At Treeline we offer both contingency and retained search services.  Many of our clients have asked me what the difference is and I thought it prove to be useful for many of you hiring executives that are looking for a resources to assist you in a particular search.  Please note that both types of search are proven and very successful.

Contingency Search is based strictly on performance and less expensive for the hiring firm.  The advantage to launching a contingency search is that there is no upfront cost.  There is no exclusivity so you can use as many firms as you like and it is basically risk free because there is no charged fee unless you hire.  The disadvantage if you don’t have strong partnerships with your vendors and seek out well known search firms you may not know what kind of message is being driven to the marketplace.  You want a trusted ally to communicate your message to the market.  Because there is no exclusivity make sure your partners are strong and your comfort level is very high when it comes to there ability to drive your message to the market.  Signing lots of firms does not necessarily drive more qualified leads.  In many cases it causes confusion in the market.  The average contingency search is 25% of base salary, with a 30 day guarantee and net 10 payment terms.

The key to a successful contingency search is to find reputable firms that have the recognition and brand that you can trust. Build a strong partnership with those firms and you will find success.  Do not try to negotiate price too strongly with a contingency firm.  It will not help you.  Never sign a low contingency search fee because you will get no attention.  A well known and successful contingency based firm will say no to risky fees.  If a good firm says no to your fee you may want to re-evaluate your fee.  Remember that contingency firms have many clients and you pay them nothing to start the search. Contingency firms will focus on companies that have the largest fee, the most urgency and the greatest amount of communications and feedback.  The key is to commit to your firm.  For a contingency firm to succeed, they must find clients that want to build a partnership with them.  They cannot afford to work with companies that are not serious about making a hire.  It has to be a win-win so make sure you work with the firm not against it.  Remember that you get what you pay for. 

Retained Search has an upfront cost associated with it and is typically more expensive.  The advantage is you have one exclusive partner with dedicated resources to fill your vacancy.  Retained search is more consultative.  A retained search takes control of the search; they focus on discovery, assessment, research, candidate development, interviewing, consultation and close. You have hired guns protecting your interests by investing the necessary time to help you find the right fit.  The disadvantage is that this is very costly and there is no guarantee.  Because you have exclusivity with this firm if you find and hire a candidate on your own you still owe the entire fee and if the firm is not producing great results you are bound by the contract.  The average retained search is 33% of total compensation including bonus, with a 60 day guarantee and 1/3 payment at signing, 1/3 payment at shortlist of candidates and the last 1/3 at offer. 

The key to working with a retained organization is to find a firm you trust.  Make sure you know who will be conducting your search and meet those people.  Make sure you understand exactly what you are getting and make sure you understand the timeline.  If you can find a team you trust and can afford the cost of a retained search then make sure you commit to a strong partnership and you will have a great and successful experience. 

What have you found to be successful in your search and why?

Recently I did a live interview with Fox TV and wanted to share my experience.  The first thing I have to say is that the team at Fox News is incredible.  Every single person there is a consummate professional, very personable and, most of all, positive.  Because of that team, the experience of being on live TV was awesome.

With my first experience on live TV back in January, I was unsure of what to expect and had no idea of what to anticipate.  On multiple occasions, I have spoken at events in front of audiences of more than 1,000 attendees.  So, I channeled my past experiences so that I felt comfortable that everything would go off without a hitch this time around. 

What I have found, is that the people who I surround myself with are never short of pre-interview advice.  From how I sit, to how I speak, even to how I dress (I wear a suit and tie every day) – everyone had some input for me.  My advice to anyone who is subject to an influx of said advice is to listen, say ‘thank you’, and move on.  The one major piece of advice that I took to heart and utilized during the interview was to just be myself.  Many people will offer suggestions prior to the interview but I think the most genuine way to conduct an interview is to just be yourself.  Know who you are and offer honest and genuine input that you believe in.  I am a huge subscriber to Karma.  What you give to this world will come back ten fold so always do the right thing.  And being yourself is very ‘right.’

After the interview had ended and the lights and cameras were no longer on me – I got into my car, drove to the office and continued being me.  It was a great experience and I believe in the message I delivered.  Most of all, I hope my words helped some people.  We, at Treeline, are neck deep with the challenges of this job market everyday and there are people out there who need to know that they are not alone.  For those people, I hope that my time on TV let them know that we are all in this together.

Some people may have liked the interview and others may have not.  I would love to hear your opinion now that you have seen the footage.  Thoughts?

Thank you letters are not just the dreaded notes that you have to write after your wedding or some charity event that you took part in.  In the working world, they can literally make or break you when being considered for a job opportunity – they can also help you seal the deal on a sale.  Thank you letters, in their entirety, are very simple.  A well executed thank you letter can show your professionalism, creativity and persistence with follow up, which we all know is very important in sales.  However, a terrible thank you letter can cause you to lose a potential job offer no matter how well the interview process went.  How you ask?  I once had a candidate misspell the company name in the thank you email, which in turn ushered him out the door of his interview process.  I’ve also had a candidate write a thank you letter with terrible punctuation and horrifying grammar which had the same result.  If you’re going to put such lack luster follow up into a note to a potential employer, that tells them that you’ll do that same to new business prospects and companies simply do not hire those kinds of sales professionals.

So, how do you write an effective thank you letter?  It is quite simple, my friends.  All you need is four main components:  

• 1. Thank the interviewer for their time.
• 2. Include three reasons on why you’re interested in the position – repeat things that you discussed in the meeting.
• 3. Include three things why you think you’d be a good fit.
• 4. Wrap it all up with a call to action for your next follow up and you’ve got yourself an amazing thank you letter that will ensure that your resume and candidacy don’t go in the trash.

When you’re writing a thank you letter be conscious of your audience.  Are you writing to the sales manager or HR?  If you’re writing to sales managers, you want to be more direct in why you think you’d be a good fit and get technical.  What are the main skills that you need to know for this job and emphasize that you have those – show them exactly what kind of sales professional you are.  If you’re writing to HR, you want to be more general and enthusiastic about the role and the company in whole.

The timeliness of the letter also plays a key factor into the notes effectiveness.  I am a firm believer that you should follow up the day of the interview.  Once you leave the office the interviewer has time to digest your candidacy:  Do you have the skills?  Will you fit in with the team?  Do you share the same company values?  Is he/she really interested in making a career with the company?  And right as their thoughts of you start to fade, you want to remind them again of who you are and why you’re a good fit – with a strong thank you note.  You should also follow up after every interview but you don’t have to write the same thing every time.  The more you meet with the person, the less formal the letter has to be.  Another great touch is to send an actual hand written card.  In the world of Web 2.0 that we currently live in, getting a card in the mail is one of those personal touches that one tends to remember.  The same goes for following up on a sales call.  There have been several success stories of companies taking risks on a vendor after a personal card was sent.

So, thank away and do it now!  And, remember, make it timely, write with conviction and check your grammar!  Don’t hesitate to call Treeline for help.

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I think it’s obvious to say that everyone wants to get paid what they feel they are worth.  But what happens when compensation shrinks as does opportunity?

In this economy the amount of jobs that are being eliminated on a monthly basis is astonishing.  People who never before have been challenged by a job loss are experiencing it for the first time.  If you are one of those individuals, the question you should be prepared to answer is : Will I accept a job for less money than what I have been paid?

The answer will vary depending upon each person’s own circumstances: Are you the sole financial provider? Did you get a severance package from your last job?  Do you have money to tap into as a reserve? Will this opportunity lead to growth in the near future?

Regardless, once you begin your job search, you could be faced with the reality that you could be offered less money for the same or more responsibilities than your previous job.  Why? For obvious reasons – supply & demand.  It is an employer’s market and like it or not, they call the shots. Companies have the luxury of choosing within a greater pool of candidates than they have had in years. So where does that leave you?  One of the first things to do is sit down and write out precisely what your monthly expenses are.  Calculate exactly what you need to make to be able to pay your bills and survive.  Use that number as your absolute low, meaning:  even if it was the best job on earth, if the compensation is expected to be below your absolute low, you couldn’t take it. If an offer comes in anywhere over that amount, you are in good shape.  Once you know that an offer will keep you off the unemployment line and out of bankruptcy, the next question is: do you accept or decline?

It’s hard not to let your ego in the way of a great opportunity and it’s natural to feel insulted if an offer is made below your usual earnings. But the reality in today’s market is that there are still great opportunities out there but unfortunately your expectations of what it should pay may be lower than what the company is willing to offer.  In this economy, what is more important:  opportunity or compensation?

We all know in today’s world finding the ‘right’ job can be difficult.  Many people ask, “What do I have to do to in order to stand out?  What are other people doing out there and how can I be different?”  In order to shop yourself around effectively, there is a standard resume format but there are many myths surrounding resumes;  “How long should it be?  What content should I put in there?  Do I have to list every role I ever held?”

 Many career seekers want to put as much information down as possible, but you should only focus on what is important – the pertinent information.  This is what will make an employer interested in speaking with you.  You want your resume to sell your skills in full force to make you stand out from the pack.  In order to do this effectively -the question that you want to ask yourself is; “What have I accomplished in each role that I have held?”

Accomplishments can mean many different things.  Essentially it all depends on what message you are trying to deliver.  For an example, the dictionary* states an accomplishment to be:

1. An act or instance of carrying into effect; fulfillment.
2. Something done admirably or creditably
3. Anything accomplished; deed; measurement

Makes sense right?  So, how do we highlight what we have accomplished in a resume?  There are essentially two ways to highlight what you have accomplished, the scope of your job, or… plainly put, numbers!   If you are describing a non-sales role, you can highlight your role with key words – such as ‘challenges’, ‘actions’,’ results’, ‘implemented’,’ improved’, ‘made’, ‘developed’, ‘handled’, ‘responsible for,’ etc… these are only a few ways to identify quantifiable accomplishments.  For an example,

• Created and designed website to better serve current and prospective clients in all aspects of marketing, service issues, and 24/7 customer service help.
• Responsible for all aspects of employment (Hiring, training, coaching, termination).
• Developed key relationships with C-Level Executives within a Nationwide Territory.

From a sales perspective, any hiring manager or decision maker will be looking for numbers that will highlight your goals, quotas and achievements.  Numbers are not always about what you have accomplished but also the means to achieve the goal…in other words, activity.  For an example:

• Averaged 75+ cold calls per day to Managers, Vice Presidents and C-Level Executives
• Average 10 face to face presentations per week within a New England Territory.
• 2005- Presidents Club recipient
• Employee of the month, 10/07, 11/07, 2/08, 5/08

Another way to highlight your accomplishments would be in highlighting your education – whether it is academically, athletically or extracurricular activities – these can all be selling points, especially for hiring managers.  Were you a 3-sport athlete? Have you earned a varsity letter? Were you part of a Math or Science club? A member of a Sorority or Fraternity?  What about your class rank?  Are you part of fundraising or charitable events?  Marathon Runner?   Did you work while you were in school or perhaps 100% self financed your schooling?  These are all excellent conversation starters.  Don’t assume that a hiring manager knows who you are.  Showing them that you are passionate, hard working and successful is positive and it will come across during an interview.  

Highlighting your experiences and skills to prospective employers will separate you from your competition.  Remember work hard and work smart!  If you have any questions, please feel free to email me at DeMelo@Treeline-Inc. or contact Treeline, Inc at 781-876-8100

*Random House Dictionary, © Random House, 2009

Here are seven Myths of the Market. Block them from your mind.  Don’t fixate on the challenges, focus on the possibilities.

1. Myth #1: There are no jobs. There are jobs out there.  At Treeline, we see them everyday and we help people find them.  As an executive search firm, we know the job market intimately. Our consultants are on the front lines, and can tell you first hand that people are finding new jobs. 

2. Myth #2: A job search is harder in this economy. Regardless of the economic climate, a job search is always challenging. Change is difficult, but there’s no better time than right now to recreate yourself. Leave your comfort zone behind. Identify companies that offer you the career progression and culture you are looking for and create your own opportunities.

3. Myth #3: The most qualified candidate will get the job. Without a doubt, companies are scrutinizing candidates’ resumes much more closely. Let’s face it: in this competitive market, they can afford to be more selective. With a much larger pool of qualified applicants available, companies have the luxury of interviewing only those with the most desirable skill sets. What many people don’t realize is that their qualifications account for only part of the equation. What’s the other part? Hiring managers hire people they like. Possessing the right skills is obviously essential, but fitting into the company culture is also critical. You may be the most qualified, but if you don’t share the company’s vision and values, you won’t get hired. 

4. Myth #4: If a company is not advertising its job openings, then the company is not hiring. Many companies do not advertise because the response can be so overwhelming. Instead, they employ executive search firms like Treeline to streamline the process, or leverage their own employee referral network. If your dream job isn’t advertised, don’t count yourself out. Don’t be afraid to reach out to companies that interest you. Introduce yourself. Forward your resume. You may be surprised to find out they’d like to interview you.

5. Myth #5: I don’t have enough contacts to network effectively. Of course you do, but you may not be networking as effectively as possible. Whether you’re introverted or extraverted, networking is a vital skill that you must master when job hunting. Start by creating a list of all your friends, coworkers, family members, neighbors, etc. Once you’ve created this invaluable database, get out of your comfort zone and start dialing. Talk to people about your current employment scenario. Let them know you’re looking for a new job. After making your first five phone calls, don’t be surprised to find a supportive group of people trying to help you. Whether they introduce you to the hiring manager at their company or forward your resume to a friend, you’ll be surprised at how hard they’ll work for you!

6. Myth #6: The Internet will get me a job. The Internet is a powerful resource that can assist in your search, but by no means will it get you a job. Only you can land that job. Use the Internet to post resumes, research companies, and identify positions of interest. Don’t forget that the Internet is also an incredible tool for networking.  Social network sites including LinkedIn and Facebook are effective ways to find new opportunities.

7. Myth #7: My resume should fit on one page. A resume should fit on one to three pages.  The key to an effective resume is to ensure it is a concise yet comprehensive snapshot of your career.  It should include your complete employment history in a way that showcases your accomplishments in a quantifiable way. What goals did you achieve at each company?  What are the intangibles that make you a great employee?  A good resume should help tell your story.  Keep it simple and easy to understand.  Make sure interviewers can quickly assess what you have done in your career.

Don’t fall victim to these types of myths or the negative stories that are being whispered in your ear.  It is your search, so take charge!  These are challenging times. Show the world what you are made of. You can do anything you want if you put your mind to it. 

What other myths have you encountered in today’s market?

One never knows exactly what to expect when you go on an interview.  Anxiety builds as your mind wanders about the people you’ll meet, the questions they will ask and the overall feel of the company. But there is one thing you can do to build confidence before you start the interview process and that is to be prepared.  Preparation before every interview is an absolute must. So what does that exactly mean?  Do a little research and role playing the night before and you will be on the right track to a successful interview.  Here are a few tips:

1.  Dress to impress.  Stay away from colognes and perfumes.  Keep hair groomed neatly.  Be conservative with jewelry and make-up.

2.  Bring a leather-bound notebook with a couple copies of your resume.  Avoid spiral notebooks and manila envelopes. 

3.  Know exactly where the interview is going to take place.  If you are unsure, take a test drive beforehand.  Make a good first impression and get there at least 10 minutes early.

4.  Meet every person with a firm handshake, eye contact and a smile.  Begin to build rapport and get them to like you.  You will feel more relaxed as the interview moves forward.

5.  Be confident and speak with conviction.  Who can better sell yourself than you?

6. Gather some facts about the company.  Go to their website and be able to recite in your own words what they do and why you would want to work for them.

7. Know your own background and be able to tell “your story” in a way that is logical while creating excitement and relevancy to the position you are interviewing for.

8. Be able to articulate why you are the best person for the job.  Remember in this market you will have competition.  Set yourself apart.

9. Anticipate questions and objections.  Sorry – but no candidate is perfect. 

10. Have at least 10 questions prepared to ask.  An interviewee with no questions does not convey much interest in the opportunity. Be inquisitive but not redundant.

11.  Ask for the job!  You will be surprised at how many people don’t.

If you take time to prepare before your interview you will see how much of a difference it will make!

“People buy from people they like.”  We hear it time and time again.  Sometimes it’s more important than what you’re actually selling.  If you are able to find a potential client and build a strong rapport – that make the sales process all the more easier.  Your client likes you, they trust you, they find value in your services and they feel comfortable in giving you their business.  Building rapport and that certain level of trust will help you be more successful at sales. 

At Treeline Inc, we talk a lot about the parallels between a sales cycle and the job search – there are a lot of similarities, but this one is hugely translatable:  “People buy from people they like and people will HIRE people they like.”  In the interview process, there is a lot to cover – dress the part, bring hard copies of the resume, polish your shoes, know your story, sing to your successes.  But before you get to sit down in that conference room there is the simple act of introducing yourself to your interviewer.  This is a crucial and often overlooked part of the interview process.  Think about it, put yourself in the shoes of the interviewer – you are meeting a candidate who you are potentially going to bring into your office to be part of the team, he/she is going to work side by side for 8-12 hours/day, and become an integral part of the office culture.  Whether you are meeting an HR Director or the VP of Sales, it is a pretty substantial part of the equation that they must like you.

When you are involved in an interview process you must successfully build rapport with every person you meet.  You are charged with the responsibility to quickly connect and build a relationship based upon something that is not business related and it all starts with the 1^st contact.  Good energy, eye contact, smile, firm handshake and start asking questions, “How are you? Did you have a good weekend? Did you enjoy the sunshine yesterday?”  I know these seem like pretty broad questions and they are “cookie cutter” but it is just the initial question(s) that will get you started.  What you want to do is to get them talking about themselves – people enjoy talking about themselves which means that they will enjoy talking to you. 

The main objective here is to have a conversation before the interview begins – this will establish the building blocks of the relationship.  Take the time to build this rapport and you will find that you are no longer “Joseph Smith: Candidate”, but now you are Joe Smith who shares some of the same interests as the interviewer and someone who they like…and you have increased your chances to become someone they will hire.