Read the job search statistics below and contemplate this question. Aside from Stewart, Cooper & Coon, are you aware of any other company in our field that publishes their performance statistics on the web for everyone to see? Our transparency continues to lead all U.S. executive search and corporate outplacement companies in this regard and we have done so consistently since our inception. Our transparency should convey a great deal about us. The analysis below is provided to facilitate a better reader understanding of movement in SC&C’s experiences with executive employment trends.
|**SC&C Successful Clients||Detailed descriptions and client successes are documented below.|
|*** % of Clients Winning Equal or Better Salaries||69.4%||69.5%||70.1%||70.7%||70.9%||80.1%||80.3%||80.8%||81.3%||81.5%||81.7%|
|*** % of Clients Relocating||12.6%||10.2%||10.4%||10.8%||11.6%||11.5%||11.7%||11.4%||11.8%||10.8%||9.4%|
|*** % of Clients Changing Industries/
Analysis of Data – The analysis below describes the “why and how” behind the numbers shown above. These data and supporting written analysis are updated annually.
* Length of Search:
Historically, the U.S. Department of Labor has stated a job search averages one month for each $10,000 in income earned. At a $200,000 base salary, by their estimate, the projected wait-time becomes a ridiculous number. Executive hiring was steady throughout 2019, and the 4th quarter of 2019 had a noticeable uptick. Our 20+ years of service to executives who are conducting a job or career transition shows that SC&C’s placement trends have been a harbinger of future economic trends. When the economy is sound, hiring takes place. When the economy is poor, it does not. Correspondingly, the other key factors shown in the chart above are impacted by these trends, as well.
There are multiple causes for achieving job search success and they include: education level, work history, employment record, salary requirements, desirability of specific skill sets by the employer, both the U.S and Global economies, and off-shoring trends, only to name a few. The internal or personal factors include the skill of the candidate with effective interviewing, their knowledge of and ability to communicate their value proposition to the hiring authority, the amount of time and energy they devote to their job search, their attitude about themselves, their willingness to actively participate in the campaign strategy, how they conduct themselves in the job search, the branding and marketing package they present to hiring authorities, and various personal reasons. Some of these reasons may be unexpected health issues, family concerns, sudden unemployment, and several others that are also beyond the immediate control of the candidate or SC&C.
Another contributing factor to the amount of time spent in search is heavily influenced by the employment status of the job seeker. A job search is an in-depth process demanding enough time be spent on multiple channels of marketing. There is a time commitment difference in the length of a search for an employed vs. unemployed candidate. Those who are employed have significantly less time to engage fully in a search and their searches take longer. Those that are unemployed have more time to devote to their job search, can engage in more activity, therefore, their searches usually require less time.
** Successful Clients: Beyond marketplace economic pressures and conditions that normally drive employment numbers, there are a few of our candidates each year that are not placed for a variety of reasons. Some decide to purchase a business or a franchise. Some take a pause in their careers and pursue an advanced degree. Some decide to accept early retirement. Others develop health conditions that alter their search efforts or their life.
Older candidates sometimes capitulate and cannot gain back their self-confidence enough to vigorously approach a rapidly changing job market. There are, at times, clients who are easily discouraged when offers are not immediately forthcoming and give up. There are some clients who have had people do things for them throughout their careers and assume that SC&C will do all the work for them and that they do not have to participate in the job search. This is a recipe for failure. Some clients face unexpected and fast-changing circumstances that now control their lives. Those demands may include geographical constraints, salary demands, narrow fields of specialty, or the ever-increasing demands for caring for aging parents. These circumstantial drivers simply won’t allow them to consider other options. The number of reasons a client may be unsuccessful is boundless.
One thing is for certain is this. Managing a successful job search is hard work for any executive. In both audio and video testimonials, SC&C clients describe the process as demanding. Developing one’s background and converting that into a value-driven proposition is something most job seekers have never tackled and it can be daunting. The amount of effort required to manage a multiple channel marketing campaign requires knowledge and perseverance. The best SC&C client is one who, throughout their career to date, accepts hard challenges and is not easily discouraged. The best way to describe a successful SC&C client is that they have courage, determination, great listening skills, perseverance and, when results are not as expected, are open to alternative and better methods of attacking issues.
For nearly 20+ years, and for every client we have proudly served, we put forth our very best efforts on their behalf. We pride ourselves customizing our services and providing the best services to each client – we do what it takes to help each client achieve their career success story. On our website we have over 100 client video testimonials, 65+ audio recordings with clients after they are in their new positions, and hundreds of written testimonials; all of these client testimonials are confirmation of our desire to help each individual client succeed.
****Salary and Package Statistics: In 2019, the base salary for our newly placed clients averaged $175,963 and client compensation packages ranged from $85,000 – $1.0M+. This represents a slight increase over 2018, due to the tight market and the pressure on companies to pay more to retain good talent. Some clients come to us to change jobs. In the cases where we advise them to remain with that company, if it is still a good situation, we coach them on interviewing and negotiation tactics that position’s them to negotiate from a position of strength, which may account for some of this increase, as well.
In 2019, base salaries rose slightly, due to the shortage of available, thereby putting pressure on companies to pay more for the same level of talent. In the technical arena, because of the abundance of technical job openings and the lack of candidates in that talent pool, salaries significantly increased. In post-employment interviews, our client say that they attribute their financial package successes to our helping them create and express a better value proposition and successfully use their value-driven brand during negotiations. They tell us in our placed client feedback forms that the SC&C branding, interview reviews, and negotiation coaching by SC&C’s highly-experienced, Campaign Directors and Branding teams, was the principal cause for their increases.
The work-from-home trend continues to increase. Many companies are continuing to adopt this strategy.
Older Job Seekers & Aging Parents: The trend is growing. America has an ever larger work force component that is ready to retire. Likewise, their parents are still living and many face hard choices about the care for their parents. This restricts free-choice mobility. We have been tracking this trend since 2009 and it continues through 2018 with no immediate relief in sight.