2. Job Market Reality
2
Industry Ch ll
I d t Challenges
• Employee “churn” is on the rise - senior leaders spend an average of just 3.2 years in
organizations
•D
Demographic changes – B b b
hi h Baby boomers retiring and b i
ti i d being
replaced by Gen X, Gen Y and “Millenniums”
• Unpublished job market accounts for more than
86 percent of active searches
p
• 37 percent of executives never or rarely use
online networking services and another 40 percent
use them “sometimes”.
• Leadership Gap – 75 percent of companies cite their
inability to develop future leaders as a critical issue.
“The magic ingredient of any organization is leadership.” CHRO, consumer product company
Source: 2008 Executive Job Market Intelligence Report
IBM Study: Unlocking the DNA of the Adaptable Workforce
Finding People Who Make a Difference® Confidential and Proprietary
3. Your Business Challenges
3
• Growth
Managing growth – many segments growing (cable, mobile phone, VoIP, fiber
to the home, etc.); others contracting (wire-line, satellite services, paging services)
Convergence – network convergence spurring growth
• Competition
in the US, 11,000 companies provide telecommunication services
3,000 wireless companies and 3,000 wire-line companies
the 50 largest companies hold 90% of the market
• Marketing
Demand driven by technological innovation and growth in business activity
Most companies use heavy TV, radio and direct mail advertising (email)
Pricing – perceived demand and value vs. cost
• Technology
capital intensive with reliance on computer technology and chip advancements
key in funding is ROI
30 year network equipment amortization is a thing of the past – now
changes every 5 to 10 years and requires meticulous planning
• People
Rapid technology change means continuous training for maintenance and
customer service workers
Benefits are constantly being re-assessed
Finding People Who Make a Difference® Confidential and Proprietary
4. People Are the Key Asset
4
• Executive Tenure Continues To Decline
Changing jobs every 2.3 years
Changing companies every 2.8 years
• Interest In Relocation Declining
g
Executives and companies more cautious
Only 31% believe needed to advance
Looking for greater flexibility
•E
Executive Satisfaction Up; But Job Insecurity Rises Sharply
ti S ti f ti U B tJ bI it Ri Sh l
Satisfaction reaches 70%; companies not working harder to
retain–Short-term gratitude substituting for real satisfaction?
Executives more willing to listen to opportunities
• 67% of recruiters report it’s easier to get calls returned
Up from 35% in 2008
Source: Execunet 2009
Execunet,
Finding People Who Make a Difference® Confidential and Proprietary
5. Solutions
ou o s
5
• Sanford Rose Associates
– A solutions company with nearly 50 years in business – excellent
brand and reputation
– Global strength with 68 offices
• Dallas North – Telecommunications Practice
Finding people who make a difference®.
– 28+ yea s experience in the industry
8 years e pe e ce t e dust y
– “WHO” will lead your growth into double digits?
– “WHO” will successfully position your offering
against the market giants?
– “WHO” will define the right bundle to entice new users
and others to churn?
– “WHO” will lead your network optimization
Not WHAT but WHO
WHAT,
Finding People Who Make a Difference® Confidential and Proprietary
6. Finding People Who Make a Difference®
6
• 28 Years experience in assessing talent in the Telecommunications market
• Robust database of over 200,000 candidates – active and passive
• Di
Dimensional S
i l Search® process
h®
• Partners with over 26 years experience
recruiting in the telecommunications
market
• Over 125,000 successful placements
Finding People Who Make a Difference® Confidential and Proprietary
7. Who - Not What!
o o
7
“No matter how good or how successful you are, or how clever
or crafty, your business and its future are in the hands of the
people you hire.”
Akio Morita, Founder Sony Corporation
Morita Founder,
“Executive recruiting is arguably the most important task in the
world of business…”
Peter Capelli Professor of Management The Wharton School
Capelli, Management,
“Going outside the organization for exceptional talent can lend
new vision, leadership, and energy to a senior management
team,
team an operating unit, or the company as a whole ”.
unit whole…
Joseph Daniel McCool, former Editor in Chief, Kennedy’s Executive Recruiter News
Finding People Who Make a Difference® Confidential and Proprietary
8. Our Process
8
• Complete
p
• Thorough
• Find passive as well as active candidates
• Match according to our Dimensional Search® Process
Finding People Who Make a Difference® Confidential and Proprietary
9. Dimensional Search ®
9
• Technical Fit
• Expectations
• Chemistry
y
• Culture
• Experiential Translation
Finding People Who Make a Difference® Confidential and Proprietary
10. Cracking the Code for Talent
10
• Predicting future skill requirements for the next 3 to 5
years
– skills forecasting is problematic – only 13 percent of
companies believe they have a clear understanding
– Twenty years ago, the half-life of knowledge was 7
years: now it is 18 months!
• Identifying and locating individuals with specific
expertise that is relevant today and in 3-5 years
• Muti-dimensional profile fit
Today’s talent market requires a structured, analytical approach to
attracting, developing and retaining key personnel.
Finding People Who Make a Difference® Confidential and Proprietary
11. Our Mission
11
quot;To provide superior human capital talent acquisition services to
To
the telecommunications market by presenting outstanding
executives that are excellent targeted profile fits and to exceed
our customers expectations quot;
expectations.quot;
Sanford Rose Associates - “A partner who understands your business
and its challenges and rolls up their sleeves with you to help you achieve
your mission.”
Finding People Who Make a Difference® Confidential and Proprietary
12. Results
12
Client’s highlight:
Position, work environment clearly articulated
Rigorous candidate screening & assessment
Detailed Candidate Presentation B kl t
D t il d C did t P t ti Booklet
Met or exceeded expectations – Candidate & Budget
References available from:
Private Investors and/or Board of Directors
Pi t I t d/ B d f Di t
Corporate Presidents/CEO’s
Hiring Managers
HR Professionals
Candidates
Finding People Who Make a Difference® Confidential and Proprietary
13. Management
13
Mr.
Mr Nieman is responsible for the overall business and business
growth by developing new business and partnership
opportunities as well as all aspects of the companies sales and recruiting efforts.
Experience:
Senior Vice President, Global Sales and Business Development,
AppTrigger – Richardson, TX
Senior Vice President Products Intervoice Inc – Dallas TX
President, Products, Intervoice, Inc. Dallas,
President & CEO, RemoteVideo, Inc. – Irvine, CA
Senior Vice President, GM, Sensormatic Video Division – Singapore;
San Diego, CA
Nortel Richardson, TX
N t l – Ri h d
Aspect – San Jose, CA
VMX, Inc. – Dallas, TX
Finding People Who Make a Difference® Confidential and Proprietary
14. Sanford Rose Associates
Dallas North
Your Partner in …
Finding People Who Make A Difference®
