brian cork on: whom (and how) is Hiring Executives

June 25, 2012 — Leave a comment

You are now the beneficiary of a recent dialogue I had with a proven executive that started his own business. He is at a cross-roads and may need to jump back into corporate America.


Hey Kevin.

You have a great background. Hard earned, and relevant.

Being relevant is the most important part. So, you can and should feel good about that.

English: Illustration for Analytic Hierarchy P...

English: Illustration for Analytic Hierarchy Process article, drawn by me and released to the public domain. This is its first publication. (Photo credit: Wikipedia)

I have my own theories around CV’s and Resumes. For the most part, depending on the “season of life” the decision-maker is in, your documented history might include information that is more distracting than useful (the Power Point Deck was created for ADHD-addled young CEO’s). Emerging trends and convergence pools of industry-specific focus become crucial. So, the key question is finding and meeting with the people that need you. That may seem obvious. But, its more simple in terms of statement than easy in terms of application.

You’ve probably been recruited most of your adult life.


Today social networking is supposed to help us connect and hire great people faster and easier. But, ironically, if you aren’t connected on the same platforms, or don’t “manage” those platforms, you aren’t or won’t be connected to the decision-makers you want to meet. We can now see four very clearly delineated “seasons” in terms of people in business. Three can easily cross-reference in terms of skills and abilities. As younger decision-makers come into their power-curve we are finding that they are not connected with you. And, another irony is now an unprecedented level of reverse age discrimination. Younger CEO’s don’t want to hire older executives.

But, a lot of that can still be mitigated with a career-path plan and strategy around “who needs you”.

To wit…

  1. What are you good at?
  2. What do you want to do?
  3. What would you do differently?
  4. Who needs you?
  5. Why?

All that said, you need to be focused and committed to one path… Either building your new business or working fore someone else’s. Trying to do both dilutes the effort and confuses your audience. But, you clearly already understand that.

So… As you relate below, I concur with you, and also recommend you put a date-on-the-calendar to make your business work, or punt. Then focus all of your energy into finding a job. The process for doing either requires uncommon focus and effort.

A Picture of an Staples, Inc. easy button

A Picture of an Staples, Inc. easy button (Photo credit: Wikipedia)

I’m working carefully to find some opportunities for [his company]. I can always find customers and partners. In terms of placing professionals. I’ve found that coaching them first typically has better and more predictable results. But, Job Orders (the easy button) pop-up. Today, relative to the dissertation above, more placements occur based on “opportunity creation”. Sorting-out who needs you then opening the door with the help of an internal “pull-through advocate” or champion.

The key here, mind you, is the date-on-the-calendar. That drives behavior. Think of the new hot dialogue around Nokia’s CEO Stephen Elop‘s dissertation on the “Burning Platform” - and my own thoughts around it, Embrace the Burning Platform.


Let’s be part of the Solution.

brian patrick cork

About these ads

No Comments

Be the first to start the conversation!

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s