• Are they passionate about trade compliance? Don’t worry, you will know if this is true or not—we have never met a good one that wasn’t! Just ask them why they like compliance. Within minutes of hearing lingo that could put you to sleep, you’ll know if you have “the one.” They may not have all the skills you are looking for, but it is likely that no one will—remember, there is room for growth!
• Does their resume show multiple responsibilities outside compliance? Don’t discount them because they are multi-dimensional.
• If you need a leader, are they really the No. 1 compliance pro for their current organization, or is there a Mr. Big at the parent entity he/she secretly reports to, either directly or indirectly?
• The Fit Factor—only the hiring manager will know for sure. It is crucial for Human Resources and the
hiring manager to closely partner throughout this process.
• Consider the questions the candidate asks you as well. A good compliance person will start with: What
department will I be reporting to? This is not a selfish question, but a litmus test. They are looking for real
signs of management support since every company gives it lip service and many candidates have been
burned before. In fact, the top reason compliance candidates leave a position is lack of management support. So, where should they report? To the general counsel in the legal department. Why, you ask? If they report to logistics/ operations, there’s always that chance or perception of a conflict of interest—the old “Do we really have to do it this way? Production is down, we’ve got to ship it out!” Today’s reality is that most trade
burned before. In fact, the top reason compliance candidates leave a position is lack of management support. So, where should they report? To the general counsel in the legal department. Why, you ask? If they report to logistics/ operations, there’s always that chance or perception of a conflict of interest—the old “Do we really have to do it this way? Production is down, we’ve got to ship it out!” Today’s reality is that most trade
compliance professionals do report through logistics/operations, but this is changing and the trend is to legal.
• The degree and the license or certifications are good screening tools, but are not always the best indicators. Don’t discount candidates without these credentials, because hands-on, dayto-day, subject matter expertise is the best prerequisite.
• Are you concerned with the number of resumes you received from what seem like good candidates? If they were that good, why aren’t they working? It’s the economy. There are good candidates who have lost their jobs due to hard times and through no fault of their own, so considering the unemployed may not be something you are used to, but might be worth a chance today.
Step 7 – 16:00. Pass the Buck.
Make it easy on yourself—have candidates fill out a compliance profile to aid in the screening process. We’ve given you our profile to help define the candidate:
Compliance Profi le Questions:
• What is your experience with high tech (or whatever industry you are in)?
• Where do you fit in the compliance/corporate organization chart?
• Are you the top person in charge of compliance in your organization?
• What do you require for relocation assistance?
• If not currently employed, what were the circumstances surrounding your departure?
• Why are you a good fit for this position?
• Are you a licensed customs broker?
• What was your involvement in your C-TPAT/PIP certification?
• What is your experience in imports/exports?
Step 8 – 16:59:59.
Mission Accomplished.
Candidate hired. Not too bad—it only took one day to hire an experienced candidate. Time for a reality check! It typically takes a bit of time to search for, attract and hire the right trade compliance candidate—
one who not only has the experience on paper, but is the right fit for your company.
Linda Lexo and Rick Miller are licensed customs brokers and executive recruiters at Tyler Search Consultants.
Linda Lexo was the director of brokerage global training for the customs & trade compliance division of
UPS-SCS, brokerage operations manager over the U.S./Canadian border and as a manager in human resources where she handled recruitment and workforce planning. She can be reached at llexo@tylersearch.com
Prior to joining Tyler, Rick Miller ran the trade compliance programs as vice president for Recoton Corporation and director of international trade for Electrolux and at U.S. Customs in Miami. He can be reached at rmiller@tylersearch.com.
i.e.global fall 2009
Postado em 15.03.2010
0 comentários:
Postar um comentário