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September 22, 2011 on 5:46 am | In background checks, current events, executive search, head hunting, headhunter | No Comments
I read an interesting article today on Recruitingblogs.com by Gordon Basichis, co-founder of The Corra Group, a background check and corporate research company:
“So what happens when your prime candidate lies to you? I am not talking about some modest little fibs here but some outright whoppers that when detected leave you twisting in the wind. As a recruiter, this doesn’t bode well for your relationships with different clients. Most prefer to know the goods are genuine authentic, not some counterfeit designer.” Here is the link to the article: http://www.recruitingblogs.com/profiles/blogs/when-your-prime-recruiting-candidate-lies-to-you-1?xg_source=msg_mod_comment
May 17, 2011 on 5:26 pm | In background checks, current events, entertainment jobs, executive search, finance recruiter, head hunting, headhunter, human resources, recruiting, retained search, social comment | No Comments
Gordon Basichis has written an informative article on Recrutingblogs.com:
While employers have long conducted education verification checks on their employment candidates, it appears that increasingly more staffing and recruiting groups are being made responsible for conducting this and other background checks as part of the employment screening process.
Education history, of course, outside of criminal records, is one of the more significant searches. For many positions, education is not just a prerequisite but also vital to employment candidate’s incumbent skill sets and the legitimacy they bring to the job. Those employment recruits who claim to but who do not possess the required skills can cause untold embarrassment to employer or recruiter alike. Both can lose clients over it, and in the extreme cases incur law suits. Read the whole article at: http://www.recruitingblogs.com/profiles/blogs/the-process-and-pitfalls-of
January 3, 2011 on 8:25 am | In Uncategorized, executive search, finance recruiter, head hunting, headhunter, human resources, recruiting, retained search, social comment | No Comments
Here is a post from a Forbes Magazine article by Victoria Pynchon:
FORBESWOMAN
10,000 Boomers a Day Need Jobs: Getting Back to Where We Once Belonged
Dec. 31 2010 - 3:52 pm | 689 views | 0 recommendations |
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Yahoo reported yesterday that starting tomorrow, more than 10,000 baby boomers a day will turn 65, a pattern that will continue for the next 19 years.”
That is not good news.
We boomers are not our parents’ retirees. We are not thinking Carnival Cruise Lines (CCL) or scrap booking at Vail (MTN) while our grandchildren learn to ski.
We are thinking unemployment, foreclosure, and bankruptcy. We are wondering where the money for our Plavix (SNY) will come from.
Women Particularly Hard Hit
For those women who have spent their lifetimes in jobs, the retirement outlook is particularly bleak with long-term job prospects worsening.
Economics professor and investment advisor, Douglas Rice, citing the most recent Bureau of Labor Statistics for the over-55 set, says that the employment scene appears to be better for women (6.2%) than for men (8.1%). “When you compare unemployment figures for today’s boomer women with their numbers at the beginning of the recession,” says Rice, “the picture is far gloomier. Only 2.9% of women over 55 were unemployed year-end 2007, so the numbers of boomer women looking for work has doubled since the beginning of the downturn.”
Add to that an average period of unemployment for boomers of nearly one-full year and you have a large and increasingly desperate group of people competing for twenty-first century work, often equipped with only twentieth century skills.
Absent an improvement in the economy, what can the post-55 woman do to improve her chances to re-enter the job market early in the new year?
Create a Tailored Search!
Brentwood Executive Search strategist Marcia Basichis suggests that job hunters do what any good negotiator would – learn your potential employers’ interests and tailor your resume to match them. “All job candidates,” says Basichis “should research companies they would like to work for, thoroughly going over their websites to understand the business.”
Instead of focusing on the past – the dead-weight contained in most resumes -Basichis recommends looking to the future by writing potential employers letters explaining how your existing skills, education and experience can benefit the company you wish to join.
“Dont overstate,” says Basichis, “but craft your resume in a manner that makes your experience most closely match the specific job you seek.”
As Canadian attorney Michael Webster adds to my post on interest-based negotiation, there are only two questions you need to ask yourself to radically increase your chances of winning the coveted job you seek. First, ask what you would do if you and your potential employer were one person instead of two. Second, ask how you might credibly signal what both parties would need to do to achieve that goal.
You can see the full article by clicking on the attached link from Forbes Magazine.
December 18, 2010 on 8:59 pm | In current events, executive search, head hunting, headhunter | 1 Comment
Interesting post on Corra Group’s Daily Planet Blog from a Yahoo article:
Mon, December 13th, 2010 - 7:01 am - By Gordon Basichis
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I found this on Yahoo.com. This is a list of disappearing jobs. Careers that will soon or eventually be no more. Get them while they last, but it’s wise to plan for the future. As a former journalist, I have seen that industry go through its changes. Newspaper? What newspaper? And with the shrinking number of newspapers, the reduced need for journalists.
Fashion Designers? They were also listed on Yahoo as an endangered species. That kind of surprised me, but nevertheless…here we be. Economics and plant managers may go by the wayside as manufacturing and production declines in this country. That is in and of itself some pathetic news on a lot of levels. All the talk of the “new jobs,” the “new technologies,” but let’s face it not everybody is skilled to develop new forms of green energy, or whatever.
Anyway. The Yahoo article is informative.
December 18, 2010 on 8:48 pm | In background checks, current events, entertainment jobs, executive search, head hunting, headhunter | No Comments
Hope this New Year brings all the best to our clients and friends. We look for 2011 to become a year of growth and greater opportunity for all.
September 20, 2010 on 6:17 am | In Uncategorized, background checks, executive search, head hunting, headhunter | No Comments
John Zappe on ERE.Net wrote an interesting article, entitled Consumer Confidence Improves But Job Numbers are Hard to Predict. Are they ever? Depending on who you talk to, where they live,the prognosis for the job market various widely. It may stink in California and Nevada but show signs of life in the Houston and Atlanta. Some of the Mid-West and Plains States have companies are hiring, but some of the more traditional industrial areas are having their troubles.
As Zappe writes, indicators are that for August 110,000 jobs were lost, but most of them through the continued layoff of Census Workers. I July, some 71,000 private sector jobs were created. I think this is the job sector that counts the most. Zappe points to the ADP National Employment Report. The Report is usually more conservative than the government’s and usually reports lower job figures.
Here is the synopsis of the ADP National Employment Report for August–The ADP National Employment Report
August 2010 Report
“Private sector employment decreased by 10,000 from July to August on a seasonally adjusted basis, according to the latest ADP National Employment Report® released today. The estimated change of employment from June to July was revised down slightly, from the previously reported increase of 42,000 to an increase of 37,000. The decline in private employment in August confirms a pause in the recovery already evident in other economic data. The deceleration in employment was evident in the major sectors and by size of business. This month’s decline in employment followed six monthly increases from February through July. Over those six months the average monthly gain in employment was 37,000 with no evidence of acceleration.”
In the shorthand, the report indicates that the economic recovery may be slowing down. Maybe. But again there are sections of the country where factories are up and recruiting if not brisk is steady. As for small businesses who are having trouble borrowing money to hire new workers and to upgrade equipment and such, it would be nice if someone could make available some funding. It would be nice to see the small businesses of America hiring people again. That more than anything would go a long way toward an economic recovery.
For those who conduct background checks for various businesses throughout the United States, they see companies are hiring. While some clients are still pretty quiet, there are others who are moving forward and have intensive recruiting campaigns in operation. In some cases there are companies who have been making do with skeleton staffs in order to survive, and now with their employees exhausted the employers see it as necessary to bring in additional staff.
Zappe points out that the job sites are posting more jobs that are available. That should signify something. But for now it is tough to say what is really going on. If there is any conclusion that borders on the absolute…it is that there is at this time no real accurate way to predict which way the job market is going. Everyday is a new adventure.e Employers hope to survive, and employees hope to keep their jobs. Or find one.
September 14, 2010 on 6:14 am | In Uncategorized, background checks, executive search, head hunting | No Comments
Here and there you get the story that is funny at the outset but upon further review it is no laughing matter. As I am an author and was in show business for a fair number of years, I do know a thing or two about dark humor. I also realize that dark or gallows humor is typically based on some grisly reality that we only laugh at the avoid some of the pain.
CNN reported the case where a security card was suspended from a Hollywood Department store for taking his job much too seriously. What did he do? Well, apparently a deaf customer walked out of the story with what might have been an article he hadn’t paid for. At least the alarm went off, which indicates that the person did have in his possession good that were not accounted for by the cashier. However, the suspected shoplifter, being deaf, didn’t hear the alarm. He kept right on walking.
Until an overzealous guard tackled the suspected shoplifter and put him to the ground, applying a stranglehold. The incident was captured by video cellphone. The suspected shoplifter’s lawyer is threatening to sue Forever 21 for excessive force. Now bear in mind that the suspected shoplifter, Alejandro Rea ,was convicted twice before on misdemeanor petty theft charges, in 2002 and 2008, according to the Los Angeles District Attorney’s office said. And now because he resisted, Rea faces he faces felony second-degree robbery. His alleged violent resistance to the security guard and his prior arrest record apparently played a role in the more serious charge, the lawyer said.
So what a mess. Now perhaps there is an issue of training here. Perhaps before tapping the suspected shoplifter, the security guard could have tapped him on his shoulder to get his attention. Perhaps it terms of the security guard or security forces in general, besides the usual background checks it is necessary to provide sensitivity training, aptitude and psychological testing and other reports that would help employers best determine how well their candidates are fit for the job. Granted, most security guards are in law paying positions, and often they have maybe a high school diploma. So it would make sense the additional training would be helpful if not necesssary.
Now the store faces possible litigation if Rea’s attorney does move forward with a lawsuit contending that the guard used excessive force that was disproportionate to any shoplifting issues. The offset cost of one successful lawsuit may go a long way toward conducting additional background checks on job applicants, in terms of criminal records, psychological testing, and sensitivity training. Otherwise, an incident like this makes for embarrassing headlines and the possibility that someone in the melee could have caused another physical harm.
Like I said, it’s almost funny for a moment. But in a situation like this, nobody wins in the end.
September 10, 2010 on 6:08 am | In background checks, executive search, headhunter, human resources, recruiting | No Comments
Looking for work. According to an article in the New York Times, then maybe you should be looking in China. At least if you are a CEO or a “C” level executive. This move is considered a reflection on the Communist Party’s unhappiness with the performance of some of the larger companies in China.
According to the times article the ad was looking to recruit candidates for 20 senior management jobs in industries ranging from nuclear power to automotive and textiles. While some of the positions were restricted to Chinese nationals, some of the ads were designed to solicit foreign applicants. Several required proficiency in foreign languages like English and French.
There were also recruitment ads for junior executives. These postings were for positions in mining, communications, construction, nuclear power and shipping. The advertisement stated that the candidates are expected to “serve the reform and development of the S.O.E.s,” or state-owned enterprises, according to the Times.
The Internet biosphere erupted with various comments, not all flattering. There were remarks about nepotism and how it is prominent in Chinese industrial culture.
Is this a trend or merely an occasional recruiting campaign? It is difficult to say at this point.
May 6, 2009 on 5:33 am | In Uncategorized, current events, executive search, head hunting, human resources, recruiting, retained search, social comment | No Comments
In this extraordinarily difficult economic climate, we are often asked, “Why should I pay for a retained search, when I am looking to save money.” A very common misconception is that there are so many unemployed candidates in the marketplace, it should be like shooting fish in a barrel. We hear this all the time when a hiring manager is getting ready to fill a role. While it is true that there are many, many unemployed people on the street looking for work, it is important to ask oneself, “Why was this person let go, while another kept their position.”
The answer often is that companies do not easily lay off their top performers, the best of the best. Layoffs can often be a winnowing process to “clean house.” If the role you are filling truly requires a “financial athlete,” a high performer who can lead and progress through your organization, there is a good possibility that that person will still be happily employed. Often this person is deeply embedded within an organization, and as an inactive candidate they can be hard to identify.
Companies will often take their search out to contingency firms, spreading the net wide and paying commission only when a firm successfully places a candidate. You can get lucky this way. However the biggest pitfalls are two fold. A contingency recruiter will often go after the low hanging fruit. He or she will show resumes of active candidates that have come their way, throwing the resume against the wall and hoping it will stick. Minimal effort required. As discussed above, active candidates, those with resumes in the marketplace, are often not the candidate that is the high-flier.
When you hire a retained search firm, you are paying for extra effort and personalized service. More often than not the retained recruiter will have a deep specialty and can more fully assess a candidates’ strengths or weaknesses. They will have a well developed network of relationships that can help uncover the “embedded” candidate. And they will have the skills to “pry a candidate loose.” At Brentwood Search it is common to recruit high performing candidates who are both happy and successful in their current companies, and who have never even considered looking, let alone been active in the marketplace.
Because a retained firm is working on fewer engagements at any given point in time the recruiters at that firm will aggressively be on the telephone, calling and networking to identify and convince a top candidate to look at an opportunity.
Is this sort of recruiting somewhat more expensive? Yes. But the results speak for themselves. If you are placing a candidate into a mission critical role, a mistake can be ruinous to your company. Or at least can be costly in terms of replacement, hours lost, business lost to name just a few. A retained firm will give you in depth referencing, sometimes referencing even the referencer. They will insist on background screening, in all instances, but particularly in instances where the executive has fiduciary responsibility or access to proprietary information. At Brentwood Search, we use Corra Group to do our background screening, and find that the level of personalized service that company provides is in keeping with our own philosophy of quality service.
A company is only as good as the team that is assembled. It is our mission to provide our clients with personalized and in depth service, guaranteeing the best available candidates match the specifics of the positions they are hired to fill.
The question we ask our clients is: “How important is this role to the success of your company and to you?” If the answer is very, then retained search is clearly your best option. You will save or make money in the long run.
February 18, 2009 on 5:33 am | In current events, executive search, human resources, recruiting | No Comments
The recent economic downturn is causing many companies to rush to layoff employees in an attempt to implement cost cutting measures. If you are one of those receiving this unwelcome news at a time when job opportunities are rapidly disappearing, panic can often set in. This is perhaps the worst response to this crisis. Cooler heads and a clearly thought out job search plan are absolutely essential in these situations.
Beyond the usual and obvious “network with people you know” advice that is, of course, crucial in a job search, there are several things to focus on that enhance your chances of getting work. Many people who find themselves suddenly employed, turn right away to Internet job boards and postings.
What most people do not know is that you can spend days, weeks, months even, firing off responses to job listings, and your resume may never even be seen by a company’s internal recruiter. To deal with the large influx of candidates, many companies use screening techniques that are keyword sensitive. If your resume is not properly prepared, it may find its way into the circular file without ever being read by a live person. It is always best to look at each individual job description and fine tune your resume to utilize exact words and phrases from that description in your resume. Automated screening software will often look for the best “exact match.” The earlier in the resume these keywords are utilized, the better chance you have of having your resume reach an internal recruiter’s hands.
Very, very few internal recruiters, or search firms, are happy to receive “functional” resumes. Your best bet is ALWAYS to craft a chronological resume.
But all this aside, success in your job search will require far more in the way of proactive involvement. We always encourage a candidate to put together a “target list” of companies. This list should include companies that take advantage of your body of experience and knowledge. It is much harder to change industries or job function when looking for work in a climate like the one we are experiencing. And you cannot rely on the hiring manager to recognize how you might “fit” the position. You enhance your chances of success if you spend a good deal of time researching the company — the Internet is great for this. Press releases on current activities at the company and areas of growth within each company will be key to helping you define how you are the best candidate for the job. Too many candidates spend time talking about their past, who they are and how they have progressed in their career. What the company wants to know is, “What can you do for us?” Nothing works better than a candidate who comes prepared with a knowledge of the company and ideas about how they might be useful to an organization. It is never about you. It is always about what can you do to enhance the company. Most successful candidates win jobs by taking this more proactive approach.
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