Author: Joe Giacomin | (248) 453-0092 | jgiacomin@asgteam.com
“Send Me A Resume” – A Strategy Just Short of Guaranteed Failure
Weekly, we receive inquiries from representatives of companies searching for talent to fill key, impact positions.
At times, I will hear directly from a hiring authority, but quite often, typically in very large organizations, I will receive a call or an e-mail from a person in Human Resources, possibly a talent acquisition professional.
A recent call unfolded as follows:
Talent Acquisition Representative (TAR): “Hello, Joe, you were referred to our firm as an experienced recruiter in the automotive supplier sector. We are seeking a Vice President of Sales for our XYZ Division and haven’t had much success finding the right candidate.”
JG: “How long has the position been open?”
TAR: “Our search is closing in on sixty days.”
I proceeded to ask some questions about required /preferred qualifications together with information regarding products, key accounts, and compensation.
I advised that a successful, contented candidate is not answering ads and would need to be contacted directly. A top-echelon producer needs to hear the prospective company story, the specifics of the position, along with career potential. This initial recruiting effort will typically determine his/her level of interest and consideration for an interview.
I recommended that she consider engaging our firm in a search process to locate and recruit qualified candidates.”
TAR responded: “Do you think you could just send us some resumes? It would be fine with me if you removed their identity, current company, and contact information.”
At this point, I was somewhat bewildered. Her company is in a highly competitive market and needs a person who will be responsible for maintaining substantial revenue while building and leading a team into new growth markets. I estimated that having this position vacant placed the company in a critical financial position. And here we were, being asked to approach the process as if they were examining and comparing wallpaper samples.
“And here we were, being asked to approach the process as if they were examining and comparing wallpaper samples.”
Hiring the best people is arguably one of the most important objectives of any organization. Unlike other acquisitions, (machinery, technology, facilities, and equipment) people are unique, and in motion… and once engaged in your hiring process, they’re evaluating your company and the people within it.
Whatever procedures you prefer to locate, interview, and acquire your best talent, I strongly suggest that corporate hiring authorities (even at the highest levels) be actively involved. The costs related to losing a talented person due to an unfocused or protracted recruiting process can be staggering – even game-changing. I’m often quoted as saying: “It’s difficult to do this (recruit) from thirty-thousand feet.”
I completed my call with the company representative and informed her not to expect any resumes, (redacted or otherwise) just yet and offered an alternative suggestion. I asked her to schedule a meeting so that we could speak with the various company personnel involved and together, discuss their requirements in detail and work toward settling on a solution to locate and “land” their highly coveted Vice President of Sales.
The perfect candidate is out there. The question: Will he or she remain in their current position, join their company… or nearest competitor?
Plugged-IN
Things that I wonder about …
With the growing number of electric vehicle introductions, (EVs) I wonder about the longer-term fate of various premium brands — especially those renowned (and often a motivation for purchase) for their internal combustion engines (ICEs).
Take BMW as an example. Without question, they are famous for building quality vehicles. Their engines have been continually rated as among the very best. But how will BMW compare to vehicles of lower cost when both are powered by lithium batteries and electric motors? The BMW EVs will be terrific products, but will the major price difference (in the thousands) be enough to justify the purchase?
9000 pounds and zero to sixty in three seconds. Think about that for a moment. The EV Hummer from General Motors lays claim to these very impressive (and a bit scary) numbers. I’m what you might refer to as a “car guy” and the capabilities of a Hummer both on and off-road, are amazing. However, owning one will require a higher level of responsibility and respect for our highways and the multitude of drivers who will share them. Just Sayin’.
I wonder what the reaction would be if auto manufacturers re-released classic vehicles, retrofitted to current standards and technology …complete with electric propulsion. Imagine one of your “EV” dream cars (Think original T-Bird, GTO, or ‘Cuda) available at your local dealership. Would they sell?
While I don’t necessarily agree, it is often stated that younger generations don’t maintain the passion for automobiles that once existed. It’s been repeated time and again that anticipation about new models arriving each year, changes in styling, and the proverbial “love affair” connected to it all just isn’t what it used to be. It’s true, tastes change along with the features and capabilities required to meet current demand.
Based upon what I have had the opportunity to learn (including some sneak peeks) about what’s coming, I believe manufacturers are well-positioned to capture the hearts of newer generations of buyers in the years ahead. The key: Which company(s) will do it best? Happy Motoring!
