The Big Money Question

Okay, I realize telling an almost-stranger how much money you're making is uncomfortable for some folks.  And I realize that some other folks have this idea that all recruiters and/or hiring managers are trying to get you on board for the least money possible.  I'm here to tell you two things:

1.  Become comfortable with it.
2.  That's a bunch of malarkey.

I preface making these statements only if the recruiter(s) you are or have worked with are of quality and doing the stellar job we are supposed to do - both the corporate and firm recruiters.  We need to know what your compensation currently is in order to determine if the company can afford to hire you with or without an increase in salary, that's the bottom line.  There are no secrets here, there are no clandestine plans.  If your current salary is too high, we'll let you know.  If it's close to the top of the salary range, we'll let you know.  It's up to you to make the decision to move forward - if it's a role you really want to take on or a company you are totally jazzed about joining, you may want to consider a lateral financial move or just a slight increase.  If you don't, that OKAY.  No one will keel over and die.  Just be honest and forthcoming and a GOOD recruiter will too.  Believe me, if you try to BS us or give excuses as to why you're withholding information, it comes across badly and will come back to bite you IN your back end IN the end.

If you feel your current salary is lower than the market and you'd like to get to your market value, just communicate that at the onset.  Believe me, if you are the right candidate, the right companies are going to make the right offers.  If you withhold or pad-on or downright lie at the beginning, it is a red flag.  And if you happen to make it past the first round or two and the reality comes out later in the game (and I promise you, it will), I venture to guess the kibosh will be put on your candidacy.

Bust a Move!

Our time is precious and in many cases, limited.  I realize my clients have schedules that are very full as do their bosses and their bosses' bosses.  HOWEVER, when you engage with a recruiting firm to assist you in filling positions that you have been unsuccessful in filling on your own - please listen to us and follow our processes!  There is a reason you haven't been able to find the talent, be it in Sourcing/Procurement/Supply Chain or otherwise.  A strong firm will transform the stagnant process you've been adhering to into an expeditious, professional and streamlined process that will enable you to build an exemplary team.  Listen to us - we know (the good ones) what we are doing.

If you and/or the decision-makers cannot or will not commit to scheduling and making those decisions pertaining to building a top-notch team, I advise that you NOT engage with we professionals that are well-respected in the industry.  Our networks are strong and we are connected with individuals who are well-respected and stellar, potential candidates.  Stringing them along while your team finds the time to meet with them WILL NOT WORK.  Read afore-written blog - your reputation in the marketplace will wither and we recruiters that value what we do and how we are perceived will not work with you again.

You as Hiring Managers and your team take what you do seriously - as do good recruiters.  Attracting "A" talent is an effort, so make sure everyone is on board.  Or get used to the hamster wheel.

Your Organization's Image in the Marketplace

As we reach a new year, I, as a business owner have been making some new business plans.  One of the reasons we have been successful as a firm is our dedication to not just to the formulated service we provide, but to how we are viewed in the marketplace.  It has come to my attention in the recent past more times than ever, that potential and true talent are REALLY talking about how companies and organizations are treating them in the recruiting processes.  It starts internally and it ends internally, even if you use an outside firm such as ours, and if your message and image are not clear, concise and cohesive, your long-term goals of building a successful organization will fail.  Even if a potential candidate is truly not a great fit, if they are not treated with respect and dignity along with getting the three aforementioned C's from your team, they will get out there and relay this to their network.  And the resulting buzz is not a fun one earned during the Holidays - it is a buzz kill.  For all of us - your team, your HR/Recruiting team and the outside firm you have partnered with to help you. 

The Relocation Quandry

Relocation is a dirty word to many people right now.  It's not easy, and it's not fun.  Unless you're moving from say Sheboygan to Charleston, SC - then it's a no brainer.  Houses are under water; wife/husband/children don't want to move; your Mother-in-Law is ailing; etc.  No one will blame you for not wanting or not being able to relocate.  What Recruiters and Hiring Managers WILL blame you for is WASTING OUR TIME BY EVEN GOING ON THE INTERVIEW.

By the time I've sent a candidate to an on site interview, there have been multiple conversations and interviews via phone and/or Skype.  This costs time & money.  Then we schedule interviews on site with multiple interviewers.  This costs time & money.  We fly the potential new hire out; rent a car; hotel room; meals.  This costs time & money.  Am I making my point?

Do your homework about the sale of your home, getting out of your lease, whatever the case may be.  Talk to your spouse/significant other about the real possibility of making a geographical move - if they aren't happy, no one is happy.  Kids can be told what to do, so they don't matter (this of course, is a joke... sort of).  I beg of you (as do my clients) make sure you are committed to moving BEFORE you go on the interview.  Personally, I will respect you for it and work with you again.  If after an interview series my client makes an offer and then you tell us relocation isn't an option - I will never represent you again.  It may hurt to have to ignore an opportunity that is your next dream role, but please be cognizant of the, wait for it.....   time & money this costs several other people. 

Do position titles matter?  Does going from a role that has direct reports to an individual contributor role connote something negative?  My answer is NO.  I've had several discussions with my peers as of late and this subject is always interesting.  Everyone has their thoughts and goals regarding what they WANT to do and/or THINK they should do in their career.  My advice:  Follow your heart, your gut or whatever the body part is that drives your passion.  Don't be over concerned about a title change from Director to Manager or Leader or SME.  Don't fret about having people reporting to you and transitioning to a high-level, individual contributor role.  Pay attention to the CONTENT of the role you take on - the impact you'll have - the contributions you'll make - and doing something you enjoy.  Believe me, the Hiring Manager for the next role you take on is not (or should not be) paying attention to titles - they differ exponentially in each company.  They will pay attention to the responsibilities you hold/held and the impact you've made (or they should be).  I mean, if you're part of a team that is strategically managing a sourcing initiative and then you take on a role as a tactical buyer of widgets for a plant in Podunk USA, a red flag may rise - and can be explained if you've been involved in a major layoff, re-organization, etc.  But if you are moving from a Director of Sourcing role (for example) in which you have HR responsibility for 10 people to a Strategic Sourcing Manager (again, for example) for a company going through major transformation and you have responsibility for developing and managing global strategic initiatives that create new programs and cost savings (etc, etc), this is NOT a negative in the career path!  The truth is in the rubber meeting the road, not the ink on the paper.

Image in the Marketplace

I recently gained a new client - the decision-maker was referred to me by a Procurement professional I've known many years.  It is always such a compliment when those known well in the industry feel you are competent and choose to refer you rather than so many others - this applies to all of us! 

My new client brought something to my attention - actually, he REMINDED me of something.  One of the reasons he selected me of the other firms he was considering was because of what he read on my Linked In profile.  Not just my bio and connections, but he also liked my last blog posting as it is in alignment with the culture of their company and the partnerships they wish to form in order to successfully recruit talent.  (Subject matter for next posting :)).

I cannot stress enough the importance of having a thorough and professional profile on Linked In!  Although I follow the solid standards of true recruiting (i.e. research, networking and personal contact vs. job boards and mass internet blasts, etc), Linked In is a tool I use religiously!  And I have discovered many great, passive candidates and have recruited them to the next best step in their careers.  As a potential candidate, you may not be looking for the next step and are very happy in your current role - those are the types of candidates I love to recruit!  But you never know when you may get a call from someone like me who is working with a client on a search which is what you've always dreamed of as the next step in your career...  And if your profile is incomplete, sparse, or unprofessional, you won't get that call!

Sourcing Professionals in High Demand!

I am happy to report that this is the most dynamic market for career opportunities for Sourcing & Procurement professionals!  It is so exciting and informative to have discussions with you all and hear about the success stories and the elevation of the respect and recognition of being a value-add to your companies.  Of course, many organizations are still struggling to get ALL of your internal stakeholders and their groups to ask for your help and/or comply to opportunities/procedures/policies, but from what I hear, most are on the right path and making headway.  And most believe that sourcing organizations are going to continue to rise to the top and become revered as SME's.  Quite a difference from 10-15 years ago.

Please - share your stories!  I'm sure others would like to hear them - good and bad!