The title of his presentation is Customer Loyalty/Retention Post Covid. What You Don’t Know Can Hurt You.
Mark Fonseca
Mark B. Fonseca is the owner of his own private men’s custom clothing and executive image consulting business. He has developed strong business relationships with heads of state, CEOs, top-level executives, and successful entrepreneurs, through one-to-one consulting and exceptional customer service. As a Partner in Pragmetrix, Mark is responsible for Client Relations, Business Development, and conducting interviews within the Pragmetrix Customer Loyalty Assessment process.
Jim Weber is inviting you to a scheduled Zoom meeting.
Jim Weber will present Better – Writing, Leads to More Gigs…Jim will lead a discussion to help the attendees become more effective by improving the quality of their written communications.
Our Spotlight Speaker is Doug Reifschneider
Jim Weber – Managing Partner, ITB Partners
Prior to forming New Century Dynamics Executive Search in 1999, Jim Weber spent 22 years with Fortune 500 companies in the Food Retailing Industry where he developed a broad-based portfolio of “hands-on” line and staff experience in growth and turnaround situations. A proven executive with exceptional leadership skills, Jim has a strong financial background and heavy operations experience in specialty retail stores, quick-service restaurants, manufacturing, and distribution.
If Kerri had a nickel for every time she answered “how did you ever get into recruiting?” she would be on a tiny island, that she owns, sipping frozen drinks with little umbrellas. With a finance degree and an investment analyst background, Kerri walked into an Atlanta staffing office in 2003 and sought help finding another analyst position. As the story goes, she was recruited to be a recruiter.
Kerri always boasts, “I absolutely love what I do; I am passionate about being in Talent Acquisition and helping people find jobs; it is the best feeling in the world!”
Working for several staffing agencies and consulting firms as well as internally recruiting for a few corporations, Kerri has a keen knowledge of managing high performing teams, strategizing with executive leaders, consulting with hiring managers and human resource partners and sourcing and recruiting stellar candidates. Kerri has successfully managed relationships at all levels between the client/hiring manager and the job seeker throughout the interview process to ensure timely and effective placements.
What have Kerri’s candidates, colleagues and executives said about her?
• “honest, passionate … proven veteran … right kind of leader … commitment to excellence and professionalism … motivated and forward-thinking … best recruiter I worked within 50 years”
• “Talent Acquisition leader with a successful track record of leading change initiatives, improving processes and operational metrics, exceeding goals, and managing staff.”
Kerri grew up on Long Island in New York, attended the University of Maryland for 3 years (ZTA love) before transferring and graduating with a Bachelor’s degree in Finance from Hofstra University. Shortly thereafter, she moved to Atlanta in 1995.
Peter Frost, President of BENG, said networking is critical as job searching strategies and career transition continues to change in this economy. “Those in transition can no longer rely on job search engines to fuel their search, they need to continuously build a network and stay connected to that network,” explains Frost. “Most new members begin to realize all of the networking contacts they let go during years of secure employment and they’re encouraged to become career networkers.”
Business Executives Networking Group “BENG is a non-profit organization providing mid to senior-level professionals seeking employment, with a forum that will facilitate their job search and enhance their networking skills. This multidiscipline, independent group of mid-to senior-level professionals contains job seekers and employed members and business owners. BENG provides employment information, opportunities for networking, emotional support, and tools to accelerate their members’ job search. We rely upon the spirit of generosity and cooperation of our members, whether in transition or employed, to accomplish this mission.”
Your Atlanta meeting facilitators are Richard Kirby Jim Weber
This was a good week. It was not a good week because I recruited a new consultant, which I did. It was not because I accomplished all of my planned tasks, but I did. And, it was not a good week because I had several very productive meetings. All these activities are noteworthy of course, but it was my ability to mix these activities with my favorite personal pastimes that made the week so enjoyable. Yes, I accomplished quite a bit and had a lot of fun in the process.
The high point of my week was my meeting with Walt. I was introduced to him, three weeks ago by Dave, a mutual friend. Dave reached out to me to see if I would be interested in talking with him as he needed help with his job search. I have great confidence in Dave’s recommendations, so I invited him to make the introductions. Shortly after that, Walt and I were having a telephone conversation.
Our first conversation was relatively brief. I learned that he had a background in the food distribution segment with experience in business development and as a category manager. Walt advised me that he had been terminated within the past two weeks, having been furloughed by the pandemic. He did not have a current resume to share, at that time, but promised to send a copy when it was ready. He said that it has been a long time since he has had to look for a job. Actually, this may be the first time he has been in a job search since he began his career. I also learned that he is a cigar aficionado, familiar with my favorite cigar bar. We ended the conversation with my commitment to follow up after I review his resume.
We met mid-afternoon, Thursday at the cigar bar. After making our cigar and beverage selections we found seats at a table in a private meeting room. We made a toast and got down to business. He handed me his resume as he began to recap his background. Walt is an extrovert. He is friendly, engaging, and interesting. We are about the same age and have much in common. Our meeting was off to a great start. He laid out his history as a Category Manager and Business Development Professional in the food distribution industry segment. He explained that he was furloughed at the beginning of the lockdown, then recently terminated.
We spent the better part of two hours together. I noted that he is better off than most job seekers. He has a severance package including a non-compete clause. He has a solid network and excellent references. Already, he has reached out to make them aware of his situation so they can be helpful. He admitted that he is not savvy about networking groups or how to find them. He said he is open to new opportunities.
When Walt finished presenting his background he asked for my advice. I commended him on his positive outlook and his willingness to consider new opportunities. We discussed the obvious difficulty in the foodservice segment; however, I foresee opportunities helping his prior customers with their purchasing and supply chain issues. We also discussed pursuing opportunities in non-food distribution. I told him that many are finding success by taking freelance consulting projects as a bridge strategy to find full-time employment. Finally, I suggested that his search should include smaller companies with upside potential.
His resume, hot off the presses, was prepared by an HR professional, not a professional resume writer. Although it is well organized and easy to read, it is bland and lacks a call to action. It does not reflect the contributions he has made to his employers and his positioning statement lacks clarity. I can help him with that issue.
His final question was about my program. Could I be helpful, and how I was paid for my services? I explained how the three parts of my business, (New Century Dynamics Executive Search, ITB Partners, and Executive Career Coaching) operated and how each could be helpful to him.
At the end of our conversation I agreed to the following deliverables:
Help him plug into the market via networking groups.
Review his resume and LinkedIn Profile – make recommendations.
Provide clearer background information about our capabilities.
Make Strategic Introductions to my network.
Walt is hitting the market at a difficult time. The economy is coming out of recession, it is the middle of summer, and his industry segment is under pressure. As a Baby Boomer, he has demographic challenges. On the plus side, he has a solid skill stack and a positive mindset. His severance package is a plus. He has a good network and great references. Most importantly, he is coach-able and open to new opportunities. Walt will adapt to the realities of this market as he has a better understanding of his options. I am confident that it won’t be long until he will be gainfully employed.
Thank you for visiting our blog.
Jim Weber – Managing Partner, ITB Partners
I hope you enjoyed our 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.
Dan Jourdan or “The Deej” as he is known, is a salesman. He has successfully started from scratch, built up, and sold five out of six of his own businesses. But he is not a businessman, he is a salesman. The one business that failed was when he tried to be a real human, instead of a salesman. With his current firm “Dan Jourdan & Associates” Dan now writes, speaks, and sings about how to grow your business quickly, through strategic acquisition. (I don’t really sing) Dan lives in Georgia with his wife Sharon and two kids Matthew and Sophie.
Dan will present “The Corona Close” How to Prospect Effectively in Today’s New Market.
If you are a Job Seeker, this discussion will help you understand the nuances of the current labor market so you will be better able to understand the opportunities for success.
Small business owners will find that this discussion will help them better understand how they can address the needs and priorities of their clients and prospects.
Dan Jourdan is about Building Self Functioning, Highly Profitable Sales Organizations For Your Small Business.
The BENG
“Members Helping Members”
Peter Frost, President of BENG, said networking is critical as job searching strategies and career transition continues to change in this economy. “Those in transition can no longer rely on job search engines to fuel their search, they need to continuously build a network and stay connected to that network,” explains Frost. “Most new members begin to realize all of the networking contacts they let go during years of secure employment and they’re encouraged to become career networkers.”
Business Executives Networking Group “BENG is a non-profit organization providing mid to senior-level professionals seeking employment, with a forum that will facilitate their job search and enhance their networking skills. This multidiscipline, independent group of mid-to senior-level professionals contains job seekers and employed members and business owners. BENG provides employment information, opportunities for networking, emotional support, and tools to accelerate their members’ job search. We rely upon the spirit of generosity and cooperation of our members, whether in transition or employed, to accomplish this mission.”
Your Atlanta meeting facilitators are Richard Kirby Jim Weber
It is normal for me to talk with a lot of job seekers and this week was no exception. One conversation was remarkable, albeit in a disappointing way. Steve was referred to me by a colleague as his job search has been ineffective. Happy to help, I scheduled a phone call to exchange information and to learn about his career interests. The gist of our conversation is that Steve is having difficulty generating interest from employers. He is an experienced professional with an advanced degree, but he is uncomfortable networking. He is reticent about making even a small effort in that direction. The bulk of his search has been about submitting his resume to company portals and online job boards. He has not done much research into other resources, tools, and techniques to leverage his efforts. I explained that up to 85% of people find their jobs through networking, while online applications account for about 10%. I encouraged him to spend his time accordingly. It was a difficult conversation. My advice did not seem to resonate. The best I could do was offer suggestions and encourage him to check in from time to time.
My last post was the first in a series of articles to explore Job Search in the Latest “New Normal.” In that post, I discussed the importance of situational awareness to understand the dynamics of the job market. One must have three hundred and sixty-degree understanding of playing field to ensure a successful outcome. The impact of Covid-19 has accelerated many trends already evident in the market. In this post, I explore evolutionary aspects of recruiting and selection processes the job seeker may encounter.
Although the economy is improving and companies are rehiring, it is unclear as to the continued pace of the recovery. Women are said to be hardest hit by the pandemic related layoffs. They are concerned about the economic impact on their family’s well-being. They wonder how much time will pass before they begin earning a regular paycheck again. If they have school-age children at home, their careers may be put on hold as school systems opt for virtual education. For many, their concentration is short-term survival, less so for the long term. This is reasonable and probably good thinking.
If you believe the economic forecasts, employers are planning for a favorable fourth quarter. Their recruiting activity must begin now if they expect to be staffed by Fall. They are using virtual tools to facilitate more of their recruiting, selection, and onboarding processes. Most employers are soliciting applications through online portals. Additionally, they are likely to use applicant tracking systems (ATS) to make the process more efficient. Video interviews have gained greater acceptance, especially for senior-level positions. Now, I am hearing that these tools are becoming commonplace across a wider range of job categories. This makes sense to me as video conferencing is an obvious solution for recruiters who may be working from home. These tools are effective, affordable, and easy to use. The job seeker must become adept with the virtual interview.
The pace of hiring is not uniform across all industry segments. The media has reported several stories about iconic brands that have announced plans to hire a significant number of new employees. On the other hand, many smaller businesses are struggling to survive or planning to close. Many of the latter are service-sector operations, including restaurants. Finding job opportunities in this segment is problematic. One can reasonably expect six months to a year or more before the economy reaches the pre-pandemic staffing level for this segment. You should consider redeploying your skillset for opportunities in growing industry segments.
Tips to Improve your search:
Networking is still the key
Embrace Social Media
Think creatively – consider your transferable skills
Become comfortable with video interviews
Consider freelance work as a bridge strategy
We cannot fully appreciate the potential economic downside or the possible upside as we adapt to Covid-19. Assuming that surrender is not an option, we must adapt. The recruiting and selection process has gone virtual, so we must become proficient with virtual tools and processes. Networking is still the most viable way to find a new job, so embrace that activity. Become a confident networker if not an expert. Include virtual networking in your portfolio via LinkedIn, email outreach, and other social media platforms. Consider the value of your skill-stack to support a career move to a high-performing industry segment. Be open to freelance work as a bridge strategy to a full-time situation, or maybe a new career. We cannot predict the jobs that may go away or those that will be created. It is safe to say, however, that new career opportunities will be available to you if you do your research and seek them out.
Thank you for visiting our blog.
Jim Weber – Managing Partner, ITB Partners
I hope you enjoyed our 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.
We have reached the halfway point for 2020, which may be the strangest year of my life. Your’s too, most likely. Working through the challenges presented by Covid-19 is certainly remarkable. Few if anyone I know, has ever experienced a pandemic of this nature or the measures required to moderate its spread. And then, the follow-on weeks of civil unrest. Yes, this year has been surreal.
The sudden transition from a booming economy to a voluntary lockdown has been jarring. Overnight, we have gone from historically low to depression-level unemployment. The relief provided by the Federal Government is unprecedented. It has helped employers and employees survive the lockdown. To some extent, however, it may have been counterproductive as minimum wage earners lack the incentive to return to work before their benefits expire. Nevertheless, many furloughed at the beginning of ‘shelter in place,’ lost their jobs as employers face the realities of survival. Some of these people have reached out to me for help.
The underlying structure of the economy is still intact.
Even though many jobs are gone, at least temporarily, the underlying structure of the economy is still intact. This has not been a traditional recession where a bubble in the economy collapses. It is closer to a natural disaster save for the destruction of infrastructure. The manufacturing, supply chain, logistics network has suffered a minimal impact. The financial services sector has fared well. The Service Sector has been hardest hit as the need for social distancing directly impacts their business model. By design, the Service Sector is based on close personal contact. Even so, the road back to prosperity has not been closed. The level of employment is rapidly improving. There is a reason for guarded optimism.
My neighbor is a good case study. He was furloughed from a senior-level construction and development position for a major restaurant brand. By the end of the lockdown, his position was eliminated as his employer decided to reduce their development plans for 2020.
The good news is that he is a licensed Architect. He has other options. In fact, he has landed freelance work with architectural firms. Additionally, he has found that positions, like the one he lost, are available locally.
I have received a significant uptick in calls from job seekers requiring help. A few have not had to look for a job for many years and want to understand the changes in the recruiting and selection process. Others are looking to become more competitive by improving their job search skills, resume, and other collateral material. Most find the process confusing. They seek clarity and direction.
Questions for The Job Seeker:
How is Your Situational awareness?
Are you savvy about the labor market dynamics?
Do you have a full appreciation for your options?
Do you understand the needs of your audience, employer risk?
Do you think and behave like a brand? Be the product/brand!
How are your communication skills?
Do you understand how to navigate interview traps and pitfalls?
Situational Awareness:
The first step in the job search process is to gain situational awareness. Job seekers face a dynamic market, especially for senior management. Employers are working mightily to remain relevant. They face intense pressure from traditional and disruptive competition. Even the strongest brands can become distracted by mergers, acquisitions, downsizing, right-sizing, productivity improvement initiatives, etc. The newest challenge is, of course, a heightened concern for employers’ ability to survive the devastating impact of the pandemic driven lock-down. Brands must not only survive the lock-down, they must learn to thrive in an environment requiring a greater focus on sanitation and hygiene. They are forced to adapt, in real-time, as humanity suffers the first wave of the Covid-19 pandemic. Employers have cause to substitute technology for human capital. Many companies will never reopen. This is not all bad. Successful companies will become stronger, increasing demand for employees.
Conclusions and Recommendations:
What is your evaluation of the situation? Are you working in an industry sector more, or less impacted by the virus? Are your skills still in demand? Do you need new skills or a tune-up? What opportunities have been revealed? How should you adjust your strategy? Relevancy is a fundamental issue for job seekers. If you need help, seek out professionals who understand the situation. Remember, you are the product. Be the product! You must adjust and adapt to the “Latest New Normal.”
I will explore the remainder of these challenges in the next few weeks.
Thank you for visiting our blog.
Jim Weber – Managing Partner, ITB Partners
I hope you enjoyed our 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.
Doug Reifschneider is a dynamic marketing leader with 30+ years of experience in the restaurant industry and a demonstrated history of driving growth through the creation and delivery of unique, creative brand strategies enhancing customer affinity and market position. While at Firehouse Subs, Mr. Reifschneider helped achieve a 4X increase in locations, to 1,030 restaurants generating $684M in revenues and 19.4% average annual sales.
During his foodservice career, he navigated the ever-changing marketing/advertising environment. The advertising menu proliferated from a relatively short list of tactics (TV, radio, print [direct mail, magazines, newspaper, etc.0, OOH, POP and direct selling) 20 years ago to thousands of online options which included but was not limited to display, native, SEO, SEM/PPC, web sites, landing pages, mobile and others. Doug has experience with all of it and is always looking for new technologies to exploit such as Blockchain.
Throughout his career, he consistently strengthened brand equity, grew the customer base, and boosted revenues through the development of innovative marketing campaigns.
Register in advance for this meeting:
James Weber is inviting you to a scheduled Zoom meeting.
Topic: BENG Atlanta Chapter July Meeting
Time: Jul 14, 2020, 07:30 AM Eastern Time (the US and Canada)
Now we know what it is like to shelter in place for the better part of two months. But try to imagine being in the middle of a job search, making good progress, just to have the Covid-19 shelter-in-place recommendation induce a dead stop? What a bummer! Well, a lot of people found themselves in this situation. I talked with several and have taken on a few as clients.
I worked with one client who is in a job search for the first time in 15 years. This client lost her job before the shelter in place began and was just getting traction when everything stopped. She came to me seeking help with her resume and networking efforts. She needed a skills tune-up.
A lot has changed since her last job search. The proliferation of online job boards and electronic resume submissions is a major change. She wanted to ensure that her resume featured the best keywords to optimize her results with automated resume reading programs.
Then again, job search has not changed that much, especially for senior managers. 85% of jobs are still secured via old fashioned networking. 10% of jobs are found through job boards, with the balance through Executive Recruiters. Naturally, my advice to job seekers is to allocate their time in the same proportions. It is not easy at first for those who are not confident networking. It is easier to sit in front of a computer screen, applying for jobs. Of course, they become frustrated by the lack of response.
I begin coaching a new client by seeking to understand their career. This helps me determine how to present the client in a compelling way. More importantly, I want the client to articulate their story effectively and concisely. It is not easy at first for most, but eventually, they get it. This is one of my towering strengths.
The resume is the best place to start. A well-crafted resume will tell a story about patterns of success and career growth. These patterns reveal the candidate’s orientation toward measurable results, or not. It also tells something about the type of work and environment where they are most effective. Are their skills best suited to taking on new projects or assignments? Are they better suited to turnarounds or troubleshooting? Do they thrive in ambiguous situations that require rationalization, or making incremental improvements to established lines of business? Whatever the case, I help them identify their career patterns. They become the theme of the candidate’s story. Make the theme of your career story stand out.
The first time a recruiter or hiring manager touches a resume it is likely to receive little more than 20 seconds of their time. Obviously, the reader is scanning, not reading. They are absorbing impressions. Their focus is on the first third of the first page. They are looking for a headline, keywords, phrases, and job titles. If they are not captivated by what they see, that will be the end of one’s opportunity. I make those key points jump off the page.
To tell an effective story you must know your audience. Are you sending your resume to an internal or an external recruiter? Maybe it is going to the hiring manager. Are you responding to an online Job Posting? Are you scheduled to attend a networking meeting or maybe a one-on-one? Is your LinkedIn Profile current? Each point of contact represents a different audience, requiring a different vehicle. Your job search tools include your resume, Bio, Cover Letter, LinkedIn page, Key Results Summary, and business cards. They are to be used in a coordinated manner, each for a specific purpose. A detailed resume is your foundation document.
Make your resume an interesting read. Make it read like a story. Each sentence must draw the reader into your journey. Make them want to read the next sentence, then the next. When you review your resume, look to see if it tells a story. Is it clear and compelling? Is there a common theme woven throughout? Does it make you look interesting? Does it entice the reader to schedule a meeting? If the answer to those questions is not in the affirmative, you have work to do.
Thank you for visiting our blog.
Jim Weber – Managing Partner, ITB Partners
I hope you enjoyed our 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 will Present “The Three Pillars For Success”
Learn the strategies used by today’s successful job seekers!
Jim Weber – Managing Partner, ITB Partners
Prior to forming New Century Dynamics Executive Search in 1999, Jim Weber spent 22 years with Fortune 500 companies in the Food Retailing Industry where he developed a broad-based portfolio of “hands-on” line and staff experience in growth and turnaround situations. A proven executive with exceptional leadership skills, Jim has a strong financial background and heavy operations experience in specialty retail stores, quick-service restaurants, manufacturing, and distribution.
If you believe the economic forecasts, employers are planning for a favorable fourth quarter. Their recruiting activity must begin now if they expect to be staffed by Fall. They are using virtual tools to facilitate more of their recruiting, selection, and onboarding processes. Most employers are soliciting applications through online portals. Additionally, they are likely to use applicant tracking systems (ATS) to make the process more efficient. Video interviews have gained greater acceptance, especially for senior-level positions. Now, I am hearing that these tools are becoming commonplace across a wider range of job categories. This makes sense to me as video conferencing is an obvious solution for recruiters who may be working from home. These tools are effective, affordable, and easy to use. The job seeker must become adept with the virtual interview.
