On Working With Recruiters: End Run Fails!

 It is rare for me to work with candidates who lack experience working with recruiters.  After 16 years in the executive search business most of my work is with senior executives who know the drill. However, from time to time I am asked to perform a lower level search to help a client.  In those cases I work with candidates who may not have worked with an Executive Recruiter.  The vast majority of these folks are interested in learning how the process works and how to work most effectively with me.  Instinctively, they  know that I am there to broker the transaction and to help them to the extent that I can.  There are times when the candidate is unable or unwilling to work within the system.  Invariably, those candidates fail to land the job.  In fact, they tarnish their reputations with the client and with me.


Probably the most egregious example of a candidate's bad behavior is going around the recruiter, contacting the client directly, an end run so to speak.  In my Executive Search career, I have only had three candidates try to bypass me to ingratiate himself into the mix.  In every case it ended poorly for the candidate.  My first incident was working on a search for a Corporate Director of Taxation.  One of my candidates was not forthcoming with important background information so I put him on hold.  I advised him that I could not move him forward in the process until he provided the required information.  This candidate became incensed and actually told me that he would be contacting the client directly.  So, with that information I gave my client a heads-up.  Predictably the candidate embarrassed himself and was eliminated from consideration.  Actually, the situation further enhanced my relationship with the client as they appreciated my judgment and communication. The second situation was somewhat similar, except for the fact that the candidate did not come close to fitting the client's profile.  Again, the results were predictable.

The most recent situation was a little different, but the results were the same.  This candidate was qualified to do the job and was in the queue.   We had several steps yet to complete before I could present him to the client.  I needed to do an in-depth phone interview to fully understand his background and capabilities to be followed by a face to face meeting.  Unfortunately the process was not moving along fast enough to suit this guy.   He thought I was deliberately blocking him. So, this candidate executes his end run contacting multiple employees, via phone and email including the hiring manager.  I knew that he had a contact inside the company but it was not a strong enough connection to really help him.  His behavior was viewed as unprofessional and unwarranted.  He disqualified himself as the client decided that he was a poor cultural fit.  If he had worked with me, the outcome may have been different.  He clearly did not appreciate the strength of my relationship with the client.


In each case the candidate failed to understand or appreciate my bond with the client.   When a client hires a recruiter they do so with great care.  The recruiting and selection process is critical to the client and full of risk.  There is a significant level of trust between the client and the recruiter.  There must be!  The stakes are too great.   The client looks to the recruiter to manage the process in an effective and efficient manner that reflects well on the client's brand.  In support of this goal, before I begin a search I get clear direction from the client as to the job requirements, the experience required, and the skill sets they want to see in a candidate.  We also become aligned as to the client's culture.   I  design my searches  to ensure that the candidate can do the job, will do the job, and will be a harmonious fit with the client's culture.   It is not in my best interest to eliminated a candidate that meets all of the client's criteria.  Likewise, it is not in my best interest to move an unqualified candidate forward.  My work reflects on my credibility and on-going relationship with the client.
If a recruiter contacts you with an opportunity which you decide to pursue, your responsibility is to work within the parameters established by the recruiter. 

You may or may not like the recruiter but the recruiter is driving the bus.  Your job is to be a good passenger and enable him to get to the required destination.   One must understand that circumventing the recruiter is a high risk proposition that seldom ends well for the candidate.

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
www.newcenturydynamics.com

The Layoff is a Bummer. Enjoy your Vacation!

I had breakfast Monday with John, a friend and candidate/client who just lost his senior level marketing job as a result of an acquisition.  Another day, another laid-off Executive.   Coincidentally, he was scheduled to begin his overseas vacation this week with his immediate family and in-laws.  As with most senior executives John (not his real name) is a Type A Personality who lives to work so going on vacation at this time is a bit unsettling.  He told me that he really wanted to jump into the job search but is committed to the vacation.  Totally understandable thinking.  My response was, "the layoff is a bummer, so enjoy your vacation!


I reminded John that we are entering the seasonal slow period for hiring.  That is not to say that the recruiting and selection process stops, it just slows down.  From June to Labor Day, people are focused on their vacations and time with family.  As a result, the recruiting and selection process slows down a bit too.  Things pick up again after Labor Day as folks re-focus to complete their objectives before the end of the fiscal year.  I don't recommend that the job seeker suspend his search, but to understand and adapt to the season.  The primary strategy during this period is to focus on networking so that when the employer is ready to move forward, you will be well positioned to compete for the job.  Use this time to connect with friends and family; relax, reflect, and recharge.  Enjoy the vacation!  I told John that he could reengage aggressively upon his return without missing a beat.


We talked about steps he could take immediately to set the foundation for his search.  He had already made a good start by contacting me so that I could factor his situation into opportunities known to me.  Additionally, updating his LinkedIn page and other Social Media Accounts is another good idea.  His preference is to stay in the Atlanta area, but he is open to relocation for the right situation.  I suggested that he broaden the target for his search.  Granted, most of his experience has been in Restaurant Marketing narrowly defined, however, his capabilities can be applied more broadly.   The Restaurant Industry is retail, a segment of the Service Sector.  His skills and experience can be easily applied across the Service Sector at large.  Additionally, many of his employers have been franchisers so that presents additional possibilities.  Once he considered his experience in slightly broader terms i.e. Service Sector/Franchise Marketing, he began to see far greater potential for his job search.  Atlanta becomes an even more attractive place to focus his job search as the opportunities in the Service Sector is very strong in this market.


We also discussed the viability of engaging in Consulting or Project work while looking for full-time employment.  As I have argued many times in my blog, there is a need for short term project work which often leads to full time work.


Looking for a job is full-time work and should be taken seriously.  However, one need not spend more than 35 to 40 hours a week on job search, especially during the summer months.  Look to obtain balance in your life.  Regroup, recharge, and reflect.  The layoff is a bummer, enjoy the vacation.


 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
www.newcenturydynamics.com

The Consultant's Paradox

Paradox:  noun

1. A statement or proposition that seems self-contradictory or absurd but in reality expresses a possible truth.

2. A self-contradictory and false proposition.

3. Any person, thing, or situation exhibiting an apparently contradictory nature.

4. An opinion or statement contrary to commonly accepted opinion. 

I am well into a Controller search for a global manufacturing company based here in the northern suburbs of Atlanta.  The client has identified two lead candidates and I have three back-up candidates in the queue for insurance.  One of my backup candidates is particularly interesting as he has been doing consulting/project work for the past eight years.  He is interesting because his consulting experience has largely been with manufacturers, making him a viable candidate. 

Early in my career it was not uncommon for the unemployed to present their time between jobs as "Consultant" whether they had actual clients or not.  At that time "Consultant" became a euphemism for unemployment.  There was a greater stigma attached to unemployment in those days.   The realities of the past 30 years have helped people understand that competent people can be displaced through no fault of their own.  Industry restructuring leading to mergers and acquisitions and subsequent right-sizing, and down-sizing has affected most us, one or more times.  In all of this turmoil, the decision to terminate particular Executives is more like Survivor Island than we would like to admit.  The individual decisions are often more politically driven than for competence and potential.   Thankfully, opinions have changed about people taking on consulting/project assignments while unemployed.  There are of course other biases against consultants, even those from established consulting companies. 

We live in a different world today.   There is still a lot of work to be done, but companies are reluctant to add to staff.    In this environment out-sourcing is a very desirable alternative.  It is easier to terminate a contract than to fire a difficult employee.  Given this reality, I have long advised my candidates to consider free-lancing.  It is a good way to maintain one's cash flow needs and a viable job-search strategy.  The activities one must engage in to find a consulting assignment are no different than those required to find a job.  The effort is complimentary.  From the employer’s perspective the “Temp to Perm” analogy comes to mind.   In the example of the candidate, mentioned earlier in this post, freelance work gave him the opportunity to gain new experiences, strengthening his resume, making him a more viable candidate.   There is a balancing act one must consider.  The longer one is employed as a freelancer the more difficult it becomes to find full-time employment.  It seems that the inflection point is in the two to three year range.   By this time one must decide which path to pursue or the consultant path may be chosen for you, like it or not.

As with any bias or prejudice, the employer’s predisposition toward consultants is due to a lack of understanding about the challenges faced by the freelancer.  The freelancer is a self-employed, small business owner.  Fundamentally, they must be competent and able to work with people to complete an engagement and generate referrals for new business.  More importantly, however, the freelancer must be good at business development to land their assignments.  They must be successful networkers and good sales people, skills that are valued in any successful organization.  They must be good financial managers as well.  These traits may not be well understood by most employers.

In conclusion, businesses need freelancers to help them achieve their goals while minimizing their labor exposure.  Displaced professionals are available to do freelance work while looking for full-time employment.  The paradox is that after a certain period of time a freelancer may become unemployable and type-cast as a consultant.  Understand the trade-offs and plan accordingly.

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
www.newcenturydynamics.com

Be On Your Game At All Times!

Saturday morning I awoke to find an email nasty-gram from one of my candidates.  I first heard the term "nasty-gram" from a former Boss to describe a certain type of negative, personal memo.  It seems this candidate was miffed that I had not responded to his email earlier in the week indicating that we could not schedule a meeting until later in the week.  Mea Culpa!  No excuses. I thought I had acknowledged his email.   My priorities for the week had changed and I failed to close the loop with this candidate.  On the other hand, I did not receive a follow up note or a reminder from him either.


I must say that I was naturally taken back.  Mad even.  When dealing with professionals one expects a certain amount of discretion, giving one the benefit of the doubt, as it were.  I took responsibility for my oversight and apologized.  I invited him to call me at his convenience for an update on the search.  This is a younger candidate who may not have worked with an Executive Recruiter before.  In any event, if he knew how to craft a note to obtain a favorable result he chose a different direction, taking the unprofessional route.  On the other hand, he may have an over-inflated ego, or anger management issues.  Whatever the reason for the tone of his missive, it spoke volumes about him as a person.  He was not my strongest candidate for the search in question, by a long shot, but he was a possibility.  After the receipt of his email, his status dropped significantly.  Seriously, is this the kind of person I want to put in front of my client?  Do I want this guy representing my reputation?  Doubtful!


When you are working with a recruiter, whether a company recruiter or a third-party Executive Recruiter, your behavior is being evaluated at every contact point of the recruiting and selection process.  Looking for a job is stressful, but one must deal with stress on the job too.  If you are perceived to handle stress poorly as demonstrated in the recruiting process then your ability to handle normal job stress will be questioned.


Communication skills are critical in professional callings.  The ability to express yourself persuasively in verbal and written form is mandatory.  No company wants to deal with the drama created by strained relationships  due to less than professional communication and behavior.  The way you interact with your recruiter and prospective employers during the selection process gives them a window into how you will behave if hired.  It will definitely affect your ranking in the process.


When you are under consideration for a job you must be at the top of your game, all the time!   The last thing you need to do is create doubt about your viability.  The slightest slip can diminish your standing.  Creating strained relationships with anyone who has a vote in the hiring decision is very unwise.  You must make those folks your friends and supporters.
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
www.newcenturydynamics.com

It's That Time Again!

It's that time again.  Time to recap the fundamentals of a good resume.  This seems to be a topic that will never go out of style.   It is ever relevant as the typical resume continues to violate so many of the basics.   Why this week, you might ask?  Well, as it happens, I have been asked by a new client to edit his resume in a way that will help minimize his pending job search.   He is on notice that his job will be eliminated in about sixty days.   This gentleman is a seasoned professional who has not had to look for a job in well over 20 years so spending a lot of time agonizing over the perfect resume has not been a priority.  As he contemplates job search his strategy is to look beyond the industry segment where he built his career.  His skill set is very strong and should be of value to hiring managers in a number of segments.  As a result,  the resume we craft must emphasize his skills and accomplishments so as to resonate with those hiring managers.

The good news is that my client's resume in solid in many ways.  He is using a standard format; he has an executive summary that serves to position his career;  he breaks things up a bit with a Skill Set Summary in bullet point format; and he separates job responsibilities (in sentence format) from accomplishments (in bullet point format).  The primary issue is that his resume does not properly reflect his stature by his verbiage or formatting.  The verbiage screams middle-manager, and the formatting does not optimize available space. 

Five Key Point for an Effective Resume

• Make use of White Space to break up the resume and keep it interesting.
• Use a 12 pt font to make it easier to read.
• Keep each bullet point to one line.
• Edit aggressively for relevancy and to eliminate redundancy.
• Use the header and footer functions to maintain integrity and continuity.

The point of a resume is to generate interest leading to an interview.  It must be designed for a reader who will spend twenty seconds skimming through the document to arrive at a go, no-go decision.  Short, concise verbiage is key.  Jargon and buzz words are a distraction.  One's accomplishments must jump off the page.  Don't write a dissertation as no one will read it anyway.

I attacked his resume by eliminating bullet points that added little value which gave room to raise the font  to 12 pts.  Those edits immediately took his resume to a full two pages with more white space.  Already, his resume was beginning to look a lot more interesting.  My next step was to edit the remaining content for relevance.  I cleaned up run-on sentences and eliminated follow-on sentences that added no value.  Those edits elevated the stature of this candidate to his rightful place. 

When crafting a resume it is important to remember your audience and how they will consume your resume.  The reader is pressed for time.  Some studies indicate that  a viewer may spend 20 seconds with your resume, unless it is interesting and compelling.  Your resume is as much a marketing tool as it is your personal career history.  Make use of larger fonts and other text effects like bolding and italics.   White space helps to ensure that your message stands out and makes the resume more inviting to the reader.  Be concise and accurate with your prose.  Repetitive themes can be useful, but redundant verbiage is not.  If you follow these suggestions your resume will help you stand apart from the rest of the pack and ensure that you are called for an interview.

One final point.  I received a resume via email this morning.  The email address was very personal, cute even, but it was not professional.  My eyes rolled!  Immediately this candidate looks to be less than serious.  The ideal email address is you name or a reasonable derivation thereof.  It should be used explicitly for your job search so that you will not be distracted by other personal matters.

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

www.newcenturydynamics.com