Today I leave for my annual trek to Orange City, Iowa to participate in the Red Raider Alumni Classic. It is a golf tournament to benefit the athletic fund for Northwestern College, where I graduated and played on the golf team. Since golf is on my mind, I tried to find a way to incorporate it into my blog.
On a couple of occasions this week I had candidates outline to me how depressed they were about the state of the economy and the overall job market. While there is certainly some truth to that, it should not impact a candidate's approach to the search. It does not matter if you are an active or passive candidate. No client in their right mind wants to hire an employee that is bitter, trying to overcome a bad work environment, and/or in a sour mood after a long period of unemployment or even underemployment.
These people need a rescue club. This is a hybrid 3 or 5-wood typically that serves to "rescue" a golfer from a bad lie or deep rough. In other words, you're in trouble and need some help. A purist wouldn't ever use one as it is almost considered cheating in some circles, but unless you are on the PGA Tour and paid millions of dollars to chase that little white ball around the course, it is a wonderful investment for any bag.
For a candidate this could be a friendly reminder from a reliable source to go into a job interview with a positive attitude. It could mean taking some time to find an article online (trust me, there are plenty) to read about interview tips. Perhaps even taking a trip to the mall before an interview to shop for a new suit. I actually had a candidate do that about three weeks ago and she was unemployed. Instead of showing up with a chip on her shoulder, she was sharply dressed and ready to impress. That is good use of the "rescue club".
In a perfect world there would be no market for a rescue club. I am hopeful that in tomorrow's best ball format we have every drive in the fairway, every approach shot landing on the green, and all putts as make-able birdies from within ten feet. But just as that is unlikely, the search process and interviewing for a job can land you in the rough. How you get out may just depend upon whether or not you suck up your pride, admit you could use some help, and you reach for that rescue club.
Thursday, June 7, 2012
Friday, June 1, 2012
The golden rule of recruiting
Yes, this is a very simple post for a Friday -- treat others as you would want to be treated. I had several great reminders this week of the benefit of this philosophy, both personally and professionally, that I thought I would share to end the week on a lighter note.
The first incident happened after I had all kinds of trouble hooking up my new Roku streaming player (If you don't know what this is, don't feel bad -- I didn't know until five days ago. Google it and go buy one.) to our receiver at home. I spoke with several customer service people on the phone to absolutely no avail. So I decided to go the old fashioned route and went into the store where I bought the receiver four years ago. The guy that sold us the unit was still there, remembered me immediately once I mentioned our purchase, and proceeded to sit down with me for fifteen minute to figure out a solution. What he suggested worked like a charm later that evening when I got home and I danced with my two-year old daughter to Black Eyed Peas. I bought a Starbucks gift card the next day and went back to the store to thank him. What a great example of doing something without any possible reward or remuneration.
The second incident occurred when an old client from a previous job (which means this would go back more than ten years) called to see if I would have any ideas for her regarding convention speakers. She knew that I had a lot of local connections and was hoping to tap into that network if possible. I brainstormed with her regarding a few ideas, put a call into an old friend of mine, and they were exchanging emails within hours. They have already outlined a quote for services and will likely consummate a deal by the weekend. Both parties seem thrilled with the outcome.
The third incident involves a candidate who reached out to me regarding his search. It was a profile that I was pretty certain I would not be able to provide much assistance. But I took the call and spent thirty minutes with him talking about possible directions for the next step in his career. He really appreciated my advice and ended the call by asking how he might be able to help me sometime in the future. I can't remember the last time I had someone ask me that question. Candidates usually call for one reason only -- what can I do for them? To be asked the question inspired me to want to help him in any way I could moving forward with his search.
I could go on with a few more thoughts, but will conclude with the encouragement to consider this simple philosophy as I have this week. Whether it be at work, at home, at the grocery store, behind a slow driver at a red light -- treat others as you would like to be treated. You just might be surprised with the results.
The first incident happened after I had all kinds of trouble hooking up my new Roku streaming player (If you don't know what this is, don't feel bad -- I didn't know until five days ago. Google it and go buy one.) to our receiver at home. I spoke with several customer service people on the phone to absolutely no avail. So I decided to go the old fashioned route and went into the store where I bought the receiver four years ago. The guy that sold us the unit was still there, remembered me immediately once I mentioned our purchase, and proceeded to sit down with me for fifteen minute to figure out a solution. What he suggested worked like a charm later that evening when I got home and I danced with my two-year old daughter to Black Eyed Peas. I bought a Starbucks gift card the next day and went back to the store to thank him. What a great example of doing something without any possible reward or remuneration.
The second incident occurred when an old client from a previous job (which means this would go back more than ten years) called to see if I would have any ideas for her regarding convention speakers. She knew that I had a lot of local connections and was hoping to tap into that network if possible. I brainstormed with her regarding a few ideas, put a call into an old friend of mine, and they were exchanging emails within hours. They have already outlined a quote for services and will likely consummate a deal by the weekend. Both parties seem thrilled with the outcome.
The third incident involves a candidate who reached out to me regarding his search. It was a profile that I was pretty certain I would not be able to provide much assistance. But I took the call and spent thirty minutes with him talking about possible directions for the next step in his career. He really appreciated my advice and ended the call by asking how he might be able to help me sometime in the future. I can't remember the last time I had someone ask me that question. Candidates usually call for one reason only -- what can I do for them? To be asked the question inspired me to want to help him in any way I could moving forward with his search.
I could go on with a few more thoughts, but will conclude with the encouragement to consider this simple philosophy as I have this week. Whether it be at work, at home, at the grocery store, behind a slow driver at a red light -- treat others as you would like to be treated. You just might be surprised with the results.
Thursday, May 24, 2012
The one reason we need executive search firms
I read an interesting article this morning that can be found at the following link -- The real reason why we need recruiters
It was titled "The real reason we need recruiters" and I tweaked my blog title accordingly to provide more thorough analysis. There are indeed a myriad of reasons why our clients decide to engage with us for a variety of searches. But what is the one universal reason why they do? Because they can. Yes, it is that simple. No rocket science. No profound post for this morning. They simply do it because they can.
I suppose we could now argue the definition of "need" as often times we are defined as the "necessary evil". That has a different connotation that the Webster's definition of "need". I have been recruiting for nine years now and am hopeful that most of my clients would say that they were satisfied by the services we provided. Whether it was actual placement of a candidate, providing advice on a project, working diligently on an opening only to not place the candidate, or staying in touch over time through emails, blogs, webinars, and much more. But I am doubtful that the majority woke up one morning and said "I NEED an executive recruiter today and I can't wait to pay a fee for those services."
Which goes back to my reasoning of why our clients work with us -- because they can. At some organic level they all recognize that we can provide value to the process. We are like a bullhorn on pro-active searches to help tell our clients' stories. We can provide a healthy pipeline of passive candidates to our best clients that want to know about talent even when they don't have an active opening. We can provide outsourcing services when they have to eliminate a position, but don't want to just kick the employee to the curb. We can provide valuable insight into an effective way to compensate a new producer without breaking the bank. We can provide competitive intelligence regarding key trends in certain geographies. We can think outside of the box and help bring in an account manager for a new producer that is transferring a book and wants to know there is immediate support for a smooth transition.
You see, we are not a hammer and our clients are not a nail. In conclusion I will add to the idea of clients working with us because they can. It is not a universal statement. It is a proud declaration of what services Capstone provides to our clients. So you don't NEED an executive search firm on every occasion when you need to hire an employee. But a true partnership with an executive search firm that knows your industry can prove to be an invaluable tool for many reasons. Most importantly, because you can.
It was titled "The real reason we need recruiters" and I tweaked my blog title accordingly to provide more thorough analysis. There are indeed a myriad of reasons why our clients decide to engage with us for a variety of searches. But what is the one universal reason why they do? Because they can. Yes, it is that simple. No rocket science. No profound post for this morning. They simply do it because they can.
I suppose we could now argue the definition of "need" as often times we are defined as the "necessary evil". That has a different connotation that the Webster's definition of "need". I have been recruiting for nine years now and am hopeful that most of my clients would say that they were satisfied by the services we provided. Whether it was actual placement of a candidate, providing advice on a project, working diligently on an opening only to not place the candidate, or staying in touch over time through emails, blogs, webinars, and much more. But I am doubtful that the majority woke up one morning and said "I NEED an executive recruiter today and I can't wait to pay a fee for those services."
Which goes back to my reasoning of why our clients work with us -- because they can. At some organic level they all recognize that we can provide value to the process. We are like a bullhorn on pro-active searches to help tell our clients' stories. We can provide a healthy pipeline of passive candidates to our best clients that want to know about talent even when they don't have an active opening. We can provide outsourcing services when they have to eliminate a position, but don't want to just kick the employee to the curb. We can provide valuable insight into an effective way to compensate a new producer without breaking the bank. We can provide competitive intelligence regarding key trends in certain geographies. We can think outside of the box and help bring in an account manager for a new producer that is transferring a book and wants to know there is immediate support for a smooth transition.
You see, we are not a hammer and our clients are not a nail. In conclusion I will add to the idea of clients working with us because they can. It is not a universal statement. It is a proud declaration of what services Capstone provides to our clients. So you don't NEED an executive search firm on every occasion when you need to hire an employee. But a true partnership with an executive search firm that knows your industry can prove to be an invaluable tool for many reasons. Most importantly, because you can.
Friday, May 4, 2012
Does culture matter?
I thought this was an intriguing article for a number of reasons-->
http://blogs.hbr.org/cs/2012/05/when_choosing_a_job_culture_ma.html?goback=.gde_164686_member_112577132
We talk all the time with our clients and candidates about finding the right "culture match". Are we really trying to dig into that or simply use a catch phrase that can be thrown out without any true consideration? My boss just reminded me of this the other day when he asked if I remembered being recruited to come work for Capstone nearly ten years ago.
Culture was undoubtedly the number one reason I made my move. I think back to how I dug into the culture and the little things really did matter. I wanted work/life balance, I wanted my boss to know and care about my personal life, my kids are important to me and I needed that to be important to my colleagues, I wanted to work in an entrepreneurial setting where I was empowered to make decisions that my bosses would stand behind. I could go on and on. But I also wonder how many of our candidates are really asking these questions and additionally are they getting the answers they need?
I also just hung up with a longtime client who admitted that he does manage his employees with the human side of the equation. Each of us has personal matters that carry over to the job. Is that a good thing? Is that a bad thing? How does that impact our work performance? It is a fine line, but I would argue that the most engaged employees are ones that feel their employer cares about culture match, going all the way back to the initial interview process.
Would you agree?
http://blogs.hbr.org/cs/2012/05/when_choosing_a_job_culture_ma.html?goback=.gde_164686_member_112577132
We talk all the time with our clients and candidates about finding the right "culture match". Are we really trying to dig into that or simply use a catch phrase that can be thrown out without any true consideration? My boss just reminded me of this the other day when he asked if I remembered being recruited to come work for Capstone nearly ten years ago.
Culture was undoubtedly the number one reason I made my move. I think back to how I dug into the culture and the little things really did matter. I wanted work/life balance, I wanted my boss to know and care about my personal life, my kids are important to me and I needed that to be important to my colleagues, I wanted to work in an entrepreneurial setting where I was empowered to make decisions that my bosses would stand behind. I could go on and on. But I also wonder how many of our candidates are really asking these questions and additionally are they getting the answers they need?
I also just hung up with a longtime client who admitted that he does manage his employees with the human side of the equation. Each of us has personal matters that carry over to the job. Is that a good thing? Is that a bad thing? How does that impact our work performance? It is a fine line, but I would argue that the most engaged employees are ones that feel their employer cares about culture match, going all the way back to the initial interview process.
Would you agree?
Friday, April 27, 2012
Don't ever overpromise
As an executive recruiter, I am in the business of managing expectations. Both from the client and candidate perspective and it is often a complex puzzle to piece together the feedback coming from all directions. If I have learned anything from nine years of recruiting, it is that everyone is just looking to have real conversations. Even if it means hearing the truth and not what they want to hear. I had several examples this week of the syndrome better known as "overpromising and underdelivering".
The first was from the candidate side of the equation. It was a producer candidate who outlined his compensation requirements far before even thinking about his projections for new business revenue in year one. This individual had some past success and thought that would be enough to bank on. Just like with the stock market, past results do NOT guarantee future results. Needless to say that conversation did not last long, nor will it turn into second steps. Moral of the story -- think about what the other party needs to hear first before trying to set unrealistic expectations of your own needs as a candidate.
The second was from the client side of the equation. The candidate was told on two separate occasions that an offer would be coming. This individual went on to make plans accordingly for a pending start date, only to be told that there was a change of heart and more candidates needed to be interviewed before a final decision has been made. We run into this general scenario often, but candidates are always appreciative of the process if they know it ahead of time. Clients that are forthright from the first interview will always get the benefit of the doubt if the process takes a little longer to serve the due diligence. Moral of the story -- don't just tell a candidate what they want to hear. They would rather hear the truth.
The final example was at home, to provide a little bit of author admittance/culpability in all of this. My son turns seven on Monday and my wife is going out of town for the weekend. I joked with him earlier in the week that rules would be thrown out the window and we would have some serious fun. I'm talking pop for breakfast, late nights playing video games, and perhaps going out to eat more than once. Well, he woke up this morning and had a virtual list of activities planned, of which I already said no to three of them. Needless to say he was disappointed and said, "Dad, you said all rules were thrown out the window." He thought he was in charge and making all the rules. Moral of the story -- don't ever underestimate the imagination of a seven-year old boy.
Here's to hoping in the days to come that we can all underpromise and overdeliver in some aspect of our personal and professional lives!
The first was from the candidate side of the equation. It was a producer candidate who outlined his compensation requirements far before even thinking about his projections for new business revenue in year one. This individual had some past success and thought that would be enough to bank on. Just like with the stock market, past results do NOT guarantee future results. Needless to say that conversation did not last long, nor will it turn into second steps. Moral of the story -- think about what the other party needs to hear first before trying to set unrealistic expectations of your own needs as a candidate.
The second was from the client side of the equation. The candidate was told on two separate occasions that an offer would be coming. This individual went on to make plans accordingly for a pending start date, only to be told that there was a change of heart and more candidates needed to be interviewed before a final decision has been made. We run into this general scenario often, but candidates are always appreciative of the process if they know it ahead of time. Clients that are forthright from the first interview will always get the benefit of the doubt if the process takes a little longer to serve the due diligence. Moral of the story -- don't just tell a candidate what they want to hear. They would rather hear the truth.
The final example was at home, to provide a little bit of author admittance/culpability in all of this. My son turns seven on Monday and my wife is going out of town for the weekend. I joked with him earlier in the week that rules would be thrown out the window and we would have some serious fun. I'm talking pop for breakfast, late nights playing video games, and perhaps going out to eat more than once. Well, he woke up this morning and had a virtual list of activities planned, of which I already said no to three of them. Needless to say he was disappointed and said, "Dad, you said all rules were thrown out the window." He thought he was in charge and making all the rules. Moral of the story -- don't ever underestimate the imagination of a seven-year old boy.
Here's to hoping in the days to come that we can all underpromise and overdeliver in some aspect of our personal and professional lives!
Friday, April 6, 2012
Does athletics play a role in a job search?
I enjoyed a healthy debate with a candidate this morning as we exchanged stories about athletics. It started off innocently enough with conversations surrounding our respective opening day teams we support for Major League Baseball. It went on to the topic of college athletics as we both participated. His story was more compelling as he played tennis at a well known Division I program, while I golfed at a small private school in northwest Iowa.
At the end of the conversation though we unequivocally agreed that those ties are strong and can be beneficial not only in business, but in the job search. There are no guarantees that all athletes will be successful in the business world, but there are countless examples I could provide after nine years of recruiting that is sure helped in the interview process. Here are some thoughts to consider -->
1) Being on a team provides a sense of accountability and community. I am helping to coach my son's baseball team this summer and they really feed off of each other. When negative we have to corral them into more encouraging words to their teammates. When positive it is easy to provide a high five for a solid hit or play in the field.
2) Having the desire to compete and win is always a good thing. Even in losing you can learn lessons that can apply later in life. Dealing with failure on the field or court can provide insight into how a person will deal with ups and downs in their career.
3) Practice doesn't make perfect. Rather perfect practice makes perfect. If you have competed at a high level in sports, you know what this axiom means. If you have been successful at a high level in collegiate athletics especially, you have not just put in your time, but trained with a specific goal in mind. This type of focus can especially be good for sales-related positions.
4) Your skills can be used beyond the rec leagues at the gym. The people you meet on the golf course, the tennis club, the basketball court could be prospects or business partners. You now have something in common outside of a cold call or meeting at a business mixer with a bunch of other people that may or may not truly have common interests.
What are your thoughts? Does having a successful athletic background translate into anything other than a "former jock" label in the business world, especially when seeking a new job?
At the end of the conversation though we unequivocally agreed that those ties are strong and can be beneficial not only in business, but in the job search. There are no guarantees that all athletes will be successful in the business world, but there are countless examples I could provide after nine years of recruiting that is sure helped in the interview process. Here are some thoughts to consider -->
1) Being on a team provides a sense of accountability and community. I am helping to coach my son's baseball team this summer and they really feed off of each other. When negative we have to corral them into more encouraging words to their teammates. When positive it is easy to provide a high five for a solid hit or play in the field.
2) Having the desire to compete and win is always a good thing. Even in losing you can learn lessons that can apply later in life. Dealing with failure on the field or court can provide insight into how a person will deal with ups and downs in their career.
3) Practice doesn't make perfect. Rather perfect practice makes perfect. If you have competed at a high level in sports, you know what this axiom means. If you have been successful at a high level in collegiate athletics especially, you have not just put in your time, but trained with a specific goal in mind. This type of focus can especially be good for sales-related positions.
4) Your skills can be used beyond the rec leagues at the gym. The people you meet on the golf course, the tennis club, the basketball court could be prospects or business partners. You now have something in common outside of a cold call or meeting at a business mixer with a bunch of other people that may or may not truly have common interests.
What are your thoughts? Does having a successful athletic background translate into anything other than a "former jock" label in the business world, especially when seeking a new job?
Friday, March 30, 2012
Five career lessons from Hans Solo
I just took my son to the Phantom Menace in 3-D a few weekends ago and had to laugh when I saw this article. But it has some great points about finding good mentors and sidekicks in your career to ensure long term success. I also enjoyed the idea of being distracted to truly be focused. I know another prominent business book tells you to "keep the main thing the main thing", but here at Capstone we've really been trying to push the envelope and try new things to stay ahead of the curve. So here's to hoping you can find some positive "distractions" in the coming days to allow you to find your focus.
Or as Yoda might say, "Find your way, you will." May the Force be with you........
http://www.forbes.com/sites/matthewherper/2012/03/29/five-career-lessons-from-han-solo/
Or as Yoda might say, "Find your way, you will." May the Force be with you........
http://www.forbes.com/sites/matthewherper/2012/03/29/five-career-lessons-from-han-solo/
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