Your website has this teaser: “Ask a wide range of recruiters to describe or identify what they would most want their clients, hiring managers, to know in order to make the recruiting process more effective.” We’re lazy. What should they know?
Among the tips:
• When you are the hiring manager, your ability to predict the future performance of people is just as important as your ability to predict the performance of any other critical asset.
• The recruiting process is a collaborative effort. Managers know their industry and have the best contacts within it.
A strong partnership between manager and recruiter is one of the keys to success.
• Despite current market conditions, there will be an increasingly profound shortage of talent (which is not the same as “applicants”).
• Proactive interviewing is important. Be willing to interview good candidates with the right talents even when there isn’t an opening.
We should be interviewing to build a pipeline of talent.
How has career coaching changed during the current recession? Do you find more people seeking counsel on keeping their jobs let alone finding new ones? What kind of person looks for a new job in a recession?
Career coaching has gotten more practical, tangible and job search focused versus exploring a potential range of options that might match someone’s transferable skills.
And, people have more tools available to them and those tools are much more sophisticated than in the past (e.g. job boards, contact management software, social networking sites.
There are still-employed people looking to make a move and generally they are highly capable professionals who are at odds with their boss, have been held back from advancing their career or are anticipating major changes like a sale or merger of their company.
Is the old maxim, “It’s easier to find a job when you already have one” still true in this current climate? Are your more successful clients currently employed when they find new positions?
On the one hand, people who have a job feel more confident when they apply, and prospective employers don’t have to wonder why they have been let go.
In that sense, it’s “easier.”
However, it’s easier to run a job search campaign when you aren’t working full-time since finding a job takes incredible time and effort to do effectively.
The other old adage is certainly true … “finding a job is a full-time job”.
Your career concierge service talks about helping an executive develop a brand. Is this possible for somebody in the mid- to late-40s? Can they suddenly develop a brand that will get notice?
People already have brands; it’s really about discovering what it is and articulating it with clarity and strength.
Your brand reflects what you are known for. I ask people, or help them discover, what their competitive advantage is.
Why are you different from/better than other people with your amount of experience?
