HR Execs are Stressed

There is a great article on Human Resource Executive Online today entitled What’s Keeping You Up? It describes what is on the minds of today’s top HR executives. Accompanying the article is a detailed survey on the various workplace issues HR execs are dealing with. No one will be surprised to find that 80% of their respondents report that their stress has gone up in the last 18 months, that employee morale is down, and it is harder to keep people engaged and motivated.


We have written before about the productivity problem, and that people are so overworked they will respond quickly when new opportunities begin to appear in the job market. In this article, HR Execs express their agreement by indicating that employee retention is a top concern, even in this kind of market.

Another interesting point is that a key stressor for HR Execs is the inability to take action on key issues. One example mentioned is wanting to develop people to aid in retention, but not having the budget to do so.

HREO is always full of interesting articles, so take a look when you get a chance.

December: Great Month for a New Job

Most job seekers, whether actively looking or passive (just interested in other opportunities, but not looking), put job search activity on hold in December, under the assumption that employers aren’t thinking about hiring.

An article Friday on CNNMoney.com points out that December can be a great time to explore a new job. Hiring managers are relaxed, and perhaps under less pressure, so they can invest time in candidates. Because fewer people are looking, there is less competition. And, although more hiring actually occurs in January, many employers would prefer to hit the floor running fully staffed in January, by making the hiring commitment earlier.

Over my 25 years in the executive search business, I’ve never had a slow December. Many companies do their next-year staffing plan in September or October. Budgets and head counts are set, and plans put in place. In fact, in some cases, when hiring managers do procrastinate, it can actually be to the advantage of the job-seeker, because you may inquire and find an opening that hasn’t been posted, and no one else knows about.

So if you want a new job, use the next two weeks (up until 12/18 or so) to make contact with hiring managers. You may be pleasantly surprised at the results.

Job Hunting Tip #4: Value Creation and Getting Jobs

Grant Cardone’s latest blog is titled: 12 Tips to Getting a Job in Any Market. I agree with him, especially about showing how you can create value. It is critically important, especially for the executive job seeker, to NOT interview for a job, but to illustrate how he or she can create value by making money or saving money for the new employer. This applies particularly well to the “hidden job market”: situations where an employer is thinking about a change, but hasn’t listed or posted the job. Guess what? EVERY employer is thinking about making a change; getting rid of a poor performer that holds the company back.

Job hunting is a numbers game – you must contact lots of people to find the true opportunities. By networking with everyone you know to find out who might need your skills, you will connect with those hidden opportunities. Research the company before you call . Be ready to make a case for how and why you can have an impact, and you just might get in the door. Then you don’t have an interview; you have a sales call. You are the product; the employer is the buyer. If you can successfully show the “benefit to the buyer” of the “product’s features” – how you add value – you can create a position for yourself. See my previous blog on being a Pain Killer vs. a Vitamin, and apply these same ideas to yourself.

Job Hunting Tips #3 – Reference Letters

Many job seekers wonder about the value of getting letters of reference from current and past employers. I am a strong advocate of accumulating these as your career progresses. You might lose touch with many of your most important contacts, and preserving a record of their impressions about you could be very valuable down the road. Presenting a specific letter that really discusses your skills can speed the hiring process and persuade a prospective employer to move along with your offer.

Each time you leave a company, no matter what the circumstances, ask your boss or someone else in a superior position to yours, to give you a letter. You should also suggest parts of the content of the letter. Submit your request in an e-mail, and state, “Some of the things I’m proud of having accomplished here include:”, then list a few key results in bullets, using only the truth of course! You will find that the person is likely to cut and paste your suggestions, putting their own spin on the wording, and send back exactly what you want. If you ask more than one person at the same company, send them different bullets, so the letters don’t mirror each other.

You can also use this approach in electronic media, such as LinkedIn, where you can solicit and post recommendations about yourself. Keep in mind that peers, friends, etc. are not as valuable as someone you directly worked for. If you put your LinkedIn profile address in your e-mail signature line, you provide access to a place where your recommendations are shown.

When visiting a new employer, offer to show your reference letters, but don’t be pushy about it. Your credibility may decrease if you create too strong a case about the letters you’ve gathered. Taking a balanced approach to getting and using these letters shows an employer that you value your history, and have invested some effort to substantiate your performance.

Job Hunting Tips #2 – The “Informational Interview”

Many job hunting coaches advocate trying to get “Informational Interviews”, where you aren’t specifically aiming at a job, but just gathering information, getting advice, networking, etc. What can you try to accomplish in this meeting to improve the quality of the discussion? Here are some tips:

1. Treat it as a customer visit - what is the "benefit to the buyer" of having this conversation with you? Maybe they just feel better, at having given back. Maybe you give them specific value too, in the conversation.
2. Find the pain - what is this person's biggest business issue right now? What keeps him/her up at night? How could you offer a solution?
3. Be a resource - offer to help them network to find the things and people they need, now and in the future. Then really do it – send them info on things that are relevant to their needs; ask how you can help periodically.
4. Ask questions, don't "tell" or “sell”: Ask questions, use the two ears, one mouth ratio (2:1), let them talk. Gain insight. Don't sell yourself. The more you hear from them, the more you can find the way your background might fit, the way you could help, then you can close rather than sell: "If I could help you solve that issue, would that be of interest?"
5. Find the referral. Be prepared to state your benefit to your next employer (not a recitation of your resume), and ask "WHO do you know that could use that skill?"