Burning the Ships

If you’ve followed our blog or perhaps attended one of our information meetings or webcasts, we talk a lot about our client companies looking for candidates who have both the ability and desire to become a top leader in commercial business.  One of my colleagues, Chuck Alvarez, came up with a great analogy to explain how our client companies look at a potential candidate’s desire when it comes to a career in business and I thought it would be appropriate to share it with you here. 

If you recall the story of when Cortez came to the New World, the first thing he did upon landing ashore was to burn every last ship signifying to his people that there were no alternatives other than moving forward on their quest.  This is how our client companies want to see JMOs pursuing the business world.  They want to know that the candidates they interview have looked at all the potential career alternatives (defense contractor, FBI, GS level jobs, law school, etc) but in the end have “burned the ships” and their only desired direction is to move forward toward a career in business.  

If we look at it from their perspective, it makes sense.  When our client companies attend one of our career conferences, they are immediately investing time and money in addition to the expenses they incur to bring a candidate onsite for follow up interviews.  But more important to them is the investment they will make over the long term taking someone who has virtually zero experience in the business world and developing them into a key leader within their company. 

Our client companies view Cameron-Brooks as a strategic source of leadership talent.  They come to us looking to find key leaders for the long term success of their organization and they simply cannot afford to miss.  It costs a company approximately $65k if a new hire leaves within the first six months, and that does not include that individual’s compensation.  That figure also does not capture the lost opportunity cost of having to start the search all over again.  With nearly 30 million people in senior leadership positions projected to retire over the next five years, the time for companies to find their replacements is now. 

Here is another way to look at it.   Let’s say I decided that I wanted to leave the business world.  We sit down for an interview to potentially join your unit and you ask me why I’m considering returning to military service.  I begin by telling you that I’m tired of all the travel, I don’t like wearing a suit, etc.  I also tell you that in addition to the military, I’m considering other alternatives such as being a GS level employee, working for the FBI, or teaching at local university.  From your perspective, how excited would you be to have me join your unit? My guess is you would politely thank me for my time and escort me out of your office. Why?  Because I haven’t convinced you of my desire to serve in the military or provided any evidence of commitment on my part.

 At Cameron-Brooks, we recognize you have options.  You only get one shot to leave the military and you owe it to yourself and your family to do your diligence.  We represent one path of leaving the service and our client companies want candidates who are committed to that path.  No matter what career path you ultimately decide to pursue, to be truly successful will require both a burning desire and willingness to burn the other ships.

Rob Davis

November 2010 Cameron-Brooks Conference Results

We completed the November 2010 Career Conference this past week.  45 candidates and 13 spouses attended the Conference, and all candidates have multiple companies pursuing them into the follow up process.  The candidates interviewed with an average of 12 companies and averaged 7 companies pursuing them for a 58% pursuit rate, a very successful Conference.  The entire Cameron-Brooks team congratulates the November Conference candidates on a major step in their transitions.

Statistically it takes an average of 18 working days for the Cameron-Brooks candidates to conduct their follow-up interviews, earn their offer(s), and make their career decision.  I read recently that it is taking the average job seeker over 9 months to conduct a job search.  Why does the Cameron-Brooks process take 18 days?  We have had over 45 years to perfect it.  We know how to work with the companies and the candidate to set up the interviews, manage the logistics, and prepare candidates for successful follow-up interviewing.  We are in close contact with the candidates and the companies every step of the way, and it is common for us to talk to a candidate every day in the follow-up process.  This allows candidates to conduct a true career search to evaluate their options and make a good career decision that lines up with their terminal leave start date or separation date from the military.

The common theme heard from company recruiters was that they wanted development candidates who had both the ability and the desire for at least two promotions above the position for which they were recruiting.  A Cameron-Brooks alumnus who transitioned to a logistics company 18 years ago, and is now a General Manager with that company, ruled out several candidates who could easily be successful as an Operations Manager because he did not see the candidates as having the abilities for the more senior positions beyond it.  Another Cameron-Brooks alumni recruiter who is an Area Vice President of a leading medical device company told me that his company has many open positions that they want to fill, but they needed strong sales candidates who could also some day manage regional sales territories.  Finally, a Director of Human Resources for a leading consumer paints and coatings company said her company recently conducted their long-term succession plan, and realized the need for talent to enter into the organization as logistics and manufacturing team leaders and in several years progress to be plant managers, warehouse managers and hold other key positions both domestically and internationally.  The good news is that the opportunities Cameron-Brooks represent allow our candidates the opportunity for future promotion and growth, but this also means that our clients have a high bar.  They want candidates who have a track record of success over many years that demonstrate future success, as well as the attitude/desire to take on the tough challenges and assignments their career.

The November Conference was a special conference for me as I recently transitioned from working primarily with our client companies to partnering with our JMO candidates.  I had met personally or spoken with the majority of the candidates attending the Conference.  I compliment the November Candidates and their spouse support team members for their intense focus at the Conference and the investment they put in prior to the Conference.  I asked many of them on what advice they would give to others about preparation and about the Conference itself.  The common theme about preparation was to read the books in the Reading Program, and take as much time as possible to practice interview answers with other Cameron-Brooks Candidates either personally or using Skype Video.  The advice they gave about the Conference was to work as a team.  They passed on information on how to prepare for an interview as well as provided words of encouragement.

Whether you are merely contemplating a transition from military to business or are preparing for your transition, the end of the year is a great time to start setting goals, gather research and develop a plan of action.  The November Candidates all would tell you that you cannot start your preparation too early, nor can you attend a Cameron-Brooks career transition presentation or a Personal Marketability Assessment too early.  Cameron-Brooks recruiters will be traveling to San Diego, CA; El Paso, TX; Killeen, TX; Tacoma, WA; Colorado Springs, CO; Norfolk, VA; Groton, CT; Fort Walton Beach, FL; Fayetteville, NC; and Jacksonville, FL between now and the end of the year.  If you cannot make one of these visits, we also offer weekly live and recorded Webcasts on, “Considering a Business Career?  What You Should Know,” and we can conduct phone and Skype Video personal sessions.  Take control of your career, set a goal, develop a plan of action, prepare, and when you do you will reduce the variability in your results and reach your goals.

Joel Junker