28 February 2013
With the New Year comes a mountain of New Year’s resolutions, career-related and otherwise—and let’s face it, only a scant few of us persevere past the first couple of months. Now that we’re almost three months into the year, make sure your professional resolutions don’t fall flat by setting manageable goals and taking an honest look at your career status. As spring approaches, it’s a great time to evaluate your current position—and where you want to go from here. If you’re considering a career change, but are unsure about leaving your current job, try our method: Make a “pros and cons” list. Making lists is an extremely effective way to make difficult decisions, even professional ones. Seeing the benefits and negative aspects of your current job side-by-side and quantified can help you make a more objective, less emotion-driven choice. Once you have your list, brainstorm ways to meliorate the cons. Many employment issues can be resolved through better communication. For example: If you’re having an issue with a supervisor or another employee, approach that person. Try discussing your work-related tensions in a low-pressure environment, perhaps over coffee or lunch. If you feel overwhelmed with responsibilities or inundated with unexpected tasks, approach your supervisor. He or she may offer to lighten your load or teach you some work management techniques. If changes in your personal life require a change in your hours, bring this up with your supervisor. Many companies are flexible and willing to hire part-time employees. If you feel you aren’t making enough money, communicate your desire for a higher salary in a way that is both clear and respectful. If a promotion is available, ask what you can do to be considered as a serious candidate. If a promotion isn’t available, get creative—tell your supervisor that you want to take on more responsibility, and suggest ways in which your skills can be utilized. If you want to be challenged more, express this to your supervisor. He or she will respect your ambition, and may work with you on tailoring your position to your specific skillset. If you think you’re stagnating in your cubicle, approach your supervisor or Hiring Manager and ask him or her about the company’s hiring process. If the company doesn’t do much internal hiring, it’s time to move on. If you’ve exhausted all your problem-solving avenues and still have issues at work, it could be time to make a change. However, this decision should be made after thoughtful contemplation, not in anger and resentment. Explore alternative courses, but be sure not to burn any bridges in the process. Whether your New Year’s resolution was to make a major career change, land that big promotion everyone’s been vying for, or simply prove yourself by taking on more responsibility, communication is paramount. Make the most of your current career or decide to move on by being respectful, open, and honest with your coworkers and employers.
22 February 2013
Business trends once dictated changes in technology, but we’re starting to see a fundamental shift in that technology trends are now driving drastic changes in business. Bradley Sona, a Managing Director in The Execu|Search Group’s Information Technology division, believes that “This shift is going to impact what employers expect from information technology professionals and the kinds of skills they’ll need to develop over the next few years. Not only will expectations change, but these advances in technology also signal a rise in jobs being created in order to cover the new technology demands.” According to The Bureau of Labor Statistics, employment in the computer and information technology sectors will increase by nearly 22% over the next 5-7 years. This spike in employment is due in large part to several technology trends that are driving big changes in business: 1.The growth of cloud services – Over the next ten years, the market for public, virtual, and private clouds is expected to increase from $40.7 billion to $242 billion. The demand for virtual clouds is expected to increase due to the need for organizations to operate separate, designated clouds within a public cloud structure. 2. Security – The security sector will see some big changes in the near future as states and large corporations demand the merging of information and physical security internally. 3. Voice Recognition – The number of mobile speech recognition platforms will grow as more voice driven cloud services are introduced. Apple’s Siri and IBM’s Watson are some of the driving forces at the moment. 4. Internet Dependency – Expect the Internet to connect to more than PCs and mobile devices. Virtual connection engineers who link the Internet’s common thread to consumer devices, corporate assets, and packaged goods will be in high demand. Along with these forecasted technology trends, the demand for the following types of professionals will be increasing in the next five years: 1. Project Integrators 2. Dual Security Developers 3. Cloud Administrators 4. Virtual Connection Engineer 5. Natural Language Speech Scientist The reversal of cause and effect when it comes to the tech and business worlds means that in-house techies are not only expected to set technology trends, but also keep up to date and make smart choices about the ever-growing pool of available technology. For this reason, professionals who wish to stay relevant and desirable in the next five years must be flexible and willing to pioneer the integration of new tech and media methods.
21 February 2013
The Affordable Care Act: Opportunities Arising from Accountable Care Organizations and Electronic Medical Records
As President Obama enters his 2nd term, the country will see many more mandates of his healthcare plan go into effect. Two features of the Affordable Care Act or “Obamacare” that are gaining speed leading into 2013 are Accountable Care Organizations (ACOs) and Electronic Medical Records (EMRs). Both of these implementations are designed to improve quality and reduce costs. To educate ourselves on ACOs in order to better serve our clients and candidates, The Execu|Search Group has asked expert Nicholas Bonvicino, MD, MBA, to offer us his insight. He defines Accountable Care as, “The combination of two powerful and not entirely new concepts of health care management; The acceptance of responsibility for a population’s health status, and the coordination of care amongst and integrated network of care providers, aligned with common goals of improving quality, improving the patients care experience, and reducing the total cost of care for the population.” In layman’s terms, this means that a healthcare organization that follows an ACO model will be accountable for the cost and quality of care both within and outside of the primary care relationship. They must follow up, and make sure that the patient is getting the entire continuum of care that they need within their own practice, and with specialists. This is different from a non-ACO because a non-ACO does not actively manage care; they are only responsible for what the patient has come in for. Amanda Bleakney, Managing Director of Execu|Search’s Health Services division, expects to see new career opportunities arise from ACOs and EMRs. “We’re already seeing a lot of new organizations being formed that are in need of new talent.” She continues, “We’re going to continue seeing ACOs pop up because these organizations are being reimbursed for delivering high quality care. As a result of these governmental incentives, we have seen that Case Managers and Quality Assurance professionals are in high demand at The Execu|Search Group.” The provision that makes it mandatory to move all medical records to the cloud space also has its benefits for healthcare professionals in the job market. Bleakney confidently believes that as these regulations begin to take effect, “Medical practices and hospitals will have an influx of hiring needs because they will need people to implement and manage their new Electronic Medical Record systems.” Medical facilities will be in need of a copious amount of talent to fill newly created positions and departments, so Bleakney expects exciting new opportunities for healthcare professionals in 2013. “Because these positions have been created in response to new laws, hiring managers will be looking for people who may not necessarily be experienced in what the job description calls for, but people who can adapt and learn new capabilities. Therefore, these new jobs give healthcare professionals the ability to not only develop new skills but also forge a new career path.”
20 February 2013
Despite the recent trend to shower employees with workplace perks, research conducted by Inc. shows that personnel care less about short-term benefits like free massages and more about factors that influence their quality of life in the long-term. Jesse Siegal, Director of Execu|Search’s Office Support and Human Resources division, comments on the change: “One of the trends we’ve been seeing over the last few years is candidates who really pay attention to their total employment package. While salary and job title are still very important, competitive benefit packages are becoming deciding factors for candidates when choosing between multiple offers.” While many employees are satisfied with their co-workers, vacation time, and bosses, they worry most about on-the-job stress and health benefits. Siegal notes, “with rising healthcare costs and increasingly unstable market conditions, our candidates want to make sure that their futures are secure.” Employee doubts and desires vary based on age and gender. Generation Xers, who are perhaps more financially secure than their younger counterparts, tend to care more about obtaining a higher job title. Millennials want more basic training to acquire new skills and hit the ground running at work. Data shows that men tend to want promotions and higher salaries, whereas many women are more concerned about shorter and more flexible work hours. And certain factors affect everyone; Dana Scurlock, who works in The Execu|Search Group’s Nonprofit Division, points out that “due to the economic crisis, potential candidates, particularly those who are unemployed, are willing to take an overall lower salary for their next role provided that the employer offers solid health benefits and a stable office environment.” Few employees of any age or gender actively desire more short-term employee perks—the most popular of these being free beverages and a company tablet or smartphone for personal use. Employee satisfaction ranges based on a number of factors, and there’s no quick fix for an unhappy employee. That said, certain employer endeavors can and do help. For example, solid benefits and lots of hands-on training make employees feel confident in themselves and their future. However, what satisfies employees the most can’t be bought or taught—the feeling that their work is meaningful and produces tangible results.
18 February 2013
We at The Execu|Search Group are pleased to be featured in the March 4th issue of Forbes Magazine as part of the 2013 “New York: Human Capital Solutions” section. The profile, which highlights not only the quality of the professionals we place, but also the expertise of our own employees, reinforces and reiterates the mission our firm was founded upon— to provide leading employers with the highest caliber talent while maintaining our devotion to integrity, honesty, and responsiveness. Joseph Keane, a long standing client of ours, is quoted in the publication as saying, “One of the things that sets Execu|Search apart is its exceptional customer service, starting at the top. They take care of us as if we were part of their own organization.” The profile spans our small beginnings, our ample growth, and our future trajectory, touching upon best business practices that have kept the firm thriving in a turbulent economy. Forbes outlines our recent accomplishments like the launch of our mobile app and our presence on Crain’s list of “Best Places to Work in New York City” three times in five years, as well as some of our tried and true business methods, such as our monthly philanthropic involvement. To view the profile, please click here.
15 February 2013
At Execu|Search, placing high quality professionals in careers within a diverse range of industries is our bread and butter. Unfortunately, not everyone has discovered the profession that provides their life with a sense of professional fulfillment. Therefore, whether you are unemployed or simply not satisfied with your current job, we’re here to help! Here are some tips we have compiled on successfully attaining your dream career: Figure out what exactly your dream job is. It should be that perfect blend of something you are passionate about, have talent for, and could imagine doing in the long-term. Think about some of the activities you love, and consider what you like about them and how they translate to the professional sphere. Trust yourself—don’t pick a job simply because it’s desirable among your peers or you feel like it’s what’s expected of you. It may take years to figure out what it is that you want to do in the long-term, but don’t get discouraged! Be willing to work for free. For younger professionals, this may mean taking an internship. While it may not be financially feasible for everyone, internships offer great real-world work experience and connections. If an internship isn’t an option, there are other ways to get your work out there—whether it’s volunteering in the evenings, starting your own blog or personal website, or creating mockups of the kind of work you would like to do, working without compensation conveys how serious you are about your chosen career. Find a mentor (or several!). Seek out successful professionals in your chosen field who will let you pick their brains. Professional mentors can give you consistent advice and help you envision and execute the necessary steps toward your career goals. Try reaching out to potential mentors by inviting them to connect on LinkedIn. Get specific, and begin carving out your niche. In today’s hiring environment, experts are much more valuable than generalists. Pick a specialty that you enjoy and show aptitude for, combining skill sets when possible. For example, if you’re in medical school and enjoy spending time with children, pediatrics is an obvious choice. However, picking a subdivision of pediatrics based on your talents will increase your value when it comes to getting a job. Make a plan and set realistic goals. If your dream job is to manage a Hedge Fund in the future, but you are fresh out of college and have no experience, perhaps an internship in finance is the next logical step in your career path. There’s you—and then there’s your brand. Make sure that your internet presence reflects the most positive, professional, and proactive version of yourself. Keep your LinkedIn profile up to date and your Facebook page appropriate. Follow professional mentors and role models via social media in order to stay current in your field. Network, network, network. It’s your job, and no one can do it for you. The best part? You can network from anywhere! While social media makes connecting easier, nothing beats face-to-face conversation. Join local networking groups, volunteer with nonprofits, and get your name on peoples’ minds. Stay flexible and keep busy. Don’t overlook a job just because it doesn’t quite fit in your career path. Because for all you know, you might learn something new about yourself—a professional strength you didn’t know you had, or even a task that you realize you should avoid in the future. Employers are harder on candidates who have been unemployed for an extended period of time, and unemployment can lead to stagnation. If you find yourself in a less than ideal employment situation, keep job searching and maintain your presence in your desired field by blogging or volunteering. Persistence is a virtue. Be aware that there are always a lot of qualified professionals in a given applicant pool, and that rejection is not a true reflection of your value. Set your sights on several jobs at a time instead of just one particular position. Remember, many different routes can lead to the same destination. One thing to keep in mind is that pursuing a dream job may not be realistic for everyone. If you feel you are too embedded in your current industry or cannot risk the financial instability that inevitably comes with switching careers, there are other ways to fulfill your dreams. Consider volunteering to gain exposure in a certain field, or applying to join the board of a nonprofit.
13 February 2013
Crafting your resume is a bit of a balancing act—you want to give your potential employers enough information to get a sense of who you are, but you want to leave out unnecessary information that could potentially hurt your chances at employment. While we all know the bare bones that make up a resume—contact information, education, prior work experience, and relevant skills—when it comes to figuring out what to leave off, it gets a little cloudier. We’ve compiled a list of deal-breaking resume don’ts that set off warning signals with recruiters and employers alike. Typos and sloppy formatting. Employers will assume that if you carelessly overlook a typo on your resume, then you’re not taking yourself seriously as a candidate. The same goes for formatting. Everyone makes mistakes, so be sure to get a second set of eyes to look over your resume before sending it to potential employers. An unprofessional email address. Employers want to contact a mature, professional you, not the 8th grade version of yourself whose email address is still CutieXO88. Salary requirements. Including salary requirements may limit your access to a number of jobs—as well as make it difficult to ask for more money. It’s also a red flag for many hiring managers, because it gives them the impression that money is your number one priority. A low GPA. Only include your college GPA if it’s high. A low GPA can only hurt you. Your high school education. Unless you’re still in high school or college, or did not go to college, your high school graduation year need not appear on your resume. A selfish objective. An employment objective generally describes what you hope to achieve in a given position, not what you can offer. If you’re dead set on including an objective, or if the company requires it, make sure to emphasize what you can do, not just what you hope to gain. False or exaggerated information. References exist for a reason, and while it may be tempting to stretch the truth to get your foot in the door, remember that everything on your resume can be fact-checked. Chances are, your supervisor will realize one way or another that you lied, either during a background check or because you don’t have the skills that you advertised. Employers don’t retain employees who lie right off the bat, because they will probably lie again in the future. Irrelevant experience. While the summer after college that you spent scooping ice cream may have been the best of your life, it doesn’t really apply to a career in finance. Pick and choose your relevant experience, and tailor it to the job you’re applying for. If you don’t have much employment experience, try to make what you have relevant—for example, you may have applied a bit of market analysis to your ice cream customers that summer. Over-used buzzwords. Anyone can say they are a hard-working, high-powered go-getter with an eye for detail. These phrases are resume black holes: vacuous space-fillers. Prove your abilities based on past experience and project involvement, instead of burdening your resume (and its reader) with words like “creative,” “organized,” “effective,” and “innovative.” When it comes to your resume, oftentimes less is more. You want to intrigue your reader by maintaining an air of professionalism, and yes, a touch of mystique. If your resume leaves a potential employer wanting to know more, that can be a good thing—and may land you an interview.
12 February 2013
On Thursday, February 7th, The Execu|Search Group had the honor of partnering with Hedge Funds Care’s Young Professionals Committee as a sponsor of Hedge Funds’ Night Out. The event, which was held at Parlor New York, was attended by 250 alternative investment professionals from the New York City area. This sold-out event provided attendants with the perfect opportunity to meet new contacts within the industry, and have a good time while supporting an excellent cause. Hedge Funds Care is an international organization supported largely by the hedge fund industry that aims to prevent and treat child abuse. Since its inception in 1998, Hedge Funds Care has awarded over 930 grants totaling more than $33 million. The money that the organization raises is donated to local nonprofit causes that address child abuse through education, prevention, intervention, research, advocacy, and training. After being approached to attend an event last year, Peter Riccio, Senior Managing Director within our Accounting/Finance division, has become very involved in this cause. Riccio who himself now serves on the organization’s Young Professionals Committee believes Hedge Funds Care is the most important cause he could get involved in because it supports young victims who often suffer in silence and typically lack advocates from their own families . As he began attending events, through Hedge Funds Care, Peter encouraged the firm to offer its support. “I thought Hedge Funds Care was a perfect fit for both myself and The Execu|Search Group. Because of our vast network of relationships within the alternate investment space, I knew we would be able to reach out and encourage our contacts to help support this great cause!” To learn more about Hedge Funds Care and the initiatives it supports, please visit its homepage, here.
11 February 2013
Our firm is proud to be recognized as one of the largest executive recruitment firms in the New York area by Crain’s Business Magazine for the tenth year in a row! The Execu|Search Group was listed at number 7 on the list of 25 firms, and is poised to continue expansion throughout the New York City Tri-State area and Greater Boston. Headquartered in New York City with additional offices in Stamford, Connecticut, Bridgewater and Parsippany, New Jersey, Melville, Long Island, and Waltham, Massachusetts, we currently staff more than 150 professionals. The firm witnessed a 22% year-over-year growth in January, which signifies a bright economic future for the firm. “The recruiting industry has always been, and continues to be, a great forecaster for the economy,” said Edward Fleischman, CEO of The Execu|Search Group. “New York City is always the bellwether.”