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Executive Search Firm Boyden Outlook Finds Need for CEO and C-Level Executive Mobility and Flexibility

– Top Global Executive Search Firm Reports Technology, Energy, Consumer and Life Sciences among Sectors with Some Pent Up Demand for Executive Talent –

NEW YORK--(BUSINESS WIRE)--As globalization shifts corporate priorities, mobility and flexibility will be required for even star executives, as prospects for senior management often shift from the West to the developing world, according to the quarterly Boyden Executive Outlook released today.

“CEOs can come from any market due to the globalization of business,” said Chris Clarke, President and CEO of Boyden World Corporation. “Many of the best opportunities are shifting away from the West, while changes in government policy and taxation are making corporations consider locating operations in countries with less restrictive policies.”

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Why The Undercover Boss Should Be An Undercover Job Seeker Part 3 Of 3

This is Part 3 of a 3 part series on how a VP Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company.

Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

Part 2: Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3

Julia calls a management and HR/Recruiter meeting for Friday morning that in hind sight should have been done in another way. Rumors of a layoff were all over the place.

The following is a summary of the meeting:

Julia started the presentation with a slide deck that documented what she had done the previous six weeks during which she did not pause, stop or take any questions.

At the end of the 20 minute presentation she asked if anyone had a comment to make but the room was eerily silent to the point that no on had yet shifted in their chair.

Julia then brought up a spreadsheet documenting the estimated “cost” of the open position along with a scenario if the employee with the offer had left along with if contractors were brought in. The numbers were really big. Julia then showed a spreadsheet of a conservative estimate of the total cost to the company if this was happening with one out of ten jobs.

This is when the shifting in the chairs started.

The rest of the meeting along with subsequent department meetings highlighted issues within their hiring process which you will find below along with action items that have or will soon take place.

Company career page

This was the one part of the process that all agreed was working. It ranks well with the search engines, sees a lot of traffic and analytics show a good number of visitors start the application process.

Applicant Tracking System (ATS)

This was found to be a complete failure in all aspects.

  • The online form repeatedly timed out or had other tech issues
  • While the applicant screen showed a resume was received the auto reply email did not go out
  • The ATS was not as customized as promised so many HR/Recruiters were using it their own way causing major confusion
  • The staff was not receiving updates to the ATS
  • A few HR/Recruiters had stopped entering information into the ATS causing all sorts of reporting issues

Action item

  • The ATS is still in use although the contract has been cancelled. The provider has been allowed to submit a proposal along with four other vendors.

HR/Recruiters

Negatives

  • Short staffed – too many openings per recruiter
  • Little or no relationships with the hiring managers
  • A less experienced staff generally speaking
  • Just in Time recruiting with no talent pool or passive candidate database development
  • Because the ATS was so horrible to use most would “start over” rather than first look at the ATS

Positives

  • Staff wants to be in their positions, like working for the company and see a long term career path
  • Very eager to learn new ways to recruit
  • Internet and tool savvy

Action item

  • In house training and outside consultants will be brought in to help the team
  • Upon completion of training salaries will be increased
  • Two contractors have been brought in for short term relief
  • A couple of new positions will be created if the training does not make the group more efficient

Managers

Negatives

  • Saw little benefit in speaking with HR/Recruiters
  • Created really bad job descriptions or had not updated them
  • Persistently ignored interview requests or cancelled at the last minute
  • Were actually too busy in many cases to be part of the process
  • “Squeaky wheels” were getting all the HR/Recruiter attention and in most cases were the biggest time wasters

Positives

  • All agreed that they needed to be more proactive, more involved

Action item

  • Managers are receiving some recruiter 101 training
  • HR/Recruiters on a monthly basis review the Managers

Surveys are being conducted of current/former employees, those who were interviewed and not hired and those who were never interviewed to learn from them directly the good and bad news.

Preliminary results show that once an interview takes place the rest of the process including offers/rejections, on boarding, etc is very favorable.

One major revelation was the employee referral program was a “canary in the mine” of sorts. The program had been very successful in large part because the front door (ATS and resume@xxx.com) were such an awful experience that job seekers would network in the back door to employees.

At some point employees referred fewer candidates because they were annoyed with how slow the process was and they would look bad to their friends and connections.

Remember that open position?

It was filled 10 calendar days from the Friday meeting because a Recruiter met with the Hiring Manager to talk about the position. The Recruiter went to the ATS and realized there were qualified candidates and a great hire was quickly made.

My question to those in a management role is this, if/when the War for Talent comes back will you be ready? Is your staff ready? Is the process smooth? Is the experience job seeker friendly?

Are you willing to find out?


Minnesota Morning

I should not say this but three days in a row of Minnesota Morning, I am on a roll. What’s the number it takes to make something a habit, 21 days? Baby steps Paul, baby steps. Stay focused, you know you can do it.

Yes, I am talking to myself. Yes, it happens often. It’s when the voices start having conversations and I am just a spectator. OK, the last two I was joking. I swear.

For better and worse Minnesota has been on cable news the past two days. No, not because of the snow storm (we have been trumped by our East Coast friends) but because of this billboard on I 35 north of Minneapolis:

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Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3

This is Part 2 of a 3 part series on how a VP Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company.

Click this link for Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

The job had been open for about six weeks with very little action on it and was essentially the same position “Julia” was offered many years ago. Knowing the position well and of course the manager of the group along with the HR/Recruiter team we did the following:

  • Created a new identity including email account
  • Created a resume that was a near identical match to the job opening
  • Created a few online profiles with new identity
  • Bought a cell phone with pay as you go plan

Julia and I agreed to go this far (more than I expected) as she wanted to play this out the whole way up until an interview would be scheduled with the idea of getting the complete experience of applying at the company.

Continue reading "Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3" »


Smart Money, Smart Jobs, Smartphone – Leverage your Job Search

The following post is courtesy of the Recruiting Blogswap:

From: CareerAlley


Smart Money

A Smartphone may not sound like the best way to spend your money if you are currently unemployed, but in fact, it just may be. Job hunting in today’s market is all about getting there first, getting there fast and leveraging all of the Internet tools available to you.

Yes, you can do this from the comfort of your home (or Starbucks), but when you are out of the house (hopefully on a job interview), a Smartphone can give you the edge you need to get the next interview. Now I’m not saying that you won’t get a job if you don’t have a Smartphone, I’m just saying this is another tool in your Job Marketing Toolkit.

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Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

CBS rolled out a new show following Super Bowl XLIV called Undercover Boss. Reviews of the show have been fairly good with many saying how cool it is that a CEO or President of a company would hang out with the “little people”.

I think it is a cool idea. I do wonder though, if CEO’s were providing real leadership they should be doing this already on their own to learn what the real impacts are of the decisions they make.

Anyway, to this blog post...

Last summer I was asked to speak to a C- Level peer group on a HR topic of my choice and was told I could “be real”.

Home Run, I thought. Turns out I had no idea...

Continue reading "Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3" »


Minnesota Morning

I am having one of those moments where I am sitting at my desk and wondering where to start and instead of doing something productive I have looked at a bunch of web sites, watched Morning Joe and looked through my TweetDeck stream. Busy is not productive.

And I still have no idea where to start so I am doing this blog post in hopes that I can get my mind “jump started”.

So since all I have done so far is to look at blogs and news sites here is a list of links for you to check out from the past two mornings…

Continue reading "Minnesota Morning" »


Four Reasons You Might Be Bummed If You Aren’t Working And What To Do About It

The following post is courtesy of the Recruiting Blogswap:

From: Dorothy Tannahill-Moran


What do the following people have in common?

•    Retired engineer

•    Laid off project manager

•    Stay at home parent

•    Newly graduated student

•    Trailing spouse to a military soldier

•    Injured and recovered worker

•    Out of work actor

These people have much more in common than you probably realize.  The commonality is what they are missing.  All of these people are missing the many benefits we get from working.  Of course, we all know that they are missing the paycheck, but there are other aspects to work that most of us take for granted, until we no longer have them.   When you are in the work trenches it’s kind of hard to think you would miss anything.  You probably think the idea of not working sounds like a dream, and it can be, but not without recognizing what things you are missing and taking action to replace them.

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Who Do We Hire For the Future of HVAC?

The following post is courtesy of the Recruiting Blogswap:

From: Matthew Warzel, MJW Careers


The growing trend of Baby-Boomers retiring from the HVACR industry has forced many companies to scramble to find candidates to replace those seasoned service technicians and journeymen mechanics.

Without a doubt, the best way to find potential employees is through referral networks. Managers and HVACR contractors must always be on the lookout for new talent, even if they are not actively hiring. Companies that are not fishing for new talent as actively as they should will certainly feel the repercussions once their elder employees decide that golf is more enjoyable in retirement than soldering pipe is in the field.

Proactive recruiting should be at the forefront of any HVACR organization's professional agenda. Success will come to those who realize the importance of filling their employee pipeline with talent. Some candidates won't last, eaten up quickly by the competition; that makes it vital to have a stable of potentials in your pipeline at all times.

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