Tips on Job-Searching with Small Employers
Frederick and Rockville – February 28, 2011 – People searching for a new job or to change careers this year should “think small” – as in targeting smaller businesses, according to OI Partners-The Miles LeHane Companies, a global talent management firm.
Several recent surveys have painted a brighter employment picture for small businesses in 2011. However, job-seekers should know which qualities and attributes to stress in interviews with smaller employers, according to OI Partners-The Miles LeHane Companies, Inc.
“It is important to establish during interviews that you can make an impact on smaller employers and deliver results right away, particularly increases in revenue and profits. Chemistry with the boss and co-workers is going to be more critical since the workforce will be smaller and closer. Personal qualities such as a sense of humor and easy-going style will be beneficial to get across in interviews. In addition, candidates with experience at large companies must be convincing in the interview that they can adapt to a smaller environment,” said Dr. David C. Miles, managing partner for OI Partners-The Miles LeHane Companies.
Among the recent surveys forecasting a better hiring outlook for small businesses in 2011 have been the following:
21% of small businesses that have 500 employees or fewer plan to hire full-time workers this year, up from 15% in 2009, according to a survey by CareerBuilder. Also, 26% of small businesses anticipate hiring contract or temporary workers, and 31% expect to transition some of them into full-time employees, according to the CareerBuilder survey.
23% of small-business owners with at least one worker other than themselves expect to hire employees in the first quarter this year, up from 18% in the 4th quarter last year, according to the Wells Fargo/Gallup Small Business Index.
54% of CEOs with small- to medium-sized businesses plan to add employees in the next 12 months, up from 46% last September. This is the first time in the past three years that a majority of the CEOs indicated they are going to increase their staff, according to the quarterly Vistage CEO Confidence Index.
OI Partners-The Miles LeHane Companies offers this advice when seeking a job with smaller employers:
Emphasize the immediate value you can bring. Achieving results quickly and making a swift impact on sales and profits are especially vital to small businesses. “Focus on what you can deliver right away and during your first three to six months on the job. Prepare a variety of examples from your career that fit their situation to demonstrate how you can solve current problems,” said Miles.
Personally connect with the interviewer. Chemistry with your boss and co-workers is essential for a small business, where working relationships are closer.”Show that you are easy to get along with and the type of person people want to be around. Display qualities that can be a plus in the decision-making process, including humor in good taste, warmth, and understanding,” said Miles.
Step up your face-to-face contact. Smaller companies will be less likely to advertise openings or post them on Internet job boards. These are the kinds of opportunities that normally surface at in-person meetings of networking, trade, and professional groups, and when volunteering with charitable, civic, and religious organizations.
Acquire key referrals. Referrals play an especially central role in small businesses. “A good referral from a valued employee or someone close to the owner or manager will go a long way. Scour your networking contacts and use social media websites such as LinkedIn and facebook to obtain a referral or two,” said Miles.
Be receptive to contract or temporary work. If a potential employer says they don’t have a position at present, find out what they do need to get done – and negotiate to do that for them. Many employers are adding contract or project workers before deciding to hire full-time staff. You may be able to transition this into a full-time job if you achieve superior results.
Prepare to overcome objections that you are over-qualified and/or will leave for a better job later. Smaller businesses may be more sensitive that you have held higher positions with larger companies and earned greater compensation than they are able to pay. “Address interviewers’ concerns you may leave for a better job by countering that your experience will solve problems and create solutions that will help increase revenue and salaries,” said Miles.
If you have worked for a large employer before, demonstrate that you have the drive, flexibility, and initiative to work for a smaller company. Confirm that your past experience will enable you to bring all your skills forward with a focus on results.
Show interest and excitement in the opportunity. “Smaller companies want people who are enthusiastic about working with them, and can motivate and inspire co-workers and direct reports. Communicate this in a variety of ways and express your enthusiasm for hitting the ground running,” added Miles.
About OI Partners OI Partners is a leading global talent management firm that helps individuals find new careers and employers to improve the performance of their employees and organizations.
OI Partners is comprised of certified career management professionals who specialize in executive and group outplacement, executive coaching, leadership development, workforce planning, and talent management.
Dr. David C. Miles, Chairman
Employers Resolving To Retain Valued Workers In An Improving Job Market
Note: Even with a disappointing jobs report that was released on 1.14.11, the number of workers voluntarily leaving their jobs has surpassed those being laid off for 8 out of the last 10 months, including the past four straight months. The number of job openings is up 20% over that period compared to a year ago, according to today’s Job Openings and Labor Turnover Survey.
January 11, 2011 – More employers are resolving to show employees how valuable they are in a stepped-up effort to retain top talent amid an improving job market, according to OI Partners-The Miles LeHane Companies, a global talent management firm.
That’s because employers are more often hearing “I quit” from workers, even with a high unemployment rate.
- The number of workers voluntarily leaving their jobs has surpassed those being laid off for 8 out of the last 10 months, including the past four straight months (February-November 2010), according to the U.S. Department of Labor.
- The number of job openings rose 19.7% over the same 10-month period as a year ago (February-November). However, the number of job openings in November 2010 was still off 26% from the number of job openings before the recession began in December 2007 (3.3 million vs. 4.4 million).
- The unemployment rate fell to 9.4% in December as the economy added 1.1 million jobs in the past year, or an average of 94,000 per month.
- It’s becoming more expensive to replace departing employees. It costs an average of 2.5 times an executive’s salary, and 2 times a manager’s pay, to replace them, including costs for recruitment and training, lost business, severance pay and benefits, according to a survey by OI Partners.
- About two-thirds of employers are concerned about losing managers and almost half are worried about losing executives, according to the survey of 262 employers by OI Partners.
“Many companies are leaner than before the recession, so when valued employees leave, it’s tougher to replace them. It takes a higher toll on the workplace, where average workloads have increased,” said David C. Miles, managing partner of OI Partners-The Miles LeHane Companies.
“Departing employees take with them not just their skills, but their knowledge, experience, and relationships with customers, compounding the damage,” said Miles.
“More employers are making it a priority to demonstrate to workers how valued they are. It’s no longer enough to say ‘be happy you have a job.’ Companies need to be intentional about engaging and retaining top talent. People who have been treated the same as lesser-performing employees will be looking to go where they feel they are a better fit,” Miles added.
Among the ways employers are demonstrating to employees how much they value them are:
- Developing “career paths” for top performers and providing them with coaching to help them achieve these future positions. “More companies are concentrating on their ‘A-team’ players and those they want to develop into top-tier employees,” said Miles.
- Sharpening their knowledge and skills. Supplying inside and outside coaches and on-the-job training to polish employees’ management and interpersonal skills are the top ways companies in the OI Partners survey are using to retain managers and executives. “Coaching in management and interpersonal skills also helps people become better bosses, improving the retention of their subordinates,” said Miles.
- Improving compensation and benefits. “Although higher pay is not the top reason why employees leave, companies that have recovered sufficiently to make up for past wage and benefit freezes, pay cuts, or small raises, will be expected to provide some financial reasons to stay,” said Miles.
- Teaching employees new skills. “Even if you don’t have an opportunity to promote good performers, challenge them with projects that will enable them to learn new skills and take on new responsibilities,” said Miles.
- Making sure they are in the right jobs. “Some employees are not fully engaged in their work because they are not in the right jobs. They may be looking to leave not because they don’t like their employers, but because they don’t like the work they are doing. Discover which roles they can play that are mutually beneficial,” said Miles.
- Communicating company goals and strategies and each worker’s part. “Employees want to feel involved in what’s going on and inspired by what’s ahead so they can remain engaged and motivated,” said Miles.
- Recognizing their contributions. “People want to feel appreciated for the work they do and the value they bring. Design low-cost ways of keeping people motivated, including expressing appreciation through face-to-face meetings, personalized e-mails and notes, and tokens of thanks,” said Miles.