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Date: August 13th, 2008
Author: Vincent Scaramuzzo
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There are many “sayings” or cliché pieces of advice floating around that have sound principals and encouraging words but too often we fail to recognize their importance or follow their words.. This one arrived at my new office yesterday and on the cover of a card that was wishing me well it read:
“LIFE IS 10% WHAT HAPPENS TO YOU AND 90% WHAT YOU DO WITH WHAT HAPPENS TO YOU.”
Vincent Scaramuzzo is the President of Ed Exec in Glastonbury, Conn., one of the leading executive search firms in education. He has consistently been ranked in the top 2% of all recruiters worldwide by Management Recruiter’s International, the world’s largest executive search firm. Vincent is also a contributing author to Career College Central’s magazine and web site. As a specialist in the education field, Scaramuzzo works nationally with Universities, Colleges, Online and Career Schools. He can be contacted at vincent@ed-exec.com 860-781-7641 Ext. 102
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Date: July 23rd, 2008
Author: Vincent Scaramuzzo
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In most parts of the country summer is in full swing. The grass is green, flowers are in full bloom, and the heat is rising. After a long winter it is time to be outdoors with friends and family. Summer distractions are endless and I fall victim to almost every one of them on a regular basis. As a child of the sun I can sit on a beach (and have) every day of the summer and never get bored. In fact, I will probably take tomorrow off and go to the beach! So how do we keep our employees showing up to work and more importantly productive during these lazy days?
It starts at the top. You have to lead by example. “Do as I say and not as I do” can work sometimes; hey, it’s one of the perks of being the boss, but in the summer this approach can really build resentment. Instead plan some flexible schedules and events for you and the entire staff. You might want to start with Fridays off for performers or ½ days on Fridays for everyone. Starting late on Monday in the summer is another good tactic. It gives your employees extra time on Sunday night, without Monday morning looming overhead.
Office events are another great summer motivator. Take your team to a local ballgame in the middle of the day. Plan an outdoor activity like a BBQ. These events can work very well if other branches are involved and can be a great team builder if centered on a softball, golf, or another competitive tournament.
If your team soaks up the sun together you can give them the break they need and build team synergy, all while enjoying the summer. Enjoy the warm weather and don’t forget the ice and sunscreen.
Vincent Scaramuzzo is the President of Ed Exec in Glastonbury, Conn., one of the leading executive search firms in education. He has consistently been ranked in the top 2% of all recruiters worldwide by Management Recruiter’s International, the world’s largest executive search firm. Vincent is also a contributing author to Career College Central’s magazine and web site. As a specialist in the education field, Scaramuzzo works nationally with Universities, Colleges, Online and Career Schools. He can be contacted at vincent@ed-exec.com 860-781-7641 Ext. 102
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Date: May 23rd, 2008
Author: Vincent Scaramuzzo
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On rare occasion I get asked for a finder’s fee for being referred to a candidate in the marketplace. Just for the record I have never paid a finder’s fee but have been known to send an appropriate “thank you” to folks who assist me in a search.
I always found the request for a finder’s fee a bit odd. The people I usually ask for a referral were working with me as a candidate at some point. I never charged them for the exclusive and confidential positions I introduced them to. Why would they charge me a fee for the introduction to a friend or colleague who they know is open to new opportunities?
This behavior was taken to an extreme level recently. One individual was actually bold enough to let me know he would only be giving referrals to firm’s that are paying a $2,000 finders fee! It made me wonder, what if this executives students wanted to introduce his admissions team to friends and family that wanted to enroll at his school but would ONLY make the introduction if a $2,000 finders fee was offered for each student. Would he pay it? Could he ethically or legally?
I am certainly not a saint but do believe there is something to be said for good Karma. If someone is going to let a finder’s fee prevent them from helping a friend or colleague find a new position I am left to question their intentions. Doesn’t helping someone pay back much larger dividends? Would you actually keep your friend or colleague from discovering these opportunities because you couldn’t get paid?
The truth is the finder’s fees you get from a search firm are worth a lot more than $2,000. At some point, you will need a good recruiter. They will take care of you and any referral you give them. The quid pro quo with any good recruiter is their network, their opportunities, and they are there for you whenever you need them; this is much more valuable than an individual finder’s fee.
A great recruiter and trainer Danny Cahill said it best: “Finder’s fees are quid
amateur pro, good recruiter’s are quid pro quo.” Only you know if a Finder’s Fee or Good Karma will yield you a better return.
Vincent Scaramuzzo is the President of Ed Exec in Glastonbury, Conn., one of the leading executive search firms in education. He has consistently been ranked in the top 2% of all recruiters worldwide by Management Recruiter’s International, the world’s largest executive search firm. Vincent is also a contributing author to Career College Central’s magazine and web site. As a specialist in the education field, Scaramuzzo works nationally with Universities, Colleges, Online and Career Schools. He can be contacted at vincent@ed-exec.com 860-781-7641 Ext. 102
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Date: May 8th, 2008
Author: Vincent Scaramuzzo
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Hiring managers always ask me what the advantages are to working with one search firm. Most people believe their chances of filling a position goes up if you work with more than one firm. From a 30,000 foot view that seems to make sense: more firms=more effort and exposure to candidates but the exact opposite is true.
Here is why:
- No one firm is accountable to fill the search. If it becomes difficult, takes too long, or the firm needs to dedicate its resources towards a project that is more likely to be filled, they stop working on your search.
- They will cherry-pick their database to see if they have anyone that is a fit. Lightening may strike here, don’t get me wrong, but they will not make cold calls to passive candidates. If they tell you different they are lying because it costs WAY too much to search like that with the odds of fulfillment being so low. They are up against multiple firms and your own internal sources and know it.
- Confidentiality gets very grey.
- The story of your company and why people should want to work their gets represented two or three different ways. Would you use two or three companies to develop your marketing strategy at the same time? Wouldn’t the message get blurred or confusing?
- If one of the firms does find the “perfect candidate” for your position – they will also submit that same candidate to 2 or 3 of their other clients. After all, if you are going to be promiscuous, why shouldn’t they? You are going on the premise of increasing your odds of fulfillment, why shouldn’t they increase their odds of placement?
Having the right people on board at the right time is one of the most challenging obstacles your schools will face in the coming years. Don’t chance it with quantity over quality.
Vincent Scaramuzzo is the President of Ed Exec in Glastonbury, Conn., one of the leading executive search firms in education. He has consistently been ranked in the top 2% of all recruiters worldwide by Management Recruiter’s International, the world’s largest executive search firm. Vincent is also a contributing author to Career College Central’s magazine and web site. As a specialist in the education field, Scaramuzzo works nationally with Universities, Colleges, Online and Career Schools. He can be contacted at vincent@ed-exec.com 860-781-7641 Ext. 102
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Date: March 3rd, 2008
Author: Vincent Scaramuzzo
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I recently attended an annual meeting with our affiliate offices. At the meeting my colleagues Jack Downing and Judy Walcott of WorldBridge Partners gave a presentation about a Recruitment Process Outsourcing (RPO) project we are working on. During the presentation they talked about how they built a “recruitment brand” for our client. I think the definition of it below is extremely valuable especially in our candidate short sector.
“A crystal clear talent brand can give your organization a competitive advantage in the market place, help you attract, hire and retain candidates with the right fit and can even increase shareholder value and bottom-line profits.
Your recruitment brand is your employment value proposition. It’s the essence of your organization, the sum of the parts of your company..who you are, what you stand for, your culture and image as an employer. It’s not just a tagline on your career site – it’s an immensely powerful message that should be promoted both internally and externally.”
Vincent Scaramuzzo is the President of Ed Exec in Glastonbury, Conn., one of the leading executive search firms in education. He has consistently been ranked in the top 2% of all recruiters worldwide by Management Recruiter’s International, the world’s largest executive search firm. Vincent is also a contributing author to Career College Central’s magazine and web site. As a specialist in the education field, Scaramuzzo works nationally with Universities, Colleges, Online and Career Schools. He can be contacted at vincent@ed-exec.com 860-781-7641 Ext. 102
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