According to Fortune’s 100 Best Companies to Work for 2018 these 100 companies have 160,000 unfilled jobs.
As you know when the Bureau of Labor Statistics announces unemployment approaching 4 percent most economists believe the actual number currently looking for work is closer to zero. So, what happens? Bloomberg News reporters discovered that employers found ways to cope with tight labor markets and still make money. Businesses have pulled in workers from the sidelines – including retirees, immigrants, and the homeless – and retooled processes to use less labor.
I’m guessing, after a quick look around your company, there’s still some empty chairs and maybe a few folks have chucked retirement returning as contract workers but, nothing as radical as the Bloomberg folks discovered, right?
We all know what happens with chairs remain empty for too long. Missed deadlines. Sloppy customer service. Extra hours. Maybe that end of week-tired feeling creeping into Wednesday?
I’m a recruiter so my next statement will sound a bit self-serving. (I’m also someone who spent over three decades in management and filling empty chairs was a priority because empty chairs equal loss in revenue.) If you’re dealing with any of the above-mentioned malaise your management is letting you and your organization down. Get up from your chair, march into the top-dog’s office and ask/demand to know what’s being done to fill the open positions.
If using external recruiters isn’t part of the conversation mention PointClear Search. See, I told you, self-serving and in this instance you’re the “self”.
Manchee@PointClearSearch.com or Roger@PointClearSearch.com
One of my favorite people, even though we’ve never met, is Doris Kearns Goodwin. She’s a history wiz, a brilliant writer and, in this fake news galaxy, knows how to give a fair and honest interview by sticking to the facts and alerting her audience when expressing an opinion. I read a short piece in Fast Company about how she manages her day and the good habits that contribute to her success and happiness. So I thought I share because who wouldn’t like a better day of good habits built on a simple routine?
Ms. Goodwin rises early – around 5:00 AM – just like most Navy Seals, and uses the time to write and take notes. No TV, no email, and no distractions. Around 9:00 AM she takes a simple breakfast with her husband before checking email and making for a productive day. In the evening she follows FDR’s WWII, “no talk of war cocktail hour” infused with trivia, or live music – anything to refresh and recharge. Before bed she spends a few minutes reading mysteries which help clear her mind and relax.
If she’s on a plane or train it’s, in her thinking, a wonderful, uninterrupted time to “get things done”. And she does. For her, as it was for Teddy Roosevelt, procrastination is a mortal sin. If she starts to put things off she simply thinks of Teddy. I’m adopting this!
I’ll end with her note taking routine – she states Abraham Lincoln was a tireless note-taker who attributed much of his Gettysburg Address to a collection of notes gathered from his roll-top desk.
So, what’s my point? I’m not suggesting everyone should follow Ms. Goodwin’s routine. Perhaps adopting note taking, or early morning uninterrupted creative time might work for you? The point is if you feel a little out of kilter perhaps a simple routine adjustment will make things right. Let me know how it works.
There was a piece in USN&WR citing a career consultant who urged employees to always be on the lookout for new opportunities even those who are happy in their job and well paid. Unfortunately, across various fields of marketing communications, job security is rare. How rare? About as rare as chicken’s teeth. Good people find themselves laid off for reasons beyond their control and, typically, not for lack of performance.
As recruiters, we always look first to the people who are happy, successful and not actively looking for their next opportunity. These are considered by many as highly desirable “A” players. When asked, most CEO’s say when moving through the hiring and interviewing process, they look first for character and integrity because those are traits you can’t teach. And, those traits are shared by the people who are better adept at dealing with a steep learning curve.
So, you “A” players, the next time you get a call from a recruiter, it might be worth a few minutes to listen and learn about the offering. Who knows, it could change your life and, it only takes a minute or less to reply, “I’m not interested at this time but, let’s stay in touch”.
As a boy scout I was taught to always leave a camp site “better than we found it” which, in simple terms, meant scouring the ground for anything that wasn’t part of nature. When camping and in many instances, in life, returning to the natural state is highly desirable. I believe the concept is applicable to each generation and its responsibility to following generations. So, over the next few months I’ll do my best to tackle a pertinent subject from the current national conversation stating with fake news.
The too frequent fake news stories are more than troubling. We can agree it’s a problem, right? And, it’s a big problem when a misguided, gun-toting “fixer” arrives at a pizza joint to free young hostages and an even bigger problem when fake news is influencing free speech and the election process.
Since my career history and my current profession broadly encompasses marketing communications I’m going to address the meteoric rise in paid content (native) and, depending on how it’s presented, where it fits in the fake news universe.
Paid content, or if you prefer, native advertising is not new. Google “Advertorial”. Back in the day advertorials were clearly identified as advertisements. Today’s paid content? Not so much and therein lies the problem. Consider, The New York Times’ content group T Brand Studio, which employs 110 people and Magazine publisher Time Inc. now employs 125 people at its content group, the Foundry.
No advertiser and no reputable media wants to be found guilty of fake news. In the past editor’s managed a thin demarcation line separating edit from advertising. Today the line seems to encourage paid content osmosis.
I’m suggesting the media clean-up its “camp site” rebuilding the wall between editorial (news) and advertising clearly identifying what’s not news. As real news regains clearer visibility the media will recapture its authority and trust while fake news (propaganda) fades back into the shadows where it belongs.
In the end the media, the reader/viewer and our democracy will greatly benefit.
The December 4th issue of the New York Times carried an article by Patrick Gillooly in the Sunday Business section entitled “Why You Need Social Media” Mr. Gillooly puts forth the proposition that a well executed social media strategy is critical for career advancement. Full disclosure: he is Director of Digital Communications and Social Media for the career site Monster and he openly admits his bias.
Reading this article made me question my own preconceived notions. As a recruiter, I live and die by LinkedIn. I use Facebook for keeping up with an array of non-business friends and relatives across the country. So when I think this is a common practice in the business world, I am extrapolating from a sample of one. And don’t get me started on Twitter.
I think Mr. Gillooly makes a good point when he says that excluding yourself from social media means you may not be staying on top of the opinions and workings of people who can have a very dramatic impact on your life and career. By embracing social media, we can create career opportunities from simply expanding our networks, improving our knowledge and exposing ourselves to jobs we may not have otherwise considered.
Brands. There’s a lot of talk about brands, branding and the importance brands evolving.
Take Taylor Swift. Hugely successful ingénue country singer who successfully pivoted her brand to main stream vocal Phenom. Like Ms. Swift generations have names and identities and are brands that evolve.
For example, Baby boomers are associated with a rejection or redefinition of traditional values. As a group, baby boomers were the wealthiest, most active, and most physically fit generation up to the era in which they arrived, and were among the first to grow up genuinely expecting the world to improve with time.
Let’s look at today’s punching bag generation – Millennials. I know some, some are my children and in the course of my work – recruiting, I’ve interviewed my share. Most don’t deserve to be defined with the negatively charged commentary commonly described by the press.
In my opinion the Millennial generation is at a brand cross-road. One direction leaves them on the current controversial path. The other path amplifies all that’s good about a generation that trusts, believes in giving back and cares deeply for family. What’s missing, I submit, is leadership of substance to stabilize the generation’s brand and take it to its rightful place.
So, Millennials what are you waiting for?
In one of his acts George Carlin had a telling line about honesty, “Everyone appreciates your honesty until your honest with them. Then you’re an a**hole.”
This dovetails nicely with an old recruiter joke. The hiring manager is conducting an interview with a candidate and everything is going smoothly until the interviewer asks an uninspired but common question, “So what do you consider your greatest weakness?” The candidate answers tersely, “Honesty”. Taken aback, the interviewer says, “I don’t consider honesty to be a weakness”. The candidate replies, “I don’t give a damn what you think”.
Honesty is an interesting facet of the recruiting process. Obviously, candidates, through their resumes or interviews, are often less than transparent. On occasion, every hiring manager will admit to the same lack of transparency. And recruiters may be even worse offenders. At PointClear Search, we try to be guided by the principle of telling people what they need to hear, not what they want to hear. And that goes for both clients and candidates.
We try to fix bad resumes and we coach candidates prior to interviews. If the candidate completely blows the interview, we gently tell them why so they won’t make the same mistake again. When it comes down to a small group of finalists in a bake-off, somebody has to lose and often the real reason someone loses is because the hiring manager simply liked someone better. I’ve seen some very ugly and emotional reactions when I’ve delivered bad news and I’ll admit to sugar-coating the truth when I know a candidate is very emotionally invested.
In the used car business, there’s an old saying “How can you tell when the salesman is lying? His lips are moving!” Politician’s also fall under the same banner. We try real hard not to be that cynical but some days it’s very hard.
A couple of weeks back, an already-signed-offer-letter-candidate went radio silent for 10 days before finally fessing-up to taking a counter offer. It happens but research shows the majority of people taking counter offers stick around for less than 12 months (they have already told their boss once that they are very willing to explore other opportunities so the boss understands where their priorities are). Knowing this, a lot of companies have a policy against making counter offers.
Most candidates, who take counter offers, immediately alert and offer an explanation to the hiring manager if, for no other reason, because they understand the value of reputation. As we in the media business learned early on, be careful of the toes you step on as you climb to the top; they may well be connected to the butt you’ll have to kiss on the way down!
Just this week a referral candidate pitched hard the reasons why any ad agency, publisher or company would benefit from the candidate’s skills, experience and leadership. After sharing the job description with a great agency ready to fill a key position a day later I receive a note from the candidate stating contact with an ad agency “may” have already been made. Turns out TWO applications had been submitted online – one just THREE DAYS before our initial conversation! Are you kidding me?
Let’s set aside all the proverbial excuses either of these individuals could use and get real.
Character is defined as, “the mental and moral qualities distinctive to an individual”.
Everyone expect sociopaths have character. For those who don’t think character counts – you’re wrong. There’s consequences and you won’t like the outcome. It’s not too late to build character so step up now.
One reoccurring conundrum in the recruiting world occurs when market facts contradict client’s beliefs. It’s happening with growing frequency as the flow of information floods decision-making. The downside is suspect information that may not be valid in real time.
PointClear Search Principal and Founder, Roger Tremblay, continually reminds us of a simple truth well illustrated above, “Tell the client what the need to hear not what they want to hear”.
It’s not always a comfortable conversation but, at the end of the day, it’s always the right conversation. And, it always builds trust and confidence.