National Register USA

This is a special candidate side episode before I release The Recruiter’s Review: Employer’s Edition (coming this fall). As I move into the Employer’s Edition, I will still provide more of these strategic candidate topics. If there is a topic you wish me to air, email me or send me a message on LinkedIn. The material in this episode has been inspired by a few final interviews I have seen or heard of NOT going to an offer this year. As I said in "The Pendulum Swings" episode, we are no longer in that job market where it’s an easy and quick one or two interviews and an offer is made. Rather, we have returned to very traditional interviewing with multiples steps and a final interview that is truly a FINAL INTERVIEW that is not guaranteed to result in a job offer. I recently filled a position where the first finalist blew his final interview. Personally, I thought he was the ideal hire. But no matter what I said, I could not shake my client’s concern in what they call a very lack luster final interview with the CEO. How to win in the final interview? Tune in for another episode of The Recruiter’s Review.

My podcast is not going to be free for listen much longer. Many of my followers have "liked" the posts, but if you have not listened in, you should. This is not a "how to interview" podcast. Some comments I have received from both high level "candidates" and hiring leaders note this podcast as some of the most strategic career advice they have ever heard, and were unaware of. Whether you are proactively considering a change now, or not, tune in. Tomorrow, you could find yourself on the receiving end of a recruiter's call with an opportunity too good to decline, or the unfortunate call of a lay off. The information I put out in this series addresses it all. I am making my podcast free on LinkedIn to my followers for a little longer, and I do hope you will actually listen in. Each episode is in easy listen format, perfect for when you are in the car or with downtime at the airport. I hope you will tune in. https://lnkd.in/g9y4s_Xu

Over the years, we have been asked by our candidates and clients for our advice on careers. Coming soon, NR-USA will be offering Career Coaching for those in our specialties – sales, marketing, operations and leadership.  We know how a career is supposed to progress, and can advise on what that next step should be, whether it is a promotion where you are or a move you need to make. When it comes to salaries and compensation, we know where the bars are actually set. We will be offering coaching at the mainly at the mid and executive level, but with the many asks from clients and long time candidates of ours about their children as they enter and begin in the job market, perhaps offering an “early career” coaching program. 

I have had enough client feedback on this topic that I felt it important to share. When it comes to a resume, it needs to share more than just a job description and/or the activities one does. The reader needs and wants to see the following in the job history, especially the current and recent. 1. Company AND a short statement of what they do. Don't assume everyone knows what your company does, even a Blue Chip type, as there are many divisions of them. 2. Your title and a short statement of what you do. 3. And most importantly, some bullet points on your accomplishments. This is one piece I see many people skipping on their resume, even at the executive level. Some tell me they fear it is bragging. It is not if you have done it. Muhammad Ali said that in an interview with Howard Cosell in the 70's, "It's not bragging if you can back it up!" Your resume is the first impression you make when putting yourself forward, and weak first impressions often mean not getting the opportunity to make a second impression. The quick scan of a resume is really your first interview! Be it one sided, you are already being "interviewed" when someone is reviewing your resume. I am reposting my podcast on resumes, first interviews and correspondences, but if I did not emphasize the accomplishments piece enough in the episode, take to heart the points made in this post. Wishing all of you who are seeking their next opportunity the best! The job market is brisk, and multiple opportunities are out there! Rest assured, if you are in my network and I think there is a match with something we are retained on, we will be in touch! I appreciate all of you and your years of following and support. https://lnkd.in/eT9EXRE3

Manufacturing seems to be the hot space right now. We are seeing a lot of recruitment and movement with plant managers and distribution supply chain, as well as project managers. Maintenance Managers are and Plant Managers seem to be the highest demand with many receiving multiple offers. With a number of plant managers who have retired versus continued onward in the job market, there seems to be a shortage of plant manager talent right now. And, in general, a shortage across most manufacturing positions in management and engineering. On the sales front, medical equipment, payments and financial consulting are showing movement. The payments space in particular seems to be very hot, and as well, with a shortage of talent. Same as in plant manager searches, we are seeing those in the space taking to the job market are soon to be with multiple offers in hand. In the start up world - a few high profile start ups had planned sales expansions beginning in Q1, and are now pushing those off until June. Across hiring industries, hunter and business development roles seem to be the flavor. Which tells me industry is sensing a new wave of revenues to chase, which bodes well in the big picture.

Without new blood, the heart stops beating and the body dies. People. Talent. They are the new blood that an organization needs if it wants to grow and continue. I am surprised to hear how many companies are slashing recruiting budgets and salary levels this year, when talent is now in yet in the highest demand and the shortest of supply. In this new phase of profit demand and budgets, I understand the need to meet budget; I own a business myself. But without the newest and best talent, the organizational heart beat goes into arrhythmia, and then simply stops beating. C Suites, look at your budgets and perhaps spend less on the unnecessary expenditures and more on talent acquisition. People make the organization, even in the age of AI. I know of one company that just slashed TA budget in half, yet spent over 500K on Christmas parties and luncheons across North America. People. Most business will fail without the best of them.

I encourage my followers, again, to listen in.  This podcast is free.  This week, I am dealing with three heartbroken recruits.  One is at the executive level and over negotiated at offer stage. Another is an enterprise level sales executive who failed to do any follow up with the hiring manager. The third is one who disregarded my series advice on resumes.  Sure enough, her resume did not match the application and the job offer was withdrawn. All three are asking me why they did not get offers. Tune in and catch up. I am releasing more episodes on the “candidate” side before we launch into the "employer" side. And speaking of, my transition episode to the employer side will contain advice for both sides of the desk. Joining me will be Emily Mulicka and Monia Smith of NCR. Both have insights for both candidates and hiring managers. Stay tuned for details and dates! https://lnkd.in/g9y4s_Xu