Well mine does, sometimes!

I’ve always had a tough time being succinct. Blame it on being a detail oriented, “transparent with the client”; hate to leave out anything Ms. Perfectionist”. My boss’s boss likes to say my middle name is “one hundred percent”. (Actually I quite like that though am not sure who’s getting the last laugh here) And, on the other hand, one of my managers says I write too much aka The Gettysburg. Geez, how to please ‘em all?? I am trying hard to be succinct. Frankly it’s been a bunch of years of trying. HA. OK seriously, I get better each year like a fine wine.

Now here’s what I think about this process. There is really no right or wrong here. Common sense should prevail and of course a good command of the English language or for that matter whatever language you are presenting in. We are so “globally local” these days that you have to “Think Global, Act Local” all the time. So go with what your Hiring Manager likes, go with what your Client likes. Mirror the recipient’s style and you will likely succeed.

Here’s a little ditty I composed (think of Peas Porridge Hot, Peas Porridge Cold)

Some like it long,
Some like it short,
Some like it to the point,
As long as the story is told.

It also depends on the type of recruiting firm (Third Party Recruiter) presenting a candidate – if you are an Executive Retained Search firm (all the details, some use a standard template even), Contingency firm (a resume and few lines may work) or a Staffing firm (take the middle ground here). Moreover, the quality and quantity of details varies by the candidate’s experience, length of work history, accomplishments/accolades not mentioned on a resume (every candidate should be smart enough to list this), the level of the position within the company, the impact this position has/will have on the organization and reporting hierarchy which may lead you to have some additional information than just the usual.

You have to build your case – the story has to be told. After all YOU were the first one to talk with the candidate, weren’t you? Clients have less time and Corporate Client Hiring Managers have even less time so I make sure I include the following data points, at a minimum, in my presentation write-up, aka The Story.

1. Candidate’s full name in the introductory line. Then refer by first name or nickname or with an Honorific (Mr./Ms./Sir) if you need to be formal. This identifies The Who & sets the stage.
2. Brief intro paragraph to summarize what you think this candidate can bring to the table and how his skill set would fit in with the organization. This Justifies the Who.
3. Brief paragraph about candidate’s current job situation and why they may be looking. This is like the main plot.
4. More brief paragraphs about prior work history, reasons for leaving each position. Here you introduce the “Other Characters”.
5. Details on candidate current/most recent compensation. Some history or comp range on previous positions. These are details you don’t want to make obvious but you can’t afford not to share!
6. If the position requires relocation, make sure you discuss this with your candidate (& he/she with the family) and let the client know the candidate is able to and provide soft details if the candidate has family in that area. Otherwise, this can be quite the anticlimactic show stopper in your story!
7. Sum up with a few personal details if gathered on your screening call and wrap it up, re-iterating what great fit the candidate would be. The End.
8. Always ask for the client’s/ hiring manager’s feedback and next steps on the candidate. Action Items.

Don’t ramble, stick to the facts, and interject some opinions.

As for that Gettysburg Address reference – well guess what – the client thanked us for the details and thought it very informative. Lucked out on that one!

We all have our styles and checklists. So how do you write yours? What do you include? What do you stay away from?

The premature passing of CEOs is no longer a rare event. Historically this condition beset only an unlucky few, but we are now witnessing many damaging examples of leadership gone awry. A recent study of CEO succession in the world’s 2500 largest companies, conducted by a top management consulting firm, found that the frequency of CEO succession events increased from 6% per year in 1995 to 11.2% per year in 2000. Perhaps even more telling are findings that in 2001 only 47% of corporate chiefs who departed did so under terms of a so-called regular transition, compared with a whopping 72% in 1995.

How pervasive is dysfunctional leadership? I’ve encountered senior executives who insist on pursuing patterns of dysfunctional behavior — who, even in the face of withering heat brought on by mere lip service to the need for fundamental change; pursue actions that lay wide open the web of narcissism that has engulfed them. Is this seemingly endless line of leadership betrayals we see unfolding before us a legitimate indictment of the majority of leaders currently running (or available to run) our enterprises?

My experience, and that of senior colleagues in the executive search profession, suggests that this is not the case. However, our experience does attest to the fact that while this dysfunction is not the norm; the trend of premature succession is on the rise and is likely to accelerate.
(more…)

This time last year, the kids were back in school and we were riding that staffing wave and “hanging 10” (insert Hawaii Five-O music here).  Soon after, recruiters were left simply “hanging” and some felt like “hanging” themselves (though I do not know of any that actually did thank goodness).  My fellow recruiters started losing their jobs and we knew we were all in trouble.  And now, Ben Bernanke, current Federal Reserve Chairman thinks that one of the worst economic downturns in American history IS OVER (insert happy music here like “Celebration” by Kool & The Gang ).   Every publication and media outlet seems to point that way i.e. The Washington Post, Wall Street Journal, FOX News…you name it.  The problems in the subprime market seem contained, consumer confidence is restoring, homes are selling, HAPPY DAYS ARE HERE AGAIN!!!!!  BUT, BE AWARE that Bernanke also did not detail any significant changes in the immediate future.  Yes we are improving, but not at a rapid pace.  If you ask me, go ahead…ask me…ok, thanks for asking, a full recovery cannot come quick enough.  Bernanke’s Fed, meanwhile, has been giving pretty clear, yes “crystal clear” (thanks Jack and Tom) signals over the past couple of months that it thinks the recession is ending but the recovery will be sssssllloooowwww and weak.  At my firm we support both Corporations and Executive Search and both are showing an uptick in activity, not a rapid uptick, but an uptick nonetheless.  I’ll take that.  Clients that we have not heard from in a while are opening searches and we continue to see activity in the areas of Defense, Energy, Healthcare and Education.  Even new clients are coming out of the woodworks from these areas.  I just look forward to the days when retail, financial services and construction are strong again and I will feel whole again.  Meanwhile, I will continue to satisfy my clients, exceed expectations, watch Wall Street recover and dream about the day when all of my fellow recruiters are back to work and that time should be soon…I hope. ARE YOU READY FOR THE WAVE ?!?!?