R&D Manager /Director/ VP Searches

As we know there is a real dearth of available engineering talent but the prospects for improvement are showing some signs of progress . We recently accepted and completed a search for a Manager of R&D for a specialty chem and gases company that caters to the integrated circuit and photovoltaics industries. The search was successful because we worked in tandem with our client to create a critical mass of candidates who possessed the right attributes, skill sets and experience to tackle the job. The hired candidate is a terrific person who will make a difference in the long term growth and development of the company.

What we observed though is that there simply is not a deep or broad enough channel of qualified engineers---in this case, in electro/organometalic chem ready to step up to the opportunity we were marketing. What can be done about this issue?

Clearly, there are many organizations who are trying to encourage more young people to study engineering----civil, mechanical, chemical, electrical, etc., and they are to be applauded for their efforts. Here in New Jersey the Liberty Science Center is supporting STEM ( Science, Technology, Engineering & Math) education initiatives. At NJIT and other universities like them, they are encouraging their engineering students to not only learn these academic skill sets but also how to work in teams to develop innovative skill sets. On NPR this morning I heard that the 4H Club is promoting a program designed to educate 1 million new engineers . To the extent that we can all recognize the value of these efforts and support them we will be helping to close the engineering gap here in the United States and around the world.

Having acted as a judge of a recent engineering class showcase at NJIT about 1 month ago, I can attest that our higher education institutions are working hard to make engineering more attractive to its students. Can they do it fast enough and well enough, only time will tell. But to the extent that each one of us in a place of influence can support the work of universities to graduate more well trained engineers right here in the United States, we will be helping to address a critical need of our country.

A bright young person with an interest in and aptitude for STEM related subjects will have absolutely no problem becoming employed upon graduation. Clearly, the graduates of these programs must be more than one dimensional subject experts. If the work that NJIT is now doing to educate the whole student is any indication, the class of 2102, 2013, 2014 and those to come will have learned about the value of invention, innovation and how to be a real problem solver in the manner of Steve Jobs and his many antecedents. We need to keep at it----and keep graduating well prepared young engineers, business majors & scientists who will become tomorrow's successful entrepreneurs.

Warm regards,
Keith

A surge in hiring...HIRE=HELP

For the past few months our phone has been ringing and our email in box has been filled with inquiries regarding our services. Is it because KULPER is doing a good job...or is it a secular trend? Inasmuch as I would like to believe it is all about the word getting around about the quality of work we are doing here in our search firm...I have to believe that it is more about a steady increase in hiring needs by our clientele.

We work at the intersection of higher education research and corporate innovation, so, it is particularly pleasing to know that the best universities and companies are contacting us at a steadily increasing rate to help them attract their most important new leaders.

2012 is going to be even more active than the later half of 2011 in our estimation; this means more jobs at all levels because as new leaders come in, they all need teams to help them successfully execute.

The message from the Occupy Wall Streeters around the country may seem a bit muddled what with all their drumming and camping out in parks, but it is clear to me that this group of young people needs employment; and not as burger flippers in the local McDonalds as worthy and honest as that work may be. For the most part, the college grads among this group are articulate and bright---why hasn't Corporate America responded and sent their recruiters to the encampments?

Back when I came out of college there were many --many management training programs that absorbed many thousands of college grads each year. Now, with Globalization the competition for entry level jobs is a global phenomenon---but that should not mean that American companies who are running lean and mean---and quite cash flush---shouldn't open up their coffures and start hiring young people with solid educational accomplishments and background.

So, here is my exhortation to corporate HR and recruiting!
HIRE=HELP

Hire=Help...Hire our college grads---give them an opportunity; everyone needs a first job.

Hire=Help...Hire our mid career/experienced managers; they will hit the ground running.

Hire=Help...Hire great people any where around the world if they have the desire, ability and background.

As we all get this idea....the economy will undoubtedly benefit, confidence will increase and all boats will rise. Hire because it is good for business, hire because it helps to make the world a better place for everyone in it and hire because it is simply the right thing to do.

Happy Thanksgiving....

Peace,
Keith

FULBRIGHT Program makes a difference

I was about to get started on today's tasks when I saw the article about the Fulbright Program in today's Chronicle of Higher Ed http://http://chronicle.com/article/Interactive-Map-Countries-and/129471/?sid=wb&utm_source=wb&utm_medium=en


I hope you can access it using the link inserted because the Chronicle writers did such a good job explaining what is happening with the program and why it continues to have such an excellent impact on world development.

When our son, Sloan, told us that he would become a Fulbright Fellow it sounded very good to us, but frankly, we knew very little about it other than it was a famous program designed to send talented and motivated American scholars to countries around the world to learn, teach and help. Sloan was motivated to go to Bangladesh. We wondered why he picked this country....it is very far from his home in America in every way imaginable. Over the past 7 months he has been sending reports of his progress coupled with digital images and videos . We have been amazed by the beauty of the country, the warmth of the people and the depth and breadth of the challenges they face as a developing nation. It is an ancient place of civilization with records tracing back 4,000 years. Check out the attached link:

http://http://en.wikipedia.org/wiki/Bangladesh



Sloan's research is in the field of social entrepreneurship which in my estimation is a relatively new area of academic focus. Sloan is using his skills in product design learned at MIT and RISD to help developing countries improve the lives of their citizens. For example to help reduce indoor air pollution from the use of kerosene for cooking and heating ( a world wide killer) he and his colleagues are developing solar heaters and cookers that are cheap, simple and effective. Examples of his work can be seen at:
www.oneearthdesigns.org


The FULBRIGHT Program is looking at many, many global challenges and issues through the eyes of its Fellows and Scholars---very worthy and highly laudable. I hope my blog will encourage you to learn more about it.

Peace,
Keith

R&D Leadership Searches

We focus on leadership searches for companies and universities who are at the intersection of research and development and entrepreneurship. The search assignments we accept and complete for R&D VPs, Directors, Managers or CTOs are fascinating and require an in-depth understanding of client needs before our search process can be utilized to attract the right candidate.

Right now we are working on a Manager Chemcial R&D search for Voltaix LLC; see www.kulpercompany.com > SEARCHES. Voltaix is a specialty gas and materials company with close ties to universities like Arizona State. It is a fascinating search from many perspectives not the least of which that we are working closely with the community of R&D professionals in the specialty gas/materials sector who support integrated circuit and advanced photovoltaics manufacturers. What makes the company so fascinating is that they are at the forefront of discovery in their field and they help make integrated chips run faster and more efficiently as well support the effectiveness of green/ renewable power generation.

The candidates we speak with are the people who make this industry grow and develop which is what it takes to attract the right slate of candidates for our client who is helping to create new knowledge and patented solutions for their clientele. Having a compelling story to tell about the client company operating at the forefront of R&D in specialty gases and materials is the icing on the cake and helps the search move that much faster and effectively.

If your company or university has some of the same qualities as Voltaix or Arizona State, I hope you will be in touch with us here at KULPER & COMPANY; we would love to be of help.

Best regards,
Keith

Leadership Forum: Sander Flaum at William Paterson University 10 4 11

As part of my service to our clients and friends of KULPER & COMPANY--both in higher ed and industry-- I enjoy helping to foster better understanding and communication among those who actually lead, and those that study leadership.

Because I am member of the Dean's Advisory Board at the Cotsakos College of Business at William Paterson University we have been considering various ways in which we can help the students and raise the profile of our fine college of business--which is AACSB accredited and boasts one of the finest sales leadership and investment training programs anywhere in the country. About 1 year ago we talked about initiating a LEADERSHIP FORUM where I would interview leaders from a wide variety of industries about their views on leadership, their field of endeavor, and how they got to where they are today.

Our guest leader on evening of October 4, 2011 at the CCOB/WPU is Sander Flaum. Sander is one of the thought leaders in the field of marketing for the pharmaceutical field. His firm FLAUM IDEAS is widely acknowledged to be a top national firm well regarded by CEOs and Presidents of global pharmaceutical companies for its help in developing effective new marketing programs.

The Leadership Forum is exclusively for the students, faculty, administrators and invited guests of Dean, Sam Basu--and me. Please let me know if you are interested in upcoming forums.

Best regards
Keith

KULPER & COMPANY--Current Market Activity

It is such a choppy market out there. The media is having a field day bringing up the 'R' word every other breath---( CNBC, Bloomberg, etc) and worrying about the end of the Euro--the demise of Greece --financial institution contagion. The DOW's tumble today notwithstanding we are not anywhere near the scary times of fall 08. The market was in free fall then and I was ready to hang my ( then) money manager.

What is happening, now? In our perspective here our clients are certainly concerned about what is going on but they are retaining us for their most important search assignments at the fastest pace in 5 years! Executive search firms can be viewed as a reliable market place barometer....

What does this mean to your organization? If your cash flow is solid and the prospects remain good---you may want to be bold---take advantage of the lowest rates in 50 years and move forward with your growth initiatives. I beleive you will be in good company. Organizations like Clorox, Kimberly Clark, Apple, Honeywell, Dow Chemical and the like ( the strongest US corporations) are not sitting on their hands during this choppy and uncertain time. The best universities are taking the same tack---they are making moves when others are wringing their hands.

From our perspective here ---the search assignments are pouring in and our phone is ringing for more assignments every day! A year ago? It was an entirely different scenario. I have a strong belief that when people decide to use our service there is strong belief in the future of their organization.

Take heart---all this brouhaha will be over eventually. I hope you will be able to make the right decisions for your business and profit from your confidence in what you believe will happen.

All the best
Keith

September 15th 2011

The world is a different place every day. We listen to the news and hear about the many doings around the globe ...all of which seem to be double edged. We can take heart in remembering that this is the way things have always been on the planet and will likely always be. Good people still need to take action to make the right things happen so, complacency is rarely the solution.

Our business is very busy on this day. We have a search firm and we are now engaged in 4 searches with 2 more to come on line tomorrow. September 15, 2011 is vastly different for us from a business perspective than September 15, 2010 and that is truly a good thing for us here at KULPER & COMPANY as well as for our clients. Perhaps in the face of high unemployment our clients are now hiring at a faster pace than I have seen in several years. The economy is truly like a rubber band that stretches when pressure is exerted and become slack when pressure is released. What is happening in your business? Are you getting busier? I would venture that you are. I think the economists will be pleasantly surprised when they see the employment #s for fall of 2011---from now until November there is going to be a lot of hiring going on.

The Federal Government ---Congress and the like have a role to play here in that when appropriate and possible they can do things to give the economy a push or save an industry from ruin like they did for the automobile companies. But like the automobile companies who are now paying back the loans they were given, American enterprise needs to stand on its own two feet--and that is just what it is doing. Over the course of time our society will get better not worse, despite all the hand wringing going on from the right or the left. America is a composed of people who are practical and reasonable. We really like it best when people who work creatively and hard can make a difference like Steve Jobs or Henry Ford or the entrepreneur who's name we don't yet know but is working very hard at right this moment to creating a solution to a problem like diabetes, high performance batteries or a vehicle that gets 200 mpg. I think wherever possible we need to think and talk positively. We are a great group of people who can solve any problem in front of us. Remember that your neighbor has much the same challenge as do you---every day---and remember to laugh as often with him or her as you can! Life is truly short...we are meant to enjoy it while we are dealing with its many challenges.

So, todays entry is meant to make us all feel a little better. The sun is still rising for America----don't listen to the naysayers---get busy solving problems.

With hope...
Always,
Keith

PICMET KEY NOTE Speech August 4, 2011

PICMET Keynote Speech: August 4, 2011 830AM

Keith D Kulper, President, KULPER & COMPANY, LLC

It is a real pleasure to be with you all this morning; my wife, Denise and I are both honored to be here. Congratulations on the 20th Anniversary of PICMET; Dundar, you and your colleagues have done an exceptional job. PICMET is the key global leader in the field of technology management research and innovation; thank you for asking me to address the group today.

The focus of my remarks, will be of real interest to the attendees of the PICMET conference because our firm, KULPER & COMPANY, works at the intersection of Academic Research and Corporation Innovation on senior level leadership searches for academic institutions and corporations who rely on them to aid them with the commercialization of new knowledge.
Over the past few years we have helped universities with solid business and engineering programs attract transformational leaders to fill VP, Provost, Dean and Department Chair positions. Likewise we have helped our corporate clients engaged in commercializing break through research bring in the right leaders for their key positions.

Attracting transformational leaders is always a very difficult challenge. The reason is that our clients must come to grips with one of the hardest admissions---they need to change. This happens most often when there is a crisis brewing or when there is great ambition to move a terrific idea forward. There are many excellent candidates for challenging jobs---this is true and always will be the case. We often tell our clients that identifying a slate of candidates qualified and motivated to accept the job offer will not be difficult---the real challenge is hiring the right one.

Many organizations pride themselves on their growth and development. Look at PICMET for just one moment. Where would it be without Dundar’s steady and devoted leadership. Over the years his efforts have transformed this organization from a small group of professionals interested in learning more from one another about the theory and practice of technology management to a world leading body encouraging the discovery of new knowledge and the application of it by top corporations everywhere.

When we look at transformational change in any organization our clients are usually quick to admit that there are issues that they themselves have created as well as opportunities for them to seize. An honest and accurate assessment of the situation is the first step in the process toward attracting a new leader who will be able to affect the desired organizational change.
For example, a few years ago a provost came to us and said: “We have tried to attract a new Dean for our business school on our own the last two times. Each effort resulted in less than satisfactory results. We need a Dean who can attract the right new faculty, boost enrollment, market awareness and attract funding. We also need a leader who will know how to work well with key alumni, trustees and the Deans of the other schools who are anxious to create new boundary crossing interdisciplinary programs”.

Does this sound familiar to anyone? It is a very common challenge. Many of the job advertisements found on the national job sites will describe a hiring need similar to this one. Every university wants the right leaders for their schools and leaders must be able to show progress in their efforts or they will not remain in the big chair for long. Transformational change comes easier when the client university or company is clear about the Key Performance Indicators for the hired candidate in addition to the responsibilities of the job. KPIs define success for both the hired candidate and the organization by establishing a real “to do” list with a timeline. For example, over a five year period a KPI for the new Dean in the case study I was referring to earlier included, “growing enrollment by 10 % compounded annually over a five year period”. For most schools this sort of KPI would be very difficult to accomplish for many reasons including current market share, school reputation and senior administration commitment. What made this doable though, was careful research at the outset so that reasonable—vs “pie in the sky” KPIs could be established.

Now it is very true that not every candidate seemingly qualified to be a Dean based upon his or her record of research, teaching, administrative and service record will know how to accomplish the KPIs set forth in position spec. This is a good thing since those candidates should not be actively considered in the first place. Achieving real consensus among the hiring decision makers about what the hired candidate must actually do –by when---to be considered a real success in his or her new role is, in our experience here at KULPER & COMPANY, the most important element of a successful search.

We help our clients create the KPIs for the hired candidate when we work with them on the producing the position description. This is a collaborative effort with solid input from the hiring decision makers. It is not enough to attract a slate of candidates who appear right for the position---it is necessary to qualify candidates who are likely to succeed and this is done by matching a carefully crafted set of KPIs with the background of accomplishment and enthusiasm of the candidates for the transformational challenges that lie ahead. We seek to affect hiring matches that highly predictive of the future success of the candidate.

In our field of technology management this kind of approach to leadership hiring could not be more important. The right leaders of universities and corporations will be able to accelerate the development of leaders who will be able to drive the field forward. This will be measured in many ways. More students will graduate with technical and business degrees who will provide solutions to the research and development challenges of today. Transformational leaders are able to understand their KPIs and then drive them home with enthusiasm.

How is it that a university or company that heretofore may have appeared much the also ran is able to jump ahead of its best competitors? Embracing the idea of transformational change must come first ---then a careful plan that charts the milestone of accomplishment must be created and once that is done candidates with the right set of behavioral competencies must be matched with the responsibilities and KPIs of the position.

Since our firm opened for business in March of 1997 we have noted with interest how closely many of the most successful corporations are aligned with universities devoted to discovering new knowledge that can be successfully commercialized. We have made introductions to Deans and department chairs to corporate VPs and Directors seeking to strengthen mutual ties. Innovation always comes from problem solving---companies need universities to help them address their most critically important opportunities. It is a great “space” to focus on----we love what we do!

The case studies on our website www.kulpercompany.com share a common theme: search committee members and hiring decision makers perceive real value from our assistance in helping them attract and hire the right candidate. In the area of technology innovation and management the importance of having the right leaders could not be more important. There is a real “war for talent” constantly being waged by the best institutions and companies seeking growth and development as well as competitive advantage. Universities and companies with a clear idea of what they want to accomplish by when stand the best chance of not only achieving their strategic goals but also in hiring and attracting talent most likely to succeed.

Our commitment to helping academic institutions and companies engaged in technology development and management stems from an early engagement we accepted from Stevens Institute in Hoboken NJ. We helped them with a variety of key hires in the Howe School of Technology Management and the School of Engineering. From those early days we perceived the importance of the product development “eco system” that includes corporations who depend on academia for fresh thinking and new ideas to help drive their business—as well as government agencies that fund the discovery of new knowledge; we have made this space our passionate focus ever since because we see how important it is to have the right leader in positions of authority at the universities and companies we support. We know that our clients agree.
It is very important to understand and appreciate the forces at work that serve as the well spring of innovation….because the best and brightest leaders are driving the process—and we make it our business to know who these people are and why they are succeeding in their roles.

The virtuous circle of academia, industry and government produce a breathtaking array of activities that serve to stoke the fires of entrepreneurship and innovation. Leaders like Steve Jobs at Apple, Bill Gates at Microsoft, Andy Grove at Intel and the many unsung heroes at Dupont, 3M, Exxon and so many others will speak of the debt they owe academia in support of their R&D and product development activities. Government agencies and foundations likewise will readily agree that academic leaders forge the pathway that results in so many new products and services that benefit humanity.

How do we know that the right candidate is getting identified and hired by the universities and companies that must attract the best and most dependable leaders?
With so much at stake …..
• What needs to be done to improve the chances of having a national search produce the great outcomes sought after by clients and candidates alike?
• Why would university and corporate leaders alike risk the outcome of what is perhaps their most important activity: winning the War for Talent?
• How can search firms help?

Here are some of the key challenges that a search committee and hiring decision makers must confront when they venture into the marketplace to attract the Right Hired Candidate
• Search cycle time parameters
• Breadth of candidate choice
• Candidate Assessment factors
• Search Committee leadership
• Search Committee composition/volunteers busy with full time jobs
• Opportunity cost

How can an experienced search consultant help improve the odds for their clients?
• Focused project management---from start to finish of the engagement
• Development of a position description that is compelling to the right hired candidate and includes a set of achievable KPIs //by when
• Candidate development process that keeps the right candidates interested and enthused until an offer is made and accepted
• Search Committee guidance based upon what works and what doesn’t work
So what does work and what doesn’t?
• The right candidate is one who is closely aligned with the position spec
• A position spec is effective when it states not only what the client wants but what the hired candidate can expect from the client in the way of support and funding
• Clarity of Key Performance Indicators is essential
• KPIs help produce a slate of candidates who are very well matched with what the client needs and expects the successful candidate to actually do—by when –in his or her new job
KEY Elements of a successful Project Plan for a major search assignment
• Achieve a clearly articulated position description that is supported by the search committee and hiring decision makers
• Structure a candidate assessment process that will identify top performers and attract them to the job
• Establish a reasonable/achievable project plan at the outset of the search and work the plan continually until the assignment is completed.
• Stay flexible---the position description may require calibration as the search progresses
• Make a compelling offer to the right candidate(s)
• Track actual performance of the hired candidate once hired at 6, 12, 24 and 36 month intervals
Research and Development depends on the right team led by experienced and capable executives. The best universities and companies understand that talent is the most important element. Taking an approach that attracts the most suitable talent is critically important for every institution and corporation competing to produce the best research and most reliable product solutions.
It has been a pleasure to share these thoughts and findings with you all this morning---now I look forward to responding to any questions you may have during the remaining time allotted me.

Many thanks!

Why use Executive Search Consulting? B School Student Research Paper

I'm a student doing a
research paper on Executive Recruitment, and the pros of using
recruitment firms. I was wondering if you could answer three quick questions.

1) Sometimes it can be more expensive to hire a recruitment firm
instead of using internal recruitment or HR, but in your estimation,
what are the hidden costs associated with a bad executive hire?

The hidden costs are potentially enormous as I am sure your research
is showing. There are many examples of hiring decisions that could
have been improved with the right help from a professional executive
search consulting firm. Many companies don't know what they don't
know about the search and hiring process and that is where the trouble can start.

We work hard to help clients understand the value of the search process through our case
examples, blog and other info on our website. A real measurable is
the value that a right hire creates. Increases in revenue, # of new
clients or improvement in client satisfaction could be tracked as well as cost
reductions. Clearly though when the right hired candidate comes to a new
position things start happening for the better.

We like to detail the Key Performance Indicators (expected hired candidate deliverables by when) right in the position description. Candidates have commented that this
information is unique for them and very helpful. Once the candidate is hired track candidate performance against expectations----some of our
case studies --right on our website www.kulpercompany.com
---discuss this.

2) On average, how many job openings would you say a corporate
recruiter works on at one time?

A corporate recruiter ( working for the hiring company) often works on many---many job openings at once. This can be a very difficult task since there are so many moving parts involved with each hire. The corporate recruiter is able to leverage his/er efforts by using outside search consultants and employment agents.

I would say that it is tough for any search consultant to handle more than 3 or 4 search assignments at once; beyond that, managing the assignment
load becomes pretty difficult and puts the outcome at risk.

Some large search firms, or very busy ones, are criticized for their lack of
quality work when they split the work load up among a large staff---because the right hand sometimes is out of touch with what the left hand is doing! I think you get what I
mean....The more focused and involved the lead search consultant is
with each step of the search process the more likely the outcome will
be what the client needs and wants.

3) Do you feel that corporations have increased or decreased spending
on recruitment in the past few years? Do you think spending will
increase or decrease in the coming year?

Decreased spending 2008-2010........Spending on recruitment is increasing since Q4
2010. We expect to be very busy through the balance of 2011 and into 2012.

I hope you find these responses interesting and helpful. if you are considering use of executive search consulting services.

All the best,
Keith D Kulper
President
KULPER & COMPANY, LLC

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Job Transition Advice

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Job Transition Advice: "Here is what actually happens in our business. We are not job counselors here at KULPER & COMPANY --we are executive search consultants---bu..."

Job Transition Advice

Here is what actually happens in our business. We are not job counselors here at KULPER & COMPANY --we are executive search consultants---but we always try to be helpful to friends in job transition. We advise an intelligent approach to the challenge of job transition, but because of the challenges inherent in this task and lack of experience with job transition issues, particularly for senior level execs, it often becomes a challenging and emotionally draining experience. We are offering the below actual dialogue with a friend in transition to be helpful to anyone currently in transition or facing the prospects of it sometime, soon. We present this to the readers of our Blog purely for informational purposes; no names are mentioned in this dialogue and we make no claims that it is going to work for you.
------------------------------------------------------------------------------

Person in Transition:
One of many reasons I enjoyed this morning's conversation was your candor and willingness to be open and forthright; including issues of sensitivity. That said, I have been asking myself if I had the right to take advantage of that quality. While I don't necessarily have a yes/no answer, I have decided to ask you a question that you may or may not want to address. If you are comfortable with the question and equally comfortable answering it, great. If not, I won't be upset. The question.....Was there anything that I said or didn't say this morning that you would recommend I handle differently should a second opportunity occur for me to sit down and talk with another search consultant?

KULPER & COMPANY Response
The main point I like to convey to people in transition is that the more aware they are about the job search process the more sophisticated they will appear in the eye of the hiring decision maker--or search consultant. Understanding that your role( as a candidate) is to be a solution provider ---makes that idea much easier to understand and embrace. By continually asking: “ How can I be helpful in this particular situation”? ----you are able to seize the day and pursue opportunities that makethe most sense to you. The more information you have about the problems the hiring exec needs to solve the more likely you will be able to present yourself as his or her solution provider.

Person in Transition
I recognize that it took a long time to build a career that I am proud of but, that, in and of itself, doesn't get me more than a cup of coffee. One of the take-aways from this morning was that my career, while wide in scope in that I moved from a large and well known organization to improving performances within a very diverse group of companies, may offer little value in today's market either due my age or the job search process itself. Is there something obvious to you that I should consider doing as I seek my next job?

KULPER & COMPANY Response
The key is to visualize yourself in the shoes of the hiring decision maker. You do this by possessing good information about the hiring need---and by staying as objective as you can in matching your experience and problem solving capabilities with the issues the hiring decision maker is facing.

Person in Transition
When I reflect upon my career and the shortage of solid experience that could drive us to levels not yet reached, I paid internationally known search firms a lot of money to continue looking for the right people. Unfortunately, I was never happy with the people they sent me.

KULPER & COMPANY Response:
To be very honest with you, when we are doing a good job for our clients only 50% of the candidates we present are judged “acceptable”---it is very hard to get inside the head of the client. I work very hard at throughout the search process. We call it 'calibrating the search' because we are carefully adjusting our understanding of the client's hiring hot buttons as we drill deeper into understanding what is going to get us to an offer for the RIGHT candidate. Even when the position spec is very well wrought we continue to learn more about the real hiring need as we go along. Perish the thought, but if the client is rejecting 80-90% of our candidates (thankfully that happens very infrequently) this is a big red flag. I then call a time out and we carefully review what is going on and why…..We work hard to present the right candidates---because that helps everyone-- and is the fundamental reason for the engagement.

Person in Transition:
I understand that the process isn't easy. As a practical matter what should I do as a first step, now?

KULPER & COMPANY Response:
I would suggest that you should be doing at least 3 informational interviews per week----face to face---where you are sitting with an exec level decision maker because you are sincerely interested in learning about his or her operation ---so, you can decide if you can make a difference by becoming involved in it somehow. Your approach to getting the meeting could be---“ Gerry, I have been doing some homework on your industry /business and I am very interested in the work you and your associates are doing right now because….( insert reason)----if you would have some time to discuss this with me I would appreciate visiting with you next week; could we set up a time to have coffee together?

This approach works because it is a non threatening neutral request----you are after information –not a job or anything else ( at this point). If the conversation happens to migrate towards where you are at the present time and there is interest in learning more about you….then you will have your opportunity. This process can take a few meetings as you learn more and he or she warms to the idea that you might be just the sort of solution provider he or she needs. Getting to “yes”—is an emotionally driven process—much more so than an analytic one. The decision maker needs to feel good in your presence and relaxed ---as he or she talks about a topic that is of importance to him or her (and what could be more important than their business?---or areas that interest them when they are not working so hard—family, hobbies, sports etc. ). By approaching the decision maker in this manner you are creating rapport that allows him or her to relax and maybe to even begin to visualize you as a solution provider for some issue or problem that has yet to be brought up to you!

I hope my responses are helpful to you----Good luck and keep in touch.

Likewise, I hope that this information proves helpful to you if you are in transition now and wondering how to best approach your next opportunity.

Warm regards
Keith

Keeping a search on track

We like to think that we have the client's best interests at heart in every assignment we accept. Clients need to hire the right candidate; our job is to help guide them towards that outcome. Our search process is proven, honed and and highly effective. Why is it still a challenge? In today's blog I will address one reason--in subsequent blogs I will address others:

"Spec Creep"---this happens when a client keeps changing what he or she thinks is necessary/acceptable in the way of required candidate experience. Compare this to client who keeps changing the architectural blueprint while the project is underway. A certain amount of give and take is normal but both the client and the search consultant know when the changes become excessive since none of the candidates meet muster despite their alignment with the position spec.

Our solution is to confront the problem directly and forcefully as soon as we see it happening. A client meeting is called and there is a review of the candidate inventory against the existing spec. If need be the spec gets revised. We believe in our clients and their need to hire the right candidate. We always work through the issues with the client and would never quit on them--unless we determine that their reason for rejection of qualified candidates is unlawful or discriminatory. We might ask for additional compensation though if the changes to the spec are so significant as to require retooling of the marketing/advertising program as well. Why does this happen? Clients are under pressure to complete many projects simultaneously. They are busy and often they fail to "measure twice" before they start, even when the consulting firm is taking them through a very deliberate spec development process. We always strive spend enough time with spec development before we launch the search because we want to spec to be "right" before we commence. So, when we see our client consistently rejecting candidates who clearly meet the stated spec ---we call a "time out" and do a complete review of what is going on. This is the right thing to do because it protects everyone involved with the search----the client, the candidates and of course our firm. Time is money for everyone and wasted time is just that---a waste. So a direct response to a client who is engaging in "SPEC Creep" is always the best course of action.

I hope this short piece proves helpful to you if you are a professional search consultant or a client currently engaged, about to engage, in a search assignment utilizing the assistance of a professional search consultant.

Best regards,
Keith

University Research Spending

In today's Chronicle of Higher Education there is an excellent chart reflecting research fund raising and spending. The universities shown on the list are showing their commitment to creating new knowledge; these schools bear our attention.
http://chronicle.com/article/Some-Universities-Increased/127437/#disqus_thread

Perhaps the idea of the chart was to show how self funded research did not necessarily increase the amount of outside funded research. However, the total funding/spending # is what is perhaps most relevant. It shows that the universities can be self reliant and not wholly dependent on state, federal and private sources of funding to drive their efforts to create new knowledge. Kudos to the schools who are producing great outcomes with the funding they are generating and attracting.

Keith Kulper

HIGH Tech Hiring Challenges/The Engineer Shortage

If you are a CEO of a high tech company that depends on hiring qualified engineers for key positions involved with product development, testing and roll out, I don't need to tell you about the hiring challenges you face. As the CEO of an early stage company recently commented when I expressed frustation over the current state of affairs involving the dearth of available /qualified engineering talent who possess permanent residency status or American citizenship---"welcome to my world, Keith"! Engineers translate product concepts and solutions into viable revenue producing products and services. Engineers create solutions that can be reproduced in a highly reliable, cost effective and profitable manner. Engineers learn the scientific method, understand immutable scientific laws and are able to effectively apply them in ways that create entirely new businesses: think Microsoft, Google, Amazon, FORD, Dow Corning, JP Morgan Bank ( yes, financial services needs engineers, too!)

Here are a few suggestions
1) Define the problem as it is exists today. If we have x # of engineering jobs in America how many American engineers do we need to get the job done?
2) Examine why the "engineer supply/demand equation" is out of balance.
3) Implement solutions that start producing and employing more American citizen engineers as soon as possible!

Why has the engineering shortage occured?
Is the "academic rigor" in top American universities somehow out of whack with the simple need of our society to produce more American citizen engineers?

Is the compensation of American engineers too low? is it too high?

Are academic institutions retaining --all the way to graduation---- a high enough percentate of students they accept into their engineering programs?

Do American companies think that it doesn't matter that their engineering team is not composed of American citizens?

We think that America is the well spring of innovation. Our culture is highly influential around the world and our standard of living as the leading developed country is what most developing nations aspire to achieve. Our greatest innovators are often entrepreneurs who leverage their creativity through the brilliance of engineers. If we don't have enough native trained talent might America lose its position as the leader of the free world?

What is your opinion? Please send along your comments.
All the best
Keith

PS "Happy Mother's Day" to all you women engineers out there who are Moms, too!

Search Committee Code of Conduct

Yesterday I commented on an interesting blog written by Allison Vaillancourt, PhD., VP HR at the University of Arizona----here is the link to her blog
http://chronicle.com/blogs/onhiring/is-it-time-for-a-search-committee-code-of-standards/28628#disqus_thread

Allison's blog received over 50 comments from various professionals at universities ( primarily) involved with the search process. Dr Vaillancourt's idea that it is perhaps time for a "Code of Conduct" for search committees to observe. This makes some real sense if for no other reason than to let committee chairs and members know that there are basic ground rules that will be productive for them to follow. Good rules, generally help everyone --- and, of course, in a civil society no matter how great it might seem to think that ultimate freedom = no laws---that notion went out sometime before Hammurabi.

For search committees the rules need to stem from the "Golden Rule"---treat others as you would have others treat you. Because search committees are composed largely of volunteers who are often selected by the administrative staff because they like and trust them, this should not be confused with the idea that despite their most often well-meaning intentions, the search committee chair and members, know how to handle the subtleties of the search process. This is not due to any lack of intelligence or willingness---it is almost always related to a lack of experience and knowledge about what constitutes a truly effective search process. At KULPER & COMPANY we have created guideline booklets for search committee teams that are used for both academic and corporate searches. The booklets help the committee members be better prepared for the interview process and touch on some basic ideas as: the inadvisability of "ad-hoc" back-channel reference checking, the best ways to conduct a candidate visit/interview and other fine points of the search process. We never assume that the guide books are read---but we are always pleased when they are, since it makes the guidance we provide to search committee members that much more easily accepted.

Like with good etiquette, a good search process is fair and considerate to everyone. And also like good etiquette when people are considerate of others, people become relaxed and are at their best. An interview is a very stressful experience for everyone involved. So, to the extent that a "Code of Conduct" for search committees can be adapted by accredited academic institutions, all the better---because it will make it that much more likely that the right hired candidate will get the job!
Nice work, Allison.

All the best,
Keith

Reference Checking: It does work!

Please see article by Professor Gene Fant in today's Chronicle of Higher Ed and my comment; good stuff.
http://chronicle.com/blogs/onhiring/reference-checks/28674?sid=oh&utm_source=oh&utm_medium=en

All the best,
Keith

Networking, a timeless skill set

Here is an article written by an professor at Assumption College who directs their Honors Program---it is on the topic of Networking. Very nice job by Professor James Lang; hope you find it helpful.
http://chronicle.com/article/How-Do-You-Teach-Networking-/127008/#disqus_thread

All the best
Keith

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Sharing what you know....

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Sharing what you know....: "Clients like to be sure that they will be working with the right executive search consulting firm before they decide to sign the contract an..."

Sharing what you know....

Clients like to be sure that they will be working with the right executive search consulting firm before they decide to sign the contract and get started. We work hard to provide prospective clients with as much information as we can about the outcomes we achieve, our work flow process and how our current clients feel about working with us.

Yesterday I was speaking with the founder and owner of competing firm. Always a good thing for any professional services provider to do. This firm is doing excellent work and has a following of clients that we aspire to here at KULPER & COMPANY. She said to me. "Keith, we have 97% repeat business from our clients. The unique way in which we work is what makes that possible. We guard our process closely and do not speak about it with other firms".

I think the magic formula for any successful professional services provider is to know why they are successful and to learn from others, too. Some firms guard their process like the Coke people do their secret formula. Why give it away? Right?

A long time ago, I was in the presence of one of the most successful operators of hospital systems in the New York/New Jersey area. Ron DelMauro was then the CEO of St Barnabus Hospital in West Orange, NJ. We were talking with him and his CFO about their plans for growth. Ron said, " Keith, if any hospital system calls wanting to know why we are successful at St Barnabus we are happy to share our approach with them ; we are an open book. Our secret is not our process, it is all in the execution." Over the years, since that initial meeting with Ron, he has gone on to form the St Barnabus Medical System---comprised of many hospitals in the NJ NY region. He continues to be a top operator, highly successful, well-liked and highly respected; he is a big guy who is truly "big".

I believe that the most successful people in business and life are like Ron---they are open and willing to share their time and wisdom with people who call upon them; they share, teach, help and then share, teach and help some more. My hat is off to Ron. I have told and re-told this story about him many times because it so profoundly influenced my professional approach.

So, if you are interested in knowing how we do what we do here at KULPER & COMPANY....we will be glad to explain it to you; in fact, we are happy to do so. We always learn from others when we share information about our search practice; talking shop and collaborating is interesting, enlightening and fun. Our goal is to be considered by our clients as the best search firm with whom they will ever work--and that translates to 100% repeat business for us. So, if you are a fellow practioner of executive search consulting and are curious about how we do what we do please call me anytime; I will be glad to share our approach with you and perhaps learn something new, too.

Peace, Keith

Where Academia Meets Corporate Innovation: KULPER & COMPANY

As an owner of my own executive search firm for close to 15 years, I am always working at developing my search practice. Deciding which areas to focus on is a key concern. Last year our advisory board suggested that I make our value prop clearer to our prospective clients, so with the help of a few great friends we came up with the tag line for KULPER & COMPANY...."Where Academia meets Corporate Innovation" .

The idea behind this approach is to convey to current and prospective clients our strong interest in working on search assignments for universities and companies who drive research and new product innovation. This is a fascinating and rewarding space since through our interactions we often witness new product and business creation. KULPER & COMPANY has worked on search assignments for VP Research at companies as well as VP Research & Innovation at universities.

A bonus of these activities is the opportunity for me to participate in the birth of new companies as both as a search professional and as an "angel" investor. As the economy returns to health and unemployment continues to abate there will be more and more demand for our services in this very interesting niche area. The companies we support range from early stage Advanced Battery to Bio Tech to Global Specialty Chem and Pharmaceutical ----the universities can include large internationally famous centers to scrappy independents with a vision. R&D is driven by great people with determination and persistance to turn their quest for new knowledge into something that is ultimately practical and useful. If your company or university is considering a VP or Dean level search for the right leader of your research we might be the right search firm for you; we love these assignments!

Much success, Keith

Understanding Executive Search Consulting

It is not clear for most people what an executive consultant does. For most people we are a "good person for them to know" since we might be the source of an interesting job opportunity.

Our job is to be a valued counsel to our client---the person with the authority, resources and need to hire the right person for a key position in their organization. The most famous firms are known for their ability to work behind the scenes for their clients when a new CEO is needed for a Fortune 50 or 100 organization. The big firms are active globally in every industry from for profit public companies to universities. Some are public companies like Korn Ferry, Heidrick & Struggles--and C-T Partners. There are a plethora of firms that mirror the structure and operation of the global firms. Executive search firms share a common approach: they work exclusively for their client as "counsel" to help them understand their hiring need in depth before they begin to identify and qualify potential candidates who they believe fit well with the hiring need.

What have we said so far? Executive search consulting is really about understanding the client's need; the hiring organization...and then providing a service to the hiring organization that ultimately involves bringing forward a slate of qualified candidates who closely match the hiring need.

Executive search consultants work on searches on an exclusive basis for their clients. The client and search firm partner together on the project and the search consultant provides valuable counsel to the client---and often, to the candidates as well. Once the search consulting agreement is signed it is clear to the client and the search firm that they are a team working together on the project in an effort to find and hire the right candidate. It doesn't matter who identifies the potential candidate---the client and the search firm are working together: they are on the same side of the table. Sometimes the client and the search firm are not successful in finding that "right" candidate. The search firm is still paid for their consulting effort. Sometimes a client will decide that the hired candidate is not acceptable after a relatively short time on the job; 1 year or less. When this happens, because the search firm has already been paid for their service, sometimes the search firm will be asked to "re-do" the search. Most search firms will either ask for and receive a consulting continuation fee or they may elect, for client relationship management purposes, to continue the search at no charge.

What is the point of my telling you all this? I want to see more business professionals understand what a search firm really does and why we are so valuable to clients who take the time to appreciate that we are not just "headhunters" opportunistically snatching people from one organization and "placing" them with another. Executive search firms are paid for the value of their counsel and consulting effort.

Please feel free to ask a question or get in touch with me if you would like. I will be glad to be responsive.

Keith D Kulper
President
www.kulpercompany.com

References...a predictive tool for hiring

Over the past few weeks I have been asked for references several times from prospective clients of our firm. They want to know what it is going to be like to work with KULPER & COMPANY before they sign our consulting agreement. I encourage them to call our references---when that happens we almost always win the assignment.

References are ---when properly done--a very reliable predictor of future performance. When we complete references on a finalist candidate we try to achieve a 360 view of the candidate's job performance from superiors, peers and subordinates. It is amazing how consistent the stories are----and therein lies the value of the exercise.

We call the references our candidate supplies to us. In this way this all important element of the search process is totally above board since the references know that it is fine with the candidate for them to speak with our firm. Skeptics might opine, "how can you expect to get an unbiased opinion"? In response we say---"we don't...and that is very OK". When we call the reference we expect to get an immediate gush of positive opinion---"he ( or she) is a great person to work with!"....and once the reference gets that out, we begin to ask questions designed to verify accomplishments, problem solving abilities, work style and personal character. They tell us alot because they are trying to be helpful to their colleagues. It is truly uncanny how similar the stories about the finalist candidate really are....once we have spoken with a few of the references. In essence, we are cross referencing the original assessment of the finalist candidate. We learn about him or her from the perspective of people who have actually been in the trenches with that person and willingly provide valuable/ predictable insights about their own experience with the candidate. The net result of the collective stories is that they are, indeed, highly predictive of how the hired candidate does in fact behave ( and perform) in his or her new assignment.

A colleague in the search consulting business recently told me about his search process. He had worked for several internationally recognized search firms before starting his own practice and he was keen to make some process improvements when he got out there on his own. He said, " Keith, I do the interviewing of the candidates myself and then call their references, too, when we advance to that point in the search process. I find that the outcomes of our search assignments tend be long lasting and resultant client satisfaction leads us to a great deal of repeat business for my firm". Bravo!

In search consulting, two of the key elements of the value proposition of the service are:
1) hired candidate length of tenure and,
2) hired candidate record of promotion/increase in responsibility.

Getting underneath the work record "story" of finalist candidates, before the final decision to hire is reached, helps assure that the hired candidate will enjoy long job tenure and an opportunity to be promoted because he or she truly is, the "right hired candidate..

Warm regards,
Keith

The Right Hired Candidate: The KULPER Mantra...thank you, Guy Kawasaki

This morning, I received an email from Amazon suggesting various books and music based upon past purchases. Right next to CDs by the Beach Boys, Van Morrison and Mark Knopfler was the book, The Art of the Start by Guy Kawasaki, Penguin Books, 2004.

What is great about the new marketing techniques employed by companies like Amazon is that they are able to suggest ideas to a consumer (like me) based upon past purchase patterns; seductive, but convenient, too. So, I was not surprised to see that they were suggesting Guy's book to me since I have purchased books from Amazon by Geoffrey Moore, Jim Utterback and others who study and write about early stage companies, innovation and entrepreneurship. Amazon wants me to buy Guy's book so they kindly provided a few pages of content for me to view. I took a few moments and looked inside. On those first few pages Guy writes about the idea and value of a company "Mantra" over a Mission Statement, and provided a few examples of the difference. Mission Statements are often cumbersome and loaded with hackneyed platitudes that quickly descend into mediocrity and "babble". A Mantra is simple and profound ---maybe in the same way as a Haiku.

When I read it over I thought---'yes, a mantra---for KULPER & COMPANY! Why not?"....instead of a rambling mission statement about being the best---putting clients first---providing superior customer service, quality processess etc., etc., etc., .... ad nauseum, let's see if we too, can have a mantra for our firm that really sums up our value proposition in a way that is unforgetable for us here in the firm and anyone who encounters us. Nike's mantra " Authentic Athletic Performance"--and tagline/"Just do it!" is so easily understood; Disney's mantra is "Fun family entertainment", IBM's, "THINK"...... you get the idea.

So here goes.....with KULPER & COMPANY's mantra: "The Right Hired Candidate".......

Really, that is what we strive for in our firm because when that happens everyone wins. So, if you are a potential candidate for one of our searches you can take heart---we will try to make sure you understand as much as we can tell you about the opportunity before you get an offer and accept the job. If you are a client you can know that we will have your back....every step of the way throughout the search assignment.... because we want you to attract the right new leader for your organization, not merely fill an open position and collect our fee.

Have a great weekend and work for peace every day in all that you do....I will be contemplating our mantra!

Semper rise,
Keith

Research, Innovation & Application

Probably one of the most important positions in any company or organization is the role filled by the person most responsible for driving research and applied innovation. It is exciting to see synapses firing and entirely new applications come out that make our lives better. Companies like GE were created by creative people like Thomas Edison, for example, who we in New Jersey are proud to call one of our own. Thankfully, his legacy is alive and well in large and early stage companies alike who are striving for better ways to solve problems and make our lives better and better. I love working with companies and organizations like that--it is not only important and interesting it is thrilling to see, over time, how their daring and innovative solutions really do make a difference.

If we pay attention we can take part in the creative process that is birthing innovative solutions, no matter what our role in life might be. Sometimes this means taking the road less travelled in order to support a fledgling idea or supply a key missing ingredient to the success formula; be it in the form of capital, hard work or simply moral support. Pay attention because you will have an opportunity to do that and when it comes along, go for it. In America and around the world research and innovation lie at the heart of human development, so be supportive of this very special human activity.

At KULPER & COMPANY our focus is on conducting search assignments that involve bringing forward leaders to fill key roles. Our preference in working on assignments at the seam of academia and applied entrepreneurship is founded on our belief that the right people are necessary to drive research and then apply it in innovative and often startling ways. To the extent that our efforts here can help encourage additional dialogue and interaction among these two vital groups we believe that we are helping to play a part in making the world a better place.

Warm regards,
Keith

Deciding who Leads....

As a professional executive search consultant it is great to meet bright people from our field. Joe McCool is known among search practitioners as one of the key thought leaders about the practice of executive search. It is my pleasure to recommend his book, Deciding Who Leads, to the readers of my blog. All business executives and aspiring leaders should understand the value of executive search and how it really works. Joe's book provides a great overview of the subject---I hope you will check it out.
http://www.decidingwholeads.com/the-author/index.htm

Warm regards,
Keith

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Pre Search Preparation

Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Pre Search Preparation: "One of the key elements of any activity is preparation. Lately, we have been working hard to help our prospective clients in meaningful ways..."

Pre Search Preparation

One of the key elements of any activity is preparation. Lately, we have been working hard to help our prospective clients in meaningful ways before we win the assignment. We essentially test the market reaction to the first draft of the job description provided to us by the client by showing it to potential candidates and candidate sources. A key question we ask is: "what do you think the key performance indicators /by when should be in order for a candidate to succeed in this job"? We also ask their reaction to the planned compensation for the job.

This early on information helps the client better gauge how best to go out into the marketplace with a position description that is both robust and highly attractive. As a result, the search process can be shortened and the likelihood of the right candidate being attracted and hired is improved.

Warm regards,
Keith

Happy 50th Anniversary: Bob Dylan comes to NYC & NJ

For those of you who know me over the years you are aware that I am a big fan of Bob Dylan. His music, poetry and artistry have had --and will continue to have---a tremendous impact and influence on our culture and on global consciousness as well.

This week marks an important anniversary for Bob, for it was way back in January of 1961, shortly after the famous inaugural speech of President John F. Kennedy, that Bob made his way to New York City to make his mark at the young age of 19. He came east to see his inspiring role model, Woody Guthrie, who at that time was languishing in Greystone State Hospital in Morris Plains, NJ. Bob had read Woody's book, Bound for Glory and his life was changed forever. He began to see himself as a player in the long line of American folk musicians---authentic interpretators of the spirit that defines our country in so many ways. But back in January of 1961, Bob was not just making a trip east to discover his voice, he was making a pilgrimage to Morris Plains to meet Woody Guthrie, too. It was very cold back then---just as it is today. There were a string of snow storms and bitter cold during the winter of 1961 in the northeast; not so different to what we are experiencing at the present time here in the northeast. So, I would like offer Bob congratulations on his 50th anniversary of making that long ago journey because he has enriched so many lives from that moment on. It took a lot of courage, intelligence and curiousity to sally forth from the safety of his native midwest. How many of us would have done the same thing? I doubt that many of us would...and that is in part what makes his early accomplishments so incredible and inspiring.

On the very next day after arriving in NYC and performing at an open mike session at the famous CAFE WHA? in New York's Greenwich Village, Bob made traveled into "deepest NJ" to visit Woody in his hospital room in Greystone State Hospital in Morris Plain, NJ. It was a very brave and amazing thing he did. Visiting any hospital is never easy---but this one was famous for its incredible scale ( over 7000 patients) and that fact that it housed a great many people who suffered from mental illnesses; scary to think about that fact, even today. But, despite any fears Bob may have had about going to see Woody at Greystone---he went ahead, not once but many times. He would talk with Woody and play for him, too. in his hospital room; most often his interpretations of Woody's songs. Later, Bob would bring his new found friends along with him when he would travel to Morris Plains to see Woody, Joan Baez, among them.

I became so interested in this story that I decided to write a film script about Bob's first weeks in New York City and NJ. I embarked on this project because I think the story deserves to be more widely known, since it is so rich with character and historical interest, too. It is part of the universal story of "becoming" that every person experiences as they make the transition into adulthood; but with a backdrop of Greenwich Village, Greystone Hospital during a nascent period that preceeds the tumult of the '60s. If you are interested in learning more about the script, please drop me a line.

So, in closing today......
Happy Anniversary, Bob---and thanks for all you have done! Thanks too, to Woody Guthrie who was Bob's inspiration----both of them are great Americans who deserve our gratitude and admiration.

Peace---always,

Keith

NYC Engineering and Innovation: Mayor Bloomberg Press Conference featuring KULPER AB member President Jerry Hultin NYU Polytechnic University

Dear Colleagues
As you all know we are keenly interested in higher education and innovation----it is our focus here at KULPER---“where higher ed meets corporate innovation”.

It is a pleasure to share with you a video of yesterday’s press conference at Columbia University concerning the initiatives of Mayor Bloomberg and fellow K-AB member, President Jerry Hultin –NYU Polytechnic University. Our new friend Dr Buzz Paaswell at City University also figures prominently in the news conference.

KDK NOTE: Jerry and Buzz were integral parts of a news conference this week that included Mayor Bloomberg and other NYC based leaders in engineering higher ed/entrepreneurship http://www.nyc.gov/portal/site/nycgov/?front_door=true

The good news is that NYC is showing real progress in job growth. Engineering lies at the heart of company creation and innovation. We will follow the progress of these initiatives very closely. The role we look forward to playing an increasingly larger role is in helping our higher ed and corporate clients attract the right leaders for their exciting and vital initiatives.

Wishing you all a good weekend---and congrats again to Jerry & Buzz for the great leadership they are showing in helping to make NYC a true global center of innovation.

Warm regards
Keith

Barron's Rountable Comment: KDKULPER on STEM/Higher Ed issues

Today's issue of Barron's contains some great remarks by their august round table members about the forecast for the economy in 2011 and beyond. Abby Joseph Cohen, who is an important member of the senior team at Goldman Sachs remarked about the paucity of students who graduate our universities with degrees in science, engineering etc. I could not agree more that this is real issue that could perhaps be addressed by smart Deans and professors who recognize the same problem
Here is what I said today as comment in Barrons
http://online.barrons.com/article/SB50001424052970204555504576075983972474462.html?mod=djembwr_h#articleTabs%3Dcomments

All the best
Keith

Passports.com---a great way for a young person to experience the world

It is a real pleasure to write this entry.

Many years ago I was privileged to travel to Europe with Dr Gil Markle and a group of college professors and secondary school instructors along with a large group of high school students from all over the country. At the time the organization was called the American Leadership Study Group ( ALSG). It was a life changing experience for me and for all of the other teenagers on the trip. We started in London --crossed the English Channel and headed off for incredible destinations throughout Europe with stops at US Embassies, world famous sites and a few discos, too! Dr Markle is the genius behind Passports, which is the successor organization of ALSG. Passports www.passports.com is the oldest and best travel/learning organization for high school and college students in the world.

I will be happy to share some anecdotes, but suffice it to say, Dr Markle organizes his trips with class and panache. If you have a youngster who you think could benefit from one of his trips---they are all excellent---then you might like to check out his website. Dr Markle has a staff that helps him organize and operate his many programs. Important for parents to know, he has always offered a very attractive deal to teachers and college profs ( and others) willing to act as the adult counseller(s) for a group of students coming from a particular school, university or program. For example, when I traveled with Dr Markle, our group from Delbarton School was led by Fr Karl Roesch, OSB. Fr Karl had a great time and we behaved for him because as he said. " I will be seeing you in September!"

I am sharing this with you all as a "thank you" to Dr Markle for enriching my life, many years ago; the effects resonate for me to this day. The trip made me bigger in many ways. The students I traveled with were great and the counselers equally so---but, the depth and breadth of the experience ---as led and organized by Dr Markle was unforgettable. I hope that my entry will encourage you to learn more---I had a great time and my memories remain fresh. Paris---Heidelberg--Innsbruck--Rome--Florence.....How fortunate I am to have had great parents who were willing to send me off for 6 weeks of travel, learning and fun. Maybe you will want to do the same for your young charges!

If so, I am sure that Passports.com could be a great option. www.passports.com

Warm regards from an intrepid traveler----ALSG lives!

Keith

Research & Innovation: NJ Style

Since the earliest days of mankind, ideas have driven the progress and survival of our species. As many know, New Jersey is the State that innovates. We have been that way all along. Probably because we are so close to two major cities, New York and Philadelphia, and there was and still is, room here for researchers to set up labs and have at it. These researchers often go on to licensing what they invent and some set up their own companies, hence the reason for our support and interest in their activities. KULPER & COMPANY supports early stage innovation---both at universities and the companies---through our efforts to help attract top talent as well as through direct investment.

I am sure many of you can identify with with Thomas Edison. He is the father of so many brilliant inventions that led to the formation of entire industries which have improved the quality of life for all of mankind. He is a hero for sure. He is also an inspiration to anyone who embraces creativity and hard work. While we look back at Edison and admire him for his character and soaring intellect we need to keep our eye on the ball of what is happening now. Innovation is a constant ----particularly in New Jersey

I would like to draw your attention to the work of Emily Carter, PhD who now heads the Andlinger Center at Princeton University--here is a brief description about it:

Princeton's Andlinger Center for Energy and the Environment, is an interdisciplinary institute that will seek to bring together scientists and engineers, as well as policy makers and economists, to develop new means of sustainable energy production, energy conservation, and environmental protection. The center is financed through a $100-million gift from a Princeton alumnus.

This is of course great to see since the work that will be done there will be highly impactful. It is the kind of work that our firm endorses wholeheartedly. To read the article

http://chronicle.com/article/Chemist-Channels-Her-Energies/125688/

Heroes like Edison are everywhere, particularly in our great Nation----but New Jersey is a place where they tend to thrive. So, 'kudos' to Dr Carter---and may her efforts produce great outcomes.

Stepping up to CEO or President: What does it take?

I get called frequently from candidates interested in growing and developing their careers. Some of them are looking forward to having the big job in the corner office and think that a search firm can help them into that seat. They are right to think that...as a high percentage of CEO and President jobs are filled with the assistance of an exec search consultant. There are many books that address this topic so I will not offer a comprehensive step by step approach but from time to time I will share my thoughts about this interesting topic in my blog.

Today I heard from a women who is currently the assistant provost of academic affairs at a major medical school. She is interested in becoming president of a university or college sometime in the future. She is in mid career now and gaining a lot of good experience in her current role which includes dealing with human resource administration, budgeting, career develoment and strategic planning. She is also involved with grant management and fund raising. I began by saying to her..."the better you serve your current constituencies the more likely you will find yourself being nominated (by them) for a bigger role, because they have confidence that you can do the job---you want." This is huge on many levels because your peers and superiors generally will only recommend people who they think are ready to step up.

It seems to me that people who go on to become really effective presidents or CEOs are well regarded and respected by their peers, subordinates and superiors throughout their careers. These are usually the people who can step into a university or company and be able to successfully transform it in the way the board envisions, too. Throughout their career candidates like these are building muscle to be ready for the heavy lifting of the big job. It is really great to see a well prepared president or CEO come in and do a great job acheiving the Key Performance Indicators of their new job. It happens like this when the candidate is prepared---ie., his or her reach does not exceed his or her grasp!

If you are the chair of the search for a new president or CEO here is a suggestion. A good way to assess if the candidate is really ready to step up is to drill down into his or her behavioral competencies gained through measurable accomplishments

We always tell our clients. Begin the search process with a clear statement of what you want the hired candidate to actually achieve--by when--and then provide as much information about the current state of affairs and strategic goals of your organization to qualified candidates. Discuss this in depth to see how experienced they really are in completing the tasks ahead that you and your colleagues believe will move your organization forward. Sometimes a good "athlete" can step up and handle a major challenge that he or she had no prior preparation to address. This is good stuff, but you don't want to be counting on just a "good athelete" to take you to the Promised Land. Your new president or CEO is going to need to have good instincts for sure---but past accomplishments, and failures too, are often the most effective predictor of future performance in a new position.

So, if you are a candidate for the big job, what are you doing now to prepare yourself for the specific job deliverables as well as the unforseen slings and arrows that are sure to come? Keep gaining experience in the areas that you believe you will need to understand to do your new job well. And remember, "heavy weighs the crown"; once you put it on it is yours to wear.

How to interact with an Internal Candidate during a search

I was speaking today with one of our clients and we discussed an important question: " How do we handle an internal candidate for the VP search we conducting with KULPER & COMPANY?"

As with most searches we conduct for our clients there is typically an internal candidate that the client would like to consider even when the decision has been made by the President, COO or Provost to conduct a nationwide external search. It is really important to remember that internal candidates are colleagues and will likely stick around regardless of the outcome of the search. Clearly, they should be treated with sensitivity and honesty throughout the search process because they will talk with their friends inside the company or university about how fairly and professionally they felt they were treated throughout the search process.

As with most things in life ---the GOLDEN RULE... ( with slight adaptation)--- is a very good guideline. You don't need to go overboard ---be consistent----treat your internal candidates the same way you do external candidates. Make sure the internal candidates are provided with all the information about the search and plenty of access to the search consultant and search committee throughout.

At the end of the search you will feel particularly gratified to hear the internal candidate say: " I work for a great organization. During the search I was given all due consideration throughout the process. Even though I didn't get the offer, I always felt that I was being treated fairly and honestly". This kind of feedback is not only a commentary about the professionalism of the search process but also important affirmation of company or university culture.

So, be fair---inclusive and highly communicative with well qualified internal candidates. You will be helping to support and affirm the real culture of your organization.

ADP Jobs Report

This morning's ADP jobs report is the kind of quantitative verification that we have been expecting here at KULPER & COMPANY because our phone has been ringing much more often from prospective clients in the past 2 months---but particularly, this week! KORN FERRY KFY: NYSE (a reliable indicator for the financial health of the executive search consulting business) recently reported very solid earnings. Challenger, Gray a national outplacement firm has concurrently reported very low lay off rates among their key clientele .

The signals are very positive for the economic recovery which should keep accelerating in 2011 and into 2012.

How is your company or academic institution doing? What is your forecast for 2011?
Are you poised to bring in new leaders to help your enterprise grow and develop?

Make a comment .... we would enjoy seeing what you think. And please feel free to contact us here at KULPER & COMPANY if your firm is considering use of an executive search firm to help attract and hire the right leaders for your company or academic institution.

Warm regards,
Keith