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June 5, 2018

The Strategic Momentum Podcast by Flywheel Associates 

Subscribe or download the podcast:

On iTunes here

On Google Play here

On Spotify here

On Stitcher here

Or you can visit and listen to the podcast with Flywheel Associates here

Key Takeaways...

For Hiring Managers:

  • You need to clearly communicate the business goals to the recruiter and hire based on those goals – not an exhaustive checklist of requirements.

  • Convey to the recruiter the problem you are trying to solve, rather than the seat you are looking to fill. That will get them to think about how to best solve for the issues by finding the right candidates.

  • Be realistic about your hiring timeline. Map out the timeframe when you want to have a new hire come in and then work backwards to when you need them to make the impact on your business goals. It takes time to get great executive talent.

  • You have to make time to provide ongoing feedback to your recruiter regarding  candidates. The faster you give feedback, the faster you’ll get the talent you seek.


For Job Hunters:

  • "Think of your career like a business, and you're the CEO." Have a clear strategy for what you want your career path to be, then figure out the subsequent tactics that need to happen. A recruiter can’t help you if you don’t have your own career strategy.

  • Think about whatever role you are in today, and consider that the launching off point for the following role. It’s important to set that long term path.

  • Build your LinkedIn profile so that it's not a minimalist profile. It’s part of marketing, part of messaging, part of productizing your experiences so that it's attractive to a potential recruiter.

    • Share stories and accomplishments that demonstrate your impact. If you don’t put anything on your profile, it signals to the recruiter that you may not be serious about your career.

    • Plus, if you don’t even have the right keywords on your profile, you won’t even appear in their search.

  • As a candidate, you have think about your message and your stories. Demonstrate your aptitude and impact in helping to solve their business goals so you close the cognitive gap between what they’ve already read and what they can hear from you.

  • Remember - “bitter and angry isn’t sexy.” Whether you were unfortunately let go from your company or you are currently employed but not happy, you need to come across positive.

  • Have a disaster recovery/business continuity plan for your career and never stop looking. Think of the 50% rule: half your day, in an ideal world, is doing your job. The other half is managing your career. That half can be networking, and ultimately, making that network work for you in the long run.

  • Be kind and generous. Treat all the people in your network in a good way because you never know who can make that valuable connection or who could hire you in the future (it may even be a current employee!).

CNBC: Is Your LinkedIn Profile Sexy Enough?: News
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