Chester County Human Resources Association

In-Transition Group

New Member Onboarding Orientation

2020

About CCHRA In-Transitions Group

• When: After monthly CCHRA Chapter Breakfast meetings

• Time: 9:30 AM to 11:00 AM

• Location: DURING COVID-19 - Remote Meeting

o Will return to in-person meetings in the future when safety concerns can be addressed.

• Facilitator:

o Susan McDonaldVice President Client ServicesCCI ConsultingE: smcdonald@cciconsulting.comD: 267.254.4781

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Objective

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• To help you, our CCHRA in-transition

members, take a more strategic

approach to all aspects of your job

search go-to-market campaign:

to improve chances for successful

re-employment more efficiently

and effectively

with laser focus in order to

conserve and re-direct energy

towards seeking the right, best fit

target employers and

opportunities for you

to help our members more

effectively compete to win your

next role.

To help open doors where we can

Agenda

I. A little background – facilitator’s view of the world

II. It’s all about perspective

III. Too often – it’s the cart before the horse

IV. Strategy versus tactics

V. Building your strategy & approach-to-market plan

VI. Vetting through the gatekeeper’s view

VII. Now, the horse before the cart | context for resume optimization!

VIII. Next steps

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About the Facilitator• First (14) years with Prudential Insurance Company

– (10) years in Operations

o National Call Center

o Customer Service

o Training

o Claims

o Billing & Eligibility

o Special Projects

– (4) years as Consultant in Prudential’s Organizational Development Group

• Ten years as stay-at-home mom raising 4 children

o Launched successful wall mural business

o Launched successful Executive Recruiting & Organizational Development Consulting business

• Thirteen years in Human Capital Consulting

o Career Transition / Coaching; Marketing/Branding;Full Service HR / Human Capital Consulting Services

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In 2 Business Lines / (7) Functions:• AARP Group

Contract

• Individual Life Business Lines

Susan McDonald

CCI Consulting

VP Client Services

Change Your Perspective

• The first step in taking a more strategic approach to your re-employment campaign (aka marketing campaign or job search campaign) is to adjust your perspective of the world.

• Your key to success will be your ability to view and critique your candidacy through the eyes of your buyer….(all stakeholders and constituents in their food chain!)

• … focus on the “right” target market (prospect employers) for you

• …against the realities of those you can anticipate would be your competition

• And be willing to do the ‘heavy lifting’ required to “win”

• Identify where you are most uncomfortable and expend energy there!

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It’s not your view of

yourself; it’s how you

are perceived by all

constituents in the

hiring ‘food chain’!

Marketing Strategies

• For Job Seekers

• Career

• Concepts, Inc

John P. WilliamSenior Director, Human Resources

Desperately Looking for:• a great job

• with a great company

• for great compensation

• within desirable commute

• with strategic HR department

• for a great boss

• Where I’d be a great fit – chance to make

impact • my skills & experience transcend industry

Your priorities…

through your

lens…

as you “hit the

streets” in your

“approach-to-the

market” in your

job search!

Marketing Strategies

• For Job Seekers

• Career

• Concepts, Inc

XYZ Companymid-size bio-tech, PE-owned, aggressive growth strategy

Desperately Looking for:• The “right” Head of HR for our needs

• With strong business acumen and stress tolerance

• To help PE and leadership to drive business results

against growth targets

• Who knows what we don’t know and can communicate

effectively (and painlessly)

• Great business partner to the business and our mix of

leadership team’s personalities and ‘hot buttons’

• Mitigate risks, put out fires, prevent fires

• Get it done without complaining and on time• Someone who has proven success in this environment

Your prospects’

priorities…

THROUGH THEIR

LENS…

as you “hit the

streets” in your

“approach-to-the

market” in your

job search!

Marketing Strategies

• For Job Seekers

• Career

• Concepts, Inc

John P. WilliamSenior Director, Human Resources

Undoubtedly:• I am an exceptional candidate – just not

getting a fair look and consideration for some

reason

• I am a great fit for most great companies

• I am ready to answer any questions about my

previous experience and roles

• I’m willing to consider opportunities outside of

this region. Willing to relocate or do road

warrior travel

• I can be successful in any organization• my skills & experience transcend industry

Your view of your

candidacy…

through your

lens…

as you “hit the

streets” in your

“approach-to-the

market” in your

job search!

Marketing Strategies

• For Job Seekers

• Career

• Concepts, Inc

XYZ Companymid-size bio-tech, PE-owned, aggressive growth strategy

Desperately Looking for evidence that you are:• The “right” Head of HR for our needs

• With strong business acumen and stress tolerance

• To help PE and leadership to drive business results

against growth targets

• Who knows what we don’t know and can

communicate effectively (and painlessly)

• Great business partner to the business and our mix of

leadership team’s personalities and ‘hot buttons’

• Mitigate risks, put out fires, prevent fires

• Get it done without complaining and on time

• Someone who has proven success in this environment

Your prospects’

vetting criteria…

THROUGH THEIR

LENS…

as you “hit the

streets” in your

“approach-to-the

market” in your

job search!

The Cart before the Horse…

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It has been my experience (as a Head

Hunter myself and as Career

Management Coach) working with

hundreds and hundreds of leaders and

individual contributors over last 15+ years,

that most often, individuals – both with

and without professional guidance, tend

to jump into these first steps when in job

search:

1.) update resume

2.) inform those who know and love them that they are in ‘job

search’ mode. Can they help? Plse keep them in mind.

3.) Chase posted openings

4.) Leverage personal & professional networks to ‘get in’

5.) Prepare for interview process as opportunities

present themselves

What are the ‘right’ first steps?

• Before tackling ‘updating or optimizing resume’, chasing leads, tapping into your network, scheduling networking meetings, creating Bio profiles, prepping for interviews – TACTICAL STEPS…

• You should first formulate Strategy and Work Plan in order to most effectively approach and compete in the market.

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• Sun Tzu is regarded as one of the greatest military strategists. His documentation of the best ancient strategies are studied in boardrooms and war rooms alight.

• What does the strategist say about tactics?

• Strategy without tactics is the slowest route to victory. Tactics without strategy is the noise before defeat.

o sun-tzu-strategy-without-tactics-is-the-slowest-route-to-victory

Best ‘Very First Step’ is Having ‘Right Lens’

• Have you adjusted your perspective (of yourself as a candidate) which should inform every aspect of your re-employment campaign?:

o through the eyes of the right, target market; their needs and expectations?

o all stakeholders and constituents in the employers’ food chain in hiring decision process? (your friend might get you in…but who else is part of ultimate decision process through to ‘offer’?)

o in light of any specific industry sector dynamics in today’s environment?

o in light of any other business, economic, labor and societal issues impacting businesses / organizations today?

o in light of your current competitive technical strengths, differentiators and potential deficiencies (against anticipated competition?)

o In light of your personal – communication style, comfort zone and natural storytelling skills to compel & engage throughout the full recruitment life cycle?

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Building Your Strategy & Vision

Take an inventory of where you’ve been and where your target could be categorizing you against their organizational needs and HR structure… at 80 MPH! Who is the right, best fit for you?

• Where have you been in your career path?

• What generalist roles have you held?

What career move(s) are you open to / why?

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• HR

Coordinator

• HR

Generalist

• HR BP /

Senior HR BP• HR Manager

• HR Director • VP HR • SVP HR • CHRO

Industries size

companies

ownership

structures

geographic

footprints

• Step back • Lateral move • Promotion • Different Role

Complimenting

Background

Recruiting

Coordinator

Recruiter Senior

Recruiter

Recruitment

Manager

Recruitment

Director

Talent

Acquisition

Team Leader

Talent

Acquisition

Manager

Talent

Acquisition

Director

Talent

Acquisition

Vice President

Global Talent

Acquisition

Leader

Your Target is Buying Your Technical Expertise as the Baseline

What is your technical track / expertise?

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Your Target is Buying Your Technical Expertise as the Baseline

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• What is your technical track / expertise?

• HRIS Coordinator • HRIS Manager • HRIS Senior

Manager

• Talent

Acquisition

Center of

Excellence

• Talent

Management

Center of

Excellence

• HR Shared

Services

Manager

• Shared

Services

Director

• Payroll

Coordinator

• Payroll

Manager

• Payroll

Director

• Global

Payroll

Today – it’s all about ‘change’

• What are the ‘change scenarios’ your targets are in midst of … or bracing for? This is critical context when you share your accomplishments and stories of business impact with quantifiable results.

• Where have you been successful in driving, managing, facilitating significant change?

• Best predictor of future success is previous success. Give me believable evidence of your successful impact.

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A View Through the ‘Vetting’ Lens

Gatekeepers | Decision Makers are Vetting Candidates:

• 1st Phase:

o Convincing evidence of technical fit;

– Context

– Specific experience

– Price – in range; market value; unique differentiators

• 2nd Phase:

o Convincing evidence of impact & results;

– What have you achieved

– How have you achieved successful outcomes?

– Correlation to what is needed now to future here?

– In context of significant and ongoing ambiguity & change

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A View Through the ‘Vetting’ Lens

Gatekeepers | Decision Makers are Vetting Candidates:

• 3rd Phase:

o Convincing evidence of cultural fit or compliment;

• Chemistry connection with direct manager; peers; team; constituents and stakeholders

• Authenticity; Believable; Trust; Energy; “It factor”

• 4th Phase:

o Best chance for success; mitigate risks

• Behavioral strengths; any comparative deficiencies?

• Up the food chain – everyone on board?

• Price – what will it take?

• The dance; the negotiation

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Laser Focus for your Approach

• Before you start tapping into your networks informing folks that you are actively pursuing opportunities – can they help – are you able to map out:

o Tier One: which employer categories would be shortest line?

o Tier Two: might be harder to convince easily; but I’m motivated and willing to put in the work. I have a very strong ally who is able and willing to champion me.

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Define Your Target Market

My first tier criteria for identifying target Employers are:

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My first tier target roles are:

My next career move ideally would be… I could be willing to:

Why would I be a compelling candidate for these targets?

Identify Your Top Target Employers

• Know who meets your target criteria – broadest list

• Vet for who should be your ‘top 25’ targets

• Know why they are a good match for you; and why you are good match for them

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• Research what’s happening with top targets – correlate to your expertise

• Who has current openings that meet your target role(s)?

• For those who don’t have active openings; set up job alerts specifically for those companies / titles

• Research where you have strong to affinitive connections to leverage against top targets list.

What market research should be done?

• Understand the needs of your target market:

o Find job descriptions for your target role in target sector

What comes across as highest priorities of the role today?

What are the things you’ve done which correlate to these needs?

Set the stage for effective story telling but first…

Executive summary of your relevant accomplishments

What are the current and trending nuances in industry sector, business & economic climate, labor market, and other (social & political) that could impact what is required of those in your target role?

Are you prepared to paint the picture of your capabilities to

step into role and handle normal requirements as well as what could be anticipated?

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What market research should be done?

• Assess the Competition:

o Leverage LinkedIn to review:

Those who have historically held and/or are in your target role in target companies, sector, size, ownership, geography

Any pattern detected in terms of those most compelling?

What do you see as your:

Strengths

Differentiators

Vulnerabilities

What is needed to improve competitive positioning?

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Now put the cart behind the horse!

• Now you have the context for optimizing your resume and LinkedIn Profile

• Make sure it is not a job description

• Needs to project evidence of your:

o technical expertise

o quantifiable results & business impact

o success and progression

o ability to get done what your targets need to get done!

o Interpersonal and leadership style for sense for ‘how’ you get things done. Inspiring leader / teammate or collateral damage in the wake?

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Audit Lens

• Resume

• LinkedIn Profile

• Executive and compelling summaries

• Champions; endorsements

• Interesting & compelling stories and conversations

• Ability to “connect” with range of personalities & styles involved in interview lifecycle

• Likeable; authentic

• Personality; Leadership; Communication

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Evidence of Technical Fit and Success projected thru

Return on Investment?

• If your investment of hours in ‘networking’ is not generating legitimate traction and results in ….

o Phone Screens

o First Round Interviews

o Second Round Interviews

o Finalist Interviews

o Offers

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• Then the very real possibility exists that your ‘approach-to-the-market’ has been tactical and lacks laser-focused strategy. I promise – it’ll rear it’s ugly head throughout the interview process!

o You have a roadmap

o Do the heavy lifting

o Be comfortable with stretching beyond your comfort zone!

What Insights Gained?

• Strategy versus Tactics

o Where do you have the best chance to compel for Finalist consideration?

Industry correlation

Size correlation

Geography relevance and budget, risk tolerance

Technical expertise & skills | most current and matches what’s needed?

Scope history

Sleeves up? | More strategic?

Build | Transform | Turnaround | Drive GrowthTransition | Integration | Technology

Quantifiable, compelling and relevant results

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Next Steps…

• Please apply insights gained from this onboarding session to make an attempt at revitalizing your resume (if needed).

• Send me an email, smcdonald@cciconsulting.com letting me know that you viewed this recording.

• Attach draft resume for my review. Ask if we can schedule a 30 minute call for individualized feedback and guidance.

• Be ready to do the work that is needed to truly differentiate yourself and be ready to crisply articulate your quantifiable success stories.

• Be ready to identify your strengths and vulnerabilities from full lifecycle recruitment process

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Who is Hiring?

• HR jobs on LinkedIn search

• Indeed HR jobs - King of Prussia

• Chester County HR Assoc Jobs

• https://www.cciconsulting.com/careerportal/#/jobs

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What Else Can you be Doing?

• What are you doing to optimize your value and time while conducting search efforts?

o Upskill / any certifications / contract / out-of-the-box

o Corona Virus Resource Center: www.foxrothschild.com

o Development: LinkedIn Learning resources

o Ton of free webinars

o SHRM; Chester County Chapter

o https://www.irelaunch.com/employers - those returning to

workforce after hiatus

Networking:

o SHRM; Chester County Chapter

o Personal Centers of Influence & industry channels

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