RPS Search Group of NJ, LLC

  The Art of the Wait: What Fishing Taught Me About Executive Recruiting I have spent most of my life doing fresh water and saltwater fishing and I couldn't help but realize how much fishing mirrors the world of executive search. After 30 plus years in the recruiting industry, I see patterns everywhere—but the parallels here are striking. If you want to land the "prize catch" in talent or on the water, the strategy is exactly the same: 1. You can’t just throw a bare hook into the water In fishing, you need to know exactly what the fish are feeding on—the right bait, the right presentation, the right depth. In recruiting, a generic InMail blast is a bare hook. Top-tier passive candidates don't bite on generic pitches. You must understand what motivates them, study their "habitat," and tailor your approach specifically to what they care about (culture, autonomy, specific growth challenges). 2. Location is everything (Look in the eddies, not just the open water...

  Ace The Interview: In a competitive market, the difference between a "good" candidate and the "selected" candidate often has nothing to do with the resume. By the time you’ve reached the interview stage, your technical qualifications are usually given. The interview is about alignment, executive presence, and problem-solving. After talking to hiring managers over my years in recruiting, I have learned that an interviewer often forms a baseline opinion within the first five minutes of the interview.  To make the connection in a virtual interview ensure your lighting, background, and audio are flawless. To make eye contact in a virtual interview you must look at the camera lens, not the screen. When asked to talk about yourself do not repeat your resume. Have a 90 second commercial prepared that highlights your career with specific accomplishments that tell what you bring to the table. The best interview feels like a high-level business meeting between two partn...

  How to Blow a Job Interview I am positive that every one of us has a story about how we messed up a job interview. Yes, even me. I hear a lot of talk about how candidates can "fail" an interview, but I don’t hear enough about how companies fail them. In a competitive talent market, you aren’t just auditing the candidate; they are auditing your culture, your leadership, and your respect for their time. If you want your number 1 candidate to withdraw their application before they even hit the parking lot, here is the "How-To" guide for a disastrous interview. Over my recruitment career I have had every one of these impact a candidate interview. 1. Show up 10 minutes late without an apology. Or better yet, forget the interview was happening entirely. Nothing says "we value our employees" like showing a candidate they are an inconvenience to your schedule. 2. Flipping through their resume for the first time while they sit across from you is a massive red...

  As a recruiter with over three decades of experience in identifying top tier candidates I have observed some common mistakes that candidates often make. In a nutshell avoid these three traps: 1. Don’t Treat the Interview Like a Q&A Session An interview should not feel like an interrogation. If you find yourself merely waiting for the next question to deliver a rehearsed answer, you may be missing the point. Approach the interview as a strategic conversation. Ask insightful questions about the company’s challenges, team culture, or role goals for the next 18 months. Engage actively to determine if this opportunity is a mutual fit. 2. Don’t Neglect the "Why" Behind Your Moves Listing achievements is easy, but explaining the thought process behind them is crucial. When discussing past successes, focus not just on the outcomes. Clearly articulate the "why." Discuss the constraints you faced, the data you analyzed, and the risks you considered. Leadership is d...

  Quality vs. convenience: a critical choice in filling positions. Quality, the measure of excellence, should always come first, exceeding expectations. Convenience, on the other hand, refers to ease and simplicity. As an executive search professional with 37 years of experience, my aim is to provide exceptional candidates who not only meet but surpass your needs. My direct line is 973-627-1888 Lance #ExecutiveSearch #Recruitment #QualityOverConvenience

  After over 36 years in executive search, I’ve encountered common questions about resume content. Do you need to include all jobs, even short-term ones, or how far back should you go? Remember, your resume is your choice. However, honesty is key – consider if you want to build a relationship on omissions or incorrect dates. Nowadays, explaining employment gaps is normal and can be done through activities like volunteering or caregiving. When addressing potential negatives, highlight your achievements and the value you bring. My direct line is 973-627-1888 if you want to discuss your career path.