Not a Bad Market...

Markets are supposed to like certainty. Conventional wisdom is that they go up following an election. Of course, our market is down nearly 2100 points since we elected The Chosen One.

We spent $350 billion of the $700B bailout package before crying uncle, watched just about everybody try to buy a bank to get in on the action, and are now fending off the Auto-makers at the gate. Unemployment is up. Earnings are down. Throw in a low consumer confidence and a late Thanksgiving, and we are sure to see the weakest holiday retail season in memory.

So this is going to be one of those downer posts, right?

Wrong.

If you are reading this you are either a current or potential candidate of Hawkes Peers & Co., or a current or potential client. And odds are that, like most people I talk to, you are assuming that recruiting is a tough market right now.

Here's why you'd be wrong- at least in terms of the consulting to industry transition.

Many of our clients are laying off. They are also hiring recovering consultants at the same time. We're in a market where that extra Marketing writer is expendable, but the strategy executive who will drive profitability is not.

We often tell prospective clients that we can't add value unless someone is in pain. If someone is struggling to do their own job and a subordinates while searching for a replacement, or their performance is negatively impacted by not filling a role, we'll add value. If you can afford to hold off, well then every day is a lottery ticket, and eventually you'll win.

There may not be as many jobs in the market today, but those that are hiring have immediate needs, and we're closing a higher-than-average PERCENTAGE of available opportunities, resulting in more total business.

The only thing which can spoil the party would be large scale Consulting layoffs. If that happened, supply would outpace demand, and prices (meaning your salary) would drop. For now, the consulting to industry job market is doing ok.

A Rose By Any Other Name

OK, I admit it. I have a recruiting Pet Peeve.

I hate when candidates tell me that they are only interested in positions with a specific title.

I always answer the same thing which is, "I have no clue what that means."

Are you saying you are OK taking a job as a janitor as long as the call you "Director of Facilities Management?"

Is the position of chief executive beneath you if they call it "Manager?"

In my portfolio I currently have a roll with the title of "Manager," who has more responsibility than an "Executive Vice President" in another company.

Please tell me what level of responsibility you are seeking, and what metrics you will use to evaluate a position.

I'll be a lot more help than if you tell me the title has to be...