The Not So Big Employer: When it comes to gaining the competitive edge, small companies have hit it big with candidates

A number of years ago, a new trend emerged on the interior decorating scene when architect and designer Sarah Susanka introduced her “Not So Big House” philosophy, extolling the lifestyle virtues and advantages of giving up behemoth homes in favor of living in smaller spaces.

You might be surprised to know that a similar movement is emerging in the world of employment, as growing numbers of experienced managers, directors and executives are intentionally giving up a professional life inside large corporations to work for smaller, privately held companies. (I call it the “Not So Big Employer” movement!)

That’s because smaller companies offer:

Flexibility.
If given the choice between time or money, many tenured job seekers would prefer time. Whereas large corporations have stringent (and often stingy) vacation and PTO policies, smaller companies can offer flexibility to candidates through expanded vacation and PTO time, work-from-home advantages and flex time. In this day and age where one’s work and personal life obligations bump into each other constantly, more top-caliber employees are seeking out companies that provide options that give respect to all facets of their life.

Opportunity and innovation.
Smaller companies tend to have a more entrepreneurial spirit, which is appealing to business leaders who enjoy the challenge of innovating rather than simply “maintaining.” By contrast, large corporations often are mired in politics and internal bureaucracy, with policies that are set in stone and an impenetrable culture of “this is how we’ve always done it.” The speed with which innovations in large companies move forward is slow and, for many employees, highly frustrating.

Visibility.
Experienced leaders today want to make an impact and have higher visibility within their organization, and within the larger industry, during the second half of their career. They want to make a difference—and to feel that their contributions are really influencing the company and the industry.

By way of example, I recently conducted an executive search for a small, privately held firm and  identified their desired Director-level candidate. The candidate was so good, she also received a competing offer from another company—and even though my client was the better fit for her professionally, the other company offered more money but less vacation time. As a result, my client was able to up the ante by offering more vacation time—and she happily accepted.

If you’re a small company, this is all great news for you! This means you have a tremendous competitive advantage over large corporations to recruit—and keep—experienced and talented candidates. Whereas large corporations are a great “training ground” for entry-level employees, they often struggle to hold on to high performers who want to have the opportunity to influence the strategies developed at the leadership table or who may desire a more flexible arrangement.

I often speak with very talented candidates who confess to me that they are tired of working for the larger publicly-held corporations that are only looking at the bottom line and stock value. When I represent a small, privately held company, this gets the candidates’ attention immediately. Many currently employed professionals confide in me that they want to move to a smaller company, but don’t have time to hunt for a job. They are more likely to engage in my search process when I’m representing a smaller firm.

And, if you’re a job seeker, this is great news for you, too! There are some highly desirable small companies right in front of you—some that you may not have even noticed or considered before—that would love to tap into your talent, experience and desire to make a difference and will work with you to create a mutually beneficial work life model.

In essence, a “Not So Big Employer” can be the perfect place for employer and candidate to come together in a unique environment to cultivate big results!

If you are a small, privately held company looking to recruit top talent to take your firm into the future, I can help you identify the unique features within your firm that appeal to seasoned professionals and help you find—and hire—the ideal person for your business needs. You CAN compete with the big companies in the war for talent.

Call me today and I will show you how during a no-obligation initial consultation. Hockenberg Search is your ace up your sleeve–let’s play together to win!

Are your best employees waiting to jump ship? A new study says they are. Are you ready?

I’ve been advising companies on this for almost two years, and now the latest employee benefits study by Met Life (as recently reported in USA Today) confirms it:

Employee loyalty is the lowest it’s been in three years, and despite what employers think, your best employees are on the hunt for a new job!

If that doesn’t scare you, maybe this will: A second study shows that more than one in three employees expect to jump ship and find a new job within the next six months.

Are you doing all you can to keep and retain your top employees?

And, if a key employee announces his or her resignation tomorrow, do you have a hiring strategy in place to respond quickly so your business doesn’t miss a beat?

Four Simple Steps for Influencing Employee Loyalty

Much has been written over the years about influencing employee loyalty. In my experience, culled from almost two decades in the recruiting and staffing industry, here are the four most important things you can do to hang on to your top employees. Some of these may seem obvious – but these are the themes I hear over and over again from top-tier managers who are currently employed but are actively searching for a new job.

1. Keep your key employees challenged and engaged.
One thing star performers all have in common is that they are always looking for that next big professional challenge. Don’t let your competition lure your top talent away with the promise of bigger and better challenges (and, consequently, bigger and better rewards). Instead, seek out meaningful “stretch opportunities” that will motivate and challenge your top performers to reach even bigger heights.

2. Recognize excellent performance.
One thing the recession has taught us is that workers at all levels of an organization will roll up their sleeves and work longer and harder for the good of the team—but the minute they feel that their efforts are being taken advantage of, they are quick to start looking for employment elsewhere. Smart employers know that a little recognition goes a very long way toward building and fostering loyalty. Recognition need not require a financial reward; in fact, one “success story” involved a boss at a large insurance company who came in on a Saturday with a team of  other company executives to wash and wax his employees’ cars by hand while they worked extra hours in the underwriting center to catch up on a backlog of files. I’m not saying that you have to start singing ‘At the car wash…’ but g oabove and beyond to recognize those who have gone above and beyond!

3. Say “thank you.”
Again, this seems obvious, doesn’t it? But you would be surprised how many employees make a move to jump ship when they feel that their efforts aren’t noticed or appreciated. A workplace culture of appreciation and civility goes a long way—especially in a time when so many companies are requiring more of their employees and expending fewer resources.

4. Find ways to help your top employees further develop their skills.
A body of research shows that the more a company invests in its employees, the more time and effort employees invest back in the company. Does your company provide skill-building and advanced learning opportunities? Do you encourage a culture of life-long learning? Do you cultivate mentoring relationships between more junior and senior leaders or provide executive coaching opportunities to help your team achieve their very best?

What If They Leave Anyway?

Of course, in today’s battle among employers to secure top echelon talent, no retention strategy is entirely bulletproof. Even if you follow the above tips to a “tee,” you may nonetheless find yourself in a situation where a key employee or two resigns for a more lucrative opportunity and you never even saw it coming.

When this happens, I can help you develop a hiring strategy and create a performance profile of your ideal candidate, and then tap into my vast network of high-achieving professional candidates who are actively seeking new career challenges or who are simply open to exploring new opportunities. We tap into this network, which we have cultivated over time and experience, to deliver a hand-picked slate of “A list” candidates for your consideration. Our work is not done, and we do not rest, until we find the right candidate for your company.  

Contact me today to discuss your company’s hiring needs—whether you are currently seeking to fill a new position or whether, like the article referenced above, you are simply wishing to be proactive in the event that a key employee opts to leave so your business won’t miss a beat.

4 Tips to Jump Start Your 2010 Job Search

A job search can easily be put on the back burner during the holidays, especially if the search has lasted 6 months or longer. It’s good to recharge yourself during the holidays to avoid job search burnout. But, like allowing yourself ‘just one more holiday cookie’, the temptation to play now and pay later can be dangerous. Moderation is the key. During this holiday you can enjoy your down time AND take some simple and practical steps to jump-start your 2010 job search.
1. Reflect on your 2009 job search. Write down 5 activities you did that successfully moved your job search in the right direction. Keep doing them in 2010. Then write down 5 activities that didn’t provide traction and discontinue them in 2010. In other words, make a resolution to be intentional and use your time wisely.

2. Find an Accountability Buddy. Job search can be lonely but with a buddy, you don’t need to be the Lone Ranger anymore. Write down and review your daily, weekly and monthly job search goals with your buddy. Ask them to hold you accountable. When you achieve your goals, your buddy can celebrate with you!

3. Remember flashcards? I used them in school to learn math (where are they? I still need them!). Buy a pack and write down the tough interview questions that stump you. Formulate your answers and ask your Accountability Buddy to participate in a mock interview with you. Rinse, repeat, rinse, repeat. Preparation is key in a job interview!

4. Attend job search educational workshops, forums and meetings. Even if you learn one tip that will propel you toward achieving your goal, it will be worth your time. For example, I’m offering an interactive Interview Workshop on January 12th entitled “How The Hiring Game Is Really Played: Experienced Recruiter Reveals 9 Interview Secrets!” from 8:15-10:30 am at the Ridgedale Library. For information or to register, visit my website at http://www.hockenbergsearch.com/calendar.

To summarize, the simple steps you take now can pay dividends when January 4th rolls around!