Fistful of Talent

Recruiters Should Stay in the Jungle a Bit Longer...

I'm not much of a reality TV guy - but I did catch part of the NBC series "I'm a Celebrity- Get me Out of Here" a few weeks ago and as a search consultant - it resonated with me in many ways. Celebrities were dropped off in the jungles of Costa Rica to deal with major obstacles like snakes, huge mosquitoes, tropical heat, thunderstorms and a whole host of other challenges they were not used to dealing with, to see who would survive and be crowned "King or Queen of the Jungle". 

The analogy here is that in the search business we are dealing with an environment that is also full of challenges. A crazy job market and with no certainty on the turn-a-round for starters. To my point, one day the RCI (Recruiter Confidence Index) is up. Thirty days later, it's down. I truly believe the market is turning... and it's a message I have articulated to my clients and candidates - and to the market as a whole in previous posts I've written . After all - having a positive outlook and remaining upbeat is both exciting and therapeutic for me. It's the way I roll, and it's how I'm wired. I always try to find the good in every situation. I would rather remain upbeat and positive rather than the alternative. The caveat is that I don't know when things will turn for sure and find it hard to fathom that anyone can forecast exactly when we will see meaningful signs of improvement. 

Many recruiters are riding out the storm, keeping their head down working - while others have been hammered by the industries they serve. It's not their fault. I sense that the number of recruiters that are actively working on search assignments is shrinking each month. It's all about survival for many as we ride out the storm anticipating a positive tilt in supply and demand.  Bailing out too early could prove to be a bad strategy. Let's face it, for some, in recent weeks the search business has improved somewhat. And...I think it will continue to improve in the weeks and months ahead. Hopefully things should be moving in the right direction by Q4 and as we roll into 2010. Our business is up over the two previous quarters and I'm bullish on a recovery. I'm just not sure when that will happen.

So why are some recruiters running to the helicopter pad now? For some, it's simple economics. Others have made the decision to listen to the media (daily) for inspiration (NOT). Some just choose not to deal with adversity. Some call it FUD (fear, uncertainty and doubt). Here's the problem, once FUD sets in, the downward spiral starts. It becomes very difficult to turn things around and before you know it - it's out of control. 

Hey - it's painful to not be busy or worse - take an economic hit below the belt. Many experts say when the market turns, many of us will not even know it until the recovery is in full swing. The heat in the jungles of Costa Rica  is fraught with pitfalls (bad weather, snakes, bugs and other elements). So is the search business (cancelled searches, lower retainers, hiring freezes etc). No doubt, this economy has been challenging - even for the most seasoned recruiters. But I believe if one has been in this search storm for this long, it's better to ride out the storm instead of leaving the jungle prematurely. The recruiters that remain will reap the rewards when demand replaces the current slump in talent acquisition. It will happen. In the meantime, recruiters should be providing significant value to their existing clients by offering services that may not yield a fee. Improving service levels and adding value is really a key differentiator - and clients will remember you over your competitors that only think in transactional terms. Trust me!   

So...there is a chopper waiting to take you back to safety if you decide to leave. You might consider stoking the fire, slapping on some more suntan lotion, unfold the mosquito net, spray on a bit more OFF (Tropical Fresh preferred) and keep a watchful eye out for things moving below your feet. Do your very best to protect yourself from all of the elements that are lurking in the jungle. But stay. That's right - you should hang in there just a bit longer. Soon, the clouds will open and the market will recover. I can see it now and I can't wait!

I'm staying...

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...   

Are You Ready For Some Good News?

This week I had the good fortune to stumble across a recent YouTube video from Mark Anderson, president and chief economist of Execunet. And...his news and predictions were more than encouraging for job seekers and recruiters that have been bottom fishing in one of the worst job markets any of us have ever seen. The Recruiter Confidence Index soared in June and it appears that the job market may have reached a bottom. We can only hope so - right! In the chart below the lines on the graph are finally heading in the right direction!

Good news!

  Confidence in the Executive Employment Market
Next Six Months

I don't wake up each day waiting on someone to give me the news I need to modify my firm's strategy. You have to look at your own market niche and activity and make decisions that you can live with. I get that. But we are all so hungry for good news - this news could not be better. While we may not be out of the woods yet - better days are clearly ahead. We have seen a surge in my firm in the last few weeks that lead me to believe that Execunet has their finger on the pulse. Activity is up considerably and that drives everything.   

The company's that "get it" are already working on their hiring plans and have started searching for talent while others are still cautious and waiting on the sidelines until the market has officially made the turn. The smart employers are in the first group and will be in a position to pick and choose from a very healthy stable of candidates while those with a more conservative approach will ...well you know how this will play out...

Let's keep our fingers crossed that the job market is finally turning. But, let's not forget where we've been. I certainly won't!

Let's get ready to rumble - let the games begin!         

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...       

Stop Mr Recruiter! I Want to Control This Interview! ...What?

I must admit I was on a roll a few weeks ago and had most of the week booked solid with phone screens, interviews and occasionally a video interview or two. In this market, staying busy and being productive is well...a very good thing. I encountered a candidate that on paper had good stuff. Great background, solid educational credentials and this guy was not a job-hopper at all. His career progression was stellar in every way. I sent him the position profile well in advance of the interview so he clearly knew what the position was all about. 

After exchanging brief introductions I was off to the races to learn more about Mr Wonderful. Five minutes into my call I heard this awful noise from the other end of the phone. It was Mr Wonderful screaming at me! "STOP" he said! What? He went on to tell me (in the middle of my interview) that he would no longer answer my questions. What? "I'm asking the questions from now on" he shouted. He continued with his own rant on how he was sick and tired of search consultants leading the conversation and asking questions. He informed me he was taking over the conversation. I was amazed given the clear expectations that had been established for this interview.

He had days to review the specs and for whatever reason felt the need to take control and end my interview with questions of his own. I'm perfectly fine with questions and happy to give answers to any candidate that wants to find out more about the company, role, culture or other questions a candidate might have. What I will not do is stop my interview in mid-stream and let a candidate drive the conversation. That's when the conversation is no longer an interview and there is no logical flow to the discussion. 

Given the profile of the type of candidate my client was looking for I decided then and there this was not a good fit. While I was thanking him for his time and explaining why I was ending the interview he continued to scream and rant - "I'm not finished"! I quickly replied - "Yes you are". I started to regain my sanity once I heard dial tone but still needed to walk this one off for a few minutes. Sometimes I stand back and ask myself why? Other times I simply shrug my shoulders and try to forget about what just happened since logic was never in play on this call. 

The day ended, I had moved on and this encounter was now a distant memory. No - not really. It's still lingering a bit...            

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...          

This Candidate Wanted to Play the Game "Aggravation". Let's Roll 'em!

You all know the game. It's Aggravation. All players start out with 4 color coded marbles and the first player to get all four marbles to the finish line wins. If another player jumps over your marble - or if you make a stupid move - guess what? You have to start all over again - even if you are merely a couple of hops to the finish line. Seems fair right? You bet it is! 

In search, we have an opportunity to source candidates, and in most cases we present three qualified candidates to a client company. If, for whatever reason, the client elects to pass on all three candidates - guess what? We get to start over - just like the game Aggravation. It's OK if you understand the rules of the game - and if you have done your job, you should have other candidates in play to eliminate the need to completely start over. Seems logical - right ?

While Aggravation may not be the perfect analogy, let's use it as a backdrop for this doozie story ...please bear with me (thanks).

Recently, I interviewed a very qualified (passive) C-level executive that seemed to be quite interested in making a career move. My staff screened the candidate and he seemed to have all of the requisite experience for this role. Solid on paper, good tenure and overall a very impressive individual. Then it was my turn to speak to him. On the first call, I did a short phone screen and decided to move to the next round the following week with this candidate. All good - so far. The next interview started out fine, we had a nice exchange and then I let him know I had a few questions about his background, education and experience. DEAD silence. Once I started my interview, he totally clammed up. Then he asked a brilliant question: "Is this an interview"? WHAT? He was taking the fifth on nearly every question. OK - I started (silently) asking myself - does this guy need a lawyer to speak to me?  Short sound bites were really all I got from him. Nothing more.

OK ....I thought, let me take a few deep breaths and re-group.  

I once again explained our process to him (3rd time's a charm - right?). It's an in-depth interview followed by a video interview, candidate questionnaire, personality profile, phone interview with my client and if all goes well......an in-person interview. The BIG Dance. He abruptly informed me that he was no longer interested in the full process and was opting out as a candidate. OK - weird, strange, unusual - but OK. I (quickly) got over it and was (perfectly) fine with his decision. I thanked him for his time and we parted ways. I wish that had been the end of the story. But (like Billy Mays says) wait - there's more. 

Mr Passive (totally unprofessionally) decided this was a great opportunity and clearly a job he wanted to pursue. You know where this one is heading. Yep - he wanted to go straight to the BIG Dance alone. He contacted the hiring manager behind my back and sent a warm (loving) e-mail with his resume stating 'I hear you may be looking for a new (fill in the blank) and I just wanted to reach out and introduce myself and send you a copy of my resume". Bad move. The hiring manager (immediately) forwarded the e-mail to me (LOVE IT) and asked me to check out the candidate to see if he would be a fit for this position. All of a sudden, this became a very interesting situation.  

Back to Aggravation for a moment? I had the honor and privilege of reconnecting with this genius to let him know there had been a rules violation and it was time for him to go back to the starting line. Aggravation! I don't make the rules - I do try to make the process consistent and fair for all candidates. So - when you pull something like that, it's time to pick up all the marbles and go back to square one (the starting line). START OVER. That's Aggravation.

No actually it's Game Over.   

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...          

Please...No More "Dear Recruiter" Emails...OK?

Want to stand out in a sea (tons) of resumes that flows every day across the desk of search consultants all over the country? Sending an impersonal e-mail, letter or worse - a blast of your resume to thousands of employers and search consultants is not the best plan or ideal strategy. Nope. It usually will not work. If that's your strategy, it's not very targeted and falls into the me-too category. More often than not, the person on the other end (of your less-than-well-thought-out-plan) will find the delete button faster than (you fill in the blank - but it will be fast). 

The information flow at my desk is overwhelming. Resume review, daily updates to search dashboards, uploading data to our ever expanding database, industry RSS feeds and on and on and on. I am sure I am not alone here. To get thru each day, you must make every second count. If the content does not stand out - I will not waste many cycles on it. OK - actually none.   

There is another extreme which is very targeted. How about the lady in CT who posted her photo on a billboard in an effort to rise above the noise in her search to find a job. It's estimated that she paid between $2,500 - $3,500 to place the ad for 30 days on a billboard located on busy I-95 near Bridgeport, CT. She was looking for a local company to hire her and that strategy, while interesting, is very expensive was actually highly focused in her geographical market. So far it seems to be paying off. She has several offers in play and I wish her the best. 

If you are trying to capture someone's attention (especially in this market), you have to make sure your message is directed to the right audience, ideal vertical market based on your skills, and your message needs to be much more personal than "Dear Recruiter". You don't need a billboard sign - but try to avoid having the reader automatically hit the delete button when they read your message.

My delete button is located on the top right portion of my keyboard. 

I seem to be using it a lot more these days:-(     

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...          

I See Purple Squirrels Everywhere...

pur·ple squir·rel  (pûrpl skwûrl)

1. Any of various arboreal rodents of the genus Sciurus and related genera of the family Sciuridae, having a long flexible bushy tail and including the fox squirrel, gray squirrel, and red squirrel. Except some kids have painted it purple.

2. The elusive perfect candidate in the hiring manager's mind, who has every one of 27 components of the job description in their background, has worked for a direct competitor, and provides pro bono professional services in their field four nights a week.  They're a little hard to find, some would say because they may not exist.

They're B-a-a-a-a-ck. Or maybe that depends on who is calling the shots on your search assignment in these crazy times. Search assignments are clearly on the downside (but not for long) and hiring managers are suddenly becoming increasingly "picky" - shall we say. I get the fact that there are lots of great people in search of their next career move. There are millions of people out there job hunting every day. Industries like finance, auto, manufacturing and others clearly have talent on the street looking and hoping to find a new gig to transfer their skills to. Got it! 

What I don't get are hiring managers who seem to be taking advantage of the current environment by creating an illusion that since the unemployment numbers are off the charts and growing that all of a sudden, there has been a huge increase in the number of purple squirrels that are suddenly available. If we search consultants can just find them... C'mon! Narrowly defining a search assignment to find, locate and place a candidate who has the necessary skills to meet the job description and fit into the culture of the company is a fair request. We do that all the time. Taking a pass on multiple candidates (for months) who meet all the requirements (and are a great cultural fit) just to find Mr. or Ms. Perfect is not always the right decision to make. The company has a void in their lineup, with product launches, customer support, lost sales opportunities or a whole host of other things that have to wait until Mr. or Ms. Hiring Manager gets a wake up call and realizes that the perfect, flawless, ideal, over-qualified happy go lucky candidate does not exist. Hello - is anybody home? 

Having a set of hiring guidelines and a realistic job description makes a ton of sense to me. Wasting everyone's time and negatively impacting the company, while searching for someone who does not exist is another. It's a waste of time and money. Sorry..

OK - I feel much better now:-)                

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...          

Swami Says - I See Better Days Ahead for Hiring - Don't You?

This candidate rich environment we are in today, while challenging for many hit hard by this economy, will not be this rich for long. While I don't profess to have a crystal ball, I do believe many sectors in this market will recover much sooner than those making dire predictions akin to the Great Depression. Some sectors will have a very long recovery while others will see signs of hiring in the near term. Unemployment is still too high - but we may have reached a Tipping Pont in this job market.  

The fear that has gripped us all (and many companies that still need good people) is starting to dissipate and I sense good things around the corner. We are much smarter. We have all learned valuable lessons as a result of what we have all been through. That's a good thing. Have these been tough times - yes - I get that (hey - I'm in the search business right?). For some of us, we have already seen positive changes and new habits from the people we work with and in ourselves. Personal savings and accountability will take the place of consumption. More goodness. Yes, the American worker and the employers we work for will all be better off as a result of what has transpired over the past 6-12 months - longer depending on where you live and work and what you have experienced in this crazy non-ending nightmare. 

And guess what? News Flash: This job market will look and feel much better - much sooner than the pundits predict. While 401K's have taken a huge hit - they are starting to recover. So will this job market. Boomers will still be leaving the workforce soon, and even if the Boomer exit numbers are half of what we thought it would be - it will still be huge. Companies will be in a mad dash to hire for positions that have been on hold for months. The feeding frenzy will start - and the wheels on the bus go round and round.  

It's time to look at things in a much brighter light. Spring has sprung, the stock market is showing signs of improvement  - and yes, the flowers will be blooming in a matter of weeks. Hope will replace fear and all of a sudden our attitudes will improve. I know mine will. We will all experience our own personal NOVO (Latin meaning to make anew, refresh, revive, change, alter).

Yes - I feel it. And it feels pretty good. Hang in there - brighter days are just around the corner.                         

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...          

Thinning The Herd...

The term in itself is not as cliche as some of the buzz words in our industry (Jessica Lee and my fellow FOT writers covered this topic on FOTv earlier). But... this buzzword is being used more and more as we work through this challenging economy. To some companies, employee cuts are simply a matter of economics, while others have used the down economy to terminate an employee or employees that were non-performers - and performing poorly well in advance of the economy going south. You may know them as the C player(s) or the "dead wood" in a company. 

Right-sizing, down-sizing, reductions in force or other definitions of human capital restructuring is a reality - and this practice should not be limited only in a down economic environment. But back to my point... Identifying the A & B players while sending the C players out to pasture is going to continue as we look ahead in the coming months. I happen to think the process is good in a growing economy OR one that is contracting. It puts the "X" factor on having every employee deliver more value. Now that's a concept! 

Let's face it - why would any company that manufactures, markets, sells, delivers and services their products and services want any non-performing (C Player) to face their customers and represent their company and brand. I wouldn't!!! The tides have shifted a bit and many excellent employees in industries that have been affected the most have been economically and emotionally hurt. I get that - and my heart goes out to good hard working people that were doing a great job and lost their job - I know they are feeling the sting. What I don't feel bad about are the "empty suits" that have just managed to "get by" who are now under pressure to perform at much higher levels than they ever have before. That's the silver lining I see in this current economy. The downturn in itself is "raising the bar" in personal performance as employees want to ensure their continued employment. Companies continue to "thin the herd" to preserve cash. Not in all cases - but in many - the A and B players have a chance to shine.  

This is a time when employees should step up their game, work hard, represent their company and products in the best way possible, deliver value and raise their level of personal performance. Employees that just continue to get by should look for the the other shoe to drop.

"C players" beware - that shoe will eventually drop. It's only a matter of time...     

Give Me Access to the Hiring Manager - You Power Hungry Wannabe!

In any search assignment, you have to deliver candidates who can absolutely get the job done. No need to candy-coat that expectation - right? Here's the problem. In order to truly understand the search assignment, expectations of the job, culture and a number of other critical pieces of information - the search professional needs to have access to the hiring manager. In addition, he or she needs to be able to have an ongoing dialog with that person during the course of the search assignment. It's critical! Seems fair enough to me;-)

There are some people that for some reason treat external (and who knows - maybe internal) recruiters in a very unprofessional manner. I get the whole food chain discussion and know where I fit in that chain by certain people. The common goal we should all share is to get the best possible candidate in the least amount of time. What is the purpose in not having access to the decision maker? In some cases the search firm (or consultant) is hired by the CEO, the top HR executive or another executive who feels that firm has the specific industry expertise to accomplish the task of finding and placing the talent they need. Then a hand-off is done to a wannabe. Oh boy. This is always painful.

Why can't we (all parties involved) just work together?  

Why should we have to deal with those who appear to do whatever it takes to completely derail a search assignment? I think it has more to do with some people (non-executives) finally being asked by an executive of the company to (do something important) be a liaison with the outside search firm. Liaison, I can deal with, as long as the person doesn't take that responsibility and abuse their role causing the entire search process to slow down. This can cause candidates to sit in waiting and a whole host of other things that can go wrong while a qualified candidate is waiting to interview with the hiring manager. The wannabe (who thinks they are a search professional) feels the need to vet each candidate (many times with NO skills to do so). This delays scheduling interviews, continually blocks the search consultant from the decision maker and literally redesigns the search strategy just to feel "important". Give me a break!  I'm sorry. That simply does not and will not work for most search professionals. With no access to the real decision maker - you are doomed to fail. I also think the wannabe (with apparent low self-esteem) believes they are the critical link to ensure a successful outcome to a search. Are you kidding me? In most cases, they actually wind up waisting everyone's time and truly do their company a real disservice. Did I mention they also give me a real headache? (Didn't think so)    

So...I made a business decision a long time ago that I will not take a search assignment unless I have access to the person ultimately making the decision. This is NOT a power thing with me. It's NOT an issue I have in working with my HR partners either. Not at all. I work regularly and have worked with some of the finest HR professionals who have added a ton of value to our search process.

I'm just not working with any wannabe's. Please...I can't take it! By now - I can usually spot a wannabe a mile away. And... I always run - and fast! So, move out of my way, wannabe, and let's get on with the search!           

OK - I've made my point:-)

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...                                         

Need a Raise? Become a Career Polygamist!

One of the things I have always strived to do is provide value to my clients beyond our executive search services. I have a strong belief in building business relationships that are deep and wide. It serves both parties well - in good and in challenging times. I have helped clients develop sales strategies, brokered introductions with potential business partners, built compensation models and much much more over the years. I try to be a partner to my clients when they call on me. I also think my role is to be a good "listener" when they call - no strings attached. 

Anyway - back to the topic at hand. I received a call last week from a client who sounded puzzled and somewhat distressed in his voice mail. He wanted my advice on a critical issue he was dealing with. I returned his call and he had a real doozy on his hands. And I mean a doozy!

He hired a sales person (we did not conduct the search) last summer for his BPO software company and explained to me that things got off to a great start as the "newbie' engaged with the team. He quickly learned the value equation and began making sales calls. That was in the first 90 days. Then something felt different. Very different. This sales wonder-boy stopped showing up for meetings, refused to return calls from the sales VP and his activity level, as measured by his sales forecast, had all but dried up. In an effort to change his behavior, the sales VP put this individual on a 90-day performance plan to measure his activity and get him back on track. Seems fair - right? He put forth (a little) more effort - but not at the pace he had during his first 90 days. But something was wrong - very wrong.  

He then learned (this is a small space), through a third party, that this wonder-boy had discovered a better way to earn money in this economy - get a second job! This genius was milking two companies for two paychecks - including my client!! What was he thinking? Big Love - look out we may have a new series for HBO on how to become a modern day career polygamist! Unbelievable! He confronted the employee and he refused to admit any guilt - but there was too much evidence at the scene of the crime. 

Can you say B-U-S-T-E-D?

Question: What punishment fits this employee's crime? Some suggest a full refund from the employee beginning on the date he accepted his second job. Others suggested contacting the other employer and blowing the whistle (loudly) on this guy. I say throw the book at him!

OK - let's hear some feedback from HR professionals across the US. How would you handle this situation? Just curious...                

Editor's Note - Tim Tolan is a partner at Sanford Rose Associates and specializes in Executive Search in Healthcare IT.  He's a closer, and you really don't want to call him unless you're ready to bring out the bazooka to bag some big game...