The mid-year executive search industry outlook is positive according to a majority of consultants polled recently by the Association of Executive Search Consultants (AESC). The survey reveals that 67 percent of recruiters expect to see revenue growth in the second half of the year, while 27 percent predict revenues will stay the same. In total 94 percent are confident that they will see no decrease in demand for the remainder of the year. Nearly half the respondents plan to hire more consultants in the second half of the year. China, India and Brazil are expected to see the greatest scarcity of talent in the latter half of 2010, according to respondents. Functions continuing to see the greatest talent shortage are chief executive, chief operating officers and general managers. “The latest results are indicative of an industry regaining strength following the downturn,” said Peter Felix, AESC president. “Client organizations are beginning to think more strategically and are working with our member search firms to draw senior executive sourcing plans for the future. Once again there is talk of a talent shortage in certain industries and functions, even though unemployment levels remain high.” Healthcare/life sciences and energy/natural resources are reported to be the strongest two sectors and are expected to see the most growth – followed closely by the industrial and financial services sectors.

Not all unemployed are created equal. There are those who recently graduated from school and haven’t held a job yet. There are those who have made horrible mistakes and have been terminated. There are those who have been working hard every day but had to be let go when their company fell on hard times. There are those who have done nothing wrong at all, but find that their positions just aren’t as essential today as they were five years ago.

While unemployment rates remain high, that last category seems to be one whose importance is increasing, especially with hiring beginning to pick up as nearly 300,000 jobs were added in April. As we saw in both the 2000 recession and the most recent one, employers took advantage of the slowdown in business to eliminate obsolete positions, which were unnecessary even before the downturn. The increasing pace of technological advancement is enabling many positions to be replaced by automation that saves companies money.

“When a 9.9 percent unemployment rate is being reported, that just doesn’t reflect what we are seeing both in the volume of professional candidates and in the talent demand from companies,” says Mark Angott, president of Angott Search Group. “Over the last six months, companies have increased both their hiring and their speed of hiring, with top candidates remaining on the market for an even shorter period of time.”

In today’s job market, there is a striking dichotomy between the short-term unemployed––those with potentially a better chance of landing a job sooner than later––and what are now considered to be the chronically unemployed, those without a job for more than 27 weeks. In fact, the percentage of workers unemployed for that period of time grew to 46 percent in April, a level never before seen since records started being kept.

“Good employees who have been out of work for more than six months have already sent their resumes to every prospective employer,” says Angott. “Now, they are likely going to need retraining rather than simply improving on their job search techniques.”

Even the unemployment rate for managerial and professional workers remains high at 4.5 percent, up from 4.0 percent in April of 2009. A large percentage of this increase, however, can be attributed to a backlog of recent college graduates who have not yet found their first job rather than experienced, impact players still looking for employment.

“For employers, the high unemployment rate can be deceptive making hiring managers think they will be receiving hundreds of qualified resumes for each and every opening,” notes Angott. “Then they quickly become aware that most of the resumes they receive are coming from unqualified candidates, making finding the talent they really need even more difficult.”

For those who are unemployed, things may remain tough for a long time. For the overall economy, however, this isn’t such a bad thing as leaner, meaner companies are causing productivity to increase substantially. In fact, productivity is up 3.6 percent in the first quarter of this year. As companies improve their efficiency they are able to offer wage hikes––aiding consumer spending––and spend more money on investment, which will also help other firms grow.


“These changes might make for a more painful economic recovery,” concludes Angott, “but they put the country on a more stable path for growth.”

The full report can be seen here: http://www.bls.gov/news.release/empsit.htm.

Beating expectations averaging a gain of 190,000 jobs, the Labor Department this morning estimated that 290,000 jobs were added in the United States during the month of April. The unemployment rate in the month rose from 9.7 to 9.9 percent, topping estimates. However, the growth is attributable to a large increase in labor market participation. While the U.S. noninstitutional population rose by only 170,000 in April, labor market participation increased by 805,000 edging to within only 3,000 of its size in April 2009. Since February, there has been a rise in job leavers from 866,000 to 938,000 people. As more workers voluntarily leave their jobs, this indicates both an increase in job market liquidity and growing candidate confidence in the market.

The management, professional and related occupations unemployment rate fell from 4.7 to 4.5 percent. Historically, professional unemployment rates decrease one or two tenths of a percent in April. Between April and July, however, the rate sees its largest jump of the year as college graduates enter the marketplace. While not necessarily a bad sign, this rate could rise to as high as 5.5 percent by mid-summer before graduates are absorbed. Fueled by durable goods, the manufacturing sector added 44,000 jobs, the largest monthly increase since 1998. Administrative and support positions increased by 60,700 in April, only 26,200 of which were temporary. This first substantial gain in permanent administrative jobs is a promising sign, since during tough times employers often leave such positions vacant, while focusing hiring efforts only on workers considered to be directly tied to revenue generation. Census jobs, whose impact has been expected for some time, showed just a marginal presence in April’s top line numbers. Less than a quarter of the jobs added in April came from census hiring. In addition to today’s positive numbers, revisions to previous months added 68,000 jobs in March and 53,000 in February. Since the beginning of 2010, a total of 573,000 jobs have been added to the U.S. economy.

According to HSZ Media, Fifty-two percent of employers and recruiters anticipate hiring more career professionals in the second half of 2010 than they did in the first half of the year, according to a new survey by Career site Dice Holdings, Inc. And of those intending to make more hires, nearly half (49 percent) project they will add up to 10 percent more employees compared with the first half of 2010, while 28 percent plan to increase hiring by up to 20 percent. More employers and recruiters (26 percent) report the time it takes to fill new positions is starting to shorten slightly (21 percent) or substantially (five percent). Although still a minority, this is the strongest reading since the survey began two years ago. One of the key reasons: an increase in recruiting for new positions, cited by 20 percent of respondents, up from nine percent last November, indicating a greater urgency to build staff. “Businesses seem to be gradually loosening their grip on the hiring process as the economy improves,” said Scot Melland, chairman, president and CEO of Dice. “At the same time, professionals are more willing to jump ship now. As the employment cycle strengthens, companies are likely to find it more challenging to keep their top talent.” The survey also found that a quarter of employers and recruiters see salaries for new hires rising, compared to just 10 percent reporting salary increases for new hires six months ago. Additionally, nearly seven in 10 of those surveyed (69 percent) believe that layoffs are not likely to occur at their companies within the next six months, an improvement over 61 percent reporting that last November. Finally, a full one-third of employers and recruiters are seeing flat or declining numbers of candidates applying for positions, compared to just 17 percent six months ago.

Beth Grossman is now a featured Special Correspondent for Fox 2 Detroit News. She was interviewed by the metro Detroit station. Watch the video of her Best Practices for Job Networking for information on how networking can help your career.

The ASG Banking & Financial Services team along with the team at PNC Mortgage is working closely together to successfully place candidates in the role of Mortgage Loan Officer throughout the Midwest.  We are proud to announce that to date more than a dozen Mortgage Loan Officers have taken advantage of this exciting opportunity with PNC.

As the economy recovers, companies are likely to experience as much as a 50 percent increase in employee turnover as a result of their competitors’ renewed recruiting efforts. While it may be possible to develop a blocking strategy to stem the tide, management needs to rethink how they handle exiting employees to protect their company image, according to Angott Search Group.

“Most companies routinely conduct exit interviews,” says Mark Angott, president of Angott Search Group, “but unfortunately few of them use the information they garner for the company’s benefit. And yet, a poorly delivered exit interview can affect the morale of the existing employee population and undermine the company culture.”

Angott believes that treating exiting employees with respect and conducting meaningful exit interviews with them can positively impact a company’s employment brand. “Smart companies know that their employment brand is as important as their corporate brand,” he says. “It reflects the organization’s humanity and its
culture, and it supports the people who are in front of customers every day.”

The primary aim of the exit interview is twofold, according to Angott: To learn the reasons for the person’s departure, on the basis that criticism is a helpful driver for organizational improvement; and to allow the organization to transfer knowledge and experience from the departing employee to a successor or replacement.

“The exit interview provides insight into management succession planning,” says Angott.”Good people often leave because they are denied opportunity to grow and advance. If this is happening, organizations need to know about it and respond accordingly.”

Most people who leave a job do actually possess useful – or even critical — knowledge and experience. “Departing employees are usually willing to share this knowledge, to help a successor, or to brief a management team, if only the organization would simply ask them politely to do so,” says Angott.

Angott offers examples of questions aimed at both ascertaining the reasons for the employee’s departure and facilitating the transfer of knowledge:

Reasons for leaving:

 What could have been done early on to prevent your leaving?

 What can you say about the procedures or systems that have contributed to your decision to leave?

 What specific suggestions do you have for how the organization could manage these issues better in the future?

 How do you feel about the organization?

 What has been enjoyable or satisfying for you in your time with us?

 What has been frustrating or difficult to you in your time with us?

 How could the organization have enabled you to make better use of your capabilities and potential?

Transfer of knowledge:

 How might we benefit from your knowledge, experience, introductions to your contacts, etc., prior to your departure?

 What can we do to enable you to pass on your knowledge and experience to your replacement/successor prior to your departure?

 How and when would you prefer to pass on your knowledge to your successor?

 We’d be grateful for you to introduce (name of successor) to your key contacts before you go if you are willing to help with this.

“Management will derive the most benefit for the organization and be able to give the most help to the departing employee by being positive, constructive, understanding and helpful, both prior to and during the exit interview process,” says Angott. “Treat people with integrity and decency, and generally they will respond in kind.”

According to HSZ Media, executive recruiters’ confidence in the executive employment market reached a 22-month high in April, with 64 percent of 186 search firm respondents expecting more senior-management hiring over the next six months, according to the results of ExecuNet’s Recruiter Confidence Index (RCI). ExecuNet’s April recruiter confidence register reached 64 percent, matching the tally recorded in June 2008. The confidence level was more pronounced among retained executive search consultants, indicating an increasing number of employers are investing in or expected to soon commit to strategic executive hires as the economy improves. “Recruiters are clearly expecting companies to increase management hiring in the second and third quarters, and with a variety of economic indices reflecting economic growth, the positives are starting to overwhelm the negatives,” said Mark Anderson, president and chief economist of ExecuNet, the private membership network for senior business executives and those who recruit them. “The economic recovery isn’t yet broad-based, but the confidence expressed by executive recruiters should signal to management job seekers that while some clouds remain, we’re seeing evidence of sunlight after the storm.” Introduced in May 2003, ExecuNet’s Recruiter Confidence Index is based on a monthly survey of executive search firms and recognized as a leading indicator for the economy and the executive job market. Founded in 1988, ExecuNet is a private membership network for business leaders and recruiters who believe that the right connections can produce extraordinary results in their careers and for their organizations.

• ASG received a 2010 Best of Michigan Business award by Corp! Magazine. Retained by PNC Mortgage to fill over 80 positions.
  
• ASG formally announces specialty services including Internal Interviewing, Background & Reference Checking, Contract Staffing and Market Analysis.
  
• Beth Grossman appeared on Detroit Fox news with Murray Feldman.
  
• Energy practice fills Natural Gas Supply Manager role with IGS Energy.
  
• Comerica Bank utilizes ASG’s services to fulfill Financial Advisor position.
  
• Sales & Marketing practice completes search for a Sales Engineer at R.L. Deppmann Co.
  
• Joe Giacomin & ASG featured on WWJ 950 radio.
  
• ASG becomes a member of the West Virginia’s Banker’s Association