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/

Coffee the App

You know us, we rely on networking and are very intentional about engaging our network. It’s the core of who we are, really: “We make connections with exceptional people who have exceptional connections.”

Yep, that’s us alright.

What you may not know about us, is that we’ve been integrating social recruiting more intentionally too. It has become a means for us to add greater value to our network and  be more encompassing to the leadership and hiring needs of those we serve in the not-for-profit sector.

As you can imagine, when we stumbled upon the Coffee app, which is designed to “create a mobile community of hiring managers and job seekers” (Bernard, 2014), we were eager to try it out.

Coffee_ScreenshotQuite simply, Coffee connects job seekers with hiring managers or recruiters. It quite literally allows you to strike up a conversation with the people you’d like to work for or with folks you’d like to hire in the same way you’d strike up a conversation over a face-to-face coffee.

With this in mind, Nathan Bernard, Founder and CEO of Coffee says, “At Coffee we don’t believe that a job posting should represent a person. Instead, a person should represent a job posting. You’ll learn a lot more about a company by seeing, connecting and chatting with a real employee / hiring manager rather than just reading a boilerplate job posting . . . This sort of social recruiting is going to be huge.”

It’s new – like brand new – so if you’re going to notice it currently has limited exposure to executive nonprofit professionals, Canadians, and nonprofit organizations, but that’s why you should download the app and try it out! The more people who begin to use it, the more beneficial it will be to the overall userbase!

Our social recruiter tried Coffee out last week and ended up having a “coffee” with Nathan Bernard, himself!

Nathan was happy to receive our feedback about how the app could better encompass the charitable sector and those who work and hire in not-for-profit organizations. He assured us that tags to reflect nonprofit interests are in the works for version 2, as well as a web app for hiring, and a way to indicate on your swipe card that you are hiring.

So download it! Try it out! Strike up conversations! The more nonprofit Canadian talent that uses the app, the better it will be!

Read More:

Huff Post Tech:The Coolest Networking App You’ve Never Heard Of

Bostinno:BU Alums Create Coffee to Connect Yo-Pro Job Searches

LinkedIn: Millennial Job Search Gets a Cue from Tinder

Boston Globe: New App Makes Job-Hunting a Social Experience

Recruiting for a Change: SocialHeadhunter.com

You never need a recruiter until it’s too late.

As a candidate, you never need a recruiter until you’ve lost your job, been fired, or resigned. And then, at that point, you’re not the ideal candidate no matter your experience because you’re an active job-seeker rather than passive. It’s always easier to place someone who has a job than one who is without a job.

On the other hand, as an organization you never need a recruiter until your President, CFO, or VP of Philanthropy resigns and you’re left trying to fill a gap in the interim while completing a search process and burning out your remaining staff in the meantime.

In the spirit of our newest blog series “Recruiting for a Change”, it seems that recruiters need to make more time for you now – when you don’t need them and they don’t need you. 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

Size Really Does Matter [INFOGRAPHIC]

Ever since I got my iPad, I’ve grown an genuine appreciation for Pinterest (much to wife’s sheer delight).

Now, while she tends to spend her time on the social platform exploring categories such as “Things that Sparkle” and “Healthy Meals that Taste Gross to the Rest of the Family”, I on the other hand, have been indulging in my love of infographics.

It just so happens that I stumbled upon a fantastic little infographic that makes a great case for my little boutique executive search firm; concisely explaining what I already knew – that size really does matter when it comes to recruitment! 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: Best Practices for LinkedIn

Of all the social media platforms, in all the towns, in all the world, LinkedIn is the strongest player in the social recruiting scene.

LinkedIn may be described as a professional social communication platform, which is comparable to Facebook in that you can post status updates and view other people’s profiles. Rather than acquiring “friends” on LinkedIn, you make “connections” with other professionals and colleagues.

The major difference between LinkedIn and Facebook, is the professional context that is inherent to the very inner workings and participants of the platform. For example, one’s LinkedIn profile is much like an online resume – describing one’s professional accomplishments and educational journey.

A common misconception about LinkedIn is that you need to be looking for a new role or job to justify being an active participant on the platform.

Au contraire. Read more

Social Recruiting Series: Popular Social Communication Sites

Within the next few days, the Canadian working world is preparing to embark on the most anticipated season of the year – summer vacation!

The first two weeks in July are the most popular times of the year to take a vacation. Whether you have plans to travel or are instead organizing a more economical “stay-cation”, consider using this downtime to enhance and experiment with your existing social communication profiles and new social networking platforms, respectively.

Why?! Read more

Social Recruiting Series: An Introduction & Infographic

Social recruiting.

It’s the new “it” thing in the land of recruiting, so if you’re not effectively using social media within both your personal life and professional pursuits, you may be less likely to be considered for promotion, may be limiting opportunities for career transition, and may be compromising your chances of being the preferred candidate from the short-list in a new hire.

That said, if you’re not using social media at all, you’re in even more trouble career-wise. Read more

The Cost of an Angry, Alienated Job Applicant

Every industry has it’s good and it’s bad. In the recruiting sector, dealing with a mass influx of job applicants is generally something that recruiters are not very good at.

As a retained executive recruiter that goes to market on behalf of other companies and organizations, it is always my goal to provide a level of service and a personal touch that far exceeds a potential candidate’s expectations because I understand that a candidate’s experience not only reflects my own brand and company, but also that of my client’s.

Yet, for larger companies with HR and recruiting departments who often have dozens of job orders on-the-go at any given time, it can be difficult to respond to every single applicant. The danger, however, of not taking the time to appropriately respond to potential candidates can have an adverse impact on your company as a whole. Read more

END YOUR SEARCH HERE

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