Perfect Hires Don’t Exist

My old boss told me: “If you hang around the night club until past midnight, waiting and waiting for that spectacular love-at-first-sight individual who would sweep you off your feet, you would most likely end up going home alone “.

In any hire, you must find a good balance, and make a trade-off if necessary, between three things; they are:

  • The time you have before someone must be in the job.
  • The quality of the candidate and to which extent it’s good enough.
  • The cost of compensation demanded by the candidate vs. how much you can afford to pay.

It’s always a trade-off between time, quality, and cost.

You cannot hire people who do not want to be hired. It’s an old research, but my guru Lou Adler and even LinkedIn claim that some 80% of the candidate pool is not actively looking for a job. The balance of 20% will include many new graduates who by definition are active job seekers. You guess how many are left, who will read your job board advertisement or ready to talk to a contingency recruitment company.

I know of companies who have been on the hunt for six to 12 months, hunting through job boards or a group of recruitment agencies, for that perfect elusive and new Einstein candidate. I mean, has anyone thought of asking why an organization can function without such person for that period of time? You must question if you actually need to fill the position, if your business is running well without.

Year after year, organizations toss enormous amounts of cash at finding the ‘perfect candidate,’ and because they are holding out for the ‘perfect’ hire that never comes, sadly many positions remain unfilled for a long period and this affects business and business plans. Hence, the ‘best hire’ myth becomes a problem for them and costs the company money.

But the reality is far from that: the perfect hire doesn’t exist. It’s almost a myth. In reality, a company can only hire the ‘best’ that is available on the market – in a pool of interested candidates, not the best available in the industry. And if that person even exists, he or she is, of course, already happily employed. Only a tiny percentage of companies have enough money and interesting projects that could convince the best people in their field to work for them.

via Perfect Hires Don’t Exist | Sourcecon

How you can compete with robots in the future job market

Any chance you have been to New York the last 12 months? Perhaps visiting McDonald on the corner of Third Avenue and 58th Street to get yourself a cheese burger?

So this is how it works at that particular McDonald restaurant; you go to a touch screen kiosk, click the food and beverage you want. You use your mobile phone to pay… then pick up your hamburger that has been grilled to perfection by a McRobot.

I was recently the key-note speaker at an event for the Young Professionals of the German-Thai Chamber of Commerce. I was talking about how the YP’s could possibly compete with the robots in the future job market.

What does McKinsey and World Economic Forum say Continue reading “How you can compete with robots in the future job market”

How a wrong handshake will eliminate you as a candidate

Perhaps the most important thing you must get right, to leave a good first impression, is to get your greetings right. Whether you are a candidate coming for an interview or a sales manager trying to impress a prospect customer.

But which one I may ask? It could be a wai if you are Thai, a bow if you are Japanese, la bise (cheek kiss) to good friends if you are French, or a firm handshake if you are American.

Screw it up and not getting your handshake, wai or bow correct, spells trouble ahead.

Handshake, wai or both? Continue reading “How a wrong handshake will eliminate you as a candidate”

Once upon a time, Tom was an ordinary candidate

Once upon a time, Tom Sorensen, was an ordinary candidate who experienced almost every job search faux pas in the book. Today, he’s an accomplished search consultant with over 35 years’ experience and recognized as one of Thailand’s top recruiters.

If you’re looking for real advice from someone who’s been on both sides of the table, then look no further and visit the links below! Continue reading “Once upon a time, Tom was an ordinary candidate”

How Valentine would select his HR Director

Last night over a nice Valentine’s Day dinner, I asked myself if he had an HR Director? I mean he as in Saint Valentine.

Well, I don’t think so. But since we were celebrating Valentine’s Day, what an opportune time to wonder what if? Valentine’s Day is associated with romantic love and has evolved into a time where lovers express their love for each other by presenting flowers, greeting cards and confectionery. Continue reading “How Valentine would select his HR Director”

85% find their next job through their network; not from recruiters!

That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.

Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”

Artificial Intelligence no match for headhunters

No match as in AI not being as good, strong, or clever as human recruiters who can actually SELL a job.

The U.S. Bureau of Labor Statistics once reported that 83% of a labor market is passive, meaning people are not actively looking for a new job. And consider that only about 20% of the six to seven million higher educated Thais are registered LinkedIn user (and a lot less are regular users that is). So what does that tell you? Continue reading “Artificial Intelligence no match for headhunters”

What’s your New Year career resolution?

Being in Asia, there is little in the weather which tells you that we are once again in the month of January. The festive holiday season is now just behind us and you may have thought of your own personal New Year’s resolutions. It’s the time for reflecting on the changes we all want in the coming year.

Have you made yours yet? What about one of these resolutions: Continue reading “What’s your New Year career resolution?”

Headhunter Horror Stories

Seeming disinterested, arrogantly smiling and over- or under dressing for an interview – these mistakes can happen to anyone. But the almost unbelievable behavior of some candidates can leave a deep impression on the psyche of any  hiring manager. Continue reading “Headhunter Horror Stories”

8 ways to evaluate a headhunter in 30 seconds

You know the feeling when a headhunter calls you. If you ever got the call that is? You feel a sense of pride and excitement. You think to yourself: Finally, someone found me, someone discovered my talent, the big salary and company car coming my way, the neighbours will surely notice my new status, my spouse and children will acknowledge how smart I am. I should go buy a lottery ticket today. Continue reading “8 ways to evaluate a headhunter in 30 seconds”

The dreaded candidate black hole

It’s really hard to believe that many hiring managers and recruiters still don’t get it. That it’s a courtesy to inform applicants and candidates, who have been interviewed, that unfortunately another candidate was chosen for the job.

I love this line in the story that I quote below, that only one person can land a specific job, but everybody can have a good experience for the duration of the recruitment journey, even if they’re not ultimately the chosen candidate.

Here’s what you say on the phone or you write in the email: Continue reading “The dreaded candidate black hole”

40% of executive searches fail; clients to blame for most of them

Are you surprised? The research from ESIX says that 40% of executive searches fail and that the clients are to blame for 70% of these failures. What is your own experience with contingent recruiters and executive search consulting firms?

I have helped organisations to fill managerial and top executive positions in Thailand for the past 14 years. I see a clear pattern when clients are successful in their hiring, and likewise I notice when companies struggle to recruit. Some examples of what works for the successful client companies: Continue reading “40% of executive searches fail; clients to blame for most of them”

Five reasons why slow hiring process kills all deals

Last week I got a message from a senior executive candidate, who is in the running of becoming the new Managing Director for a multi-national company. He said he was pulling out of the hiring process. He and other top candidates met the client five weeks ago and to date no decision or update have been forthcoming.

There is no way you will impress senior executives with a slow recruitment process. Period. Continue reading “Five reasons why slow hiring process kills all deals”

Why headhunters don’t return your calls

If you missed the Bangkok Post article on 19 June 2017, Why Headhunters Don’t Return Your Calls, read the full article here. It’s the story why I used to hate headhunters…

Once upon a time is the phrase which begins fairy tales and fabulous stories set in some unspecified moment in the past. Except the story you are about to read. There is nothing fairy or fabulous about this real life experience of mine. I absolutely hated headhunters. My story starts like this: Once upon a time when I was a candidate myself. Continue reading “Why headhunters don’t return your calls”

Forbes ranks Boyden in Top Ten in executive search

Forbes recently launched their first ever ranking of executive recruiting firms. Boyden has ranked #8 out of the 250 firms included in the set.

To assign rankings, Forbes gathered 20,000 responses from executives and HR managers. Forbes asked them to name the top firms with which they had experience. The companies with the most recommendations are ranked highest. Continue reading “Forbes ranks Boyden in Top Ten in executive search”