Month: April 2017

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Jump Balls And Other Misconceptions

Tuesday last week, I had lunch with my friend Ned.  I have known Ned since 2008 when he was a candidate for one of my CEO searches.  I came to know him better when he became a client.   We scheduled our lunch to check in and catch up.  I am actively recruiting him to join our consulting group as well.  Our discussion was far ranging, mostly focused on his recent consulting experiences.  We talked about people the other should know, and noted to make introductions.  He mentioned that one of his clients needed to recruit an operations executive.  That comment moved us onto the subject of recruiting.  Ned said, “I don’t know how you do it.  I don’t think I could ever be successful in your line of work.”  I did confess that it had its ups and downs with the occasional weird moments.  I was immediately reminded of a call I took the day before and began to tell Ned that story.
My call was the president of a local quick casual chain looking for a recruiter to help him with a senior operations search. It was largely a ‘getting-to-know-you-call.’   He wanted to know about me and how I operated.  I recapped my history and explained that I work on an exclusive basis with my clients; offering a variety of fee structures and terms to suit their needs.



He said he was looking to give this assignment to a number of recruiters because it was an important search which they needed to complete quickly.  I call this situation a “food fight.”  Others have called it a “Jump Ball.”  I am not completely certain why a company thinks this is a good strategy.  They might think that it spurs competition among the recruiters to present more candidates quicker.  As if we aren’t motivated to do good work.   In fact, it has the opposite effect.  It is disrespectful of our profession and works against the reputation of the client.   I politely declined to consider this assignment on those terms.
He went on to say that they had initiated the search on their own by posting it to a number of job boards. I told him that if that’s the case, he shouldn’t be talking to an executive recruiter anyway.  This move adds further confusion into the search and diminishes the likelihood that the executive recruiter will be paid for his work.  
Ned told me that he had not considered that before.  He opined that many employers may not understand the value of executive recruiters.  He thought that it’s really an education issue as people who haven’t worked with executive recruiters don’t understand the benefits of their work. 
Recruiters, as with any profession, expect to be compensated for their effort.  They will put in the requisite time commensurate with the likelihood of a payout.  In the example presented above, the client may receive a number of resumes but they probably won’t be vetted properly, creating more work for the hiring manager.  You could call the recruiter’s attitude; “fire and forget.”  They will put in some effort but since the likelihood of a payout is low, they will not waste much of their time.  Instead, they will move on to more lucrative prospects.  I don’t get involved in these situations as it is a waste of my time and tarnishes my reputation.

My best clients work with me as a business partner.  We develop a good rapport with open communications.  Over time, I learn about their culture, their decision process, and their business strategy.  This helps me find candidates who will best fit their needs, improving my effectiveness on their behalf.  They come to trust me and value my counsel.  We develop a win-win relationship.  Employers who don’t have an appreciation for this dynamic will continue to struggle with their recruiting efforts, especially if they follow a multiple-recruiter, “food fight strategy.”

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
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Check In At Least Once A Week!

This past week, I had my second opportunity to talk about “Working with Executive Recruiters.” This time, I spoke to a group of Controllers and Chief Financial Officers, members of The Financial Executives Networking Group (FENG).  The discussion following my talk was much the same as my first presentation on this subject.

Once again the meeting began with a brief personal introduction from each of the guests. This was their opportunity to spend 30 seconds on their elevator pitch to let the group who know who they were and what they were looking to accomplish. As with my last presentation, I planned this to be a dialogue, not a lecture.  I asked that they include one top of mind question on the subject.  Once again, the biggest question was about communications and follow up from the recruiter.  They did not hold back on their hostility toward the Executive Search Profession.  My work was evident.

The next day I received an email from a gentleman who could not attend the meeting.  Let’s call him Jack.  He had a conflict that evening, but still had questions he wanted to discuss.   We agreed to schedule a phone call for Friday morning.

I called Jack promptly at 9:30 a.m. Friday morning.  Jack apologized for missing Wednesday’s meeting but thanked me heartily for talking with him.  He told me that he was baffled by a recent experience with a recruiter.  He went on to say that he was a finalist for a senior position in a family-owned company.  The recruiter managing the search was, in fact, a consultant working with this employer. My antennae became activated.  Jack worked closely with this consultant who stroked his ego and promised him a serious, long-term relationship. He took Jack through an elaborate interview process including case studies, presentations, and social events.  When the client was ready to make the hiring decision, the consultant told Jack to “sit tight” and wait.  

Jack “sat tight” for eight weeks before he finally called the consultant. Now that floored me. I can’t imagine why anybody would wait around for eight weeks for an answer to an otherwise, immediate decision. Or, why this consultant had not revealed that the other candidate was offered the job. I told Jack that waiting eight weeks to follow up with the executive recruiter was far beyond the concept of “sitting tight.”  

My experience is that the final decision is made in a matter of days. I have had clients who ask me to keep the runner up “warm,” in case they fail to close the deal with their lead candidate.  Actually, that is standard procedure for me as it is not uncommon for the primary candidate to reject the opportunity.  I advise the runner-up to be prepared.  I told Jack that he should have checked-in within one week.  The consultant had failed to do his job.

 The downside to my work is that I am the bearer bad news. Only one person will be chosen for any of my searches so the other folks in contention will get a negative response sooner or later. Giving bad news to so many people over time is difficult.   Executive Recruiters are human, and for some folks, this responsibility is something they can easily procrastinate. That doesn’t mean to say that it’s right, it’s just a fact of life.

In this case, I am unclear as to whether the consultant had any experience conducting a search assignment.  Notwithstanding, he gave my profession a black eye.

Jack should have contacted his recruiter earlier.  It would not have changed the outcome, but he would not have wasted as much time thinking about the situation.  It is also good to know who is conducting the search.  A few questions about the recruiter’s search experience and additional background information is always a good policy.

 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: New
4. Senior Accounting Manager – Atlanta-based Manufacturer. Offer Accepted
5. Controller – Atlanta-based Restaurant Company: New

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ITB Partners Announces Consulting Engagement For A Global Manufacturer

Jim Weber is pleased to report that he has landed an Outplacement Assignment for a Key Client based in the Atlanta, Georgia Metro Area.  In this connection, we will help a displaced Executive with his efforts to find suitable employment, or start a new business in an expeditious manner.

For more information as to what ITB Partners can do to help you achieve your business goals, please call Jim Weber at 770-649-7051.

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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 in 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
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The Day I-85 Fell In Atlanta

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

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

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

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

Click Here to For Our Free Resume Cheat Sheet Offer!

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

KEY POINTS TO HOSTING A SUCCESSFUL NETWORKING EVENT

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

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

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

I would have to say that this was a successful event. It was well attended, and I met eight people who I plan to see again.  One is a potential candidate and four are potential referral sources. 
My work is all about meeting new people and strengthening existing relationships.  I attend at least one networking event a week.  Some groups are not as productive, and the events are not well planned.  Not a surprise if I don’t accept their next invitation.  Dawn and Al run the model networking meeting, which I always enjoy.   

I will make every effort to attend their future events.

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

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
JimWeber@NewCenturyDynamics.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal








Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. Offer Accepted
5. Controller – Atlanta-based Restaurant Company:  New

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The Costs of Going Alone You May Fail to Consider

Article from Gemma Humphries 

Setting up a new business and deciding to go alone can be many things: exciting, daunting and, above all, expensive. For many people, deciding to go alone is the very best decision they could make, but if you fail to budget properly, it could also end up being a very expensive mistake. Starting out on your own takes bravery, brains, and a huge injection of cash, meaning that many people with young or growing families simply can’t afford to take the plunge. This means that there are a huge number of people choosing to go it alone once their nests are empty, and they have shed many of the financial responsibilities and obligations of family life. Thinking of starting your own business and becoming your own boss? Here are some of the expenses that new business owners often forget to include when calculating the cost of establishing their own business, and how you can avoid making these common mistakes:

Networking isn’t Cheap
It has long been acknowledged that the most successful freelancers and start-up businesses are those that take the time to ensure they have a strong network around them: that means viewing everyone as a potential client, and taking the time to go out and meet as many local businesses, clients and competitors as possible. However what people often don’t tell you is that networking can be expensive: the cost of attending industry-specific conferences, in particular, can run into hundreds of dollars when you consider the ticket cost, travel, hotel accommodation and other expenses. Include a monthly budget for networking in your business plan, so that you view it as a legitimate business cost.
Have the Right Protection
Many new business owners simply don’t think about insuring their business: and many that are aware they need business insurance choose not to purchase it. When money is tight, one of the first things people think about canceling is their insurance. It’s true that, in the short term, the money saved on insurance premiums could be reinvested back into your business, but if you can’t afford your insurance costs then you definitely can’t afford to be uninsured! Business insurance, public liability insurance, payment protection insurance…these all serve to protect you should the worst happen to your business. If someone trips and falls on your business premises and decides to sue you (regardless of whether they are an employee, customer, or client) not having adequate insurance protection could well mean that the costs of a lawsuit. Any associated financial settlement could lead you to bankruptcy, and you may well have to close an otherwise successful business. In both the US and the UK, it is a legal requirement that businesses with employees hold certain types of business insurance. For many freelancers or small content writing companies, the cost of business insurance will be relatively small, but it is important that you ensure you have the right kind of coverage.
Invest in Your Website
With certain industries, particularly if you are a freelance writer or content creator, the web is one of the biggest tools available to you to market yourself. Your website is the perfect place to showcase pieces you have written, who you are and what you can do. However, unless you also side line as a web developer and graphic designer, a good website (no matter how small) isn’t something that comes for free. Set some budget aside to invest in your website and ensure it represents you in the slick and professional way you want it to: and then set aside some additional budget to advertise and promote it! It’s not enough to simply have a great website: you need people to want to view it too!
Make Sure You Get Paid
Finally, don’t forget to pay yourself! Your business may look artificially profitable if you are not ensuring you receive a proper salary from your business (by which we mean enough cash to pay your bills and buy groceries). Many people buy into the ideology of the starving entrepreneur, but in reality, it’s important to acknowledge that your most expensive financial outgoing and investment will actually be you! By paying yourself properly from the start, you will have a clearer picture of your businesses true financial situation, and whether it is actually viable or not. You should also budget to ensure you have some basic benefits, such as medical insurance and the occasional sick day or vacation day, to ensure you maintain a good work-life balance. It is only when you are covering all of these expenses and still running a business that turns a small profit that you can consider your business to be a success.

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:  New

Posted on

More Questions On Working With Executive Recruiters.

To complete the recap of my presentation and follow on discussion with the BENG Group earlier this month, this post addresses the remaining questions posed to me.  Those three questions are as follows:

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.  The more candidates interested in the job opening, the more discriminating the hiring manager will become.  In this case, if not a match with the hiring criteria, one would be well-advised to look elsewhere.

Click Here to For Our Free Resume Cheat Sheet Offer!

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.

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.

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.  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.  Use industry-specific terminology and keywords relevant to your functional discipline.  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