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HOW TO SUCCEED IN YOUR FIRST JOB (Make the First Impressions Last to Your Favor)

Foreword

A 24-year old executive search consultant, Ms. Connie Ross M. Suarez, addressed the graduating class of the College of International Relations of the  Lyceum of the Philippines University last December 8 during the 4th staging of the College’s Annual Oratorical Competition.  The overarching objective of the competition is to promote the importance and urgency of gaining proficiency in the English language among the country’s youth.  Ms. Suarez, herself a 2nd place winner overall during the maiden launch of the competition in 2008 and has since then been thoroughly exposed professionally in the recruitment industry, has much to share with her future co-alumnae as to what to expect in the real world of jobs and careers.  The following nine pointers from Ms. Suarez carry universal appeal.

 

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Hi everyone, I'm Ross and as I have been introduced, I work as an executive search consultant, otherwise somewhat vaguely referred to as “headhunter”, with KSearch Asia Consulting, Inc.  So, who among you has watched FWB? Thanks to that movie, it makes it easier for people to understand that we're no blood-sucking savages who, after capturing our human prey, thrill at shrinking their heads. Mila Kunis's character and I play the same role.

 

Clients come to us with a human resource problem, as when, say a bank needs to hire a Vice President for a certain department, the bank’s HR would ask us to assist in the process.  We would then quickly scour our talent bank, tap our external connections and scan the market (i.e., the compatible incumbents in other banks) for viable candidates. We meet up with the potential candidates, probe into the nuances and complexities of their present role, then determine the strong correlation between their competencies with those required in the job mandate.  If the process yields what we would deem as a positive match,  then we would craft an endorsement explaining to the client bank the strong fit, if such be the case. Otherwise, we would repeat the sometimes gruelling cycle until we find at least the near-perfect fit (note: “perfect fits” are only made in heaven). 

 

Simply put, a client “outsources” the recruiting role to us, headhunters.  Mind you, this tribe (of headhunters) continues to thrive!

 

I have worked on recruitment engagements for some of the best known and most demanding global banks operating in the Philippines. I tell you, they make no compromises and are adamant about wanting only the best people to join their institutions.  There lay the challenge – i.e., finding the qualified candidates, including from the new crop of university graduates.  Having worked with them for a long stretch, I have gained by now a reasonable perspective and insights on what and which potential candidates would make the grade.

 

The good news is that our leading schools have at least continued to produce quality graduates in the banking, finance, accountancy and management engineering programs. Companies in turn have improved their training capabilities, enabling to fast track the careers of management trainees.  It is no longer uncommon, especially in the banking sector, to meet 27-year old vice presidents or 24-year old senior managers or heads of business units. 

 

So, guys, what do you think these high-performing, highly selective multinational companies look for in those who want to be considered by them?  What do they expect from the new graduates once they are on board?  While a search for the so-called perfect-fit is an elusive concept at best, we headhunters must still wrack our brain, push the envelope, and even split hairs, just to find the ideal candidate.

 

How do you stack up?

 

1.  Track Record In School -- A Good Starting Point.

 

Though not a dogma, we usually think that past behaviour predicts future behaviour and if you did well in school, there’s a high probability that you would also excel in your chosen career. It’s indicative of your self-discipline, dedication and achievements, all of which give prospective employers a good dosage of confidence. Of course, such trending pattern and extrapolation do not always hold true. But it’s a good start in assessing applicants and must have worked out pretty well for the most part over the long run. 

 

We typically would ask if the candidates had been a part of a debate team, varsity, choral group, student government, theatre.  Extra-curricular activities in school are good indicators of initiative, good work ethic, ambition, and multi-tasking abilities, among others. One multinational banking client we spoke to last month who wanted to hire a VP for Finance didn’t want to settle for just Latin honours.  He insisted on those who, in fact, played serious competitive sports. Anything you have done competitively -- be in theatre, choral group or school politics, would speak volumes. It doesn’t just demonstrate your time management skills but your ability to recover from critique, adversities and failures. The adage is that one gains the more constructive experience from mistakes committed.

 

2.   Ability to Work in a Team  

 

The real-world business setting requires for much synergy at work, combining minds, competencies and time spent for one cohesive, collective and comprehensive output.  So, working in teams is inescapable, sometimes globally -- if one is lucky enough to be with a global company. They would probe if you can be collaborative and if you have the right personality to help the team achieve the objectives.

 

We ourselves watch out for parasitic tendencies and the so-called “crab mentality”. One well-respected senior bank executive has related to us that he has seen numerous employees with superb talent, but there would be some who would not hesitate to step on his peers or colleagues to claim credit or to outshine everyone else. He stressed that his bank is allergic to this kind and he cautioned us to be vigilant in screening for such “red signals”.  We would thus look for those who show traits of being a positive force to the people around him and who would gladly share knowledge and best practices.

 

3.  Flexibility and Hunger for learning. 

 

Our clients are keen on spotting potential high flyers. These are those who, after doing their assignments well, would seek for greater challenges.  They wouldn’t mind being given a job outside of their roles so long as they expand their knowledge about the business. You see, wanting to learn is one thing; but this kind of hunger which evokes the courage to accept new challenges is different.  One should be brave enough to test the uncharted waters. There have been stories about less brilliant young people who, with every new experience gained, would be proactive to ask for completely divergent tasks, never mind the time of day or night. These are the eagles which out-fly and out-roam the more intelligent deskbound managers who keep themselves safe and stuck within the safety of their office walls.

 

4.  Leadership Potential 

 

The yet uninitiated are not expected to lead a team at the outset, in any case.  But management will be watchful for early signs of who will make future leaders.  The mark of leadership can manifest in one’s sense of ownership and accountability in a project or assignment. The ideal is that our “man (or woman)” will do everything to get the job done. If the project fails, he will not shirk corresponding responsibility and will not embark on a blame-game.  A high sense of initiative quickly separates him from the rest, taking proactive moves, identifying professional risks or problem areas, offering alternative solutions, with the least hint of supervision, if any, or need to be pushed from above.  Please remember, top management ranks leadership quality one among the highest they are always in search for.

 

 

 

 

 

5.  Having more than enough common sense.

 

There’s nothing wrong with asking. In fact, management does not only expect it, they insist one asks, especially the new recruits. But it is always appreciated, or better yet – expected, that new recruits take every initiative to do his/her own research to gain context, and then ask the questions.  Especially, avoid questions whose explanations appear blatantly in the orientation documents given to each new recruit anyway. Some clients would be so bold as to say: “We don’t raise babies in the business; we don’t want to be holding their hands forever.”  Doesn’t it make sense then that showing that you can work with minimal supervision is one of the best indications of your future potential?

 

6.  Out-of-the-Box Thinking

 

You must have heard of this often cited business jargon. Out-of-the- box thinking provides a different perspective to a view or scenario, a different approach to a problem or a situation. It can be introducing innovations or process efficiencies or simplification. Out-of-the-box thinking skill is a rare ability, admittedly; it sets one apart from the others, a lot others. It is otherwise being creative, innovative, unconventional, or unorthodox, so to speak; but not to be an illusory contrarian as to be weird.  Anyway, consider, in your graduating class, how many out of a hundred would you say have such a knack?

 

7.  Humility

 

I grant that now that you are graduating that you might harbour a sense of invincibility.  And that you are probably taking a risk thinking that you’re already too good.  I would urge you: stop, look and listen -- you are not good enough, at least not yet.  In fact, there will never be a time in our life that we will ever be too good – never. There is so much we don’t know.  Technology, as Bill Gates wrote, changes at the speed of thought. So, my friends, I cannot overemphasize the importance of humility.  My own Managing Director is quick to remind us that the time you think you are already too good is the start of your decline, not a minute more.

 

When we encounter situations where our ideas do not coincide with that of our boss’s, most of the time we feel defiant.  Well, bear in mind that your boss occupies his or her position for a reason. You are encouraged to make polite suggestions but do keep an open mind to what your boss will be saying. It’s no secret that the “know-it-all person” is the most unpopular in an organization. People who think too much of themselves destroy the culture and they’re so hard to work with. Humility makes someone more endearing and respected. If you made a blunder, take it in, eat the humble pie, and think of how you can change and start over. Don’t pass the buck or go clean.

 

8.  Looks

 

Hey, don’t get me wrong.  I’m not pertaining to physical assets but the manner by which you carry yourself. Let’s face it, we are judged by both the substance and the manner by which we represent our company. Those who radiate an aura of finesse, culture, savoir faire, and sincerity on behalf of the company, get the project.

 

9.  Communication Skills

 

Last but definitely not the least is Communication Skills. What could be more important, whether in the world of business, diplomacy or government?  And it’s more than grammatical correctness and perfect intonation. People who can confidently articulate their thoughts clearly get the attention of the executives. 

 

Warren Buffet, the most recognizable investment guru, once said that you raise your marketability by at least 50% if you master public speaking. And you don’t need a big audience for this. If you want to rise from the ranks, you should be able to develop the skill in communicating with your bosses, senior executives and the board. Hone your ability to think on your feet, to send message across and respond to their statements and sentiments effectively and if possible, humorously. If you can communicate this way, you’d be involved in the critical decision of your firm and definitely in dealing with your firm’s clients.

 

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Perhaps, a final word, my friends:  The real world out there -- outside the comforts of our school campus -- can be incredibly mind-boggling and so compellingly competitive; yet it offers wonderful opportunities and fantastic paths toward unlimited success in life – all, I might add, that our parents have wished and worked very hard for, for us.

 

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About the author:  Ms. Connie Ross M. Suarez is an Executive Search Consultant of KSearch Asia Consulting, Inc.  She joined KSearch in May 2008 immediately after graduating from the College of International Relations of the Lyceum of the Philippines University.  Specializing in the Banking Sector, she belongs to KSearch’s Banking, Finance and BPO Practice Group.  KSearch Asia Consulting, Inc., an active member of the American Chamber of Commerce of the Philippines, is a 12-year old executive search firm which supports mostly the executive and managerial requirements of multinational companies and large Philippine conglomerates.  KSearch is an Associate Partmer of Horton International, a global executive search firm with headquarters in the U.K. and with offices in more than 40 countries.

 
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KSearch supports AmCham’s BOP

KSearch Asia Consulting, Inc. CEO Manny Guillermo is at center, flanked by outstanding students from different universities of the Philippines who were pre-selected by the American Chamber of the Philippines (AmCham) according to superior academic and near-professional benchmarks to form part of the 11th Business Orientation Program 2013.  The photo was taken during a break from the working dinner of the BOP participants sponsored by KSearch held at the AmCham meeting room on April 11, 2013. 

 

The BOP is one of AmCham’s major annual events which allows some 30 to 35 student participants undergo a one-week long immersion program where they interact with prominent CEOs of large American companies operating in the Philippines, in the process getting to appreciate the mechanics and dynamics of these multinational corporations. The program is climaxed with a rigorous case study through which the participants are formed into four groups and whose case outputs are ranked competitively.

 

KSearch is a regular supporter of the BOP as it is aligned with the firm’s affinity to talent development, among others.

 

 
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KSearch Consultants Sharpen Up on Management Consulting Concepts and Best Practices

Last Thursday, April 18, Ms. Maricar Testa, a former Associate Partner of Andersen Consulting, now Accenture, and presently an Adjunct Professor at the Asian Institute of Management, gave a training workshop on the topic of “Management Consulting as a Profession”. Ms. Testa. a seasoned business consultant herself, counts among her clients many of the large multinationals and Philippine conglomerates. The overriding objective for the workshop was to align as much as possible the client-centric and value-added service orientation of the KSearch consultants to those practiced by topnotch management consulting firms.

 

Here below are the feedbacks from the participants to the workshop:

 

The seminar was very informative and interactive. There was never a dull moment. It also gave us the opportunity to relate executive search with management consulting and I learned that they have a lot of similarities. Moreover, I became aware of the fact that we, as consultants, must always provide value-added services to the clients by giving them quality candidates in a short span of time, be proactive, research about the client’s business, and aim to be their ‘most wanted’ vendor. Truly, it is such a pride to be a part of KSearch because the company applies the best practices of other top firms, i.e., providing continuing education and training, a pervasive coaching and mentoring culture, among others.

 

- Patricia Anne S. Cruz, Search Associate

 

 

 

In my stint with KSearch, this is the longest in-house training/lecture that I have attended. I looked forward to it as I knew this was something that would give value to my career.   The speaker quickly captured my undivided attention. She knew her subject well and made a good effort to bridge the gap between Management Consulting and Executive Search Consulting, its similarities and differences. 

 

I learned that Management Consulting is an end-to-end process aimed addressing business problems, issues or changes. In Executive Search, we also follow an end-to-end process and our function is as equally important to the client. We identify executives that will make our clients successful. How will they be able to run their businesses if they don’t have those executives to strategize and implement improvements? One obvious difference probably is that our search clients already have their own qualification standards which we don’t necessarily get involved in setting up.

 

- Mary Joyce Encarnacion, Consultant

 

 

It was nice to have a speaker talk about management consulting. Before the seminar started, I had a difficult time explaining to myself what “management consulting” is. The speaker did a very good job explaining each detail perfectly for us to have a general understanding on what management consulting is. The only suggestion that I have is for more such seminars to be more focused on specific areas such as the service mindset, professionalism and the like. The speaker had a general approach since we only had limited time.  It would be good to have additional talks with one topic per day to have a more in-depth discussion.

 

- Erwyn Lejano, Consultant

 

 

The Management Consulting Seminar was very useful especially that I am a fresh graduate and KSearch is my first job. My key take-away from the session may not be as deep as what others gained but this is the thing that really caught me from the start. I really thought that executive search and consultancy are the same. But if you look at them closely, there is a fine line between the two. During the brain writing activity, I really had a hard time differentiating executive search from consultancy that sometimes, I write the same phrase or sentence in every sheet that was passed to me because I can’t differentiate the two.  Towards the end of the seminar, I appreciated everything that was discussed. It helped me to differentiate consultancy from search, and at the same time it taught me a lot of techniques on how to handle the clients and the candidates. gained.  After graduation, approximately six months ago, this is the only time that I had a classroom and learning environment setting again, and I hope this won’t be the last.

 

- Ma. Felise S. Eleazar, Search Associate

 

 

I find the training program highly informative and interactive.  I was able to understand the true significance of management consulting. The trainer expounded the definition, components, and process very well that made me appreciate more my profession as a consultant. Furthermore, the speaker stressed the vital role of a consultant in serving clients by always being on their toes to provide superb customer service that would make them exceptional.

 

- Joan Krissel Arranzamendez, Associate Consultant

 

 

The session conducted by Ms. Maricar Testa was an eye opener on various levels. It helped us see the bigger picture of consultancy and how it relates to executive search. It also laid down the significance of effective management consulting and how it assures client satisfaction. One thing I really liked about the session was the point where the lecturer expounded the idea of consultant-client relationship. It made the whole concept easier to understand and gave us strategies on how to maintain good and professional relationship with our client. Also, she shared a whole lot of examples and real-life scenarios on the creation of consulting mindset for us to have an edge over other competitors from the same industry. I say that these kinds of sessions are beneficial and timely, given that it provides us with up-to-date strategies on how to become better consultants and it makes our perspective wider in terms of exposing ourselves to other aspects related to our expertise.

 

-Ma. Lourraine Alerta, Search Associate                                                                                                                                            

 

 

The training in Management Consulting has helped me realize how similar executive search consulting is to business consulting in terms of providing our clients a good quality output all the time.  This training is a big boost to my professional development, knowing that I have to keep on building my skills and competencies to be competitive and to be able to add value to my search and recruitment clients.

 

-Ruby Anne Rebucas, Search Associate

 

 

My key “take-away” from the training: First, there are more similarities than differences between Management Consulting and Executive Search. For one, both provide information, support and assistance to the clients such as salary market, available talents and where talents could be sourced. Second, we both want our clients to succeed, so we tailor our assistance and support accordingly. Third, our clients want the same thing, i.e., a healthy return on their investments (including a return on the fact that they invested on the consultants’ fees). And, fourth, the two functions serve to create a working partnership with the client.

 

- Clyde Ayura, Consultant

 

 

Learning something new about what you love is far more than fulfilling. The training program for Management Consulting by Ms. Testa made me appreciate my profession more as a Consultant. The topic was appropriate, the exercises were fun and I definitely enjoyed the company of my “session-mates”.  It’s delightful to know that there are more similarities between a headhunter and a Management Consultant, the confidence that it gives you when you try to explain to other people what your line of work is and it doesn’t just stop by saying “I am a Recruiter”. With what I have gained from Ms. Car’s knowledge-sharing, I am proud to say that I am a certified Executive Search Consultant of KSearch Asia Consulting, Inc.

 

- Caryn Ingco, Associate Consultant

 

 

Last Friday, we had a very enlightening training session with Ms. Car Testa, an expert in the field of Management Consulting. At first glance, the topic seemed boring. We were wrong. Ms. Car was able to maintain our interest throughout the whole session. Some were even surprised that when we ended, it’s already 6pm.

 

On the session, I learned that the nature of our work, Executive Search, has lots of similarities with Management Consulting such as diagnosing, providing action plans and implementations, among others. Both provide advisory services to clients. The difference is that we provide advices in terms of the availability of talents in the markets, salary ranges; while Management Consultants dwell more on complex management and business processes.

 

In general, the training was interesting and enlightening.

 

- Cathie Quimson, Associate Consultant

 

 

Prof. Testa gave a very insightful introduction to Business Consulting -- from the definition to its evolution and its linkage with our field. Among other things, the talk magnified the value of what we do, and how we should always aim to do more for our clients as part of the Consulting mindset. It underscored the demands of flexibility, selflessness, analytical skills and out-of-the-box thinking. Additionally it’s great that she was able to capture the attendees’ interest and lifted audience participation through her own unique ways. I am grateful to the Management for this opportunity and I am fervently hoping we could listen to more of these to further strengthen our Consulting core-- relevant to improving our brand and our capabilities to give more meaningful contributions to the society.

 

-Ross Suarez, Senior Consultant

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Our session with Ms Maricar Testa enlightened me on management consulting and on being part of an executive search firm. I am happy to know that we, executive search recruiters, can also be considered as a specialized breed of consultants, knowing the prestige of the title. Being privileged to be a consultant though also entails responsibilities unique to such people. My key take away in this training is living by the hallmarks of management consulting: technical competence, a can-do attitude and collaborative relationship with clients.  

 

-David Bien Paje, Search Associate

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There are a number of similarities between management consulting and executive search. The act of us assisting and helping our clients is actually management consulting in itself.  The session is especially good to those newbies in KSearch because they get to realize that they are Consultants and Trusted Advisers of the clients and not mere Recruiters. It is also good to know the differences between the two so everyone knows the extent and the purpose of each one.

The learning session has affirmed that the 5 Phases of Consulting Process is already embedded in KSearch’s methodology.

Our value added service must be greater than cost. Everyone should have a mindset like this. I would also want to give emphasis on how the speaker described the pacing of a Consultant’s capability development - - it is like “changing the wheel of a car while it is moving”.

-Ruby Anne Benitez, Consulting Director

 

The session that we had with Ms. Car last Thursday was a very fruitful session which led me to have a better understanding of management consulting or consulting itself. It is not only to relate it with what we are doing here in KSearch but more of understanding the positions that I am working on. Ms. Car explained in a clear manner the definition of consulting, the attitude that a Consultant should have and mind setting. She also gave emphasis on how we should build relationship with our clients, how to build credibility to gain more business or to have repeat business with them.

 

To sum it up, Ms. Car’s session enlightened me as a Consultant and it also challenged me to be a better Consultant.

 

-Mia Limbo, Senior Consultant

 

 

“Last Friday’s session about Management Consulting is really informative.  Through this talk, the group was able to define the difference between Executive Search and Management Consulting, as well as their significance for every business in re-aligning, improving not only the process and structure but as well as the present situation of an organization.  Personally, I was able to assess deeper on how does consulting really add value to the clients.  By contributing our best practices and expertise with our unbiased assessment of any situation, it could probably give our clients a better understanding on how they will position themselves to achieve the organizational purposes and objectives.

 

At the end of the day, it is really important that while we are on the verge of meeting our client’s expectations and demands, we should always try to keep our balance in maintaining our integrity and credibility without compromising our company’s values and ethical norm.

 

-Charmina Oania, Manager/Practice Head

 

                                                                                    

   
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KSearch Ladies Learn Self-Defence Techniques

Everyday a huge number of women are victimized by criminal elements and often, it turns ugly. Women mugged, physically hurt and molested and worse, lose their lives. If only women can defend themselves, such clearly increasing incidents can be alleviated.

 

In 2008, there was a bill proposed in the House of Representatives that mandates the inclusion of self-defence in the school curriculum.  Since it has not been passed yet, many parents encourage and enrol their girls to take different martial arts classes. For grown-up women, only few take the lessons and some, at least, resort to pepper mint spray.

 

Here in KSearch, the management took the initiative and arranged a “Self-Defence Tactics session for Women” last Friday, March 10.  The KSearch consultants were given a 2-hour lesson by the widely renowned Filipino master in Martial Arts, Guru Limuel “Maneng” Bonsa.  Guru Maneng is the Founder and Chief Instructor of World Arnis Association.  Aside from Arnis, he also teaches Tai-Chi, Kung-Fu and Karate.

 

He started the session by demonstrating to us the different signs of respect in Chinese, Japanese and Filipino martial arts. After which, he immediately demonstrated a simple technique in resisting a sudden grab of one’s right wrist. It was a simple three-step move done in rapid succession. It starts when the victim reverses the grip of the attacker and pulls the attacker for a punch/jab to the jaw to distract him/her. Still gripping the attacker’s arm, the defender immediately positions himself/herself for quick elbow strike to the attacker’s extended elbow.

 

Another notable defence is when one’s shoulders are grabbed from behind.  Guru Maneng taught us to escape simply by ducking quickly while turning either to the right or left side of the attacker. In swift motion, the defender gains an opening for a quick elbow strike, knee strike or punch to the attacker’s rib cage.

 

The succeeding techniques were largely variations based on the basic foundations of self-defence techniques such as those mentioned above.

 

Guru Maneng also gave us a short demonstration of Arnis, the indigenous Filipino martial arts using one or two sticks, where he and his 12-year old daughter showed us basic defence and disarming moves.  Interestingly, he also showed us a practical use of an umbrella for self-defence against an attacker.

 

The said session taught us that it does not take that much strength to defend oneself.  What matters is the technique. However, we must admit that one session is not enough to grasp all the techniques but it served as an eye opener that we, women, are not necessarily defenceless.  By having a presence of mind and a good knowledge of the techniques, we don’t have to be a “damsel in distress.”

 

Management has assured us that we can simply continue with continuing lessons from Guru Maneng for those interested to be skilful in self-defence techniques.

 
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