by Larry Shoemaker | Jun 1, 2017 | Blog, Job Search
Sitting in an outdoor cafe in Toledo, Spain, following an invigorating three day Annual Conference for members of Cornerstone International Group, makes it easy to put in perspective the choices we make in our lives. One of the highlights of the conference is getting to know more about the individuals who are part of this organization. We know each other as professionals, and as friends. This year we learned about contributions some have made outside of business. In 2008, Gary refocused his life after receiving a serious medical diagnosis. Thankfully, the medical issue has been resolved, but Gary continues with his bucket list. A young man who was his taxi (tut-tut) driver on a trip to Cambodia, where Gary had gone to visit the temple complex of Angkor Wat, impressed Gary. The young man felt he was not prepared to have a future, but he did have a vision of starting his own business. He was contributing a significant amount of his earnings to help children with essentials needed to receive an education. Gary was so inspired by the young man’s passion that he paid for him to complete his business degree, as well as his MBA. He now has a successful business. But it does not stop there. Gary and the young man stayed in contact. A few years ago he introduced Gary to a village with a very deprived school: the building and rooms were there, but no chalk for the boards, no desks, no supplies. Gary bought supplies and paid for uniforms, shoes and books for students in grades 1-6. He also provided one month’s food...
by Larry Shoemaker | May 23, 2017 | Job Search, recruiting
Our client, the U.S. subsidiary of a European based consumer goods company with revenues exceeding $20 Billion, is recruiting a successful lawyer to be their Associate General Counsel. This subsidiary generates approximately 20% of the company’s total revenue. This organization, which has a portfolio of well-known brands, operates in a highly regulated industry. The Associate General Counsel is a new position, created to support the organization by serving as a commercial attorney and providing litigation support. The Associate General Counsel reports to the Executive Vice President, General Counsel and is a member of a small team providing hands-on counsel to all business units and levels of executive staff. PROFESSIONAL RESPONSIBILITIES The Associate General Counsel assists the EVP, General Counsel in protecting the organization’s legal interests and maintaining its operations within the scope established by law. He or she advises the General Counsel and Senior Management on, and issues recommendations regarding, how to protect and serve the Company’s legal interests. Functioning as a business partner, with an understanding of business and the business implications of legal decisions, the person who best fits this role will have a perspective much broader than just the legal aspects. QUALIFIED CANDIDATES WILL HAVE 8-10 years’ minimum legal experience, with a substantial part of that as a commercial lawyer. Experience working with regulated consumer products is desirable. Successfully provided legal support to multiple internal clients, including senior management. A law degree from a nationally accredited school and bar admission in at least one state. Highly developed oral and written communication and presentation skills. Strong interpersonal skills. Superior analytical skills. “Big-picture” understanding of the broad implications...
by Larry Shoemaker | Apr 20, 2017 | Blog, recruiting
The Pareto Principle, introduced in 1906 by Italian economist Vilfredo Pareto and developed further by Joseph Juran, is widely known as the 80/20 rule. It states that in every event, 80% of the outcomes are contributed by 20% of the causes. Believe it or not, this has a heck of a lot to do with recruiting top talent! But perhaps not in the way you imagine. In the old recruiting model, the 80 / 20 rule was used to mean that successfully filling a key position depended 80% on finding the right candidates, and 20% on everything else. Emphasis was on identifying potential candidates. Like many things that have an impact on organizational performance, however, recruiting is changing, probably more dramatically than most others. Social Media and readily available data have made it much easier to find individuals with the desired background and experience. And this, in turn, has given us yet another meaning to the 80/20 rule. Emphasis has moved from identifying individuals who have appropriate knowledge and experience to making certain the person who joins the organization fits. This perspective has flipped the rule. Today, only 20% of the success in filling a position is based upon identifying potential candidates and 80% of the success is determining their ability to be successful in the future in the specific organization. The recently released book Agile Talent, by Cornerstone International Group member Ralf Knegtmans, points out that successful recruiting projects require understanding a number of things about candidates, including their: Ability – what the individual knows and what they are capable of Personality Traits – what distinguishes the individual...
by Larry Shoemaker | Mar 28, 2017 | Job Search, recruiting, Uncategorized
Talking with my grandson, a college senior interviewing for an internship, made me think about one of the basic questions everyone must address every day. Most of the time it is not in the forefront of thoughts, but it certainly is important to keep in the background. It is one of the first questions I ask when coaching individuals, whether they are determining how to be better or to find that next perfect role. Why should someone hire you? Face it – people who can contribute are in high demand. How they convey what they offer is extremely important. Hint: what you want is important, but what you can contribute is critical. Successful people think like entrepreneurs. They are passionate; they focus on attaining goals; they overcome obstacles; they make decisions; they take risks; they are committed to success. If that describes you, you are taking responsibility for your own success, and in doing so, helping the organization succeed. Managing your career requires effectively communicating why you bring value to an organization, the one where you are currently working or one you would like to join. Here are some suggestions to assist you in creating a message: Assess yourself. Understand your strengths as well as what you are passionate about. Put yourself in the buyer’s perspective (the person you want to convince). Recognize what she needs to accomplish – what she would pay you to deliver. Communicate the value you bring; do not focus on what you want, but rather on what you offer. Consider previous experience only as your foundation; emphasize what you have learned and how it...
by Larry Shoemaker | Jan 14, 2017 | Blog, recruiting
The future may be all numbers and codes. But technology requires people – and not just any people! Ever feel smothered in numbers? Someone comes up with a new approach, a new insight or a new product and voila! We have Work 4.0; Wireless 4G; AI; iPhone7. Another number. Another thing to learn. Another new piece of technology. But technology is good, right? It’s how to win today and how we’ll keep winning tomorrow. A recent study of CEO’s of large global organizations revealed that 44% of these leaders believe robotics, automation and artificial intelligence will make people largely irrelevant. Almost two thirds view people as costs, not value generators. This seems to indicate that technology is taking over the world! That’s a long way from my perspective. I’m in the people business. People are the reasons things happen; they work with machines; they interact with other people. Technology is indeed critical but people are more so. Here’s one reason why. The arrival of a technology is usually for the better. But there is always change, and handling change is a challenge. That’s where people come in. If you are a change agent, will your organization be able to accommodate your approach? If you are an organization that has a culture of change, will you be able to attract individuals who can thrive in that environment? If you are an organization that needs to create a culture that encourages change, how will you begin? With people. But we’re not talking just any people. If selecting the right technology is critical, finding and engaging...
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