Ever wonder what REALLY happens at a search firm behind the scenes?

For those of you who have looked for a new role on your own before—you know—looking for the right career move is a full time job—and no, it is not simply linking up and doing a quick query to find the perfect match. Matter of fact, in my 26 years recruiting, it has never been that easy.

Clients often ask us to look in our database and see if we have someone in mind.  We call potential candidates and they ask to connect on LinkedIn instead of talking and think that should suffice.

So maybe it is time to pull back the curtain and give everyone a taste of what my firm does for 8-12 hours a day (hint: it is not database management).

Just like Rome wasn’t built in one day, neither are relationships. It takes multiple conversations to build trust and that includes in our business. We must build relationships with potential candidates while doing the same with potential clients.  Finding the right piece of the puzzle is not discovered overnight.

1. Research: Oh, not as easy as one would think.  We have a set criteria from the client on what they want in education, experience and attitude and we spend countless hours coming up with a recruiting plan to meet those expectations.  On the flip side, we make sure we have a diversified client base that can appeal to our functional population and meet the needs of those A players who want to go Fortune 500, Private Equity or small tech start up.
2. All hands-on deck: Or in our business–on the phone.  Yes, we use LI and other technology (no, I’m not giving away all our secrets) but what makes us really successful is our ability to talk to a lot of people.  As a firm, we focus on the top 10% of talent in the market and that means meeting, assessing, and listening to the needs of thousands of people every year.
   That takes a team approach and yes, it is hard work.  
3. Database: Yes, someone has to enter all that data and bottom line, only the person conducting the interview can really put in the data info on the evaluation, fit/culture/comp.  We have tried to outsource and it leads to errors so yes, we “do” the data entry, but it is not our focus.
4. Technology: Yes, we spend a great deal of money on the latest sourcing and time saving tech and just testing it can take hours.  We cannot get comfortable and as recruiters, we try out the latest “cutting edge” tools in hopes for the best, but alas, it’s back to basics and we’re usually back to the phone.
5. Marketplace Data: This is where my English literature degree pays off (yes, to liberal arts!)  In search, you must assimilate a great deal of data and do it quickly.  You take notes, you research competitors, compensation data, cost of living data, family expectations, equity out 3,4 ,5 years and that is just the basics.  If you want to know what is going on in any given market, ask a recruiter who works it—they may know more than your stockbroker.
6. Emotional Roller Coaster: That is our biggest concern and one that can make you elated at the end of the day or exhausted.  People can change their mind at any time.  Making a decision that can impact their future, their families, and their wealth for years to come is a big decision and it can be quite a roller coaster ride.  The psychology of our work is often intense.
7. The Follow Up: Like dating, follow up is key.  We have pre interview discussions, post interview and every step in the journey of someone’s big life decision. There are conversations on culture, promotability and into the details of office environment and benefit packages.   We conduct reference checks, gather referrals, and assist with a myriad of items like total reward statements, reimbursements and travel details. 
8. The moment: To stay or to go.  The negotiations. The questions. The emotional roller coast continues.  Is the candidate right for the job or not?  Do they really want the role or are they fishing for a better deal from their current employer?  The counter offers come into play.  The pros and cons. The pitfalls.
   Yes, it is our job to cover all of that and communicate it appropriately to all parties. Damn. I’m exhausted just writing about it.
9. The reward: The very best part of being a recruiter is when someone accepts the new role that you’ve been working on for weeks or months.  But the pride is short lived because there is still work to be done: signatures, NDAs, drug screens, background checks, resignation, 30-day, 90-day follow up etc.…. The REAL reward usually takes a while. It’s when our clients call thanking us and our candidates call, telling us they are happy and have already been promoted. Sometimes, like this week, candidates even send us flowers. It’s super nice. But at the end of the day, when a candidate that trusted us in representing them calls and asks us to help build their team, turning into a client, that’s more than nice. It makes all the hard work worth it. That’s what we do for a living. 

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

If you have any questions, please feel free to ask here.

How Covid-19 is shifting the way we do business moving forward

In 25 years of recruiting, this is my first attempt at this subject.

The good news is recruiting can be a one on one interaction so it meets social distancing guidelines.  Phone and video interviews are easily attainable, and more and more individuals are working from home and will have the freedom to speak more freely.

However, usually before an offer is extended, people meet in person, shake hands, meet their colleagues, etc.…but that final step is going to look different this year and we as leaders of companies—as well as individuals wishing for a change—will have to change how we interact to make a final decision.

In a matter of weeks, we have had to address a number of issues spiraling out of this “new normal” and I wanted to share what we have learned so far.

1. Expect a slower interview process.  News and guidelines are changing daily as are corporate protocols.  Processes will include multiple phone calls and video interviews so be sure you’ve got a handle on the technology.   As an example, my staff and I are using WhatsApp so we can video & message with each other easily.
2. Social Distancing—at least today—does not mean you can not meet in person.  One on one interaction six feet apart or more in an open-air environment—like a park—may be a good alternative for local meets that require actual facetime.  Obviously, cross country travel will be limited so adopting a more local and/or regional approach to recruitment will be easier these coming months.
3. Flexibility is key.  Interviews are changing constantly right now.  Onsite interviews moved to phone interviews, phone interviews moved due to crisis management, etc.…Employees who are moving their families from one city or state to another, may have extra challenges and as employers, we’ll need to be flexible on start dates, create virtual onboarding plans and more e-learning capabilities. At this point, we are all navigating in unknown territory and being flexible, positive and practicing agility thinking is important. 
4. Mitigating Stress.  We all need to remember that empathy, thankfulness and courtesy are more important than ever.   As we try and attract, recruit and retain new talent, this may be the most important reminder: Be thoughtful in your actions with others.

I’ve learned a few things over my lifetime– working through multiple recessions, terrorism, hurricanes and floods.  We are an innovative nation with many different industries and capabilities. Hopefully, as a nation and as a partner in a global economy, we will be bringing manufacturing of strategic items back to the US.  I have no doubt that the need for new goods and services will emerge from this crisis as well. Although there are already many industries being negatively impacted from this Pandemic, there will be individuals and companies that rise in the moment and flourish in the long run.   We all need to focus on doing our part, however small, for that future.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

If you have any questions, please feel free to ask here.

How to recruit during a Pandemic

In 25 years of recruiting, this is my first attempt at this subject.

The good news is recruiting can be a one on one interaction so it meets social distancing guidelines.  Phone and video interviews are easily attainable, and more and more individuals are working from home and will have the freedom to speak more freely. 

However, usually before an offer is extended, people meet in person, shake hands, meet their colleagues, etc.…but that final step is going to look different this year and we as leaders of companies—as well as individuals wishing for a change—will have to change how we interact to make a final decision.

In a matter of weeks, we have had to address a number of issues spiraling out of this “new normal” and I wanted to share what we have learned so far.

1. Expect a slower interview process.  News and guidelines are changing daily as are corporate protocols.  Processes will include multiple phone calls and video interviews so be sure you’ve got a handle on the technology.   As an example, my staff and I are using WhatsApp so we can video & message with each other easily.
2. Social Distancing—at least today—does not mean you can not meet in person.  One on one interaction six feet apart or more in an open-air environment—like a park—may be a good alternative for local meets that require actual facetime.  Obviously, cross country travel will be limited so adopting a more local and/or regional approach to recruitment will be easier these coming months.
3. Flexibility is key.  Interviews are changing constantly right now.  Onsite interviews moved to phone interviews, phone interviews moved due to crisis management, etc.…Employees who are moving their families from one city or state to another, may have extra challenges and as employers, we’ll need to be flexible on start dates, create virtual onboarding plans and more e-learning capabilities. At this point, we are all navigating in unknown territory and being flexible, positive and practicing agility thinking is important. 
4. Mitigating Stress.  We all need to remember that empathy, thankfulness and courtesy are more important than ever.   As we try and attract, recruit and retain new talent, this may be the most important reminder: Be thoughtful in your actions with others.

I’ve learned a few things over my lifetime– working through multiple recessions, terrorism, hurricanes and floods.  We are an innovative nation with many different industries and capabilities. Hopefully, as a nation and as a partner in a global economy, we will be bringing manufacturing of strategic items back to the US.  I have no doubt that the need for new goods and services will emerge from this crisis as well. Although there are already many industries being negatively impacted from this Pandemic, there will be individuals and companies that rise in the moment and flourish in the long run.   We all need to focus on doing our part, however small, for that future.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

If you have any questions, please feel free to ask here.

The question people always ask us this time of the year is “what are you seeing in the marketplace?”

Well, this year we have a definitive answer:  Work/ Life Balance requests.

If you have been feeling burnt out, you are not alone.  EVERY candidate we have spoken to over the holidays and since 2020 began have been focused on finding an opportunity that gives them better work/life balance.  That can mean different things to different people, but bottom line, the inability to turn work off is taking its toll.

What has changed?  What was the tipping point?

I think there are several factors that are contributing to this:

1. Technology has made it too easy to work 24/7—between IM, email and text, it doesn’t matter whether you work in an office or at home, you can respond morning noon and night –If leaders are texting at 10 pm, their employees feel they need to respond promptly and it sets an expectation, one that is cutting in to family and social time as well as much needed sleep.
2. Globalization — Although not a new component to the workplace, more and more roles do have a global component so conference calls to Asia for example, with a 12-hour differential, make the new normal.  If you say “good morning” at 10 o’clock at night, mentally, you are working around the clock.  
3. Commute — We’ve been talking for the past 10+ years on the lack of mobility in the workforce—the other side of that is because many people don’t want to physically move, they are doing longer and longer commutes which is contributing to their already long work day.
4. Competition — Productivity and efficiency pushes have driven expectations higher as well as simply the pace of business today.  These are not necessarily negatives, but the reality is employees are expected to do more and to turn around work at a greater pace and it is contributing to the burn out level. 
5. Organizational Structure — In recent years, organizations have flattened out their organizational structures so there are fewer direct reports with many roles which has left employees feeling pushed and pulled at the same time.  Complaints include “I’m in meetings all day long so the only time I can get MY work done is nights and weekends.”

Bottom line,when people feel a loss of control over their time, it can cause anxiety, depression and a sense of not being respected. Families suffer, people get sick more often and there becomes a general malaise that can set into a company culture. How do we reverse this trend? Be cognizant of these points and as a leader, set boundaries that allow people time to reset. It’ll be a good start.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

What Top Talent Wants to Know in 2020

Having an issue landing the talent you want for your organization? Well, we predict, it isn’t going to get any easier. The proverbial War for Talent is as strong as ever. With baby boomers retiring at an accelerated rate, there continues to be a gap in leadership within mid-level and senior management positions. Companies are competing for a smaller pool of talent so it is important to cover topics that are important to candidates. We’ve seen and heard a lot of trends over the past 25 years and technology isn’t the only big change. People’s focus on career fulfillment has evolved as well.

Here are some subjects we suggest you cover in the interview:

1. First and foremost, take the call.  If a recruiter calls you, take the call. If a department leader wants to talk to you about doing something outside your current parameters, listen.  If you are fortunate enough to have people pursuing you, take the time and build those relationships. Its easier to have them and not need them immediately versus trying to cultivate a meaningful network quickly.
2. Culture  Every company has a company culture and many people define it differently. Candidates want to know what is acceptable and isn’t, as it relates social norms, politics, behaviors, dress, promotability factors and basic role fit. Your company may have defined values but culture can impact long term fit in so many ways, it has become a hot button topic to top talent and we suggest you are prepared to define it. 
3. Mission/Sustainability Today people want to work for a company they believe in, a mission that resonates with their set of values and interests. Make sure that during the interview, you include a higher strategic message about your company’s mission and how it impacts lives. Whether it is building a better car, offering a life saving service or bringing joy to pets, candidates want to feel a connection. The same goes to sustainability and environmental consciousness. In many markets, it is often one of the top 3 “Must haves.”
4. Career Mobility   People staying with a company for 15 years has been long gone, the average stay now being 2.5 year. Talented individuals are looking for ways to advance their careers as well as their own personal development and want to know what your company has to offer them beyond the typical career laddering. Can they move out of a function into a different function? Do they have to commit to relocation every 2-3 years to get promoted? Can they move from business unit to unit? If they decide to start a family, can they reduce their hours and hop back in 18 months later?
5. Personal/Career Development  Top talent wants a company that is willing to invest in their future but also recognizes work as only one part of a multi-faceted life. Be prepared to answer a myriad of questions—from paid college tuition to reimbursement of professional associations to questions around sabbatical and maternity/paternity leave policies.

As a leader, your ability to respond quickly and decisively on these topics, will help you stand out as well. We often hear employees don’t leave companies as much as they leave their leaders. That works in reverse as well. Make sure you put both yourself and your firm in the best light to be a competitive choice in the talent marketplace.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

I’m ready for that next step in my career but haven’t been good about networking. Any suggestions?

We all get busy with our daily lives and often forget about what we need to do for the future.  Often times when people think about that next step, the focus is on a bigger title, but as recruiters we suggest you think about your career in a broader framework.  Here are our suggestions:

1. First and foremost, take the call.  If a recruiter calls you, take the call. If a department leader wants to talk to you about doing something outside your current parameters, listen.  If you are fortunate enough to have people pursuing you, take the time and build those relationships. Its easier to have them and not need them immediately versus trying to cultivate a meaningful network quickly.
2. Be ready to step outside your comfort zone.  This can mean different things to people, but relocation is a perfect example.   People who are willing to relocate and go where opportunities are will be faster to propel their career than those candidates unwilling to pick up and move.  In our business, the largest obstacle to finding talent is the lack of mobility.  Unless you have a senior in high school or an ill parent, you might want to consider what a few years out of your current location may do for your long-term future. 
3. Laterals can be OK.  Moving up the proverbial ladder is great, but moving laterally can improve your depth of experience, your understanding of the business model and more importantly, help you build “your brand” within a company.  Visibility to a broader leadership and your willingness to step in where needed can also propel you forward.  The key is to understand what the lateral can do for your personal development and the time frame for the assignment to make sure it aligns with your long-term goals.
4. Keep Current.   Make sure you are staying current with your resume, updating your accomplishments and impact. This is much easier to do every six months than waiting and trying to remember the metrics on projects you worked 18 months ago.  Keep your certifications up and invest in your continued education, whether that is a class or going for that advanced degree.  Being a continuous learner is always a good attribute.
5. Realize that opportunities come in many forms and careers don’t all follow the same trajectory.  Keep an eye on the path forward and an eye on the horizon so you can make sure you are thinking about the long term and not just the next title.  It should serve you well.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

Since it’s the dog days of Summer, a little levity is in order.
Here are our Top 10 memorable worst interview comments. What’ s yours?

Visit us on LinkedIn or Twitter to tell us some of your worst interview comments!

What is the worst thing to say in an initial interview:

1. I’m looking because my current company stinks.
2. There’s nothing I haven’t done.
3. Can you repeat that, I was looking at my phone.
4. I’m really happy where I’m at.
5. So what does your company do?
6. How long is this going to take?
7. I don’t want to do that, that’s too stressful.
8. I can’t talk about that, it’s part of a class action lawsuit.
9. Didn’t you read my resume? The answer is there.
10. Do you do drug testing here?

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

Well, apparently this has become a new ugly trend that has made headlines and coined the term “Ghosting”.

If you missed the Wall Street Journal’s article last month, here is the link: The Loneliest Job in a Tight Labor Market

It only takes a few minutes to close the loop with a recruiter and/or employer and handle a situation appropriately. We really don’t take it personally.

As we’ve said before, recruiters have long memories and employers change to different companies so the bridge that you burned yesterday, may be the employer you want in the future. Handle a situation professionally and everyone will remember that too.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

Just How Happy Are You? Really.

It’s not surprising that 2018’s employee satisfaction survey scores were higher than in previous years’—Apparently 51% of employees are satisfied with their current situation.

We have noticed an uptick in the number of people who give us this response when we call to talk about their career: “No, thanks. I’m happy where I am.” Really?

How happy are you? You might be comfortable in your role. You may think your position is stable and your career is fine, but are you confusing complacency with comfort? If change in life is constant, then shouldn’t you ensure your career continues to evolve as well? Ask yourself this question:

What have I done to move the needle in my career in the past 6 months?

If you don’t have a solid answer, you might want to re-evaluate your situation. Besides, it hurts nothing to talk to a recruiter. We can help give perspective on how your situation compares to others in your field. We will gladly give you resume or interviewing advice. We want to understand what’s important to you and we’re happy to share potential opportunities that may change your life – and your family’s – in a meaningful way.

You might be comfortable today, but tomorrow is an unknown. Outside factors can change quickly– companies are often sold, merged, or subjected to changes in their CEO and/or operating model without warning. Are you so well-networked that, if your role were to disappear next week, you’re certain that you could find an equally fabulous role on your own quickly?

Being proactive in your career doesn’t have to mean actively looking for the next opportunity, but it should include listening for the next role and saying yes to open-ended conversations. At worst you may lose a few minutes of your day, but in doing so you will forge a connection with someone who knows your industry. You may even open the door that leads to your dream job.

With job satisfaction at record highs and unemployment at record lows, employers are scrambling for top talent. There hasn’t been a better time to leverage a new opportunity in decades! There are companies actively looking for employees just like you, and they’re paying top dollar right now. Recruiters can quickly put you in touch with the companies who would best meet your needs, so the benefits of just saying “yes” to connecting easily outweigh any drawbacks.

By benchmarking with external recruiters, you arm yourself with the knowledge you need to make an educated decision about how happy you really are. If that answer really is “very happy right now,” then that’s great! Let’s keep in touch, and we can always reconnect in the future. If not, we’ve got a role we’d just love to tell you about…

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.

I thought my interview went well, but I didn’t get good feedback. What happened?

This month we wanted to address some common interview killers that surprisingly, still pop up as feedback too often.

Here are 7 habits of highly Ineffective Interviewing:

1. Turn your phone off.
If for some emergency reason, you have to leave it on, silence it and by all means, don’t stop and text or answer calls.

2. Dress professionally.
Although a suit is not always warranted, know the environment and your audience. Whatever you wear, needs to be pressed and put together.

3. Leave negativity in the car.
Never talk badly of your current company or leader—it never bodes well in an interview. When asked why you are looking to leave, express what you are looking for in positive terms versus appearing as if you are just trying to run from a bad situation.

4. Ignorance is not bliss.
You should research the company and individuals on the interview panel. LinkedIn is a great resource to understand basics and reading through recent press releases helps provide color around a company’s changing dynamics.

5. Don’t get too comfortable.
Often, once a rapport is established in an interview, people can get too comfortable –posture goes into slouching, cuss words come out in stories and too much personal info gets shared. Being personable is good. Getting too personal and too comfortable isn’t.

6. Don’t dominate the interview.
More times than not, candidates talk themselves out of a job. Be cognizant of keeping the conversation even– An interview should be a back and forth discussion.

7. Don’t put the cart before the horse.
Keep negotiation and detailed questions about compensation, benefits and info on vacation time for the relevant time—which isn’t in a first round of interviews. If the interviewer brings it up, you can certainly touch on it, but don’t try negotiation tactics too early.

We are always happy to help you through every step of the process, from determining what your career goals are to helping you reach them. Feel free to contact us!

Visit the Ask a Recruiter Archives to get up to date on past issues!

If you have any questions, please feel free to ask here.