It was yet another conversation with yet another highly talented candidate. The job I was recruiting had everything on his extensive list of must-haves, and nearly everything on his wish list. He, in turn, brought the credentials, experience, and stellar communication skills my client needed most.
Yet, I didn’t leave that conversation ready to place him at the top of my shortlist. Here's why...
A few weeks ago, my good friend and long-time colleague, Melissa Albers invited me to be a guest on The Self-Awareness Journey, the podcast she hosts with JJ Parker. She wanted to talk about The Great Resignation and how pandemic-inspired job decisions can affect our careers and, more importantly, our lives.
If you’ve been questioning whether your current job is really “the one” for you, you’re hardly alone. It’s been a long, often exhausting two years of upheaval. Many – I might even say most – Twin Cities professionals have experienced at least a few moments in doubt about their job and whether their work-life is in sync with their life’s priorities, values, and goals.
As an executive recruiter in the Accounting and Finance space, one of the roles I most often partner with employers to fill is the role of Controller. As a CPA myself, I'm no stranger to updating my own LinkedIn profile to attract the attention of a hiring manager in this space. More importantly, I've partnered with dozens of companies throughout the midwest to help them find and vet top talent, with the goal of finding the perfect fit for their vacant Controller role.
It’s one of the great dilemmas of candidates across all industries, especially during a pandemic. You find a great job, you know you’re a perfect fit but your application is greeted by a wall of silence or a standard letter stating “We’re sorry but other applicants more closely matched our requirements.” Perhaps, like many others, this company was forced to eliminate a number of jobs in order to financially keep afloat, making the competition even more fierce for the remaining jobs.
As vaccinations become more widely available in MN, offices that have been operating with most, or all employees working remotely, are making plans to re-open their doors. In many ways, a return to a routine of leaving the house each morning for work is welcomed. However, for many of us, working from home presented an opportunity for greater self-care.
As many of us prepare to re-enter the daily grind, how can we take what we've learned from our time at home with us back into the re-opening world?
If you’re a marketing professional in the Twin Cities, you’re well aware of the major industry reshuffling we’ve all witnessed this past year. It is staggering. In fact, Forrester recently estimated that the pandemic has caused more than 50,000 U.S. marketing and advertising professionals to lose their agency jobs.
While other industry experts and researchers ponder what this all means for the future of the marketplace, here’s the question I’d like to help answer here:
You’ve just gotten word about a great job at a company you admire and, from everything you’ve seen so far, it’s perfect for you. Next step: submit your application, resume and cover letter. Next step after that: sink into a state of fear and paralysis. Why? Because, not long ago, your career hit an ugly little speed bump. You were demoted. And while the personal pain of that event has started to subside, you worry that it has put a permanent stain on your resume – and your career aspirations. As an executive recruiter, I am often struck by how highly competent professionals can remain haunted by a past demotion. While no one can whip out a magic eraser and undo what has happened, I can offer you something better. I can tell you what works. Here is a realistic strategy for dealing with a demotion on your resume, in five simple steps.
There are very few moments in a job search as thrilling as learning that the employer of your dreams is about to extend an offer.
And then, there are few moments as demoralizing as receiving that offer… only to discover that it is nowhere near the salary you thought it would be.
You’ve been lowballed, my friend. And it happens more often than you might think (even to very strong candidates). We have a team of executive recruiters in Minnesota, and a team of executive recruiters in Chicago, and both teams will tell you that they have helped candidates craft professional counter offers many times over the course of their recruiting careers. We're here to explain why this happens, and what you can do about it.
