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Executive Recruiting Morisey-Dart
August 2011

"The Watercooler"

using social media for executive search

Social Media: A License to Discriminate?

Are you or your company breaking the law when you use social networking sites like LinkedIn, Facebook, MySpace, Twitter, and others to recruit for new candidates and/or screen job applicants?   Federal anti-discrimination laws assert that companies can't discriminate individuals that fall into any of the "protected classes" that include age, sex, religion, race, disabilities, and others. 

Let's look at a couple of situations where discrimination while using social media tools in the hiring process could come into play online. 
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**MYTH: There's an unlimited talent pool available for my business!

"It's unwise to assume there is an unlimited talent pool in this market," says Rob Romaine, president of MRINetwork. "The best talent is most likely already working, particularly in fields such as healthcare, science, and technology. While the first challenge is finding qualified candidates, the bigger challenge is closing the deal and hiring them. Why? Because they have options."
This is especially true for college-educated professionals. "The unemployment rate for those with a four-year degree is down to just over 4, nearly half the national average." 
Do you need experienced top performers who can hit the ground running? Contact an executive search expert at Morisey-Dart today to help with your executive hiring challenges. Call 239-596-7280 today. 
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Q: I have over 25 years of senior level sales, marketing, and category management experience in consumer products. Recently, I held the position of VP of Marketing/Category Management for an Electrical Aftermarket division for a global manufacturer of electrical components. My position was relocated in July 2008--for personal reasons, I chose not to accept the relocation offer, but instead exercised the buy out of my contract.
I have submitted hundreds of resumes and on the rare occassion that I get a phone interview, this question always arises: "You are overqualified for this position; why have you applied?"  

I get the sense that prospective HR/recruiters believe I am just biding my time until another VP job comes available. My question is, should I "dumb down" my resume in hopes of getting more interview opportunities and if so, what should I take out?

I have considered changing my resume format to de-emphasize titles and work history to a format that concentrates more on accomplishments.

A: How do you dumb down 25 years of experience?  You don't!! The issues here seem to be fairly straight forward. The positions you are applying for are not with companies that value experience. Additionally, with 25 years of sales and marketing experience, why would a company hire someone that answers an ad?

This may seem to be a bit of a wise-guy response, but it is not meant to be. It is time to stop answering ads that allow individuals with no skin in the game to reject qualifications based on income and too much experience. To stop this behavior you, the "sales person", need to put on your "sales hat"--to get noticed you have to dress up the product and get it in front of people capable of buying.

Here is a research project you should carry out: 1) Who are the top 10 direct competitors of your previous company? 2) Who are the top 10 partners of your previous company? 3) Who distributes products into the same categories? 4) Identify news and information where ranking executives and industry power brokers have commented on each company. Look for commitments made to stock holders or brazen goals set by the leadership. Once they've made their goals public, they have to deliver. 5) Identify what attributes and proof of performance standards are in your background and call the people being held accountable for the action.

Pick up the phone and make the calls. Be a problem solver not an applicant. Network, network, network!  I'll end by putting this question to you: As a VP of Sales, would you ask your sales people to send out notes to get introduced, or would you expect them to identify an issue that allows them entry?

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 About The Morisey-Dart Group:

The Morisey-Dart Group executive recruitment firm partners with clients to find the impact players needed to solve problems, meet demands for growth, and control costs, while improving efficiency.  They are specialists in areas such as Alternative Energy and Semiconductor, Document Management Solutions, Managed Print Services, Health Information Systems(HIS),  Health Information Management (HIM),  Financial Services, and Banking and Legal industries.

For more information visit:

The Morisey-Dart Group
809 Walkerbilt Rd. Suite 2
Naples, FL 34110
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