Friday, August 31st, 2007
www.execunet.com - August 30, 2007 - Despite recent volatility in the financial markets, the executive search industry has maintained a positive outlook for the employment market. With summer coming to a close, ExecuNet’s Recruiter Confidence Index (RCI) cooled in August, however, a majority of recruiters are expecting a double-digit increase in assignments received from clients during the next three months.
Introduced in May 2003, the Recruiter Confidence Index is based on a monthly survey of thousands of executive recruiters conducted by ExecuNet (www.execunet.com), the executive career and business networking organization. Independent analysis of the RCI has confirmed it is a leading indicator for the executive search industry.
According to August’s survey of 134 executive recruiters, 55% are confident or very confident the executive employment market will improve during the next six months - down from 69% one month ago.
Confidence In The Executive Employment Market
Next Six Months
Recruiters’ short-term confidence was also lower, as 65% are confident or very confident the employment market will improve in the next three months - down from 74% in July. Despite this drop, 87% of executive search firms expect at least a 10% increase in the number of assignments received from corporate clients in the three months ahead.
“While the volatile swings on Wall Street and mixed economic data have not gone unnoticed by recruiters, pent up demand continues to spur growth for executive search firms,” says Mark Anderson, President of ExecuNet. “From our vantage point, businesses outside of the financial services industry are not apprehensive about hiring top talent.”
To keep pace with the executive employment market’s growth, 50% of all search firms reported plans to add more professional staff during the next three months. In the previous three months, 38% of all firms increased their staff.
ExecuNet, the executive career and business networking organization, provides exclusive access to high-level business connections for professionals, confidential six-figure job listings, expert advice and proprietary research while helping corporate and search firm recruiters find qualified executive candidates. Founded in 1988, ExecuNet helped transform the executive recruiting industry by launching the first website designed to bring senior-level professionals and search firms together in a cooperative, confidential environment to understand how to meet their human capital needs.
Based in Norwalk, Connecticut, ExecuNet is a recognized authority in executive recruiting trends and proprietary employment market research. For more information, visit www.execunet.com.
# # #
Posted in Recruiting Rants and Commentary | No Comments »
Thursday, August 30th, 2007
Lately there has been much discussion of the impending doom to be caused from an Impending Labor Shortage- Why? Is it because there is some truth behind it? Some defined element of reality or just another wave of hysteria that makes for good reading. Let’s calm down for a moment and look at a few concepts.
In 2006 baby boomers represented about 22% of the population and as such, do make up a large portion of our society in terms of numbers. Their looming retirement creates a strong rationale for fear and apprehension as we worry about them abandoning us; decimating the workforce and its ability to remain viable.
Fortunately, upon closer inspection there are several reasons why an impending labor shortage might just be more hype than reality. Firstly, Baby Boomers currently represent over 40% of the workforce, but in 2000 15% of the population was 55 or older, and it is anticipated that by 2015 employees the over 55 crowd will make up at least 20 Percent of the working population. This simply represents what most of us already know; that Baby Boomers are postponing traditional retirement as the very concept of retirement continues to evolve.
According to AARP, of the population currently between the ages of 50 and 70, 69% plan to continue working through retirement, or to never retire in the first place. Furthermore, almost half of this surveyed population stated that they intend to work well into their 70s. For many, the cost, and/or lack of medical insurance and financial security creates a necessity for postponing retirement. For others, it is plainly the desire to continue working due to the work ethic, good or bad, defining that generation. Others simply just want to stay active and keep their head in the game.
There are of course other factors to consider in the hysteria that contributes to our “impending” war for talent? Ever notice that most things we get hysterical about do not happen? Remember Y2K? How may people do you know that died as a result of that catastrophe? That’s what I thought. For example, advancements in technology have enabled employees to do the workload of more than one person or position. Many companies now hire individuals expecting them to perform in more than one job as multitasking is the catchphrase. (Have you read The World is Flat by Thomas L. Friedman? (If not you are way behind the curve.)
Now let’s look at supply & demand! As the Boomers age and their consumer spending weakens, it will probably have some impact on the growth of new businesses and as a result, new jobs creation. With the community having less need then there is ultimately less demand due to the smaller generations evolving and an aging workforce. Just looking at housing alone there is and will continually be a growing reduction in construction as we anticipate job losses in the 1 million mark in the upcoming year. (Especially in the housing market; can they possibly overbuild at a faster rate then they are doing right now?) Naturally, this doesn’t only affect construction because if you consider Reaganomics and the trickle down effect, this will affect every company that depends on construction, i.e. - manufacturers, the sale of building materials, real estate, mortgage and financial. Quite frankly, the list is almost endless as businesses that depend on those affected industries will also be impacted.
Ultimately this leads to what many refer to as a recession; which I prefer to call a Market Readjustment. Every 10 plus years or so the market has to purge itself, cleanse of the excess waste in commerce and quite frankly, the ill-advised decisions made by those whose thinking patterns are driven by greed. (Look for example, the mortgage industry. Would YOU lend $450,000 to a person with no money down, bad credit and no documentation on income? I did not think so.)
Market readjustment allows for the market to balance itself out. As the strong, ethical companies survive, those that have the “extra baggage” will ultimately have to pay for their mistakes and make deep cuts in the employee population. Not to pick on the geniuses of the mortgage industry, we are already seeing the effect of their gluttony and lack of judgment; 21,000 jobs were affected just in the month of August alone- which is almost equal to that from all of last year. The industry has already lost close to 90,000 jobs this year alone. That is 75 percent more than the entire year of 2006, and a quarter of these came just in this month. (See http://ml-implode.com for the daily carnage)
Continuing down this path, The National Bureau of Economic Research focuses on 5 different areas before calling a recession: real GDP, real income, employment, wholesale & retail sales, and industrial production. Looking at several factors here, the view indicates that there is more than a 50 percent chance that a recession is imminent. The factors still to be seen are how companies will adjust to the crunch financially, if the market can handle this speed bump and if the Federal Reserve decides whether or not to fiddle with natural progress; as they did in 2003- which gave us a softer recession than it ultimately could have been.
Not to depress you, but in my opinion, the party is over. Please consider the just the following three points alone:
• The Treasury Bill has fallen,
• The yield on three-month Treasury bills tumbled down to a whopping 2.51 per cent - 123 basis points below the close of 8-24-07 which is a sharper fall than during the October 1987 crash.
• The Credit Crunch is already affecting commerce and industry as a vast amount of companies are finding difficulty in raising short term capitol.
Is this a bad thing? Probably not, as the economy has been over-inflated for many years and the time for adjustment has arrived. Today for the survival of the fittest, a “recession” will bring back a balance to a very inflated and over-saturated market. Actually I suspect that America is in dire need of a “recession”; it is what’s necessary to keep economic growth stable and consistent. As American economist and political scientist Joseph Schumpeter theorized - “recessions are processes of creative destruction in which inefficient firms are weeded out. Only by allowing the “winds of creative destruction” to blow freely could capital be released from dying firms to new industries.” (Sounds like Darwinism at it’s best to me). Also, recessions will benefit the economy by purging the excessive baggage, leaving it in a much more secure condition to allow for new growth and development. (Hopefully the Feds agree to the natural progression instead of succumbing to relentless pressure from the public. Yes, it does have its short term implications and there is no disputing that fact; but in reality, for the long haul of protecting our nation, today’s economy needs that cold shower.)
History has a habit of repeating itself. Even during the Industrial Revolution when industrial growth was at its highest levels ever there were issues that created labor crunches. The Plague, Deadly Flu, Small Pox, tuberculosis, typhoid, cholera, just to name a few – and of course there was the mass migration to the “New World”. Still, as humankind continued to balance itself out and industry continued to grow and prosper- industry found a way to make good with what they knew. Brilliant minds found a way to invent technology for less human intervention and more dependence on machine. Ever notice how nature abhors a vacuum? Where there is a need ultimately that need will be met by someone who has courage and thinks differently. I often tell my kids, the job they will have tomorrow has probably not even been invented yet.
There are of course other factors that will be explored in a future article regarding why an impending labor shortage might just be more propaganda based fear mongering and bluster then reality based. They will of course include areas of the weakening dollar, strengthening of foreign competition, continued advancement of off-shoring employment, the growing national deficit, immigrant labor, long term unemployment (which has had recent record highs) and the advancement of technology.
The main concern today isn’t whether or not there is going to be an impending labor crisis; but more importantly how many companies are preparing their business for a more senior friendly environment? What are they doing to meet the needs of those individuals who can contribute so much to their organizations? It is very important to consider this as seniors plan to delay retiring as the baby boomers are a new workforce that many are not prepared for. Are you creating an organization that will attract and retain your share of the almost 76 million boomers?
Consider the following questions:
• Will you make your company friendly enough to make sure your Baby Boomer will want to stay and not leave to your competitor?
• Have you developed training and mentoring programs for your Baby Boomers and Generation X & Y’s to enhance their skills?
• Are you providing opportunities to your Boomers to develop new skills as they seek to add more value to your organization?
Are you willing to address these issues? If not, are you willing to pay the price for being unprepared? Can you see the value in having your most valuable asset, your current employees, feeling loyal and grateful for the opportunity that education offers? (Did you know that over 75% of employees would like the option to go back to college, especially individuals in their 30’s and 40’s, but financial obstacles make it difficult?) These are important issues that will enhance your business. I strongly suggest that you focus on adapting to a senior friendly environment; the benefits will be colossal and when the competition cries of the labor shortage you can sit back and be glad it does not apply to your organization.
###
ABOUT THE AUTHOR
Karen Mattonen
Karen Mattonen started Her recruiting career with a National Firm in 1994. Ultimately opening Advanced Career Solutions in ‘98, changing areas of expertise from Hydraulics and Pneumatics to the HVAC (heating, ventilation and air Conditioning) fields, as well as Mechanical construction which may include piping, plumbing and sheet metal. We handle all areas of the mechanical construction fields from the installation to turn key and service and maintenance, including engineering, management and support staff. ACS Search is a contingency/retained HVAC and Mechanical Construction Recruiting firm. We have been recruiting for the HVAC industry for over 10 years and have gained an excellent reputation with clients and candidates Nationally, Regionally and Locally.
Posted in Recruiting Rants and Commentary | 3 Comments »
Wednesday, August 29th, 2007
When I read this, I could not help but think that this presented some really good strategies on how to get your boss to send you to SourceCon2007. (Smile) Will I see you there?
-Snip-snip-
Industry conferences are fun. Ok fine, they are a flippin blast man! They are the highlight of many peoples entire year. You go and meet people that do just what you do. They can relate to your day-to-day trials, tribulations, and successes. They are fun to hang out with and party a bit too. The capper is that it is done without the wife/husband/kids/and coworkers around to ride rough shod. You know you have made it in the business world when your boss sends you to industry conferences. It is a dog-eat-dog world in some corporations where fights over seniority and perks break out when it comes down to who gets to go to a conference. You aren’t Carl Spackler, so here are some top tips on how to make sure you are the one that gets to go to the next must-see industry event.
Post Conference Deal Sealers:
Let’s start at the end and work backwards. You just went to a great conference where you: shook some hands, saw some inspiring speakers, got a mini vacation from the rigors of home life, drank some drinks, and lived the life - you had a ball, baby! So the question arises: how can you get to more conferences? Your bosses need to see value, value, and more value out of sending you to a conference. The best way to do that is to make sure you sell them on the conference you just visited. After all, your boss was probably begrudgingly agreeable to letting you go in the first place. Having you out of the office for that many days of lost productivity and expense can be a strong hill to climb for most cost-sensitive business people. It is imperative that you always follow up on what you learned with your staff.
The Follow Up Presentation:
*After a conference, ask for a meeting with the staff and your boss to show them a presentation on the conference and to “teach them” what you learned.
*If you can do a full formal presentation to your boss, then go for the Full Monty PowerPoint within the allotted time.
*If you can only do something in email, then do a shorter PowerPoint, but expound upon your bullet points (tip: put the really good stuff at the start).
*Take your notes from the conference and create a follow up presentation. Use the word “value” in all of your follow up discussions with your boss: overwhelming, paradigm shifting, revenue generating value, value, and more value. Your bosses look at conferences strictly from an ROI point of view. Perfect that overwhelmed glossy-eyed look.
*Find your boss’s pain points. What was to be solved by you going to the conference? How did the conference address that point?
*When you talk to coworkers, forget about the jello shots and focus on the sessions. You need allies in the office to help your case for the next conference.
*Use pictures from the conference in your PowerPoint.
*Get pictures of you with the quality speakers. You boss needs to know that you carried the flag to the right people.
*If the presentations can be downloaded from the conference website, then use a few slides from them.
*Put three to five specific “action items” in your powerpoint. Bosses love the self starters and real go-getters.
Click here for more strategies: Top Tips to Get Your Boss to Send You to a Conference
Posted in Recruiting Rants and Commentary, SourceCon2007 | 3 Comments »
