Why Executive Change Jobs

Welcome to the July 19, 2006 of The Total View published by Success Performance Solutions, Written by Ira S. Wolfe

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What’s Inside:

     1.  Why Executives Change Jobs : Executives are bailing out of their companies to take new jobs at an alarming rate. Global competition and a growing shortage of skilled leaders offer temptations that few executives can resist. But the proliferation of outside opportunities may not be the only reason that executives quit their companies.

     2.  Perfect Labor Storm Alerts #554 to #555

     3.  Interview candidates online – fast, convenient, cost-effective

     4.  Quotes from Hire Authorities

     5.  Assess Executive Development Reports

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1.   Why Executives Change Jobs

Executives are bailing out of their companies to take new jobs at an alarming rate. Global competition and a growing shortage of skilled leaders offer temptations that few executives can resist.

But the proliferation of outside opportunities may not be the only reason that executives quit their companies.

Research from the Cornell Center for Advanced Human Research Studies shows that some managers are hard-wired for networking, self-marketing and responding to headhunter calls.  These managers are much more likely to spend their time searching the market – no matter how much they like their current organizations. Says, Dr. John Boudreau, “Intelligence and personality are two significant reasons why.”

Boudreau and his team asked 1900 executives with average annual compensations of $165,000 to complete a questionnaire about their job search activities, compensation levels and career ambitions, as well as their job satisfaction, job stress, and the success of their current companies. The researchers also measured five personality traits–agreeableness, conscientiousness, extraversion, neuroticism (tendency to experience anxiety, insecurity and hostility) and openness, using a Five Factor Personality assessment (the same model used by our TotalView Assessment System, ASSESS System, and JobClues.) The research team did a follow-up survey to determine how many of the executives in this group had remained in their original positions.

Analysis of the data suggests that dissatisfaction with situational factors like job responsibilities, compensation and perceived organizational success is the primary factor in an executive’s decision to seek a new position. However, among executives who were equally satisfied with their jobs, those with higher intelligence levels were more likely to make themselves available.

The impact of personality is more complex.  Executives with high scores on agreeableness (cooperativeness in TotalView system), extraversion, and openness (innovativeness) were also likely to search more frequently than equally satisfied peers. Surprisingly, conscientiousness didn’t predict search, although prior research has shown this trait is related to job turnover among non-managers.

The research confirms what our clients have learned – cognitive abilities and personality traits do matter when it comes to predicting performance.   Now they may learn also which of their best and brightest are most likely to skip out too. 

In the war for talent what you do know about your employees may be your competitive edge. But what you don’t know may be the straw that breaks the camel’s back.

Evaluate your people skills pool, screen candidates, and retain your top talent. Learn more about TotalView Assessment System:
http://www.super-solutions.com/onlinepersonalitytests.asp#TotalView

and ASSESS Expert Systems:
http://www.super-solutions.com/onlinepersonalitytests.asp#ASSESS

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2. Perfect Labor Storm Alerts #554 to #555

Fact #554:  By 2030, 1 in 5 persons in the United States will be elderly. (Source: Census Bureau, National Institute on Aging)

Fact #555:  The number of men aged 65 and older who worked in 1950 has dropped from 46 percent to 19 percent in 2003, while the number of women in the workforce remained constant. (Source: Census Bureau, National Institute on Aging)

Don’t be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won’t Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Order your copy today – Only $7.95 at http://https://www.perfectlaborstorm.com

Don’t miss day-to-day updates on Perfect Labor Storm. Save the Perfect Labor Storm blog to your favorites:
http://hrblog.typepad.com/perfect_labor_storm/

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3.  Interview candidates online – fast, convenient, cost-effective

Total Applicant Processing System (Total-APS) provides an affordable and efficient online recruiting system for small and medium size businesses. Total APS is not just a resume processing system: it is a complete, total applicant processing system that includes job fit screening and selection tools. It enables managers to list job openings, administer screening tests, and direct candidates through an application that produces a ranking score, saving managers dozens of hours. Instead of sifting through piles of resumes and playing voice mail tag, managers can target their search to only the most qualified candidates. Simplify your hiring process today and employ the most powerful assessment tools to determine a candidate’s job fit.

Learn more about Total APS (Applicant Processing System):
http://sps.hrdfit.com/demos/taps/check_flash.html

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4. Quotes from Hire Authorities

Life belongs to the living, and he who lives must be prepared for changes.
Johann Wolfgang von Goethe, writer

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5.  Assess Executive Development Reports – Leadership Competencies

Assess Executive Development Reports help the reader understand the impact of personal characteristics and abilities on the development and display of leadership competencies. Detailed descriptions are provided of:

Intellectual Abilities
Competency Feedback (with personality implications)
Competency Based Structured Interview Guide (with specific probes)
Management Suggestions (with specific resources)
Developmental Suggestions (with targeted resources)

To download a sample ASSESS Executive Development Report:
http://www.super-solutions.com/pdfs/ASSESSSample_Development_Executive.pdf

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Contact Information:
Success Performance Solutions  2137 Embassy Drive
Suite 218  Lancaster, PA 17603

email: iwolfe@super-solutions.com
voice: 717.291.4640
website: http://www.super-solutions.com.

Ira S. Wolfe Copyright 2006 – All Rights Reserved. Reprints and other distribution by permission only.


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Ira S Wolfe