Don't put all of your eggs in one basket

This is one of my infamous lines going back to my days as an enroller for Principal Financial Group.  When talking with plan participants about their 401k elections, we always advised diversification.  Any financial adviser is going to do the same when viewing your investment portfolio.  So why should this advice not hold true when approaching a job search or an open position?

First let's talk about the candidate side of the equation.  I can't tell you how many times over ten years of recruiting I have seen a candidate get burned by being laser focused on only one opportunity.  They have made the decision they are leaving their current employer and want no other option than ABC Company, who seems to be equally engaged with the idea of hiring you.  The problem is that many things can change over the course of an interview process, even if it is in the eleventh hour.  Then when the company surprises the candidate by pulling out of the conversation, the candidate is left holding the bag.  Additionally, they are mentally checked out of their current company and job performance has declined significantly.

Don't hear what I'm not saying - if you really can balance the idea of being more of a passive candidate, then only interviewing with one company could work out wonderfully for you.  But you have to be prepared to stay put if you don't get the job. Without that key ingredient, you could even be setting yourself up to being fired by your current company, without another opportunity in the pipeline.

Now, from the client side of the equation there are some similar plot lines.  You have an opening that is critical, you find a stellar candidate, and you put all of your energy into recruiting that person.  You tell other candidates that have been through an initial interview that you have a finalist and should know more soon.  Well, what happens if that candidate falls through?  They become disinterested?  They review your offer, yet decide to stay put because of a counter offer?  Now you must go back to the second and third options with your tail between your legs and tell them that you have changed course and now would consider their candidacy.

There are, however, some differences as well with the client perspective.  As much as you might believe you have found "THE" candidate, perhaps there are qualities in other candidates that eventually supersede your perceived top candidate, or even better could add a dimension to the team in another role.  I have had clients in the past that ended up hiring multiple candidates, despite having only one opening.  When handled correctly, you don't even need to hire both at the same time.  Good talent is good talent and you don't want to look a gift horse in the mouth when it comes around.

Have you ever been burned by putting all of your eggs in one basket with a job search or company opening?  If so, I would love to hear your stories!

Is your recruiter a trusted adviser?

When I was an insurance producer the term "trusted adviser" was used in reference to the status that we tried to achieve with business owners.  They typically hold in high esteem a small group of individuals that include their accountant, their attorney, and perhaps a few other vendor partners.  Once you are in that inner circle it becomes a deeper and mutually beneficial relationship.  You go to a trusted adviser with critical questions knowing that you will get an objective and helpful answer.

So how does a third party search firm fit into that equation?  Unfortunately we are often viewed as a necessary evil or a transaction that occurs when there is no other option.  I am here to tell you that a good recruiting firm can provide so much more than that.

From a candidate's perspective a good recruiter can be a partner for career moves and choices for many years.  Our best candidate relationships are the ones that develop over time.  We may not even place a candidate after initial introduction.  That does not mean we cannot help that individual.  Perhaps they are already deep enough into the interview process that our clients will not be able to match timing.  But we can help with questions regarding compensation, employer comparisons, culture match, benefits, and so much more.  Then if that individual needs to make a career change later in life, they know that they can depend upon us for objective advice.  Or in some cases they even become hiring managers themselves and come back to us because they know the experience was good and we will treat other candidates with the same level of respect and attention.

For clients the same can be said - we can provide insight even if we are not actively engaged in a current project.  Perhaps a hiring manager would like some salary comparison in the market.  Or before embarking upon a search may want to know what our active pipeline looks like.  Or maybe some additional bullet points to round out a job description.  My best clients know they can come to me with those questions any time and receive my best professional advice and perspective.

I have even toyed with the idea of changing my title to "Trusted Adviser" so that I would never be lumped into the same category as lesser quality recruiters.  But over time I have realized this is not a self-appointed title.  I have to earn that right and privilege every time I get on the phone with a new client or candidate.  And it comes with the test of time.  Just saying that you want to be a trusted adviser does not equate to the actions necessary to achieve that status.

Who is a trusted adviser within your professional circle?  Would a recruiter ever make the grade?

Choosing a path to prosperity

      
Ah, the time of year when we all set New Year's Resolutions, think of how we can become better people in the next twelve months, and dramatically change the path of our life to lead to a better place.  While it is good to dream and set lofty expectations, how many of the resolutions that are set become reality beyond the first few weeks of the year?

In the past several weeks I have heard candidates and clients alike tell me about uncertainty for the future, fear that the economy may hold back growth plans, unhappiness with a colleague, or many other negative issues.  Yet very few of them have a solid plan in place to be drawn toward a better opportunity as opposed to simply running away from their problems. 

Ironically what shed some light on a possible solution for me was when I was watching the NFL playoff games with my seven-year old son.  He looked at me midway through one of the games and said he was changing his mind regarding his future football career.  He expressed interest in playing middle linebacker during his college career and then switching to running back in the NFL.  I began explaining to him that the average career for a running back in the NFL is not very long.  But a kicker could play for 20+ years under the right circumstances.  He thought about it for a while, took my advice to heart and asked if we could practice kicking field goals with a Nerf football.

The moral of the story is that you need set realistic goals, commit to a routine, execute a reasonable game plan, and see where it takes you.  Don't look at Adrian Peterson and wish you had his skills.  You simply don't.  You also don't have to compare yourself to him to know if you have been successful.  When looking for a career move or a new position the same theory applies - don't work outside of your core strengths and try to be something you aren't.  I also believe to truly look forward, you have to look back.  See where you experienced both success and failure in 2012 to help choose your path going forward in 2013.  Then use that as your foundation for where you want to be at the end of 2013.  Not where you want to be in February, but take a much broader look at your path to ultimately experience long term success and happiness.

I would love to hear from you if you have ideas you are implementing here in the new year to ensure prosperity and more success than last year.