Executive Search

I was asked this question multiple times at the Career College Convention in Orlando last week.  On the surface is does seem perplexing… Every night on the evening news the headlines cover job losses, unemployment rates, companies going bankrupt, and so on.

The rules and boundaries of executive search are not always black and white. As a recruiter I am often faced with a dilemma:
- Do I tell a friend in the sector about an opportunity that would be perfect for them even though it is not with a client company or do I keep my mouth shut because it won't gain me a fee?

I am sure members of your campus are faced with the same challenges everyday.  Does an admissions representative try to enroll a student into a program they initially did not inquire about or do they send them down the street for the exact education they want knowing it's one less student towards their start?

How many times throughout your career have you invented or initiated a process, form, or new idea that quickly became the standard for your organization, school, or maybe even our sector?  More importantly how did you feel when that great idea was quickly adopted by others with no recognition for your ingenuity or hard work?

If you have encountered this scenario during your career then you might relate to the character in "Flash of Genius."  The movie is based on the true story of a college professor and part-time inventor Robert Kearns' long battle with the U.S. automobile industry.  Granted you or I may not have come up with something as universal as the windshield wiper but it is still our work and we take pride in it.

The Counter-Offer: Do you have integrity after you give your word to a client you will accept their offer, and then take a counter-offer?

My fiance inspired this blog entry while on a current job search.  She is an experience dental assistant with every certification under the sun; has a solid employment history, and glowing references.  We found out 24hrs into her search that she would have her choice of about 12 different offices to work for.  Good news for every career school with a dental assisting program, there are still more jobs then qualified candidates.

She interviewed for several positions and accepted one with an office close to home.  The location was perfect and the pay was much higher than her previous position, but after only 3 days on the job she quit! 

Here is why:

Since I joined Hudson Consulting Group almost 6 years ago there has been one consistent piece of advice that I prefer to call words to live by when it comes to any of my staff that interacts in the Education arena with either clients or candidates...Don't Burn a Bridge! My father gave that advice to me very early in life and meant it for both personal and professional relationships.

I started my career in education over 20 years ago and even though supervisors, peers and subordinates did not always see eye to eye - I'm proud to say that I've always left the door open to work through differences. We don't always have to agree, and if things every got heated, I'd always want to be able to circle back.

Throughout the years here at Hudson Consulting, we occasionally receive resumés that have a photo of the candidate. I always found them especially interesting; certainly my staff enjoys passing those résumé around to critique the picture. I know, not nice, but it happens, and I am also guilty of such office laughs. So the other day when I received another resume with a photograph, it initiated this blog entry as I heard the laughs make their way around the office. I wondered why a candidate would do this. I asked several candidates, and the logic seemed sound: so the hiring company knows what I look like. That reasoning sounded nice, but the reality is we tend to be a very critical visual society.

There are approximately 76.7 million baby boomers in America. The Generation X population is approximately 38 million. Baby boomers are starting to retire. The result: A dearth of talent.

It is not uncommon for organizations to hire a candidate for a position only to have them not show up on their start date. It happens for a variety of reasons and some of the common ones are:

• Candidate took a counteroffer; positional, emotional or financial.
• They felt "too loyal" to leave or change was just too scary.
• Relocation was difficult.

Here are a few tips that help avoid new hire falloffs:

• Make sure to call and welcome your new hire on board when they accept the position. Don't leave this to your HR department to do alone. A call should come from some or all of the individuals they interviewed with. This works really well if the call comes from the CEO. It lets the new hire know they are important to the organization.
• Get them involved prior to their start date by: sending them information to review; inviting them to a meeting prior to start date; or taking them out to lunch.
• Check with them once or twice a week regarding relocation. Ask them how it is going and if there is anything you can do to help.

These may seem like simple ideas but they are almost always overlooked. The goal is to get your new hire emotionally out of their old job and into their new position before they physically show up. If you do this successfully, new hire falloff can be dramatically reduced.

I always ask hiring authorities and candidates not to "talk salary" on an interview, and here is why:

Hiring Authority: You want the best available candidate for the open position. Keep this the focus of all interviews. It's OK to ask what a candidate's current compensation package looks like. This will give you a starting point of where your offer should come in, keeping in mind that no one wants to take a step back or lateral if they don't have to. Focus on their skill set and ability to add value to your organization. If they are the right fit, you can probably afford them.

Candidates: When asked about salary, it is OK to explain your current compensation plan, but do not state desired salary. This question is a trap and puts you in a no-win situation. If you ask for a number too high, you may scare off the hiring authority or seem unreasonable. If you ask for a number too low, you may have sold yourself short of their salary range. The best response is: "Mr. Hiring Authority, compensation is important, but the opportunity to improve my career path is my #1 priority at this time. I am sure if we get to the offer stage, your offer will be fair."