Author: Jim Weber

Management Consultant, Executive Recruiter, Author, Public Speaker; My blog, "Fighting Alligators" is geared to the over 50 job-seeker; people interested in starting their own business; and freelancers looking to become more successful. I have 22 years of experience with Fortune 500 Brands in Strategic Planning and General Management. For the past 22 years, I have been President of New Century Dynamics, Inc., an Executive Search Business I started and own. My company is in the business of providing Consulting and Executive Search Support to our client base. In 2014, I helped create ITB Partners, an Association of freelance management consultants.
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More on Working with Recruiters: Be a Competitive Candidate!


As I mentioned in my last post, my recent searches are generating a very high volume of candidates.   Most are gainfully employed.  It is clear that there is a lot of competition for jobs, especially for a step up, or a better situation.  If you are serious about landing a new job, you must be a competitor! 
These five points will set you apart from the rest of the field!
  1. Demonstrate your match to the job requirements.
  2. Prepare for all interviews and conversations.
  3. Turn your accomplishments into short stories.
  4. Build a Support Team.
  5. Be an Effective Communicator
The first step is critical to getting onto the playing field.    You must demonstrate your bona fides and make an impactful impression.  You will need to tailor your resume to put emphasis on your fit with the company’s requirements.  One classic technique is to develop a two column hand-out that lists the job requirements in one column, and qualifications in the other column.  This is a useful document to engage the recruiter and can be helpful during the interview process.  I encourage my candidates to present that document to the interviewer at the beginning of their discussion.  In most cases it will become the agenda for the interview.  It would also be helpful to present a top-ten list of your key accomplishments.
Preparation and planning is key to success in any endeavor.  Competing for a job is no different.  You must understand the situation and adapt.  Understand the company’s selection process.  Do they use a structured interview process, if so, which model?  How many people will you talk with?  What is their role in the hiring decision?  How will you interface with those people on the job?  Be sure to have an idea as to the background of each of those folks to help you establish a bond.  Do you know the company culture and its values?  What about the performance of the company’s key products and services?  The more you learn during the recruiting and selection process, the less you will need to learn when you join the team.  This will not go unnoticed.
The absolute best way to convey one’s accomplishments during an interview is by telling stories.  When talking about your accomplishments keep the STAR acronym in mind.  Your interviewer will be interested to know the situation, “ST”; the alternatives you evaluated and the action chosen, “A”; and the result of your actions, “R”.  Hiring managers are very interested to learn about your problem-solving skills.  You should be prepared to discuss the implementation of the corrective action, especially if it required the management of a team.  Stories make an impact!  They engage the interviewer and will be remembered.  For greater impact, add in some humor and key learning.

Landing a job is a team effort!  After you have your bona fides established and great stories to tell you need a team to help sell your case.  Your team will consist of the external recruiter, any external parties who may have connections to the hiring manager, company employees who will be a part of the hiring process, and of course, your references.  Let these people know of your interest in the position and your top three qualifications to do the job.  Court them and win them over.
Finally, keep all relevant parties updated as to your interest in the position.  Send thank you notes to everyone you meet for an interview.  Remember, your thank-you note is another opportunity to sell yourself and to express your continued interest in the job.  Keep your references in the loop, primed and ready.   Communicate frequently with your recruiter to stay current on the search, and to respond to any important questions.
Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidates in the queue.
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
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More on Working With Recruiters: Your Top Five Priorities

Staying with the theme for the past few posts it seems appropriate to complete my thoughts on this issue.  For you seasoned-hands this post may be redundant.   Even so it offers useful reminders.  The overarching point is to be a serious candidate.  When presented with an opportunity, after the appropriate due-diligence on your part, make a commitment to pursue the job or not.  Let the recruiter know your decision as soon as possible!  Don’t underestimate the importance of this initial step.   If you have not worked with this recruiter before, this is your opportunity to make a new connection who could play a vital role in your career.  If this situation is not right for you, explain why and describe situations that would be a better fit.  Be a resource by offering names of other potential candidates.   
Having established the overarching framework to build a solid relationship with a recruiter, these five points will set you apart from the rest of the field! 
  1. Be competitive; assume that the recruiter has plenty of viable candidates.  
  1. Present a resume that includes your complete work history; it is relevant and important. 
  1. When you are scheduled to talk with the recruiter, be prepared. 
  1. Make it easy for me to find you and don’t make me chase you down when I need you. 
  1. Check in from time to time to reaffirm your interest and receive updates.    
In a recent search I generated almost 200 candidates.  In fact, this has been a fairly consistent response rate for the past few years.  If you are serious about the job in question, you must be a competitor!  Ensure that you stand out from the crowd by your enthusiasm and professionalism!  Understand that no matter how strong your background, there are many other viable candidate in the queue. 
Point number two may be contrary to advice you have received.   Job seekers want to get their foot in the door with the hiring manager.  Age discrimination is a real issue. I get it.  However, this is not an appropriate strategy when working with third party recruiters.  It looks  deceptive.  News-flash!  Most of my clients are not hung up on age.  They are looking for experience and competence.    So, be sure to have a resume that provides your complete work history.  One way or another I will get that information from you, so save us both a lot of time and effort. 
As to point number three; help me help you.  When we agree on a time to talk, be prepared to talk.  Find a quiet place where you won’t be distracted.  Make sure you are on a land line or have a very reliable cell phone connection.  Have your resume in front of you so that we can discuss your credentials. 
Point number four should be obvious.  Be accessible to the recruiter!  Many of my candidates are employed so taking my phone call or answering emails during working hours is difficult.  Responding to text messages is a lot easier.  The point is to be accessible to your recruiter and help her understand how best to reach you and the constraints you are working under. 
Finally, check in with the recruiter from time to time to reinforce your interest, to get a status update, and to determine if any additional information is required.  A regular check in can be very useful. 
If you follow these guidelines you will be viewed as a savvy candidate.  Understand the needs of your recruiter to help him help you!  You may not get the job in question but you will certainly make a favorable impression.  Favorable impressions lead to future opportunities!     
  
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 
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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

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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

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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

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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

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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

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Aces in Their Places



I have had a number of conversations with job-seekers this week, mostly candidates for a current search.  These people are all interested in my opinion as to where the job market is headed.  What little I can offer mirrors what I have heard from the most prominent business and economic experts I follow and from the Government labor reports.  It would appear that the economy is slowing.  Europe and China are weak which affects our global corporations.  The Dollar is strong which is great for buying foreign products, but makes our goods and services more expensive overseas.  The price of oil is way off its 2014 levels putting more discretionary funds in the consumer’s pockets which is most welcomed.  On the other hand it puts pressure on the Oil Industry, especially those employing new technology to bring oil out of shale formations.  My understanding of the current oil dynamic is that the Saudi’s are trying to regain discipline in the Oil Market by maintaining a high level of supply.  They are also trying to slow down the resurgent U.S. oil boom.  Notwithstanding Saudi machinations, if the demand for oil was stronger they probably would’t be so focused on disciplining the market.  Oil prices have been moving up a tad in recent weeks so economic activity may not be about to fall off a cliff.

On the other hand, this year seems to be very similar to the first quarter of 2014 both impacted by severe winters that dampened economic activity.  In 2014 my business was a bit slow in the first half, and then I did a full-years’ worth of business in the second half of 2014.  Who knows, 2015 could be a repeat of 2014.  Another data point which I find interesting is that the Consulting side of our business remains strong.  We have a number of active engagements in process and new projects in the pipeline.  Our clients have issues that need to be addressed; however, they are not interested in adding additional headcount.

What does all this mean for job-seekers?  At this time I see employers working to strengthen the quality of their teams.  They may not be adding to total headcount, but they are working to ensure that they have the right people in position.  “Aces in their places,” is a term you may have heard before.  As the economy slows, market share battles will intensify.  If one wants a world-class product they had better have a world-class team.  Upgrading the quality of the workforce will create opportunities for existing employees, and for those looking for a new opportunity.  If you are looking for a new job, you must be positioned as a viable talent upgrade.  You must ensure that your skills are on the cutting edge.

If you are currently employed I would advise that you look long and hard for opportunities inside your company.  Most companies would prefer to promote from within wherever possible as it is less risky and builds morale.  If you need to upgrade your skills, work on those issues and ensure that it is known within your company.  If you are between jobs you must have a clear understanding as to your skill set gaps.  Close those gaps immediately!  Additionally, seek out project work or short term assignments as a part of your job search strategy.  You will become more of an insider by working on a contract basis leading to job opportunities.

In closing, my best advice is to assume that the job market is tightening and behave accordingly.  Behave like an underdog.  Ensure that your skills are current, especially your networking skills.

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

 

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Lessons Learned



This past week was focused again on my jewelry start-up client.  The owner is an accomplished business person but new to this field.  Since my entire career has been in the retail sector I know a little about this area, if not everything.  A passionate student of gems and precious metals, my client has been building a sizable inventory while transitioning from her residential construction business.  Her launch strategy is to combine an e-commerce channel with a consignment/leased-space retail channel.  At this time her objective is to gain exposure and distribution.

Working the retail channel is a learning experience for my client.  She negotiated an agreement with an up-scale, woman’s ready to wear consignment shop just before Christmas, a promising start.  The store owner wanted a low retail price point for the initial selection and agreed to take 25% of the gross profit margin plus $.99 for each item sold.  The low price point target put a bit of a burden on my client but she was optimistic about the potential.  The sales for the first few months were surprisingly good.  Not stellar, but a good sign that my client was on the right track.  The average sale was almost 50% more than the store owner’s target, which was very positive.  My client made some money and the consignment shop owner made a little too.  The shop owner was not pleased with her cut, however, and demanded that my client agree to new terms giving the shop owner 30% of the total sale, plus $.99 per item.  Did I mention that there was no formal written agreement.  A red flag to be sure!  My client agreed to those terms and increased the mark-up to accommodate her client.  She re-priced the stock and updated the display.  Within days, the shop owner decided to end the deal entirely and returned my client’s merchandise.  We don’t understand what led her to this decision although the shop’s first quarter sales have been weak.  Payment for the balance of the sales is now in question.  Lesson learned.  If one fails to begin a relationship with a written agreement it is likely a bad sign for the long run.  My client’s attitude is to move forward and bank the learning.  She will play hard-ball to collect on that invoice however.  This situation was no surprise to me.  I have seen this movie many times before.

As one door closes another one opens.  My client found another business nearby with a buttoned-down business model.  This is a large, established retail operation that leases space to dealers.  The operator provides an inviting environment, marketing support and a central check-out counter.  They collect and pay all sales taxes.  Most importantly, the agreement is in written form, signed by all parties concerned.  My client’s focus now is to find the right product mix and price points for this location and then find other similar outlets.

Experience builds confidence and leads to intuition, often called “gut feel.”  The experience we bring to the table helps predict outcomes of decisions made and to implement strategies to mitigate risk.   As a consultant, one can point out risks and opportunities, however, in the end, the client makes the decisions.  Each of you are experienced professionals.  Your intuition should be pretty well-honed by now.  When you find yourself in a situation that just doesn’t feel right it is time to take pause.  Reflect on the situation to understand your lack of comfort.   If you let you head override your heart, recognize the risk and prepare for the likely bad situation to follow.
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

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I Was The Cloud Before There Was a Cloud!


As you can imagine, I have a lot of resumes in my data-base.  You could say that I have a vast resume file.  After sixteen years in the Executive Search business one would expect as much.  After all, I receive a number of resumes every day, solicited and unsolicited.  It is a part of the job.  So naturally, my data-base continues to grow and grow.
Over the years, I have provided insurance, of a sort, for my candidates.  I cannot tell you the number of times I have been asked by candidates to recover their resumes.  Usually this is due to a computer disaster, but sometimes it was because they were traveling and could not access their resume except through me.   More recently that has not been much of an issue as we can back up our files to The Cloud.  But you could say that I was The Cloud, before there was a Cloud.  Kinda, sorta.  Even so, I was pleasantly surprised to hear from one of my clients last week with a bit of a twist on this need.
From time to time, as a part of my work I have been asked to help senior executives with their resumes.  Usually it is tweaking the verbiage, but sometimes it was a total overhaul.  These folks are usually pressed for time and have become comfortable with my work so it is just easier to call me.  Last week I got an email from one such client.  This is a restaurant industry icon who had just been nominated for a Board Seat.  The Chairman needed to see his resume and time was of the essence.  It had been about five years since I had worked on his resume, so clearly, it was in need of an update.  Not only was there content to add, but the formatting needed a tweak as well.   Did I mention that it was a rush job?  I was more than happy to help him out.  He provided the necessary biographical information and I got to work.  We traded drafts into the night, arriving at a finished product before the final network newscast of the day.   The Chairman had my client’s resume shortly thereafter.  My client was pleased with my work, especially the rapid turnaround.  I hope he gets that Board Seat.  He most definitely should.
It did not register with me at first, but the timing of his request tied in perfectly with last week’s blog posting, which was most interesting.  As you will recall, last week I spoke to the need to make an emotional connection with your clients and prospective employers.  My final point was to ensure that you follow through on your commitments.  Talk the talk, and walk the walk.  What is interesting about the timing of his need was that it gave me the opportunity to validate my own advice.  I did not even give it a second thought.  He needed my help and I was happy to comply.
So there you have it.  If you are reliable and do good work you will always be in demand.  I am certain that you can speak to similar situations in your career that should be a part of your story.  When an interviewer asks, “why should I hire you?” or “what makes you stand apart from the other people interested in this job?” you should be prepared with an equally compelling story.  Have a number of examples ‘top of mind’ to provide a killer answer.  Ensure that your references have their own examples that support your narrative.   Be able to tell the prospective employer just how well you “walk the walk!”

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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com