You Can’t Always Get What You Want!

This past year, I experienced three rather unique, but similar search assignments. I found them to be interesting if not a little odd. The employers were established and profitable, but not necessarily on anyone’s radar screen as a highly desirable employer.

The searches in question were for a Controller, a Director of Business Development, and for a Payroll Benefits Manager, otherwise known as a Human Capital Manager. In each case, the client advised me that these would be difficult searches. They believed this to be true as they called me after they had failed to recruit these positions with internal resources. One client told me that he doubted that his ideal candidate even existed. As I came to learn, the difficulty of these assignments was due to the experience and attributes required by these. In other words, the candidate requirements were more rigid than I thought necessary. These employers were looking for people to be immediately productive. I get it! This expectation has become commonplace even if less realistic in a low unemployment environment.  Unfortunately, the compensation packages offered were average for the market, but not so attractive to entice one to leave their current employer.

As a practice, I begin my assignments by helping my client develop a Position Spec. This document combines the Job Description, desired candidate profile, skill-set required, and public relations. This document helps me sell the opportunity to prospective candidates. It is a useful tool to gain close alignment with the client and better understand their needs. The process of developing the Position Spec serves to validate the importance of each profile attribute and to assign a metric to its priority. It prepares the client’s expectation as to the caliber of candidate available for consideration. With this process completed, I can qualify more candidates for my client’s consideration. Seldom do I find a candidate that is a perfect match to the search criteria. Intangible factors around personality and chemistry usually hold sway.

As measured by the Department of Labor’s U-3 metric the employment situation has improved, and most professionals, by now, have found work. In fact, the current unemployment rate for Professionals is about half the total unemployment rate. The current labor market for Professionals is composed of people who lost their jobs due to mergers and acquisitions, or reorganization; and employed folks looking to improve their situation. Most job seekers will find employment after an average amount of time. Baby-Boomers are still struggling, however. The market has shifted so that employers don’t have the leverage they had a few years ago. One would expect that, given a tightened labor market, employers would become somewhat more flexible in their hiring standards. In the current job market, management should expect to make hiring decisions that will get them to within 80% or 90% of their requirements. This should be acceptable, so long as the candidate can close the gap through training and experience.

In the end, I was successful in two out of three of these assignments. One search was not that difficult as I found plenty a viable candidates, completing the search within my norm. The second search took twice the normal duration to complete. In the third case, the client who did not think his ideal candidate existed, changed his mind and promoted from within. They were not impossible searches, just a little out of the norm.

At this time, to get closer to a 100% match to expectations the employer must be prepared for a
longer search; to pay more to attract viable candidates, or to bridge the gap through training.
What does this mean for candidates? I will discuss that issue in the next post.

“You can’t always get what you want. But if you try sometimes well you just might find,
You get what you need.” Rolling Stones

Thank you for visiting my blog.  I hope you enjoyed my 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 important to me so; please leave a comment.

Jim Weber, President
JimWeber@NewCenturyDynamics.com
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  In Process
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company:  New

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Working With Executive Recruiters: Conclusion


 It is rare for me to work with candidates who lack experience working with recruiters.  After 18 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 often work with candidates who lack experience working 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.

Without a doubt, 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 understand fully 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 might 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 eliminate 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.
Key Points to Consider:
1.     Nurture relationships with recruiters.
2.     Work with, and through your recruiter.
3.     Understand the relationship between the recruiter and hiring manager.


Thank you for visiting my blog.  I hope you enjoyed my 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 important to me so; please leave a comment.

Jim Weber, President
JimWeber@NewCenturyDynamics.com
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  In Process
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company:  New

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Send the following text message:  NEWCENTURY

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New Century Dynamics Executive Search announces search: Controller for a Southeastern-based Casual Dining Brand

January 8, 2017: New Century Dynamics Executive Search announces new assignment:  Controller for a Southeastern-based Casual Dining Brand.

$100M Atlanta based company is seeking to hire a CONTROLLER to oversee accounting and finance functions.  This is an exciting challenge for a well-rounded, hands-on leader.

Responsibilities:

·         Period-end closing and preparation of necessary financial statements
·         Hands-on management of general ledger including journal entries, accruals, AP/AR oversight and reconciliation of cash and other accounts
·         Analysis, research and recommendations for budget variances
·         Financial schedules for taxes and year end external audit
·         Establish and improve internal controls
·         Vendor relationships including review and negotiation of contracts

Requirements:

·         Bachelor’s degree in accounting
·         5+ years of accounting experience
·         Supervisory experience
·         Excellent interpersonal and communication skills
·         Excellent proficiency with Excel

$100k – $130k.  Bonus in the 20-30% range

Jim Weber, President
JimWeber@NewCenturyDynamics.com
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: Complete
3. Payroll-Benefits Manager, Atlanta-based Retail Company:  In Process
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller – Atlanta-based Restaurant Company:  New

Text To Join Our Mailing List:

Send the following text message:  NEWCENTURY

To:  22828

Working With Executive Recruiters: Check In From Time To Time


Working through the recruiting and selection process can be a very challenging time for job-seekers.  Feedback from the hiring manager and/or the recruiter is priceless.  The lack of feedback can be very frustrating.  Recruiters understand the frustration well, as we must “get the job” before we can begin working on a search assignment.   Many years ago, while I was still an employee, a great Executive Recruiter and friend told me that “sometimes, no news is no news.”  In other words, thank you for calling, but I have no relevant update for you at this time, so relax.  Recently I heard a slightly different twist on that line, whereas “no news is no interest.”  Regrettably that is often the case.  It is still very important to maintain a healthy relationship with your recruiter,so you need to check in from time to time.  The point is to make your contact productive and unobtrusive. 

As a candidate for a particular search, you should know that you are not the only candidate for that search.  For that matter, it is important to understand that your recruiter is working multiple searches.   She is working with a number of candidates over a number of different assignments.  What that means is that communication from the recruiter could take some time to get to you.  So, a periodic checking-in will be useful for the both of you. 
A phone call is obvious, but there are no guarantees you will make an immediate connection.  In this case, just make sure that your voice mail message is clear and concise.  Ensure that your identity is provided, including your telephone number.  Fortunately, most voice mail systems provide the option to review your message before sending.  Using this feature is a good idea.  It is not uncommon for me to receive unintelligible messages, usually someone calling from a weak cell.  I will have their phone number on caller ID, but not their message.  Email and SMS messages can be much more effective for a simple check-in, resulting in a more immediate response.   These should be your primary tools.
It is equally important to let the hiring manager know of your continued interest as well.  Every contact provides you with an opportunity to send a thank you note.  Remember, a thank you note is not just an expression of gratitude.  It is another opportunity to sell your capabilities and to demonstrate your enthusiasm for the job.  This is an important task that must be appreciated, so much so that you should include your recruiter in crafting the message.  She knows the client’s needs and their hot buttons.  She will help you craft a note that makes an impact.  More importantly, she can save you from sending a counter-productive message.
It is vital to stay connected to your recruiter while you are a candidate for a current search as well as for future opportunities.
·       Express your enthusiasm and continued interest.
·       Availability to provide additional information
·       Update the recruiter as to your status and travel plans
·       Just to say ‘thank you’ especially post interviews.
To ensure that you stay connected to the recruiter to be considered for future opportunities consider the following:
·       Become connected on LinkedIn
·       Join the recruiter’s mailing list
·       Send periodic updates as to your situation via email.
·       Ensure that the recruiter has your current resume.
Follow these tips to become a savvy candidate.
Key Points to Consider:
1.     Check in periodically.
2.     Keep your recruiter in the loop.
3.     Become connected to the recruiter on social media.


Thank you for visiting my blog.  I hope you enjoyed my 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 important to me so; please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments
1. Strategic Partner – Atlanta-based B2B Professional Services Company – Complete
2. Director of Business Dev, Atlanta-based B2B Professional Services Company: New
3. Payroll-Benefits Manager, Atlanta-based Retail Company.
4. Senior Accounting Manager – Atlanta-based Manufacturer.
5. Controller – Orlando, FL-based Restaurant Company: 
Text To Join Our Mailing List:
Send the following text message:  NEWCENTURY
To:  22828