No, probably not. In fact,
I’m guessing your company doesn’t even interview them for fear of the following:
1. When more
experience and skills are obvious from their LinkedIn profile or job
application it naturally brings the perception of added value. And added value brings the perception of
higher pay, even if the salary range hasn’t been disclosed. If that perceived higher salary is higher
than your budget for the position the application goes into the “overqualified”
Whenever a new president takes office talk turns to the vaunted
first 100 days. The phrase has been
around since FDR and is now used by the media to measure the successes and
accomplishments of a president during their initial leadership transition. It’s interesting to note that this benchmark
has rarely correlated with the subsequent success or failure of a president’s
time in office. After all, every president
goes through ups and downs as they face the challenges that are unique to their
particular time in history.
“We’re looking for a lighter version of you.” In a business recruiting situation, they
probably don’t mean that you’re overweight.
Odds are they’re telling you that they think you’re “overqualified.” And overqualified is usually code speak for
1. You are too old.
2. You are too expensive.
3. The hiring manager would be uncomfortable
with your credentials. Perhaps even
4. They don’t have the forward thinking vision
to consider expanding the position, or to anticipate their future talent needs.
company needs a marketing leader so your HR team is engaged to round up the
best possible candidates. This person
will provide leadership for your entire marketing group, craft your strategic
marketing plan, and report directly to your CEO as part of the executive
management team. Your notice in LinkedIn
draws many qualified candidates; in fact, you suspect there are some who
currently earn more than your budgeted reference range. You can only hire one of them though and you
have a small staff, so you tell yourself that you don’t have time for niceties.
Is your company losing ground in the social economy? Your HR processes might be the cause. Take 90 seconds to actually "listen" to your boiler-plated job applicant rejection letter and think about it.
understand. Our business, in fact our entire industry, is different.”
I’ve heard that statement a hundred times. To be honest, early in my career, I’m sure I
said, and believed it myself; but not for quite some time now. After decades of working with sales and
marketing organizations across several industries I can tell you with
confidence that when it comes to the basic mechanics of your business you’re
not that unique. Believe me, it’s OK for
us to agree to disagree on this topic, and I’m sure many will.
done that, bought the t-shirt.”
It’s a phrase meant to express the speaker’s complete familiarity
with a situation, and as you probably noticed, it definitely contains overtones
of cynicism and exhaustion. I’ll admit
that I used it several times on my children as they were growing up. And I’ve been tempted to use it in business
situations, but have managed to hold my tongue.
Middle managers have watched senior executives come and go
with their golden parachutes and slogans of the day.
Do you truly understand the value of your own personal brand? The strength of your personal brand plays a
role in, and impacts the strength of your social network. And the strength of your social network
contributes value to your employer. Your
personal network isn’t a tangible asset, but it is social capital that vests
immediately. And it's portable, meaning you
can take it with you. Have you ever
thought of it that way?
I’m often surprised that many organizations don’t
consider the power their employee’s hold in this regard.
executive team gathered around the conference table and the webcam flashed
green as the First-Half 2016 sales forecast began. The CMO remembered a time when these meetings
were in person and required full business attire, there was no PowerPoint, and
there were no smart phones or facilitated hashtagged social conversations with
the audience. The business world had
changed though, and he loved it. He can tweet
and blog with the best of them. Social
media and mobile devices were changing the business landscape, and he was
determined to help his company meet the transformation challenge.
If you are a technology vendor or CIO don’t panic. Chief Marketing Officers still love you. We continue to think about and are concerned
with technology and data. But I’m
starting to spend more time with HR this year.
Yes, I’m concerned with whether or not marketing has the “right people
on the bus.” That’s a challenge that never
ends, particularly when the business environment is constantly changing. What I’m bringing attention to, and becoming
more concerned with, is the individuals we don’t have room for on the bus.