Financial Services getting you down?

We frequently coach a number of candidates on how to go about getting a new opportunity. Granted, we are in uncharted waters when it comes to finding roles in the marketplace. Whether it's a much longer lead time, or companies are still somewhat paralyzed to make any changes, the amount of opportunities are just not there yet. However, many of the folks that come to us are within the financial services sector and have become accustomed to moving from one large institution to the next. Unfortunately, that strategy eventually leads to disappointment in the current environment. We ask our candidates to first do two things:
1. Consider all options, regardless of industry, or type (contract or perm). The idea is to create a large funnel of opportunities that may not have been considered in the wheelhouse, but could end in a role at a company that you might love.
2. Draw up the "utopian" job, and look for it - combine geography, industry, title, etc.

The idea is to analyze the market in an effort to uncover opportunities unknown before. There are so many interesting companies out there in a number of different industries that could utilize a certain skill set. There is no reason to put a limit on it. There are a number of great websites that put out industry specific job opportunities - one my favorites is www.newenglandherc.com . Most financial folks wouldn't consider the higher ed space, but there are a ton of great spots available at area institutions, and the benefits are terrific. Life Sciences also offers a different avenue to pursue and clearly that side will grow.

The "New" Hiring Process

I've been struggling recently with the amount of effort I should be putting into what I will call the new-fangled technology available out here in cyber space. Granted, I figured out how to blog, so it's either ridiculously easy to do, or I have become more proficient than I thought I was - I can pretty much guarantee it's the former.

In any event, I thought I would use this as an experiment to justify the time it takes to utilize blogging. With all of the choices, this was as good a place to start as any. So, here I go...

While some of the technology out there is a great way to display thoughts and ideas without being interrupted, it is that very process which typically leads to an engaging conversation. Being "audible ready" seems to be a dying art among many of the younger generations. (By the way - I consider myself in that group) I think we've had it pretty good for the past 7 years and therefore, we haven't had to network as much as in the past to find new and exciting opportunities. That's unfortunate, but is it here to stay? I wonder.
I absolutely agree that technology can play an important role in the hiring process, and it should be used to ease the process. From the reduction of the number of candidates the client ultimately sees, to increasing the speed of the feedback loop for the candidate - technology plays an important role. But, it does provide an easy way to avoid potential conflict and the resolution that is inherently involved. I think there are certain positives we can gain from returning to the days of personal contact, gut feel, and "looking someone on the eye". Is this old school? Maybe. We recommend getting together to both our candidates and clients. We work hard to make sure we have a cultural and environmental match when we provide opportunities. We want our folks to be successful in their new positions and ultimately reduce turnover for the client. We like to think we build relationships built on trust and integrity for all of our constituents. What's the point otherwise?

So, are we losing that human contact with all of these technological upgrades?