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Looking to Change Careers? Focus on the Employer's Risk May 4, 2017
While most of the literature on career change focuses on the individual contemplating the change, one study (NBER working paper by UNC professor Camilia Kuhnen and Stanford's Paul Oyer) examined the issue from the perspective of the potential employers
Why You May Need to Beef-Up Your Resume – The ACME Industries Problem April 21, 2017
While some resumes might justifiably be confused with novellas, others are distinguished by the paucity of information they provide. Neither extreme works to the job seeker's benefit.
Think a Candidate is Lying?? Think again April 11, 2017
We all occasionally hear interview responses that while plausible also conveniently serve the purpose of ending further probing. As we listen to these responses we may look for cues by which to better judge their veracity.
So you want to raise your market visibility? Step this way (and Thank You)! April 5, 2017
Visibility is an important ingredient in career management as it makes it possible for opportunity, timing, and serendipity to intersect with you.
StoneWood congratulates SPMB our California-based partners at Access Search Partners - SPMB Named #1 by Silicon Valley Business Journal March 20, 2017
When SPMB Executive Search earned the #1 spot on Silicon Valley Business Journal's list of top executive search firms, you might have expected the firm to throw a wild celebration for its dedicated recruiters. But that's not how the 40 year-old company rolls. As partner Mike Doonan says, "Trophies get dusty very fast in Silicon Valley."
Why selecting leaders is so difficult in practice…Reason # 9 – Simplicity Sells while Complexity Languishes March 14, 2017
What I learned was that while companies want to increase certainty in hiring they don't want to incur additional costs to get it. By costs I am not referring simply to the financial variety but also time, effort and complexity.
The Art of Termination Part I: The Employer March 7, 2017
If you are saddled with the unfortunate job of terminating someone, below are a few tips on how to do it respectfully. Caveat 1: Because the termination process varies from one region to the next, much of what is written pertains to Canadian and American audiences. Caveat 2: Terminations resulting from layoffs might follow a different process; this advice is intended for terminations resulting from poor performance, and where the employee is asked to leave immediately. Caveat 3: The male pronoun is used consistently simply to alleviate the text. This article applies equally to all genders.
To All of Our Fair and Foul Weather Candidates March 3, 2017
As headhunters we interact with two categories of candidates; those we pursue and those who pursue us. The former are often elusive, the latter not so much. Our bread and butter is finding candidates for our clients. We scour every crevice of every database, web site, tradeshow and directory we can find for the high performing candidates most likely to thrive in the roles we are trying to fill. The others are candidates who reach out to us. Some are individuals who maintain regular contact while others are unknown to us. More than a few are what we call our ‘foul weather friends'. These are individuals who've just remembered, after many years of not returning our calls, how much they like us, miss us, and by the way, would like our help now that they have lost their jobs.
Why Selecting Leaders Is So Difficult In Practice - Reason #8: Some Attributes Are Undervalued, Misunderstood or Hard To Weigh In Importance January 13, 2017
I once asked a small group of executives to speculate on the most important attributes for career success. The ensuing combined list contained almost 25 different attributes including work ethic, drive, initiative, loyalty, winning attitude, conscientiousness, team-orientation, integrity, intelligence, passion, enthusiasm, commitment, integrity, judgment, courage, etc etc etc.
Why Selecting Leaders Is So Difficult In Practice - Reason #7: Companies Hide Behind Bromides November 10, 2016
Several years ago, a major company trumpeted the hiring of its new CEO, describing the executive as "a star – unshakable, self-reliant, passionate about the big picture, a leader who really embraces change". On the same day, a second firm said of their newly hired CEO, "We set out to find a winner and we did. He will elevate our company's fortunes and take us where we need to go".

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