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” file.

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 the following:

 

1. You are too old.

2. You are too expensive.

3. The hiring manager would be uncomfortable with your credentials.  Perhaps even intimidated.

4. They don’t have the forward thinking vision to consider expanding the position, or to anticipate their future talent needs.

Your 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.

 

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.

 

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.

The 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.