It has been a few weeks since my last posting and between dodging political mud slinging and bank collapses, we have been diligently working on finding new business and filling our client's needs. But the sounds of silence over the past couple of weeks when this "credit crisis" appeared out of the bad news fog, is about as deafening in our office as the first few weeks after 9/11 2001.
Hello! Is anybody out there? Oh, I know. We are all staring at our computer monitors in complete disgust as we see our stock portfolios being wiped out, but unfortunately for me, I talk too much about risk taking to not follow up so here I am, while the phones are down, looking at blue chip stocks that probably need to be bought with my last little bit of cash.
But I digress. This is an unstable time around the world and it is unstable in so many sectors, if you try and look at them all, you will just fall down in a dizzy heap so take this time to still your mind and focus. Focus is my mantra for the next month.
And that is the best advice I have for any of you out there in the job market as well. Don't go spinning out of control into depths of despair. Focus on meaningful companies--do your homework. Make perfect follow-up your goal and elbow your way into every networking event that you can muster. Watch your spending--this is NOT the time for retail therapy--but do spend a few bucks on thank you cards--the old fashion ones that require a stamp. There are so very few sent out these days, I find they are getting a welcome response.
Focus on your friends, family and your health so that the stress of "world economics" don't add to your own individual woes any more than it must. As a news junkie myself, that is a tall order, but I am taking this quiet time to focus on growth industries and markets that will expand no matter what happens in the coming weeks. And on that note, I'm turning off this computer and going to the gym.
Wednesday, October 8, 2008
Friday, September 19, 2008
Moving Forward In spite of the market
I enjoyed the Olympics this year more than I remember enjoying them in the past. I don't know if it is the athletes, the curiosity of seeing China from another angle or something else that has been weighing on my mind this summer: Risk-Taking.
What is an acceptable level of risk today? Well, according to all the actions from the big guys on Wall Street, their is no ceiling. But for the rest of us now, reeling from reading our 401K statements, we wish for more moderation. Of course, many of our clients are suffering through this economy and consumers aren't spending much in the stores because every purchase suddenly looks like a gamble. So watching those athletes a few weeks ago was really refreshing (particularly now with the whole Palin/lipstick/economic hooplah). Every time those atheles compete, they are taking a huge risk: Will they win or will they fail? Will their bodies keep up or will an injury take them down?
But with all that, there is one point that is incredibly clear: There has been no question in the mind of these athletes who is accountable for their success or failure--they are. And that concept in itself is risky business. It's also called personal accountability and some would argue that is a concept that is losing ground in today's society. From a business perspective, the concept of personal accountability is losing ground to committee collaboration or in some cases, to no decision at all. In years where the economy is rough and corporate earnings in many sectors are skewed, many businesses react by pulling back, cutting cost and waiting it out. The thought seems to be It is safer not to do anything than to do something and be wrong.
We have heard too many times this summer from executives and managers the following statements: "everything is on hold indefinitely" or "the management team has not decided" or worse still, "no one seems to have a vision around here". Ouch. Now some of this I attribute to 2008 being an election year. The concept of "holding tight" and waiting to see what is going to happen seems to come around every presidential election and this year is no exception. We anticipate that, but there is a cost.
I remember back in 2000 when the economy started to slide dramatically, corporations cut their college recruiting programs to the bone as a cost cutting measure. Now in 2008, many businesses are just beginning to get their pipeline of entry level talent back on track while other companies are still struggling. Two years of cost cutting has created a seven to ten year critical shortage of talent that continues to impede growth for many.
So when I hear executives telling me that they don't see a future in their current employer because their leaders are not investing in any new technologies, product development or outside talent, I get concerned. Watching the Olympic athletes seem a fitting analogy, because they know they cannot afford to back down. If they are hurt or tired, they still have to train. Each and every one of them knows that to reach their goal, they have a very short timeline in which to do it and if they are going to go for it, the time is now.
At Recruiting Services Group, we have decided the same thing. We are signing a new lease, opening a new office in Virginia, bringing on a new executive to help us expand and creating a new advertising strategy. Is it risky? Maybe. But after fourteen years and three presidential elections, I feel pretty confident the need for talented people to run business isn't going to go away even if it is ignored for a while or put on the back burner. In competition, backing down is not an acceptable risk--it should not be in our business either.
What is an acceptable level of risk today? Well, according to all the actions from the big guys on Wall Street, their is no ceiling. But for the rest of us now, reeling from reading our 401K statements, we wish for more moderation. Of course, many of our clients are suffering through this economy and consumers aren't spending much in the stores because every purchase suddenly looks like a gamble. So watching those athletes a few weeks ago was really refreshing (particularly now with the whole Palin/lipstick/economic hooplah). Every time those atheles compete, they are taking a huge risk: Will they win or will they fail? Will their bodies keep up or will an injury take them down?
But with all that, there is one point that is incredibly clear: There has been no question in the mind of these athletes who is accountable for their success or failure--they are. And that concept in itself is risky business. It's also called personal accountability and some would argue that is a concept that is losing ground in today's society. From a business perspective, the concept of personal accountability is losing ground to committee collaboration or in some cases, to no decision at all. In years where the economy is rough and corporate earnings in many sectors are skewed, many businesses react by pulling back, cutting cost and waiting it out. The thought seems to be It is safer not to do anything than to do something and be wrong.
We have heard too many times this summer from executives and managers the following statements: "everything is on hold indefinitely" or "the management team has not decided" or worse still, "no one seems to have a vision around here". Ouch. Now some of this I attribute to 2008 being an election year. The concept of "holding tight" and waiting to see what is going to happen seems to come around every presidential election and this year is no exception. We anticipate that, but there is a cost.
I remember back in 2000 when the economy started to slide dramatically, corporations cut their college recruiting programs to the bone as a cost cutting measure. Now in 2008, many businesses are just beginning to get their pipeline of entry level talent back on track while other companies are still struggling. Two years of cost cutting has created a seven to ten year critical shortage of talent that continues to impede growth for many.
So when I hear executives telling me that they don't see a future in their current employer because their leaders are not investing in any new technologies, product development or outside talent, I get concerned. Watching the Olympic athletes seem a fitting analogy, because they know they cannot afford to back down. If they are hurt or tired, they still have to train. Each and every one of them knows that to reach their goal, they have a very short timeline in which to do it and if they are going to go for it, the time is now.
At Recruiting Services Group, we have decided the same thing. We are signing a new lease, opening a new office in Virginia, bringing on a new executive to help us expand and creating a new advertising strategy. Is it risky? Maybe. But after fourteen years and three presidential elections, I feel pretty confident the need for talented people to run business isn't going to go away even if it is ignored for a while or put on the back burner. In competition, backing down is not an acceptable risk--it should not be in our business either.
Wednesday, March 12, 2008
Frontline Report
Since this is an election year, I have set aside my crystal ball for forecasting employment trends in 2008, but I am giving a little friendly advice: If you can tear yourself away from the Presidential Primary coverage long enough to count your lucky blessings this New Year, you should do it. Because if you watch too much TV you run a risk of falling into a deep depression: dirty politics, looming recession, lousy housing starts, inflationary concerns and consumer confidence falling. No Wonder. What good news have we heard lately? If all of this isn't true, if we talk about it long enough, we will create a worse situation than the one we have.
Well, in my world things don't look so bleak and I'm going to turn the television off and be grateful for what I do have. From a recruiting perspective, consumer confidence may be lagging but companies needs for talent is not, nor for that matter, is candidate confidence waning.
We have been talking to some sharp people lately who are very interested in talking about their future and their career. I can't think of a time in recent history where more candidates know exactly what they want. They are pretty good at articulating it too. Our advice is to make sure your interviewers are as good at articulating the importance of the perspective role and the reason a candidate should join the company.
Although everybody can't be a great sales person, everyone on an interview schedule should at least make an attempt to answer the question, "Why should I work here?" Candidates--like any consumer--have become savvy to jargon and look for authenticity in a message so having the leadership team share personal experiences and real data is more important than ever. I think everybody should go through an interview a time or two at their own company to test it out. We have suggested to a few of our clients, the "secret shop" approach where you hire a person to go through the interview process and evaluate the "experience" on a scale of 1 to 10.
We have discovered candidates are like restaurant customers: if one has a bad experience, they tell twelve others, if they have a good experience, they tell a few friends. If your Corporate message is good, but the individual message to candidates is not, what is the point? As bonuses pay out over the next six weeks, we anticipate the job market to pick up which makes this an excellent time to double check the message your team is conveying.
Well, in my world things don't look so bleak and I'm going to turn the television off and be grateful for what I do have. From a recruiting perspective, consumer confidence may be lagging but companies needs for talent is not, nor for that matter, is candidate confidence waning.
We have been talking to some sharp people lately who are very interested in talking about their future and their career. I can't think of a time in recent history where more candidates know exactly what they want. They are pretty good at articulating it too. Our advice is to make sure your interviewers are as good at articulating the importance of the perspective role and the reason a candidate should join the company.
Although everybody can't be a great sales person, everyone on an interview schedule should at least make an attempt to answer the question, "Why should I work here?" Candidates--like any consumer--have become savvy to jargon and look for authenticity in a message so having the leadership team share personal experiences and real data is more important than ever. I think everybody should go through an interview a time or two at their own company to test it out. We have suggested to a few of our clients, the "secret shop" approach where you hire a person to go through the interview process and evaluate the "experience" on a scale of 1 to 10.
We have discovered candidates are like restaurant customers: if one has a bad experience, they tell twelve others, if they have a good experience, they tell a few friends. If your Corporate message is good, but the individual message to candidates is not, what is the point? As bonuses pay out over the next six weeks, we anticipate the job market to pick up which makes this an excellent time to double check the message your team is conveying.
Thursday, March 6, 2008
New Human Resource Roles
Well, the mid level HR job market is heating up. We have new HRM roles in Kentucky, Tennessee and a couple of new Change Management/OE roles in Michigan. If you know anyone who is interested in making a move this spring, I hope you will check out our career opportunities on our website: www.rsgexecsearch.com
Thursday, February 7, 2008
Networking Help
Below please find a job search that we have undertaken. This is a bit of a specialized area and so we are asking for any networking help that any of you may be able to supply. If you do know of someone that you could recommend please contact our office. We certainly appreciate all the networking assistance!
HR Director
Organizational Effectiveness & Talent Management
LOCATION COMPENSATION JOB TYPE
South Bend, Indiana area 160,000 to 200,000 + bonus Human Resources
Job Summary:
We are looking for a Thought Leader in the OE/OD space to drive and build talent strategy initiatives globally; including designing, deploying, and analyzing engagement surveys, capability studies, etc…
Focus on developing global workforce planning methodology, strategic planning and performance management. You will work on a strategic level with the top executives on succession planning, capability assessments, interventions and ensuring leadership strategies are in place for the years to come.
Qualifications:
C-level OD/OE work in a Fortune 1000 company; global experience.
Experience:
8+ years in OE & talent management
Education:
Ph.D preferred
For more information contact Whitney Hodges at resumes@rsghunt.com.
HR Director
Organizational Effectiveness & Talent Management
LOCATION COMPENSATION JOB TYPE
South Bend, Indiana area 160,000 to 200,000 + bonus Human Resources
Job Summary:
We are looking for a Thought Leader in the OE/OD space to drive and build talent strategy initiatives globally; including designing, deploying, and analyzing engagement surveys, capability studies, etc…
Focus on developing global workforce planning methodology, strategic planning and performance management. You will work on a strategic level with the top executives on succession planning, capability assessments, interventions and ensuring leadership strategies are in place for the years to come.
Qualifications:
C-level OD/OE work in a Fortune 1000 company; global experience.
Experience:
8+ years in OE & talent management
Education:
Ph.D preferred
For more information contact Whitney Hodges at resumes@rsghunt.com.
Tuesday, January 15, 2008
Things To Do in 2008
Happy New Years! After a brief and chilly vacation down in Cancun, I'm back on the phones talking to company leaders around the country. So far, everyone I've spoken to can only agree on one thing in terms of forecasts: This is going to be one long political year.
So if you want to turn the constant primary coverage down and ponder something closer to home, I have an idea for you. Actually, it isn't my idea, but a great idea that I heard about from a recruiting coach and a candidate that I have placed in the past: Start compiling your 100 Things YOU want to do in life.
These are things that you want to do before you die--similar to the new movie out, The Bucket List. Your list can include big travel items like, travel to Tibet or smaller things like Cook you Mother's borscht receipe. Whatever. The point is to write all 100. And make sure over the upcoming years you get to check them off.
I thought it would be easy; pen and paper, sitting on the beach with a cold refreshment, I'd scribble them down over an hour or two. Well, after three weeks, I'm only on number 28. Thats kind of scary. Do I not have 100 things that I still want to do in life? Have I forgotten what I want being so caught up in the day to day? I'm asking myself these questions--and if nothing else about this Bucket List, I sure wasn't asking myself before I started this process.
So if you said to yourself on New Year's Eve, "I'm going to lose five pounds this year" or "I'm going to exercise more" you are officially now on Point 3 of your 100 list. Let me know how you do....and I'm open to suggestions--72-- to be exact.
So if you want to turn the constant primary coverage down and ponder something closer to home, I have an idea for you. Actually, it isn't my idea, but a great idea that I heard about from a recruiting coach and a candidate that I have placed in the past: Start compiling your 100 Things YOU want to do in life.
These are things that you want to do before you die--similar to the new movie out, The Bucket List. Your list can include big travel items like, travel to Tibet or smaller things like Cook you Mother's borscht receipe. Whatever. The point is to write all 100. And make sure over the upcoming years you get to check them off.
I thought it would be easy; pen and paper, sitting on the beach with a cold refreshment, I'd scribble them down over an hour or two. Well, after three weeks, I'm only on number 28. Thats kind of scary. Do I not have 100 things that I still want to do in life? Have I forgotten what I want being so caught up in the day to day? I'm asking myself these questions--and if nothing else about this Bucket List, I sure wasn't asking myself before I started this process.
So if you said to yourself on New Year's Eve, "I'm going to lose five pounds this year" or "I'm going to exercise more" you are officially now on Point 3 of your 100 list. Let me know how you do....and I'm open to suggestions--72-- to be exact.
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