SC&C Placement Statistics

Analysis of Data - The U.S. Department of Labor states that a typical job search takes one month for each $10,000 in desired income. An executive making $150,000 would therefore be expected to spend a minimum of 15 months or more in search to secure the next move in their career. Stewart, Cooper & Coon, executive candidates spend approximately 50% less time in a job search than their peers who have no assistance.

The recession, beginning in the third quarter of 2007 continued to worsen and seemed to bottom out nearing the end of the 4th quarter of 2009. Hiring nearly stopped during the last two quarters of 2008 and did not begin to show signs of a recovery until the 4th quarter of 2009, even then the pace was very slow. It began to pick in the 1st quarter of 2010 and continued to increase throughout 2010. Our forecast for executive employment for 2011, based upon current economic conditions, continues to remain remains optimistic for executive-level employment prospects.

* The median time frame range for SC&C clients in search in 2010 was 6.8 months and the base salary averaged $157,435.

** Placement time in the average search decreased slightly in 2010 and ranged between 6.2 months for unemployed candidates and 7.4 months for those who were employed. The difference in search times between unemployed and employed job seekers is because those who are employed have less time to engage fully in a search and their searches take longer. Those that are unemployed have more time and their searches usually take less time.

We remain pleased that search times for Stewart, Cooper & Coon, historically, have fallen well under the national job search time-frame expectations, even during the great "de-ression" of 2007-2009.

One interesting statistic is the decrease in clients relocating since mid-2007. This statistic follows recession trends originating beginning the same time period. There are several factors worthy of note. First, the economy forced companies to slow hiring and look for people closer to home to avoid the relocation packages so prevalent in 2003-2006. Second, we are tracking the increasing number of companies encouraging work-from-home employment venues. Many companies are finding this cheaper than paying for relocation packages that may have to include home buyouts and "make whole" packages because so many executives are upside down in their mortgages. This is an interesting and increasing trend and we will be track this statistic closely throughout 2011.

Causes for campaign length have a variety of causes: education level, work history, employment record, salary requirements, desirability of their particular skill sets, the economy, off-shoring trends for certain industries, interviewing skills, the amount of time they have to devote to their job search, their willingness to actively participate in the campaign strategy, the marketing package they are presenting to hiring authorities and many other valid reasons that may or may not be able to be controlled by either the candidate or SC&C.

*** Stewart, Cooper & Coon achieves a high level of successful placements. There are some candidates that fall into the "not placed" category. They do so for many reasons. Some drop out of the program after deciding to purchase a business or a franchise. Some pursue an advanced degree. Some take early retirement. The number of reasons is unlimited. A few are not successful for personal choice reasons. Their circumstances change and they find that they must place severe restrictions on their search such as (geographical, salary demands, field of specialty, etc.). and the box that is subsequently created won't allow them to consider other options. Some simply don't or won't do what is required of them to conduct a successful search and manage their multiple marketing channels. Sadly, some are faced with health or critical family issues that forces them to seek alternative career paths or make life choices which interfere with conducting a scussessful search.

**** Our clients generally receive 10-40% larger financial packages than do their peers. We experienced a decline in this trend throughout 2008 and 2009. The reason was thatt companies were laying off large numbers of employees. This provided a significant labor pool from which they chould choose. This "creaming" made it a "buyers" market where they found they could hire executives at lower salaries. However, we have seen this trend reverse itself throughout 2010 and we continue to see an upward inclme package movement throughout 2011, to date. Our clients tell us that they continue to receive larger offers than their peers because of the tactics we teach them during the interview and negotiation phases of their job search.