Wendy Weber on Executive Recruiting

I liked this piece because it provided some out of the ordinary insight as to how to interview, and follow up after an interview, well.

http://www.nytimes.com/2009/09/13/jobs/13search.html?_r=1&ref=business

Two weeks ago, I conducted a poll on Job Satisfaction among women in direct marketing. It was a “follow up” to a survey I conducted while completing some graduate direct marketing studies years ago.

Well, from the looks of things, either my blog readers are a disgruntled bunch, or it’s just a reflection of the current economic climate. The poll I conducted 2 weeks ago surveying job satisfaction among women in direct marketing did not have ANY respondents characterizing themselves as “extremely happy”. In my initial study, that question yielded a 22% response.

So…men…what is your level of satisfaction in your direct marketing position?

In this job market, we have come across quite a number of talented direct and online marketers who are out of work. It’s tough out there, and many of the unemployed are reaching the end of their unemployment benefits.

We are currently engaged in a search for a Financial Manager position. Just yesterday, I was talking to a job seeker who had previously held the title of CFO. When he expressed interest in the Manager position, I was surprised. The position was definately beneath his level of experience. He said that he had been out of work for quite some time, and he very much wants to secure employment. He said that at his former place of employment, they called people like him an “opportunity buy”.

Employers are both happy and cautious about such candidates. On one hand, talented professionals are “on sale”; an employee who in better times commanded a higher salary and enjoyed a more prominent role is willing to be flexible to get back into the workforce. On the other hand, employers are wary about how long such candidates will remain in their organization once the economy turns around.

In this case, the candidate has a history of lengthy tenures with prior employers, and he would be relocating his family for the position. I do believe that if hired, he will remain with my client for years.

What has your experience been with opportunity buys? Are they short lived hires? Or wonderful bargains?

“The best time to plant a tree was 20 years ago. The next best time is now.”

- Chinese Proverb

For years, we advertised every week in DM News. It was the trade paper of record, and we wouldn’t have missed an issue.

The word has changed. Certainly fewer people are reading newspapers of any kind, and DM News has a good amount of competition for direct marketers eyes. Online editions of trade publications have been growing in popularity, as well.

What do you read? And if you don’t read trade publications, how can we reach someone like you?

I saw a piece on CBS News last night about faking your resume. Well, that’s hardly news. Many job seekers seem to view a resume as an exercise in creative writing. Some are downright lying, while others are attempting to smooth the rough edges of their career.

The news piece featured a woman who had lied about having a college degree. She only had a high school degree, but over the years she rose up the ranks, enjoying a high level position and a 6-figure income. (I am a believer in higher education. After college, I slogged through 4 years of night school to earn my Master’s degree while working full time. I did it for my own reasons. I enjoyed the intellectual challenge, and the opportunity to broaden my perspective.) But I have to say, if someone can reach the top of their field without a college degree, how important is that degree? In terms of lying about a college degree, the deception is what bothers me most.

I digress.

The reason I mention this CBS News piece is due to a statistic that they cited:

Nationwide, 96% of companies do background checks, up from 66% a decade ago, according to the Society for Human Resource Management.

I was shocked. And I don’t believe that for a minute. I don’t believe it was 66% a decade ago, and I certainly don’t believe it is 96% today. In the case of our clients, only about 15% conduct background checks. Generally only companies where there is the potential to handle funds, such as a financial services firm.

Does your firm conduct background checks for new hires?