Blog

Think Networking is Going to Get You Your Next Job? Think Again!

 

Sources of hire information is of value to anyone involved in the hiring process because it helps determine the origins of a hire.  Armed with this information, hiring managers can make better decisions on where to allocate resources.

Likewise, it is important for job seekers to prioritize where their likelihood of success is greatest.  Since companies use Sources of Hire information for their benefit, as a job seeker, why shouldn’t you?

Continue reading “Think Networking is Going to Get You Your Next Job? Think Again!”

Commercial Launch, a Time of High Expectations and Greatest Risk

 

Recently, I met with a long time colleague, Chris Morrison.  In our discussions regarding bringing novel products to market, I reflected on the many times I’ve witnessed the premature scaling of a commercial sales force and asked Chris to author the following blog to better assist company leadership in assessing the best inflection points for hiring sales professionals.

Continue reading “Commercial Launch, a Time of High Expectations and Greatest Risk”

The High Cost of Unplanned Turnover

Many articles I’ve recently reviewed about employee turnover describe various methods to calculate the unplanned turnover costs of an organization.  For example, a study from the Center for American Progress in 2012 cites figures that range from 16% of annual earnings for jobs paying $30k or less up to 213% for very highly paid jobs and those at senior or executive levels.

Continue reading “The High Cost of Unplanned Turnover”

Armageddon: Hiring, Teamwork, and Leadership


I had the opportunity to watch one of my favorite movies over the holidays. It is hard to believe this is the 20th anniversary! Armageddon is a 1998 American science fiction disaster film directed by Michael Bay, produced by Jerry Bruckheimer, and released by Touchstone Pictures.

The movie has an interesting plot and cast of characters with several funny, intense and emotional scenes. Armageddon also presents a compelling story of hiring, teamwork and leadership. If you haven’t seen the movie, watch it first and consider the following clips/quotes!

Continue reading “Armageddon: Hiring, Teamwork, and Leadership”

Resume Quips and Resources

Although I’m not a language or communications major, I have read thousands of resumes over my career and thought I’d offer up a short list of thoughts and resources as a guide. 


Although I’m not a language or communications major, I have read thousands of resumes over my career and thought I’d offer up a short list of thoughts and resources as a guide.

Most of us think our resume is well written which is why, when we are finished with v 1.0 of our “masterpiece”, we should ask the following types of people to review it.

Continue reading “Resume Quips and Resources”

In response to Liz Ryan’s Article on Forbes “Ten Things Recruiters Don’t Need to Know About You”


In response to Liz Ryan’s Forbes Article | “Ten Things Recruiters Don’t Need to Know About You

I’ve been in the executive search industry for over 18 years and placed up to the CEO level but also placed a number of seasoned people in the biotech industry. While Ryan’s article makes several salient points, it misses the mark in a number of ways, including the formation of a partnership with a recruiter, the use of ATS systems, and relevancy of salary history.

Continue reading “In response to Liz Ryan’s Article on Forbes “Ten Things Recruiters Don’t Need to Know About You””

Purposeful Job Search | Your 7 Part Career GPS

In my profession, people routinely ask me about job and career search strategy. The best job search strategy I’ve ever reviewed was created by a friend and client. He was very purposeful and methodical in his interests and approach which resulted in him landing his ideal job.   


In my profession, people routinely ask me about job and career search strategy. The best job search strategy I’ve ever reviewed was created by a friend and client. He was very purposeful and methodical in his interests and approach which resulted in him landing his ideal job.

His Background? My friend is a sales and commercial leader with a background in scientific instrumentation and software. His strategic competitive advantage is his ability to penetrate early stage adopter markets and markets that “cross the chasm” from one industry to another. In other words, if you are going after new markets, this is the type of fellow you’d want to consider hiring. With his endorsement and support, I’d like to share his methodology with you.

Continue reading “Purposeful Job Search | Your 7 Part Career GPS”

A Process for Avoiding The Resume Black Hole

There are some good informational assets on LinkedIn about writing resumes that catch attention. The best one I’ve read is HERE and a there is also a rather good one by Liz Ryan on the idea of a “Pain Letter”. However, I still regularly field calls from candidates concerned that they aren’t getting traction with resume submissions to companies, a.k.a. the Resume Black Hole.

There are some good informational assets on LinkedIn about writing resumes that catch attention. The best one I’ve read is HERE and a there is also a rather good one by Liz Ryan on the idea of a Pain Letter. However, I still regularly field calls from candidates concerned that they aren’t getting traction with resume submissions to companies, a.k.a. the Resume Black Hole.

Continue reading “A Process for Avoiding The Resume Black Hole”

Differentiated Messaging

I must admit, I am a Will Ferrell fan and viewing this YouTube clip made me realize just how important a “Pitch Man” is for most all professions involving sales, including Executive Search. Employing or using poor and/or inexperienced talent acquisition specialists (a.k.a. “HeadHunters” or “Recruiters”) is one of the worst decisions a company can make when seeking seasoned executives and professionals.

I must admit, I am a Will Ferrell fan and viewing this YouTube clip made me realize just how important a “Pitch Man” is for most all professions involving sales, including Executive Search. Employing or using poor and/or inexperienced talent acquisition specialists (a.k.a. “HeadHunters” or “Recruiters”) is one of the worst decisions a company can make when seeking seasoned executives and professionals.

Professional and Executive search is both science and art. Part of the art of recruiting often involves relocation of gainfully employed people to their competitors. Anyone can post an ad and “get lucky”, but there is no substitute for trained professionals combing your competition with an appropriate “pitch” that draws attention! As we say in our company, “busy people have little time to read help wanted ads.”

Continue reading “Differentiated Messaging”

The Optimal Presidential Resume?

US Presidents have come from varied backgrounds. Our intent is to summarize and present actual work history experience as it pertains to public views on what experiences are the most important to our survey respondents. This survey is only concerned with work history experience. Therefore, the subsequent summary findings and post will not consider political party affiliation or ideology. This survey will also not include specific traits such as being a strong public debater.


As the 2016 US Presidential election cycle gears up, contemplating how people actually select a President can be intriguing.

I find the election cycle both entertaining and thought provoking on many levels. In the last two decades, with increasing media (including social media) coverage, the election cycle seems to parallel aspects of some reality TV shows.

The US President a.k.a. POTUS and “Leader of the Free World” is, without doubt, the most important job in the US and one of the most important (if not the most important) on the planet. While reality TV shows can be entertaining, it is in our best interest to “interview” candidates and be educated about the candidate for whom we vote.

Continue reading “The Optimal Presidential Resume?”