Filling Seats in Your Company's C-Suite

Looking to fill a seat in your company’s C-suite isn’t your average hiring process. The next “chief” of any of your departments will be making decisions that shape the current company culture and the future of your business. The repercussions of a bad C-level hire will spill over into every level below and can even turn off loyal clients and potential customers.

Take the time to look for the right candidate, consider more than the resume, be clear in your job description about what you want and need.  Here are a few tips for hiring c-level executives so you'll be happy with your new CFO or COO:

LOOK INTERNALLY FIRST: With someone who's going to be managing as much as a C-level executive, it's often best to source internally. Your final choice would already have a strong grasp of the company, its needs, and its culture, which is what you need from your hire. This person would also best be able to take the company in the direction that it needs to be in. Sourcing internally also boost morale, as it means that several people within your company will get a promotion.

FOCUS ON THE COMPANY'S VISION: If you do decide to search externally for your new executive, make sure to find someone who shares in the company’s vision. This is true for a startup as well as a larger enterprise, as the new hire won't be a good fit if he/she doesn't fully believe in what the business is trying to accomplish. This can include traits in the executive that fit with company culture and mission.

INVOLVE OTHERS IN THE FINAL DECISION: Since this new c-level executive will be the boss of a lot of people, and probably people who have been with the company a while, make sure that they play a role in deciding their new boss. If your company has a board of directors, make sure to involve them, too. By leaving the decision to just one person, it might not be a good one if the new hire can't earn the respect or trust of those under his management, or has trouble fitting his/her leadership style into the department or company.

PREPARE FOR THE TRANSITION: This is one of the best practices for hiring just about anybody, but it's especially important for c-level hires. If the person is new to the company, or even new to such a management role, you need to give the hire, and everyone else, some preparation and time to adjust. Make sure everyone understands that there will be a change, and make sure current employees give the new hire a chance to do their job and to lead the team.

Scot Dickerson, CPC
Capstone Search

A Must Read: What Everyone Needs to Know About Social Media (BONUS!) Bonus Part-Four: How Should Managers Manage Social Media

I promised a three part series on what everyone needs to know about social media, but because this is such a timely a relevant topic with an impact on virtually anyone and everyone today I am providing a BONUS fourth part to the series which examines how managers must manage social media.

Here is a look back on the previous three parts:

Part One: The Trickle-Down Effect

Part Two: 6 Ways to Create a Positive Social Media Presence

Part Three: Facebook Guidelines

Few things in business and society have been untouched by the social media revolution, one that is not even a decade old. Many organizations have been responding to that new reality, realizing the power and the potential of this technology for corporate life. Shaping their enterprise social media strategy has become part of the job responsibilities for the corporate leader. 

This change has created a dilemma for senior executives: while the potential of social media seems immense, the inherent risks create uncertainty and unease. These new media communications can let internal and privileged information suddenly go viral. Social media encourages unscripted conversations that travel various paths across management hierarchies.

Capitalizing on the transformational power of social media while mitigating its risks calls for a newly required skillset for leaders. The dynamics of social media increase the need for qualities that include: 

• Strategic creativity
• The ability to deal with a corporation’s social and political dynamics
• Design an agile and responsive organization

Executives must understand the nature of different social-media tools and the dangerous forces they can unleash. Here are 5 tools:

1. CREATING COMPELLING CONTENT The tools for producing and sharing rich media are in everyone’s hands.  As video communication rises in importance, effective leadership will increasingly require creative skills and the ability to create compelling stories and to turn them into media products.  To thrive in the world of social media, leaders need to acquire a mind-set of openness and imperfection.
2. LEVERAGING DISTRIBUTION Business leaders have traditionally disseminated information along a controlled chain that begins after the development of a formal creation process.  While traditional distribution pathways won’t disappear, social media revolutionizes the standard information process. Social communication makes distribution the starting point and then invites company audiences to create new meaning. Messages are rebroadcast and repurposed at will by recipients who repost videos, retweet and comment on blogs, and use fragments of other people’s content to create their own mash-ups.
   Leaders need to master the interplay of two: those of the traditional channels, which follow the logic of control, and of the new channels, where it is essential to let the system’s dynamics work without too much direct intervention. Since executives won’t be able to govern or control a message once it enters the system, they must understand what might cause it to go viral and how it may be changed while spreading through the network. The ability to influence the way messages move through complex organizations becomes as important as the ability to create compelling content.
3. MANAGING COMMUNICATION OVERFLOW Social media has created an ocean of information. We are drowning in a never-ending flood of e-mails, tweets, Facebook updates, RSS feeds, and more that’s often hard to navigate. As a first step, leaders must become proficient at using the software tools and settings that help users filter the important stuff from the unimportant. But playing in today’s environment requires more than just filtering skills.
   In the social-media realm, information gets shared and commented on within seconds, and executives must decide when (and when not) to reply, what messages should be linked to their blogs, when to copy material and mash it up with their own, and what to share with their various communities. The creation of meaning becomes a collaborative process in which leaders have to play a thoughtful part, as this is the very place where acceptance of or resistance to messages will be built.
4. DRIVING STRATEGIC SOCIAL-MEDIA UTILIZATION In most companies, social-media literacy is in its infancy. Excitement often runs high for the technology’s potential. But without guidance and coordination, social-media enthusiasm can backfire and cause severe damage.
   To harness the potential of social media, leaders must play a proactive role in raising the media literacy of their immediate reports and stakeholders. Executives should become trusted advisers, enabling and supporting their environment in the use of social tools, while ensuring that a culture of learning and reflection takes hold. As a new and media-savvy generation enters the workplace, smart leaders can accelerate organizational change by harnessing this digital expertise.
   To achieve this goal, leaders must become tutors and strategic captains of all social-media activities within their control, including the establishment of new roles that support the logic of networked communication. Organizational units that leverage the new technologies in a coordinated and strategically aligned way will become more visible and gain influence in a corporation’s overall power dynamics.
5. STAYING AHEAD OF THE CURVE The next generation of connectivity will link together appliances, cars, and all kinds of objects. As a result, there will be about 50 billion connected devices by the year 2020.³ This transformation will open new opportunities, spawn new business models, and create yet another major inflection point that leaders must manage.
   It’s imperative to keep abreast of such emerging trends and innovations—not just their competitive and marketplace implications, but also what they mean for communications technologies, which are fundamental for creating an agile, responsive organization. 

Scot Dickerson, CPC President 

Capstone

A Must Read: What Everyone Needs to Know About Social Media (Part-Three)

FACEBOOK GUIDELINES

Watch your grammar

Using poor language or speaking badly about people or constantly complaining will not win you any points with hiring managers.

Don't showcase your “party on” ways

Recruiters and hiring managers understand that people have social lives, so the occasional drinking picture is okay. What's not okay is drug use or other illegal activities portrayed right on public Facebook profiles.

Follow companies you want to work for

Following companies that you want to work with is a very good way to stay in tune with the job market and stay visible to that employer. Sharing articles of interest will also get you noticed as someone the recruiter would want to work with. It means you have your finger on the pulse and you're passionate about the industry.

Don't display extremist beliefs

Extreme religious or political expressions, including bigotry (even if it's in jest), are red flags. Add to the list, tactless humor. These may seem obvious, but the Facebook environment lends to its users a false sense of privacy.

Build your brand

Don't forget that your Facebook profile can also help you build yourself up. By posting professional type photos of yourself and your status updates depict your enthusiasm and involvement in your career will be beneficial to you.

Don't badmouth your boss, company or your job

Candidates need to be very careful about what they post on Facebook or any social media site. Don’t complain about your boss or current company and don’t post about how bored you are at work.

Don't stretch the truth about your social media skills

Stay honest about your social media skills.  For example, a digital media professional that has nearly no Facebook friends, never posts and looks to have no understanding of the social network leaves a hiring manager wondering about their true understanding of social media.

Scot Dickerson, CPC
President

Title: Quick Tips for Job Interviewing in Public Place

There are many reasons why an employer will choose to conduct an interview over lunch such as:

1. Perhaps the hiring company does not have a local office.
2. A hiring manager may not want office staff to know the company is hiring for a particular position.
3. Both parties may be pressed for time and unable to sacrifice office hours.

For whatever reason, employers may ask to interview you in a public place — say, a restaurant, coffee shop, or even...a bar & grill. If you ever find yourself preparing for an out-of-office interview, here are a few tips:

Wear your interview suit. Just because you may be meeting at a coffee shop doesn’t mean you should dress down. Treat it as a normal interview and dress up (click here for tips and examples for job interview attire).

Double check the location. If your interviewer asks to meet you at a Caribou Coffee and you realize there are three in a ten-block radius, make sure you have the right one.

Watch what you order. Don’t order anything that’s messy. You don’t want raisins from your bagel sticking in your teeth or spaghetti sauce on your shirt. You also shouldn’t order the most expensive item on the menu.

Be prepared. Have a copy of your resume, a pen and paper, your portfolio—whatever it is you normally bring to an interview. You should also prepare as you normally would for an interview, such as: do the appropriate research on the company, rehearse answers to common interview questions, etc.

Don’t drink alcohol. If your interview is at an establishment that serves alcohol; do not to drink even if your interviewer orders a beverage.

Be nice to your server. You’re being watched, so it’s important to treat people with respect and kindness. This includes tipping appropriately.

Offer to pay.  Offer to pay—most (normal) interviewers will step in and offer to pay on the company credit card, or at least split it. Just go with whatever they’re insisting—whether it’s to go Dutch or for them to cover the bill.

Scot Dickerson, CPC
President

A Must Read: What Everyone Needs to Know About Social Media (Part-Two)

Part TWO: 6 Ways to Create A Positive Social Media Presence

Create Relevant Profiles

Build professional profiles for yourself that include your job history. LinkedIn is an obvious place for such a profile, but Facebook, Twitter, and Google+ are also sites where you can include this kind of information. These profiles should demonstrate not only what you've accomplished, but your strengths and what you can offer future employers. I’d recommend building your LinkedIn profile while you are in college. Start building that online presence early.

Network

Connect with others in your industry. LinkedIn's Groups are an excellent place to do this. Search the directory to find applicable Groups in your industry.  Join those that suit your background and knowledge.  Introduce yourself to the other members. Build your capital by becoming known as a source for industry information. 

Be Engaged

Follow companies in your field on LinkedIn and Twitter so you're automatically notified about new hires, developments, and other news. “Like” companies you’re interested in and join the conversation about industry trends on Facebook. This is a great way to demonstrate your expertise and value to a potential employer.  Steer clear of conversations regarding politics or anything that could become emotionally charged.  Stick to industry related topics.

Be Known As Resource

Help out others by answering questions, making introductions. It's very apparent if you have a one-sided "what's in it for me?" mentality. Build your social capital by regularly answering questions on LinkedIn and provide links to great content on Facebook and Twitter.

Don’t Ask For A Job

Keep your name in front of people in a position to help your career. However, do not ask people outright for a job. Make connections with the right people and let them see you are an intelligent, qualified candidate by updating your statuses several times a week, providing content to the groups you join, and tweeting about that interesting article you just read.

Make A Plan

It's also important to have a game plan in mind when you set out to use these sites as part of a job search. In other words, plan your online activity as part of each day.  Each part of your job search must be organized and disciplined.

Scot Dickerson, CPC
President

The Importance of a Mentor

What do you remember about the 1985 Chicago Bears? The commercials: Taco Bell, Pontiac, KFC, Honda Scooter. Who hasn’t seen the “Super Bowl Shuffle?” Perhaps it’s Jim McMahon, the Punky QB known for his brash playing style as well as his rebellious nature off the field.  How about Mike Singletary who earned the nickname “Samurai Mike” in recognition of the intimidating focus and intensity he displayed on the field? Arguably one of the best, if not the best, balanced NFL team of all time.

The following is an excerpt from Monsters: The 1985 Chicago Bears and the Wild Heart of Football:

“Like the Beatles, there was a Bear for every sort of fan: Jim McMahon, the Punky QB, for the cocky daredevils. Walter Payton, Sweetness, the great running back, for the aficionados. William Perry, the Fridge, the gap-toothed 325-pounder, for big tall men. Dan Hampton, Danimal, the ferocious defensive tackle, for band geeks filled with secret violence. Mike Ditka, the coach who actually looked like a bear, for lovers of Patton-like rhetoric and the military boot. The offense was good but the defense was vicious: the famed 46, a concussion machine that swarmed and confused and beat other teams bloody.”

Peel back all the layers surrounding this bigger than life team and inside you will find a lesson in mentorship that had a lifelong impact on one person, Mike Singletary.

Buddy Ryan, Defensive Coordinator was the architect of one of the most feared defenses in NFL history, as well as the inventor of the fabled 46 defense.

Although Mike Singletary’s outstanding play in 1981 was enough to earn him near unanimous all-rookie recognition, Buddy Ryan constantly pushed the young linebacker to do more. Ryan, who was initially displeased with the way Singletary handled himself in the "46" defense, rode the rookie mercilessly. For the first year of their association Ryan never called Singletary by his name. He referred to him only as "Number 50". For nearly two seasons Ryan refused to let Singletary play on third downs or obvious passing situations.

Ryan's constant pressure pushed Mike to become a complete linebacker. By 1983, Singletary, who was named defensive team captain, was playing on all downs and even the acid-tongued Ryan was singing his praises. "Mike is the best linebacker in pro football," said Ryan.

Mike went on to become the cornerstone of Ryan's "46" defense. For 11 consecutive seasons, beginning in 1982, he finished as the team's first or second leading tackler.

Mike Singletary gives much of the credit for his success to Buddy Ryan. "I really didn't like Buddy for a long time," Singletary said. "But, he taught me about myself, made me reach for things I thought I never had. I never would have achieved what I have without Buddy."

Once Mike put his ego to the side he became a “student” of Ryan’s purpose.

The point of all this is that having a mentor is an invaluable asset to your success in every part of your life. Certainly this is true on the job.  When you are exploring a job opportunity it is important to identify the mentor who will be available to you. A mentor can guide you to success in your new role. It’s important that the chemistry be right between you and that individual.  A person can be a mentor or a tormentor.  In Mike Singletary’s case, Buddy Ryan was first seen by Mike as a tormentor, but once he put his own ego to the side, he gained invaluable knowledge from Ryan that made him who he became.

Identify who your mentor will be. Make certain you have an opportunity to meet that person during the interview process. Ask the questions to be certain this is a relationship where you can gain the education you seek to continue to grow and succeed. 

Scot Dickerson, CPC
President

Looking Ahead: Materializing Job Trends

Every year I like to explore things I’ve seen first-hand through my constant interaction with hiring managers, human resource professionals as well as insurance industry professionals at all levels. In just the end of 2015 Q4 and very beginning stages of Q1 2016 I’ve seen some very interesting trends materializing in the market. 

Here is a list of 4 things I have seen from my interactions:

1.     1. Over the years I’ve seen at least half of my client companies have a policy against rehires. However... I’ve seen a shift in that now a majority of companies have become accepting of former employees returning. This trend seems to be happening because professionals are switching jobs more often, and the access to talent through technology is greater than ever before.

2.     2. I met with the CEO of an organization a few weeks back and one of the things he mentioned was that over the next couple years they will be experiencing a significant number of executive retirements. Succession planning and next generation leadership development will be a priority in 2016.

3.     3. I was speaking with a long time client who is a human resources professional, they lost three employees to competitors. In the exit interviews each employee headed out was consistent as to why they were leaving. Nothing to do with the company or the pay. The only reason they were leaving was because the other company was allowing them to work remote. More employees are willing to switch employers based on the flexibility programs. With the rise of telecommuting, co-working spaces, new technology tools, workers are demanding flexibility.

4.     4. Further increase in the utilization of contract staff by employers. We’ve seen this on the list every year for the last few years. 2016 is no exception. The continued rise in Contract Staffing will prevail as companies accept this as a solution to employee leaves of absence, particularly busy periods of the year and/or special projects where extra help is needed.

Scot Dickerson, CPC
President