Our Blog

BY Joel Junker

June 2021 Career Conference Results

We have now completed the 2021 June Career Conference and the wheels are fast in motion as we coordinate the follow up interview process. Once again, the Career Conference was conducted virtually (our 7th virtual conference now) but we are actively engaging with our venues/hotels to determine when we can return to in-person Conferences.  As we reflect on our June Conference, we’d like to thank all of the officers who attended for putting their faith and hard work into the Cameron-Brooks process and all of our client companies for calling on us to help them find top JMO leadership talent for their organizations.

So what were the statistics?

We had 43 candidates, 34 distinct companies, over 50 different hiring groups as multiple companies had multiple divisions attend, and 21 Cameron-Brooks alumnus representing their companies returning to recruit and hire.

The officers conducted over 555 interviews with an average of 13.0 interviews per candidate!   The pursuit rate for the June 2021 Career Conference was 71.3%.

“Pursuit rate” is defined as the number of interviews in which the candidates achieved success divided by the total number of their interviews. “Achieving success” in an interview at the Career Conference simply means the companies expressed interest in moving forward with the candidate.  The average pursuit rate for the past three Career Conferences has been 70.8%!!

It certainly begs the question as to why we are seeing such a high pursuit rate in spite of a global pandemic?  I believe it boils down to three things:

    • Our officers are well prepared and have a very good understanding of what it takes to successfully transition in a difficult market.   They have approached their preparation with an even greater degree of diligence. It’s about getting their foot in the door with the right company to establish their careers.
    • Second, I believe the officers are well matched for the right opportunities.  We spend an average of 11 months with the officers with whom we have partnered to get to know them beyond their profile, evaluations, etc. By doing so, we are able to match them with a great deal of precision for opportunities they are well qualified for and interested in.
    • Third, as the economy improves, companies are recognizing they have been a bit light on their leadership bench recruiting and have started to ramp up hiring efforts.  However, they remain very diligent about how they are spending their money in recruiting, because they want to make sure they get a good return on their investment.

The bottom line? The present moment is a great time to be considering and/or conducting a transition to the business world; however, it is still imperative to be well-prepared, set the optimal strategy in place, connect + access the right network, and cultivate a positive attitude!

If you’d like to read more about what makes Cameron-Brooks unique as a transition option, I encourage you to read my colleague, Joel Junker’s, recent blog post here.

If you are interested in exploring your options with Cameron-Brooks and curious about how to make a successful transition, I encourage you to also check out our websiteYouTube Channel , follow us on LinkedIn  and can listen to our podcast here.

On July 1st, my colleague, Pete Van Epps, will conduct a June post-Career Conference webcast that will include several of the June Conference candidates. Our alumni will share their experiences, recommendations, and answer your questions.  You can register for the webcast here.

Rob Davis