquisition In The New Normal Requires A Social Media Strategy

It isn't easy managing human resources in the new normal!

 

In the past year, I've been involved in consulting engagements to help small to midsize companies improve their team building efforts.  These folks are finding it difficult to attract talent, especially as the market has tightened.  They need help, but they're reluctant to engage professional help.

 

In this connection, I had an interesting discussion with a senior executive for a major financial services company located in the northern suburbs of Atlanta. He is having difficulty attracting new agents and keeping existing employees engaged. I listened to his frustrations for ninety minutes.  What I found most interesting was not what he said, but what he didn't say. He did not speak of a recruiting strategy using social media.  As we were closing our discussion, I suggested that his company would be well served by treating employees and recruits as customers. His feedback to that comment was entirely nonverbal, a blank stare indicating total confusion. If I was to draw a cartoon image of the encounter the caption over his head would've read "tilt." He failed to make the connection.

 

Major companies have the resources to support their recruiting program and to understand the needs of their labor force. They actively manage their culture and invest in tools to achieve their recruiting and selection goals. They monitor the attitudes of their employees and respond to their needs. They treat their employees like customers.

 

I am reminded of a former employer before I started my recruiting business. It was a major consumer products company that placed a high value on manpower planning. In many respects, they set the standard for creating a highly productive, engaged workforce. One year they did a climate survey of the corporate office staff which generated some interesting results. The employees complained that they worked so many hours that they had little time for mundane personal tasks like banking or Dry Cleaning. This company, being highly responsive to the needs of their internal customers remodeled the corporate office adding a branch bank and laundry service. Clearly, their heart was in the right place, even if they missed the point of the feedback. The employees wanted their company to dial back the workload so they could choose how to improve their quality of life.  Now I must admit that this is third-hand information so it could be erroneous, however, based on my time working for this company, this story rings true.   I am confident that their response today is more on target.

Smaller companies have a more difficult time with recruiting, selection, onboarding, and retention. They're focused on client acquisition, but don't quite understand how to maintain a highly productive workforce while minimizing turnover.  Most have had little training in the fundamentals of interviewing or making effective hiring decisions.

 

Much of the labor pool is composed of Millennials who Baby-Boomers find difficult to understand. They have a distinct set of values and expectations from employment. They must be recruited and managed differently. Social media can be a very powerful  tool in this regard.


Many mid-caps are out of phase with the labor market in the new normal. They may be making a heroic effort toward consumer outreach, but they are old-school in the way they recruit new employees. In fact, many don't understand the new employment dynamic.  They are using outdated strategies that just don't work. 

 

 

Most companies are doing well with their digital marketing efforts to attract new customers. To be competitive at talent acquisition they must employ the same strategies.  They should be developing communities of prospective employees and keep them interested in the opportunity for employment. The goal is to generate a continuous flow of job seekers, minimizing the need for outside recruiters. To support this strategy, training is recommended to become better interviewers and to improve candidate selection decisions.  To minimize turnover and to keep employees engaged, customer loyalty programs should be developed for employees.  

 

Treat job seekers as customers for successful talent acquisition in The New Normal. 

 

 

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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

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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