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Top Executive Career Mistakes Of 2014

Posted on January 1, 2015February 10, 2017 by JMJ Phillip

We are kicking off the New Year with a simple list of “what not to do” for executives making a career move in 2015. JMJ Phillip’s Retained Executive Search Division has compiled notes from global searches to publish the top 5 career search mistakes of 2014.

Listed below are the Top 5 Mistakes our search consultants witnessed in 2014: 

  1. Hypothetical Futuristic Bonus Value: Sounds confusing right? While most want a bulldog type in the C-Suite, as they appreciate strong negotiators, it is also really easy to turn off a future employer with a convoluted “what if, and or” Boolean dissertation on what bonus you may be missing out on. 

Of course no one wants to walk away from a guaranteed high 5 or 6 digit bonus but trying to leverage your future employer because of a bonus that may or may not come is a sure fire way to make the employer look at other candidates. We worked with a couple of impressive high level executives that gave some great insight on how their careers progressed so quickly by not waiting for a potential bonus to be paid out.

The first executive noted: “You cannot keep looking backwards. Your future is in the hands of your new employer. So I lost some bonus money, not every step is forward and career growth certainly isn’t linear. If the job is worth taking, its worth taking whether you get your bonus from the old company or not.”

The second executive noted: “I guess it’s a matter of integrity for me. I cannot stick around and wait 2 months for a bonus knowing I will put my notice in right after. I have to do what’s best for me and my family but I don’t want to dine and dash on a company that was good to me. I also believe in this new world we are living in, 2 months is a lot of time and I would rather get into the new job and start making things happen knowing it will reward me far more than whatever bonus I could have received from my old employer.”

Being in the search business we understand nothing is clear-cut, sometimes it makes sense to stick around and get your bonus. After all, you earned it right? Other times it may be best to just move on.

But one thing to think about before you sit down to talk compensation, if you’re flinging out wild numbers about a bonus that “may come” your chances of getting the job are going to go down.

  1. Relocation Bi-Polarism: When you ask anyone working at an executive search firm how they feel about working on retained executive searches versus the contingent professional and management recruiting they did to start their careers off, they will often say, “executives know the game, they know how to make a career change and it’s often a smooth consulting gig.” While that is true we witnessed something in 2014 that was a bit disturbing. Companies often complained about candidates, be it those from a firm or their own internally sourced, backing out in the 25th hour because of relocation. Candidates will often fly out 2-3-4 times only to back out which wastes a lot of peoples time. One caveat to keep in mind is that the world is shrinking, and everyone knows everyone.

If you don’t want to move you need to figure that out early on in your career search, ideally before the first interview and absolutely no later than after the 1st interview. If you fly out somewhere 3 or 4 times only to back out, wasting people’s time may not go well for your reputation.

  1. Playing “Hide the Compensation”: Once again everyone appreciates a strong negotiator but everyone in today’s world wants transparency. Nothing seems to stop an offer in its tracks faster than withholding what you are currently earning. We know it’s a point of leverage and you don’t want them to lowball you but we look at it from a different light.

If the company see’s your value, they are going to pay you what you are worth. Likewise if you are trying to get a 30-40% raise by playing the hide the compensation game the company can equally say you’re just looking for a pay day, not a career. Be honest with the company about your compensation, tell them where you would like to be AND WHY, then let the chips fall where they may.

Ask yourself this, do you want to work for a company that was going to low ball you but you some how got them to pay you much more? That is not a win win in the end and this can ultimately lead to a resume that depicts you as a job-hopper because neither party ends up happy with the transaction leaving you looking for jobs every 1-2 years.

  1. I Know Someone There:  A pretty simple one to avoid. Again, with the world shrinking, everyone knows everyone. Often we hear from the candidate that they know someone at the company they are interviewing with and they reach out to them. Want to know how often that works out? Not often! Odds do not seem to be in your favor when you work back channels. Prior colleagues opinions of you may not align with your perception.

The one thing you didn’t think about is, maybe the person you’re reaching out to doesn’t want you working there because you have dirt on them. They started a new career and they are doing okay when someone walks in from the past with stories about them. People don’t think about these things but it happens far more often than you know.

  1. Resume And Social Media Asymmetry:  It seems everyone in their life took a position or two that didn’t work out. Maybe they only lasted 3 months because it was a bad cultural fit or the company wasn’t what they expected. So what do you do? You leave it off your resume but it’s listed on your LinkedIn profile or some other lead gathering site has your information listed and you cannot have it removed. So it only takes one simple Google search for someone to find that discrepancy and question your integrity. All we can say is the world is changing. Data is everywhere. If you choose to hide things it may or may not hurt you. Sometimes you can address this in an interview or with the recruiter so everything is on an even keel. 

Making a Career move in 2015? Visit  Resume Submission 

Hiring an Executive Search Firm in 2015? Call 877-500-7762

 
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Owning Your Supply Chain – Lessons From Chipotle Grill’s Antibiotic-Free Beef Dilemma

Posted on August 22, 2013October 4, 2015 by JMJ Phillip

Studying the industrial revolution you will find many of the titans of industry relied only on themselves. Carnegie likely didn’t know the term supply chain management, nor did he need an acronym to help him understand the concept.  Over 100 years ago these industry magnates were breaking ground on value chain engineering because it simply made sense, not because they learned about it at the latest supply chain seminar. The thought wasn’t about what is easier, it was about control. And to control and own your supply chain meant steady growth with less risk.

Which brings us to the modern day when everything you can think of is outsourced and completely dependent on another company in the supply chain. What we learned a century ago was that vertical integration wasn’t a bad thing. For all the time and effort we put into international sourcing teams, supplier development, and supply chain management on top of all the costs associated with every mere hiccup, does it make more sense for you to own your supply chain?

For you Chipotle fans, every time you walk into the restaurant you’re slapped in the face with the sign touting all the feel good mantras of “Never Given Hormones,” “Naturally Raised,” and “Food With Integrity.” They have spent all these years hoarding brand equity based on the simple concept of if you eat here, you are eating healthy food and it’s worth the money.  But now we are at a tipping point. The supply of antibiotic-free beef cannot support their demand. While they are a big enough corporation likely to outbid everyone else to increase their supply, this would also translate to higher food prices, which the market may not support.

So do you raise the prices and hope that people switch to chicken or dig deeper into their wallets? Or just say, ‘hey, we cannot get enough beef on the open market, so we are going to be transparent and say here is our issue and we may have to use some different category of beef.’ We know which one they chose to do….

But what if that never had to happen? What if Chipotle owned their entire supply chain? As part of a strategic plan 5 years ago, could they have started buying farms and using demand planning to forecast their own supply needs? They wouldn’t have to bid on the open market; in fact, they could operate completely in their own bubble. Their upstream farm operations wouldn’t have to make money, they would only have to break even and ensure a consistent and adequate supply of products to support Chipotle’s operations.

Easier said than done! For the smaller companies or regional companies, it may be a tall task. For a nearly $3B company looking to dominate the globe with their made to order, high quality food with integrity, did it make sense to drain your brand’s value because you didn’t own enough of your supply chain?

 
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June 2013 Cover Story in PE Magazine

Posted on June 3, 2013 by JMJ Phillip

JMJ Phillip was recently interviewed in the June 2013 Cover Story in PE Magazine about succession planning and the need for engineers. To read more please visit http://www.nspe.org/PEmagazine/13/pe_0613_Engineer.html.

 
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What to Make of LinkedIn’s Mad Skills

Posted on March 7, 2013 by JMJ Phillip

Do endorsements on LinkedIn help? If so, which skills should you highlight? Read more from our Vice President below:

 

“Indeed, some HR pros say these endorsements aren’t so useful. What your friends say about you is about as reliable as what you say about yourself, says James Thompson, executive vice president of JMJ Phillip Holdings, a human resources consulting firm. That is, not much. “Job seekers plaster buzzwords all on the top of the resume, only to find in the interview that they really were a master of none of them,” he says. (“Creative” remains LinkedIn’s most overused buzzword.)”

For full article click HERE.

 

 

 
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JMJ Phillip Featured on Career Builder

Posted on February 15, 2013 by JMJ Phillip

Read a quote from our Vice President of Business Development Jim Thompson on 5 Great Perks for Retaining Your Employees. Based on the culture at JMJ Phillip Group Jim recommends a fun environment: including Family Guy and free lunches.

“Internally, we try to buy lunch a couple days a week and let different people choose where we are eating. You will find many of us, executives to associates, all eating at the same table and cracking jokes about Family Guy. Try to make the environment fun and family-like as no one wants to work in a sweatshop.”

–  Jim Thompson, JMJ Phillip

Read more here: http://thehiringsite.careerbuilder.com/2013/02/15/retention-perks/

 
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Sponsoring The OGBC

Posted on January 4, 2013January 4, 2013 by JMJ Phillip

JMJ Phillip, a Michigan based Executive Recruiting Firm, is proud to be sponsoring The OGBC (Olympia Gymnastics Booster Club) Athlete Warrior Challenge February 1-3, 2013. This three day event has over 2000 gymnasts, ages 8-18 from around the United States compete against the best in their division. The event will be held at Macomb Community College Sports and Expo Center in Warren, MI.

 

The mission of the OGBC is the promotion of amateur gymnastics:

 

    • “To promote the physical, mental and moral development of members who participate in competitive gymnastics activities;
    • To encourage, assist, and support the development of a gymnastics program which shall include recreational, exhibition, and competitive gymnastics opportunities for participant members;
    • To encourage and assist in the development of a sense of fair play, honesty, fair competition and true sportsmanship on the part of each participant;
    • To provide an effective and efficient means of communication between OGBC members and the community, teams and gymnastic members.”

www.olympiabooster.com

 
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Top 2012 Executive Career Search Mistakes

Posted on December 18, 2012December 18, 2012 by JMJ Phillip

The JMJ Phillip Retained Search Division has compiled a list of the 2012 worst mistakes witnessed during an executive career search. While this list only demonstrates a few key points, these are often the easiest to fix if a candidate takes the time to properly prepare for an interview prior to making decisions and taking action. Statistics illustrate if a candidate is not receiving an offer for every three interviews they should take a step back and consider what went wrong by doing a personal assessment. This has been shown to result in a far more successful career search.

 

1.       Companies know how smart you are:       The fatal mistake that tops the 2012 list is the “let me show you how smart I am” executive. When interviewing with prospective companies take into consideration that if you made it to the interview, the company already thinks highly of you. While showing a certain level of confidence is important, remember you have to walk a fine line not to become “the smartest guy in the room.”  When the executive team or board hiring committee is evaluating someone, they are seeking extremely intelligent professionals whom others will want to work with. If you pull out your fifty “really important” questions on the first interview there is a good chance you will not be invited back for a second interview.  No one likes a ‘Know-it-All’. It is also not necessary to point out that you went to a top 25 graduate school; they know this already and may have even chosen to bring you in because of it.

 

2.       Price gouging:        People like to do business with those they can trust. There have been many instances this year where JMJ Phillip has experienced a candidate tell the executive search consultant, or even fill out an employment application with a desired salary amount, but after an interview they ask for a considerable amount more. While this is understandable when the job requirements or situation changes, it is not an acceptable reason when a candidate feels they can get a substantially larger compensation package. This usually happens pre-offer and at some point during the first or second interview once the company has displayed great interest in onboarding the candidate. Once the candidate finds out the company is really interested, all of a sudden they are asking for 20-30% more than they originally asked for.  JMJ Phillip has found no cases in 2012 where this ended up in a successful hire.

 

 

Being difficult:      Most companies understand an executive’s busy schedule. However, things go south when a company goes out of their way to accommodate a busy executive and they either cancel at the last minute or constantly reschedule. Once the company decides not to pursue the candidate suddenly the candidate wants to “make things work.” At that point it is too late. In 2012 companies have become very picky on who they decide to pursue. The lack of willingness to make an interview happen can often be taken as reluctance to make a career change or worse, a lack of interest in their company.

 

4.       Honesty:         The fall out of the Yahoo CEO being ousted for questionable items on his resume introduced companies picking over career histories with a fine tooth comb. You can bet a company is going to do exhaustive background checks, income verification, education verification and job tenure verification.  Do not say you have a degree if you are four credits away from having one. It is equally inappropriate to say you only need fifteen credits to complete a degree if you need sixty. Also, be precise with your job dates.  Stretching job dates to fill voids will be caught and brings integrity into question.

 

 

5.       Lack of energy:      If you have the title of Director or above, people see you as a leader. If you are a leader the last thing the hiring committee wants to see is lethargy.  In 2012, the markets continue to become more and more competitive leaving no time for a low energy executive. Many executives are being brought in as change agents, and with change the company needs someone with energy, excitement, and motivation. We often joke pre-interview and tell candidates to stop and get a Red Bull or a Quad Americano as a way of saying “show them you are bringing some energy to their organization.” Lack of energy and excitement is also taken as a sign of someone not being interested in a position or company which is extremely visceral to the executive hiring committee.  

 

 
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Doubling Toys for Tots Donations in 2012, a National Executive Search Firm Pioneers the Drive for Corporate Charity During Times of Economic Uncertainty

Posted on November 13, 2012 by JMJ Phillip

JMJ Phillip, a top Executive Search Firm, believes with success comes greater community responsibility as they continue to champion and support their annual Toys for Tots program, giving less fortunate children some holiday cheer.
(PRWEB) November 13, 2012 JMJ Phillip, a Michigan based Executive Search Firm, is inspiring companies to participate in the Toys for Tots charity this Christmas 2012. To promote the giving spirit this holiday season, JMJ Phillip has offered to match any toy donation a business sends into their firm with an equivalent gift. Not only does this encourage companies to help the Toys for Tots program, but it offers the incentive of a combined effort to help kids in need with donations up to $2500 in toys.

“As in previous years, the Toys for Tots program has been one that keeps gaining momentum with each year we participate and collect donations. It is great to see the ongoing support from our company clients and candidates we’ve worked with and look forward to 2012 being our biggest year of contributions yet,” said James Thompson, Vice President of Business Development.

Toys will be collected until 5pm on December 8th. JMJ Phillip offers drop boxes placed at customer businesses as a means of collection. Arrangements may be made for gift pickups in the Metro Detroit Area by contacting JMJ Phillip at jmj.reora.net.

A third way to contribute is by posting a picture of a new toy ready to be donated on the JMJ Phillip Facebook page and it will be matched with an equal gift. Toys for Tots requires all toys to be new, unwrapped, and in the original package. There is no set age for the toys and all gifts are welcome, but there is usually a higher demand for the older children.

Marc Callert, a Manufacturing and Supply Chain Executive Recruiter states “Toys for Tots is a fantastic charity to participate in this time of year and especially in today’s economy. The program directly helps bring the community together and raises the spirits of kids who may not be going through the best of times. As an executive recruiter, I am speaking with individuals in all types of situations and it has been my experience that programs like this bring out the compassion and willingness to give in everyone no matter how big or small the donation may be.”

About JMJ Phillip:

Located in Troy, MI, JMJ Phillip is one of the nation’s leading executive recruiting firms specializing in the placement of manufacturing, supply chain and information technology professionals. For more than a decade JMJ Phillip has helped organizations grow and prosper by identifying and helping them retain exceptional leadership talent. To learn more about the company and its services, please visit http://jmjphillip.com/.

James Thompson

JMJ Phillip

877-500-7762

James.thompson@jmjphillip.com

 

See JMJ Phillip on Yahoo News: http://news.yahoo.com/doubling-toys-tots-donations-2012-national-executive-search-121517963.html

 
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Organizational Ambidexterity in Competitive Markets

Posted on October 29, 2012October 29, 2012 by JMJ Phillip

As we continue to grow at a rapid pace across many brands, we are always looking for new ways to be innovative even though we get lumped into a sector where innovation is stagnant: Professional Services and Management Consulting.  However,  we have found, even for our executive search firm, that we are able to push the limits, adapt to the new employment markets and really learn the causality of business prosperity or failure from a workforce perspective.

Over the years we have pushed an Organizational Ambidexterity Model and strategy across all of our companies as we knew one thing for sure, we didn’t want to be the company that failed to adapt to the rapidly changing world.  Our culture instills an intrinsic motivation and passion to learn and innovate and every day we have new extrinsic motivators reminding us not to become a dinosaur. You cannot turn on Bloomberg or CNBC and not hear about Best Buy struggles to re-strategize their business plan and somehow it seemed like Facebook went from being the cutting edge Pre-IPO to becoming a turnaround situation within 24 hours of the shares hitting the market. Everywhere around us it seems that “nothing can be done the old way anymore.”

The one consistent fatal mistake we see over and over again from a business and workforce viewpoint, is waiting too long to take action and even if they try, they didn’t come strong enough. With time you can fix many things, but we all know most difficult problems within any reasonably sized organization often takes a lot of time and money. Best Buy as an example simply waited too long and did not make the strong moves they needed to. An Organizational Ambidextrous company would have never let their online presence stay the way Best Buy did and this is coming from a customer who was thinking, “hey I want to spend money here, get it together already!”

Developing Organizational Ambidexterity is about as easy as instituting change, which as we know in the corporate world isn’t the easiest thing to do. How do you get your people to stay planted and continue doing your core business the way it needs to be done and what your customers expect, while driving innovation to do business the new way?  Not everyone is clairvoyant , we all wish we could simply make  our workforce read Steve Jobs’ biography so they can become visionaries too but it just isn’t that easy.

Here are some of the actions we took across all of the JMJ Phillip Companies:

One positive thing came out of Enron and that was the slogan, “Ask Why”.  Having your workforce challenge the way you do things can have a lot of positive outcomes. If they cannot provide a better way to do business then you keep it the same until someone does.

  • Failure is a strategy.  If you are not trying new ideas and failing, then you simply are not pushing the limits. We cannot recall many companies that played it safe for 50 years who are still market leaders today.
  • Create a pitch day that you do two to four times a year. Lay down the gauntlet to your workers and challenge them to come up with a new business plan, new division, new product, new service or whatever it may be that correlates to your business. Set it up like a venture capital pitch day and have each employee with a well thought out and vetted idea pitch the rest of the company. This will encourage others to step up and will also spark ideas within the group since great ideas often stem from another idea.

With all of our companies being boutique and often bidding against large multiple, hundred million dollar firms we are always asked from the executives and board hiring committee: Why JMJ Phillip over your much larger competitors?

The shortest answer is our Organizational Ambidextrous culture, but that does not sound so amazing when trying to sell your company in a boardroom full of people.

The long answer is that we are a group of small companies and push every single day to understand the workforce changes we are experiencing culturally and through technology. We work hard to understand the ever evolving business models of tomorrow and strive to push things to the limit when partnering with our customers to develop a workforce to make them become the market leader.

We never will be, nor do we want to be the large, 50 year old company that has been “doing things this way for years”. Every day we move forward, continue to be quick on our feet and not only keep up with the changes, but set some trends ourselves.

We believe every company is going to have to follow this model to be competitive in the future. We are proud to say we have been doing it for years.

 
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Just As Many BAD Employers as BAD Employees

Posted on June 30, 2012 by JMJ Phillip

Every executive search firm battles the same issue with their clients “the candidate is a job hopper”. We are on board with that, we don’t like to hire job hoppers at JMJ Phillip either. If you’re looking for a slightly better pay day every 2 years or you simply couldn’t cut it and keep getting bounced out of your job then you’re not for us.

But over the years we have come to realize that it’s not always the candidates fault and the general idea that employers are immaculate is simply ridiculous. Often candidates get hired and are never told the full story, because if they had the full story they would never take the job! Companies holding their cards close is nothing new, but imagine if you took a job and found this out in the first 6 months that: (this is a sampling of true stories).. 

• We have 45 days of cash flow and our biggest customer is suing us

• We have been in a turnaround situation for over 18 months

• We went live on SAP and it was a failed implementation

• We lost a government contract so we will being having layoffs

• Job sold in the interview did not end up being the job you signed up for

• Company is an acquisition target and will be bought

• Pay, bonuses and incentives were not as promised

• Manufacturing is moving to Mexico

• Manufacturing is moving to Asia

• Plant is closing, everything is moving to another plant

For every job hopper, you have someone that has had legitimate reasons for moving around. If someone worked for 2 bankrupt companies in the last 5 years, how do you blame them for being a hopper? Meanwhile your seeking that guy that spent 12 years at one company thinking they are the rock solid person you need to hire and here are some lessons learned from that.

• Long tenure can be a sign of complacency

• Long tenure could mean the work environment was relaxed where poor employees have the opportunity to have long careers

• Lack of diversity leads to “this is how I did it at my old company”

One last note that may surprise you: Those that had long tenures often end up having more than 3 jobs in a short period time.

Now it’s not always the case, but you will see someone that had a 8 year run, and a 6 year run, then have 3 or 4 jobs over the next 6 years. So while you’re seeking the ideal candidate based on tenure you’re letting some top candidates pass through your fingertips because you didn’t want to invest 20 minutes talking to them to learn about why they had the career changes they did.

Now at JMJ Phillip we already have that discussion before we send you the candidate, but before you are quick to say “pass”, step back for a moment and think about how many bad employers you have worked for, it may make you give someone with amazing talent a chance that you wouldn’t have otherwise.

 

 
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