By Lori Pizzani

August, 2004

The seasonal employment lull is upon us. Jobs can be scarce this time of year. But companies desiring to fill jobs recently vacated by the departing employees, or gearing up for a new initiative in the fall, are still seeking qualified candidates.

Be aware that the pendulum has definitely swung back into the realm of the employer. Although a slew of resumes are flooding the desks of human resource professional intent on filling jobs, companies are being very, very careful about who they are hiring.

Candidates are learning that if a firm lists 10 specific qualifications necessary for a position, viable candidates are expected to have all 10. Those possessing only eight of the skills need not apply.

Case in point. A recent online job board carried the details of an opening at fund data provider Lipper, Inc. in Denver. Lipper is seeking someone to head up their mutual fund expense and performance evaluation reporting department which works closely with clients. The skills necessary to land this job? Lipper's laundry list includes:

1) A Bachelor's degree in Finance, or related work experience;
2) A strong statistical/mathematical and financial background;
3) Excellent communication skills (written and oral);
4) Being detail-oriented;
5) Being organized;
6) The ability to play nicely in a team environment;
7) The ability to shine under deadline pressure;
8) Fluency in Word, Excel and basic graphic programs;
9) A working knowledge of current financial standards and trends;
10) Project management skills -- which isn't required, but rather suggested as a "plus."

But like other employers, Lipper makes no bones about its job requirements. Beneath the list of must-have skills is a stern warning" "Candidates not meeting these requirements will not be considered."

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Russell on the Round-Up

Still hiring as the temperature rises is Russell Investment Group, the $100-plus billion multi-manager giant of Tacoma, WA. Formerly known as Frank Russell Company, it changed its name last year to better reflect its broad capabilities. But these days the firm simply calls itself "Russell."

Russell is looking for a new director of marketing for its U.S. mutual fund group. The candidate with the "right stuff" will replace the firm's former marketing director who recently had a baby, and left to work at a hedge fund firm in Seattle, closer to home.

Aiming to become one of the top 10 mutual fund forces in the U.S., Russell wants a take-charge powerhouse to drive growth. Russell seeks someone to manage a marketing team, and drive marketing strategies and their implementation through: investment professional communications, product and program launches, expanded distribution, and existing program enhancements, to name a few.

Candidates should have eight to 10 years of mutual fund industry experience, with five years of managerial experience. Expertise marketing to intermediary channels is desired.

We asked Craig Wainscott, Russell's Director of Knowledge Capital, what one or two key skills winning applicants will possess. "We are looking for someone with vision, dedication, insight and a proven track record of success," Wainscott said.

So what distinguishes a superior marketing director from a run-of-the-mill one? "The intangibles," Wainscott noted. "All good marketing directors will have the experience and "head" knowledge. We are looking for someone who is an exceptional leader and manager....with a desire to win and a desire to see the team -- not just themselves -- succeed," he added. "The very best marketing pros have a sixth sense about the essence of an issue. They can feel what clients will respond to."

Why would someone want to relocate to the Tacoma/Seattle region (the abundance of coffee houses aside)?

Both Tacoma and Seattle offer vibrant, cultural communities rich with art, entertainment and sports events, Wainscott noted. The mountains, water and relatively mild climate of the Pacific Northwest offer plenty of opportunity for outdoor fun. "If you like Boston's North End, or New York's Greenwich Village, don't worry. Seattle has its neighborhoods to match," he assured. "Of course, if you crave congestion, long commutes and sprinting in the rat race, stay right where you are," he quipped.

(To learn more about this Russell job and apply online, visit: http://sh.webhire.com/servlet/av/jd?ai=703&ji=1398476&sn=I)

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Working Dads Speak Out

A sizable 42% of working dads, frustrated by long workdays, say they would be willing to take a pay cut in order to achieve a better work/home life balance. That's according to an April 2004 survey of 208 working fathers, conducted by CareerBuilder.com.

How many hours is YOUR workday, dad? Two-thirds of those polled spend more than 40 hours a week working, with another 25% putting in over 50 grueling hours each week. A full 40% of fathers admitted that if their spouse/partner earned enough for the family to live comfortably, they would relinquish the breadwinner title and become Mr. Mom.

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Survey Says....Females and Males Have Similar Ambitions

A survey by Catalyst shows that while the news is full of suggestions that high profile female executives are abandoning their career goals, men and women are equally as likely to have aspirations to become their firm's CEO.

The survey also found that women with children weren't necessarily less likely to desire to climb the corporate ladder.

While both men and women apply the same advancement strategies, including consistently exceeding performance expectations, successfully managing others, and seeking high-visibility assignments, women reported "cultural barriers" that men did not face. These included: gender stereotypes, exclusion from informal networks, lack of role models and an inhospitable corporate culture, noted Catalyst.