Beware of Acquisition Synergies: Lay Offs

by Bill Humbert, RecruiterGuy.com

“U.S. companies are poised to launch a merger and acquisition spree fueled by the recent tax overhaul, reports the Wall Street Journal. A new Ernst & Young survey of 500 major company executives showed 73 percent plan to “accelerate” deal-making strategies with 48 percent of them willing to pay more for acquisitions in light of tax reform.” (Corridor Business Journal)

Over the past 37 years as a recruiter, I have seen a pattern that appears to be repeating. It is an interesting pattern that impacts many professionals in a negative way.

With the new tax laws in place, professionals do benefit with increases in spendable income. Unfortunately (or fortunately in some cases), it gives corporations more profitability.

How can that be a bad thing? Those companies will have more profits to acquire other companies. They will take advantage of “synergies” created by the acquisition.

What are synergies? Let’s look at the acquisition of one bank by another. If both banks have a branch at opposite ends of a shopping mall, will they keep both branches open after the acquisition? No, not if they are taking advantage of the “synergies” created by the merger. What does this mean to the workers at one of the branches? They need my book to find their next job.

Continuing to use the banks as the example, will they need two Demand Deposit IT organizations? No. Will they need two whole Personal Banking organizations? No. Will they need two Vice Presidents of Human Resources? No. Will they need two Chief Financial Officers? No. You can see how this process flows.

Unfortunately, especially since companies tend not to have success metrics in place for their annual reviews, excellent performers are released at the same time as poor performers.

Certainly, some of you reading this blog have been caught up in one of these reductions in force. Over the years, I either recruited or career transition coached some of you.

How do you avoid becoming one of the victims of these synergies? Become Employee 5.0. This is a person who ALWAYS has their search for a new position on simmer, ready to turn to boil as soon as the rumors of an acquisition begin to swirl around their company.

The choice is yours. Be the victor or be the victim. Now is the time to start plotting your next career move, not when the corporation tells you to.

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Stop Chatting and USE IT #LinkedIn

 

by Bill Humbert, RecruiterGuy.com

You have heard from almost every job search and recruiting blogger on the LinkedIn topic. This blog is different because the author is both an expert recruiter with 37 years of professional and corporate recruitment experience; and an expert career transition consultant with 20 years of career consulting while being the published author of 2 books on finding a job.

Why develop your LinkedIn profile? In today’s world order, LinkedIn is more valuable than internet job boards to identify and network into your next exciting position. The job boards provide you with the names of companies that are searching for your ideal position.

Then, it is wise to write the name of the company in the search box of LinkedIn. Click on people instead of jobs. As you page through people, search for leaders of your area of expertise in the targeted company to invite to link with you.

With every new profile you uncover, look to the right column under People Also Viewed. Are there people in that column who are interesting to you for your networking purposes? If so, find something you have in common with them – and invite them to link directly with you.

For instance, did they mention they are interested in education? Mention one of your education interests where you volunteered in your invitation. Then ask if they would like to link with you. Adding your phone number creates an opportunity to speak with them in person and a sense of sincerity.

Sales and marketing professionals in your industry or field are great to add to your LinkedIn network because they typically know many people in higher positions – and who those leaders would like to hire next.

Once someone links directly with you, most times you have their direct phone number in the top right of their profile under Contact Info. Click on Show More. If they do not list their phone number? Not a problem! You know their company. Call the company number. Many times, their voicemail system has a directory – fewer and fewer gatekeepers!

Hint! Work building your LinkedIn profile and connections during non-Prime Time – after or before hours when you can network directly with your LinkedIn connections.

Create an interesting profile for your new potential connections and recruiters. What is interesting? Include accomplishments with their metrics. Most people like to connect with other people they feel are top performers – and you just proved you are a top performer!

Add blogs to your profile under your articles about the length of this blog on the topics in your field where you have demonstrated expertise. This is a great way to build the perception of topic knowledge – in other words that you are an expert.

Interesting people are the ones who are offered interesting positions. You are on the road to becoming more interesting – and someone others want to network.

This is the best way to link up with LinkedIn. Intelligent, thoughtful linking will build the network you want — and the network you will go to time and time again in the course of your career.

Remember, it is your career and no one else’s.  Reach for what you want and let LinkedIn help you build it. It’s just another tool in a world filled with them.

To receive job offers in 90 days, order Humbert’s new book, Employee 5.0, and use his 12-step program, sure to bring offers if the plan is worked hard and true.

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The Key? An Engaged Boss. Find One.

By Bill Humbert, Recruiterguy.com

As a professional Recruiting Consultant with 37 years of expert recruitment experience, employee engagement is important to me, my business and my clients’ businesses. The 2017 State of the American Workplace by Gallup (http://news.gallup.com/reports/199961/7.aspx) produced some eye-opening results.

According to the Gallup study, only 29% of frontline managers were engaged in their jobs in 2016. Consider the impact of 71% of frontline managers who were NOT engaged in their jobs. According to the same study, only 34% of American professional workers are engaged in their positions. This should not be a surprise, given that most of their managers are not engaged.

People can love their company, its goals, and social brand yet hate their job because they are managed by someone else who does not want to be there. Many times, that person exhibits passive/aggressive behavior towards their direct reports. They may take credit for the successes of their direct reports. These behaviors take initiative away from the staff. Politically, those managers know how to play the game to remain as a manager while professionals in positions below them leave one after another. Worse yet, are you an employee of a company that forces you to resign your position and reapply for the same position with fewer benefits?

This is where you come in. Are you one of the 66% of American Professionals who are unhappy in your position? Do you realize there are good companies out there with top managers? Are you willing to work to find one of those companies? Do you want to earn more than 0% to 2% annual raises?

The answer is to become Employee 5.0 and leave that job! No, not until you identify and accept an offer for your new position where you will accept a new challenge, where you can have fun at work; and report to someone who is building a team of top performers.

Both women and men experience these poor managers. It is amazing how many people feel trapped. Employee 5.0 is empowered to make a positive change in their lives. There are jobs in the world (even in your town) where you make impacts; and enjoy your work so much that you cannot believe you are being paid.

Learn more by reading Employee 5.0 Secrets Of A Successful Job Search In The New World Order. This book is one of a very few written by an expert recruiter and expert career transition consultant. You Deserve Better! Take Charge of Your Career!

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The Readiness is All: Layoffs

“Be looking for your next opportunity all the time,” says RecruiterGuy Bill Humbert in his new book, Employee 5.0, “because layoffs are the new normal. Employee 5.0 keeps the the job search on a simmer so that you can drive your career through whatever is going on.”

Retailers amazon and  B&N announced layoffs this week, sending hundreds of families into crisis management. But, does it have to be this way? If we know that corporations have adopted layoffs as an annual strategy to their stockholders, why not be ready?

Here are a few tips to keep your job search going even while you’re on the job:

  1. Keep a running list of your “impacts” at your current positition — the strengths you bring to the effort and the results of those strengths — as you do the job.  When you work hard, it’s easy to forget all the things you do that make you valuable to an organization. If the organization didn’t notice, that’s on them.
  2. Take calls from recruiters, hiring managers and job candidates. Offer assistance even if the call doesn’t immediately impact you. If you are helpful to someone, odds are, they’ll help you should you call.
  3. Network. In the new normal, we are all looking for a job all the time. This doesn’t mean you hit the cocktail party circuit, but you should show up every so often at industry events. Stay current and stay in touch with colleagues.

Employee 5.0 offers a new way in the new world, a 12-step program that results in job offers in 90 days, and puts the talent back in the driver’s seat.

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