Executive Recruiter Q & A – Part III

I get calls from executive recruiters about once every two weeks.  I’m not interested in changing jobs, so I ignore the calls.  Am I missing something? Indeed you are missing something!  Most of the people recruiters place are not seeking new opportunities, but performing well in their current role.  Keep an open mind.  Figure out which firms/boutiques are most actively recruiting in your industry or function – at least know the top 5 firms if you have a national/global platform (Korn/Ferry, Heidrick & Struggles, Spencer Stuart, Russell Reynolds and Egon Zehnder).  Ideally, get to know the names of the consultants/partners in those practice areas and call them back when they reach out to you.  Here’s why: ·         Get on the radar; tell the recruiter what would get you interested, when, where and how much.  Send them your résumé to keep on file.  Good recruiters keep your confidence. ·         Even if Learn more...

Executive Recruiter Q & A – Part II

A recruiter I’ve worked with before called in a rush and wants to present me to one of her clients.  I’m qualified, but not sure I’m interested in the role.  I have a hunch she is using me to fill up her slate of candidates.  Should I go to the interview? Since you have a relationship with this recruiter, I would ask her – point blank – if she is using you to fill the slate.  If she wants to have you continue to return her calls, she should be honest with you.  You can also pose a few questions to get a sense if she won’t come clean. ·         How do I compare to the other candidates you have presented? ·         How many other candidates has the client seen and when did they last see a candidate? ·         How long has this search been open? ·         Have they extended Learn more...

Executive Recruiter Q & A

I heard about an opportunity and contacted the executive recruiter about my interest, but I can’t get them to call me back.  I know someone at the company with the opportunity, should I just contact them directly? First try to get the attention of the recruiter – again.  The employer is paying them a fee to manage the process.  Ask to be sent a copy of the position specification to be sure this is something you are indeed qualified for.  If the recruiter won’t respond, ask his/her assistant or research associate to send you the spec.  Also try to get someone to tell you where they are in the process or how old the search is.  Once you are certain you have the qualifications and the search isn’t about to close, send the recruiter your résumé electronically and ask to set up a time to speak live with the primary Learn more...

In Your Face…

Always have an opinion… http://www.businessweek.com/blogs/in_your_face/

Networking, Contacts and Points of Entry

I can’t say enough about the importance of effectively overlaying your network of people contacts onto a network of companies and a specific role or roles at companies of your choosing.  (See Networking series August 13-24). Remember – you are not just looking for posted openings!  You are introducing yourself as a valuable asset the organization can leverage, if not now, at some point.  Think in terms of minimizing the degrees of separation between you and the person that will be your point of entry into your desired organization.  If you are at: Entry Level: You will likely have more degrees of separation between yourself and your points of entry. Leverage every possible means of introduction – including responding to job postings for target companies, sending unsolicited e-mails to human resources executives, attending job fairs, following target company executives on Twitter and more. Mid-Level: You might have more personal contacts, but will Learn more...

Are You a Superstar or A Gump?

This is a must-read article! ”The Kinds of Employees You Want to Hire (BW)” describes some of the innate characteristics that make for great performers.  I saw this play out everyday in the thousands of people I’ve interviewed over the years.  While you might not be able to change how you were born, there’s still time to build confidence, drop the narcissism and learn to spot the Superstar characteristics in the people you hire.   http://www.businessweek.com/managing/content/sep2009/ca20090922_894897.htm?campaign_id=rss_topStories    

More is not better …

… when a few is enough.  I’m a believer in infinite possibilities and creating choices.  However when it comes to job hunting I think people have a tendency to think more is better, when this is often not the case.  I’ve watched people spend countless hours applying to opportunities on job boards, chasing hiring managers and recruiters when they have failed to ask two fundamental questions: 1.       Am I qualified for this position? 2.       If I were to get offered this position would I actually take it? Filling your days responding to openings might feel productive, but if you haven’t answered the above 2 questions honestly before you invest energy in even applying, you could be wasting precious time that could be spent creating and executing a more thoughtful strategy (see postings from 7/14-17).  Having 3 or 4 real opportunities that are truly promising and desirable is better than having Learn more...

Square Peg, Round Hole

I’ve always felt like I was different.  Not better or worse, just me; I don’t think like everyone else, don’t look like everyone else and don’t behave like everyone else, for that matter.  I did “well” in school and have above-average interpersonal skills such that people welcome me into social and professional circles.  I can “fit in,” be tolerated, sometimes accepted, occasionally marginalized.  Fact is, I’ve often felt like a square peg in a round hole.  If you shave the corners off, you can force fit me into the hole for a while, but unlike a wooden peg, I’m a living organism that regenerates and the corners eventually come back.    I know I’m not alone in this sentiment of feeling like a square peg having to fit into a round hole.  I talk to a lot of people who quietly admit to feeling this way, often in spite of Learn more...

Recession Drives Women Back to the Workforce (NYT)

Very interesting article with sweeping long term implications for the workforce.  Disturbing fact cited regarding women’s pay after they have been out of the workforce http://www.nytimes.com/2009/09/19/business/19women.html.  What  are your thoughts?    

Rules of the Road

I was riding my bike along the lakefront here in Chicago and passed a family of slow riders.  The Dad was leading, young boy in the middle and Mom bringing up the rear.  After I sped by the Mother, she shouts out, “why can’t you tell someone you are coming, say ‘on your left’ or something?”  I said “gotta listen.”  She obviously didn’t know the rules of the road; typically you don’t announce yourself unless the person you are about pass is veering into your path or is otherwise oblivious to, but endangered by, your presence.  I was probably the 20th bike to pass this family and I passed another 40 people with no need to announce myself.    I thought this woman is spewing this angry commentary not because she is doesn’t like me, she doesn’t know me.  She is feeling insecure and frightened; she is clearly a novice Learn more...

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