A Headhunter’s Dirty Little Secret No. 1 – Poaching Candidates

Want to know a recruiter’s secret about luring top-notch executive talent from other organizations?

Timing.

Believe it or not, the Fall season is one of the most ideal times to hire executive talent for a charitable, non-profit, or social-profit organization.

Why is this the best time of year to hire? Consider the following:

  • Those who come to the realization they are ready for a career transition often do so once they return to work and daily routines after a leisurely summer vacation.
  • In many people’s minds, the start of the New Year is a logical time to start a new job.
  • The Fall season initiates the beginning of networking events and seasonal parties when natural interaction among professionals occur, making it a great time for people to organically talk about and promote an opportunity at your organization among their respective networks.
  • There is a natural breaking point in this sector around the Christmas and New Year holidays, thereby making it a great time for executives to resign and take a week or two off before starting a new role.
  • It is easier for executives to disengage from their present charitable organizations at the start of the New Year because most of the high-volume fundraising work is over after the Christmas season.

With this in mind, during this season when your executive recruiter goes tapping your favourite executives from other organizations on the shoulder on your behalf about a career move, you may find there is an overwhelming allure to a leadership role within your organization.

Problem is, many leaders in the charitable, non-profit, and social-profit sectors fail to maximize this time of year. Instead of attempting to secure talent and solidify a strong leadership team in the months leading up to the New Year, organizations focus on the panic and immediacy of end-of-year fundraising.

As a result, most searches for executive talent are pushed off until the start of the New Year, when your most desirable executive candidates have already secured roles elsewhere.

But don’t just take our word for it. Consider the data released by Executives Online in July of 2014, which affirms that January is:

third from the bottom of the twelve months in terms of new jobs. What makes January even less advantageous to the job-seeker is the New Year’s resolution effect: Candidate registrations surge in January, which may make it harder for yours to stand out. The ratio of new candidates to new jobs – a figure we’ll call the Search Competition Index or SCI – is highest in January of any month, by a considerable margin (24% higher than the next month). Too much noise in the market also makes the employers’ and recruiters’ task of selecting the right people for shortlist and hire more difficult. It may be better, when hiring, to wait for a calmer month. (Beitel, 2014, para. 3)

If you really want to be a charitable, non-profit, or social-profit organization that is truly set apart from others in the sector, why not start by growing and strengthening your executive leadership team when no one else is doing the same.

Reference:

Beitel, Anne. (2014, July 31). Data reveal best time of year to hire, find a job. Retrieved from: http://www.executivesonline.fr/en/blog/2014/07/31/data-reveal-

best-time-year-hire-find-job/

Leave A Legacy, Not a Mess: Learning from Mistakes

There’s a lot you can learn from the legacy that others leave upon their transition.

Similarly, there’s a lot you can learn from the mess that others leave behind in their abandonment as well.

The strongest leaders are those who learn from the mistakes of those who’ve gone before them; who learn from the mess that is left behind. Read more

Leave a Legacy, Not a Mess: Avoiding Burnout

“Burnout is a choice.”

I overheard a complete stranger make this remark to someone earlier this week. Without even knowing it, this person sent my mind racing about the validity of this statement. Is burnout indeed a product of one’s choices?! 

A leader experiencing burnout is doomed to both leave a legacy and a mess. The legacy of burnout is one of pity and disenchantment, while the mess is one of chaos and  anticlimax.

As with most potential challenges in life, burnout can be avoided through prevention. Here are some quick tips that will help you avoid burnout to ensure that you leave a legacy, and not a mess: Read more

Leave a Legacy, Not a Mess: Perfecting Leadership

I can’t tell you why I hadn’t understood this before, but I only recently discovered that it is impossible for me to be the perfect leader to any given organization.

Dying to know why!?

It’s because there is no such thing as the perfect leader. Read more

Leave a Legacy, Not a Mess: Mentoring Leaders

mentor |ˈmenˌtôr, -tər|

noun

an experienced and trusted adviser: he was her friend and mentor until his death in 1915.

• an experienced person in a company, college, or school who trains and counsels new employees or students.

verb [ with obj. ]

advise or train (someone, esp. a younger colleague).

DERIVATIVES

mentorship |-ˌSHip|noun

ORIGIN mid 18th cent.: via French and Latin from Greek Mentōr, the name of the adviser of the young Telemachus in Homer’s Odyssey .

When we talk about the concept of leaving a legacy and not a mess within one’s organization, the topic of mentoring other leaders cannot be overlooked. Read more

Leave a Legacy, Not a Mess: Succession Planning

Tired of reading today’s-best-tips-on-succession-planning type posts?!

I don’t blame you.

Succession planning is a popular topic and one can easily become inundated with information on the subject and overwhelmed with the step-by-step process by which to begin and maintain a succession plan for any given organization.

We cannot, however, in good faith leave out the topic of succession planning from a blog series such as Leave a Legacy, Not a Mess. The simple realization is that if an executive leader or board has avoided creating a succession plan, all hopes of leaving a legacy will be dashed by the onslaught of an interim mess.

Yet it doesn’t have to be this way. Read more

Yahoo! It’s Time to Review our Employees!

Today I was reminded about the existence of “Yahoo”.

Remember?! Yahoo was one of the first major players in the search engine game. In fact, about fifteen years ago, Yahoo was the only search engine I ever used. 

To be honest, I’m not even sure what happened to Yahoo over the past decade, but eventually, in my cyber world at least, the brand was phased out. It’s almost like Yahoo is an old girlfriend. You know, one of those past flings where you can vaguely remember that you did indeed date for a while, but the details concerning the relationship are a little fuzzy, and you’re just so happy that in the long run you found the “right” one (I love you Google).

Yahoo, however, is once again taking the spotlight on a very small stage given the recent hire of its new CEO, Marissa Mayer – a former executive at Google. Apparently she has brought some of Google’s former executive leadership practices with her, one of which being the tedious, but worthwhile task, of personally reviewing every new hire that Yahoo makes. Read more

Social Recruiting Series: A Conclusion & Infographic

Using social media is no longer a fad – it’s practically an expectation.

As we look to wrap up our summer Social Recruiting Series of blog posts, I’m curious to know if you’ve used some of your down-time during this season to explore new social media platforms or have attempted to be more strategic with the social networks in which you were already involved?

In an infographic entitled, The Future, Social CEO, discovered on CEO.com the future of C-Suite social media engagement is explored. Not only has social media and communication affected the recruiting sector, it has also had significant affects on intelligence and marketing research; customer relationship management; and public engagement. Read more

The Rise (or Return?!) of the Chief Customer Officer

In the end, it’s all about the customer.

It is, at least, if you’re the company’s Chief Customer Officer, better known as the CCO.

In an article entitled, The Rise of the Chief Customer Officer, written by April Joyner for the April 2012 edition of Inc. Magazine, the evolution of the CCO’s role since its emergence in the early 1990s is examined. Read more

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