May 2011 - Illuminating Engineering Society

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THE COMPANY • THE CANDIDATE Surprise! It’s a Seller’s Market for Job Hunters most parts of the lighting, LED electrical and energy market. Those employers who don’t recognize this are doomed to lose out on the best talent. Granted, there are some exceptions: Product-wise, for example, companies in the residential market are generally doing better but still expect it to be a year or two (or more, depending upon whom you ask) until they get back to satisfactory volume levels. Likewise, if you ask someone how business is (and, correspondingly how the hiring market is), your answer will often vary based on the geographical market of the person asked. That being said, the demand for strong candidates in today’s lighting, solid state, controls and energy market far exceeds the supply. Every month or so we receive a call or e-mail from a company telling us about a position they would like to fill, and the hiring manager or human resources professional will ask, “Do you have anyone in your files that fits this?” The question is asked with the hope or expectation that we have several candidates just sitting in our files who are looking for a job exactly matching their description. Ideally, the desire is to see those candidates within a couple of days (or at least be sent résumés within a day or two). I tell them that yes, we probably do have someone in our files who generally fits their requirements, but that doesn’t mean that person’s the one they would want to hire. Just because they may be “new additions” to our files doesn’t mean they’re the best people for the position. 2. Unemployment is still high, so money can be saved by making a low offer to a candidate. Now more than ever, this strategy is a lose-lose proposition. “Bidding war” may be too strong a term and no company wants a candidate to leverage an opporby Paul Pompeo It is a candidate’s market for most parts of the industry. Those employers who don’t recognize this are doomed to lose out on the best talent According to Wikipedia, “paradigm shift (or revolutionary science) is the term used by Thomas Kuhn in his influential book The Structure of Scientific Revolutions (1962) to describe a change in the basic assumptions, or paradigms, within the ruling theory of science. Since the 1960s, the term has also been used in numerous non-scientific contexts to describe a profound change in a fundamental model or perception of events.” Over the past 12 months, there has been just this type of a paradigm shift in the lighting industry. In the past two years we have experienced “The Great Recession” complete with layoffs and the early retirement option (i.e., an “offer you can’t refuse,” to quote The Godfather) by a major lighting manufacturer to many of its most seasoned and respected employees. However, in the past year we have seen a strong increase in our search activity. While some companies have adjusted their hiring and interviewing strategies to mirror the positive activity in our industry, others have not yet recognized how the past year has affected today’s job market today and are still operating on an outdated paradigm. Here, then, are three myths about today’s hiring market in the controls, lighting, LEDs and energy arena that are still guiding some companies’ strategies: 1. There are many candidates “on the street” and available for hire. While that might be true for some of the older technologies in our industry, anyone involved in the SSL, controls and/or energy sectors is being sought after. First off—and let me be clear about this—it is a candidate’s market for 46 <strong>May</strong> <strong>2011</strong> | LD+A www.ies.org
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OUT OF THE ARCHIVE May 1991 Volume
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May 2011 - Illuminating Engineering Society

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