Month: September 2016

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Creating a New Paradigm


I think we can all agree that effective recruiting and selection is critical to success in business.   Even so, it is management’s biggest challenge.  To meet this challenge, the more effective companies place a strong emphasis on recruiting, selection, onboarding, and manpower planning.   Large, established companies have the resources to ensure that hiring managers are skilled recruiters.   They provide training so that interviews are meaningful, and that the hiring decisions are optimized.  They often use diagnostics precisely calibrated to assess the candidate’s fit with their culture. These companies offer very competitive compensation programs that attract the best and the brightest.  Over time, their brand power attracts candidates with little effort on the part of Human Resources.  

For most companies, however, recruiting and selection are problematic.  Hiring good people can be a hit or miss proposition. They understand the need for high-caliber talent, but they may lack the resources to be competitive.   Errors occur at every stage of the recruiting and selection process.  Often, people engaged in recruiting are not adequately trained.  Onboarding is not appreciated, so new hires do not begin their tenure with a solid foundation.  Even if these companies hire a third party Executive Recruiter, there is no guarantee of better results.   An outside recruiter does not control the internal vetting process and has a limited influence in the hiring decision.
Small, family owned companies may have the biggest challenge.  They probably do not have a recruiting professional on staff to manage the function.  Outside recruiters are an expensive alternative which offers limited, short-term value.  They must be more creative to attract qualified candidates.  If they cannot provide healthcare benefits, they may offer more flexible work hours, and the ability to work from home.   These options may be necessary to mothers with small children.   Whereas small, family-owned business may be able to attract talent with flexible workchoices, their process for selection, and performance management is likely to be insufficient.
This last situation is similar to that of a current client.  They have plans to grow their business and the budget to fill a strategic sales position.   However, they have not been pleased with their most recent recruiting and selection efforts.  They lack the internal resources to conduct this search, and cannot afford to hire a third-party Executive Recruiter.  They need help, so they called me to find a solution.  We landed on a hybrid option whereby I would create a recruiting, selection, and onboarding program as an Independent Consultant.   I took the assignment because, well, frankly the client is a good friend and networking contact.   I am convinced that there are many similar companies, facing the same situation, which should find this to be a viable alternative.  This is an opportunity to expand my business.   
Over the last three months, we have made significant progress.   We have established a strategy to stay in front of the labor market generally, and specifically to attract candidates for their current job opening.   We have developed a position specification which has attracted qualified candidates who are very interested in this position.  We have worked on improving the interview process resulting in better candidate vetting.  We have surfaced an opportunity to recruit independent contractors to provide additional leverage.  The discipline around the client’s recruiting and selection process has dramatically improved.  At this time, we are working through the hiring decision.  When we close the deal with the best candidate, I will begin work on their Onboarding Plan.
If recruiting and selection are vital to a company’s success,  as I believe it to be, then senior managers must resource this function.  If hiring managers are not blessed with vast resources to support their efforts, they should become familiar with other options.   The first point is to recognize the need to give recruiting and selection the support it deserves.

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. 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


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The Big Day Finally Arrived!


So the big day finally arrived.  This week I presented to the Business Executives Networking Group (BENG).  By far, this  is one of the bestnetworking groups I’ve ever attended.  Their career backgrounds and level of experience is top notch.  As you may recall from my prior posts, the topic was “Job Search Strategy in the New Normal.” The subtitle was  “Improvise, Adapt, Overcome!”
After a brief welcome from Julie, the group’s moderator, I was introduced and began my presentation. The first thing I did was provide a brief summary of my background and then provided an overview of my presentation.  You’ll remember the old maxim; “tell them what you’re going to tell them, tell them, and then tell them what you told them.”  I let them know that I had two exercises planned, which would ensure their participation.  When I completed the setup, as is customary, I invited the participants to make their introductions.
My strategy for the presentation was first, to remind the audience of their career experiences. In other words, as we were all baby boomers, we share similar life experiences.  We have learned to improvise, adapt, and overcome.
When their introductions were complete, I asked each of the participants to offer one thought about job search in the “new normal. “ Many related their frustration dealing with the process.  They were in agreement that this is a challenging time.  Some are having difficulty adapting.  They do not hold Human Resources personnel in high regard. There was consensus on the need to network aggressively as opposed to sending resumes to job boards. That wasn’t a big surprise as they are involved with this networking group.
After listening to their feedback, I gave my take on the “new normal” from a  top-down perspective.  Employers  are risk-averse.  They are reluctant to make new hires.  This mindset is due to some factors,  especially the renewed interest in Federal regulation. I gave them my assessment as to the state of the global economy, i.e. slow growth and changing demographics.  I reminded them that all of the economic issues we face exist in the broader context of our headlong transition into the digital age.  As one of the participants stated, we have entered the fourth industrial age.  I summarized a report by the Bank of England which rated the probability of occupations to be lost to automation.  That report did offer some good news, at least for my audience.  Senior level managers and Professionals are less likely to lose their jobs to automation.  Likewise, jobs requiring creativity and personal interaction, such as Interior Design, are not good candidates for automation.  The bad news is that most administrative, middle management and blue-collar jobs are at risk.
We discussed “CNBC’s Disrupter 50” list.  They recognized Uber, but not many others.   Startups a bringing innovations to the market, creating new employment opportunities.   More good news!
In the final exercise, I asked the group to list one significant implication for their current job search.  Naturally, they reinforced the need to network.  They understood the need to keep learning, to ensure their skills are up-to-date.   They spoke to the need to be more flexible in their job requirements.  Project work or consulting opportunities must be part of their job search plan.  As I said before, this is a smart group.  They get it.
I believe I got their attention.  Three people asked if we could meet for coffee, and two others asked if I would be interested in speaking to other, similar groups.  The question is, what will they do now?   What changes will they make?  Will they align their personal needs with those of the market?   I need to explore these issues further as there might be an opportunity to develop a useful workshop.

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. 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

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The Market is Sending You a Message! Listen!

Well, it has happened again.  Three famous actors died within the last week; Gene Wilder, John Polito, and Hugh O’Brian.  People often say that Celebrity deaths come in three.  Frankly, with all of the aged actors in the population it is not surprising that three or more could pass at roughly the same time.  I doubt that the timing of those deaths is significant.  On the other hand, I often experience related events occurring in clusters.  When I experience three similar events happening at about the same time, it means that I have a blog topic to explore.  

In the last few weeks,  I have experienced another cluster of similar events.  I have made three new, unrelated connections from the healthcare sector.  Two of these people have become clients, while the third is someone I am helping network into a new situation.  These connections are interesting as healthcare is not my primary focus.

I met Patrick first.  He is an entrepreneur and senior executive with a wellness start up.  He needs help crafting his personal public relations material, including a resume and bio.  He is seeking funding to build his business, and  these tools are important to lenders.   Next, he wants me to do the same for his partners.

Lisa is a business development executive who I met in connection with one of my assignments. Originally from the Atlanta area, she has recently returned after living out-of-state for thirteen years.  Whereas she is poised and confident, with a lot of experience in the healthcare sector, she didn’t have the particular background my client requires.  Lisa may not have been a fit for that job.  However, she is someone I want in my network.   I am more than happy to introduce her to people who can help her in her job search. 

Steve is a new client.  He is a senior level IT executive, whose career has focused on serving the healthcare sector.  He is an entrepreneur who built one company and sold it for a hefty sum twenty years ago.  Steve is looking to find an entrepreneurial situation where he can make a meaningful contribution.   He was referred to me by his executive coach, who is a close friend  of a client.    Steve needs help with his resume and bio, as well as networking connections.  He also needs help crafting his career plan.     

Central to all of these communications is my close friend, and healthcare maven, Sallie.  She has had a successful business development career in healthcare.  She has worked for insurance companies as well as wellness companies.  She is an excellent networker who has been very helpful to my referrals.  Naturally, Sallie is my go-to person in the healthcare field.

So, what does all this mean?   Is someone trying to tell me something?  I think so, but what is the message?  Is it that healthcare is a segment that I need to penetrate?  Or is it the need to provide more individual coaching services, helping people with their career management needs?  Or does it mean that I need to consider new consulting opportunities in this field?   How does all this dovetail with the concept of my book, “Fighting Alligators, Job Search Strategy For The New Normal?”  Currently, I am working on a project to install a recruiting, selection, and onboarding program for a small, family-owned company.   This assignment may be the genesis for a new line of business.

I’ve often said that if you listen to signals from the market, you will know where your skills are needed. The key is to acknowledge the signals. Well, I’m listening.  I’m just not clear as to the message.  I am certain there is an opportunity to explore.     I will find it, eventually.

       
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