Panthers take care of business – GM Fitterer lands QB Darnold to get rolling

Without burying the lead, Panthers GM Scott Fitterer made an impression with his first major move, delivering pretty much the arch-typical Hollywood story of a QB unloved getting moved to a new place, where he flourishes as The Guy We Needed.

That would be Signal Caller and Arm version, CMC will be back on Ground Attack. It could be a video game-type stats year when a highly motivatd McCaffrey gets paired with a quarterback that can make all the throws.

Newton threw nothing but fastballs, Kyle Allen and Teddy B. knew how to lead receivers, putting DJ Moore in elite company and making Curtis Samuel kind of rich.

It was the obvious need and Fitterer put up a mission accomplished sign.

Fuggidaboudit, Charlotte & Darnold Works

Good young QBs traditionally get torn up, because they often went to the worst teams to start careers. The Jets continue as an NFL franchise.

  • Vinny Testeverde, Heisman winner, to Tampa Bay Bucs. He said he threw so many picks because he was color blind – Tampa had orange jerseys, the same as his collegiate team, UMiami.
  • You can get more local – Chris Weinke, 2000 Heisman winner, Carolina Panthers. https://www.heisman.com/heisman-winners/chris-weinke/ The only thing he couldn’t do was lift the Panther from a shipwreck win-loss season. He wound up with stats that triggered incentives for yards, TDs, total snaps, and they hadn’t invented the $5MM Backup then.

The bigger problem was, he’d played six years of minor league baseball before going back to college at 26! Those were glory years at FSU, but on the calendar, Weineke was almost thirty quickly. Terrific passer, but Panthers gave the keys to a caretaker, Rodney Peete, instead.

I didn’t care about Sam Darnold with the Jets. “Everybody” knows he was #3 overall pick three years ago out of USC, and sorry to say, high pick QBs often go to ungood teams. Major points, has to be said: His former Jets coach, Adam Gase, has been kind of a talent killer with quarterbacks, and Robbie Anderson coming to Panthers last year meant Darnold couldn’t throw to him in New York.

Darnold wasn’t wanted where he was, the Panthers definitely wanted more from the role than 15 TD/11 INT production Teddy Bridgewater put out as a $21MM caretaker. The price in draft picks was nominal, Panthers problem (theoretically) solved.

It has to be said: His former Jets coach, Adam Gase, has been kind of a talent killer with quarterbacks, and Robbie Anderson contributing to Panthers last year https://www.panthers.com/team/players-roster/robby-anderson/ meant Darnold couldn’t throw to him in New York.

Just so happens the Panthers have a resident genius with quarterbacks – Sam, Joe Brady; Joe, Sam.

Mr. Tepper took care of business

Having seen something by sportswriter Ian Rapaport about New York taking the new guy in Carolina to the shed on his first deal – Sam Darnold ain’t a busted down mule. The asking price – a #6 in upcoming draft, a #2 and #4 next year – isn’t anywhere near the mother lode Minnesota gave Dallas for Herschel Walker in October, 1989.

Heck, the Rams and Lions recently moved a bunch of #1 draft picks around, and the Panthers wanted/needed a #1 thrower so bad, they were in the sweepstakes for DeShaun Watson, but his $177MM contract cooled most potential takers. https://cdtalententerprises.com/2021/02/05/watson-would-work-wonders-for-panthers-25-free-agents-a-concern/

Fact about Mr. Tepper, he’s already analyzed factors relative to what he expects the Panthers to be as a product, and there’s no reason to change his tactics. He invested in facilities, and absolutely, bought some REALLY good football minds in Head Coach Rhule, Offensive Coordinator Joe Brady, and Defensive Coordinator, Phil Snow. He gave Christian McCaffrey a contract like his production rated.

A season after having iconic players like Newton, Kuechly, and Olsen depart, the Panthers had three-1,000 yard gainers – none of them named McCaffrey – and the defense moved from bottom three in almost every category to 18th overall, with a secondary that was right on the league average in yardage. Without Watson’s contract, the offensive line will get paid – four were part of 25 Panther free agents.

In 2021, Darnold is set to get $4.775MM, and team will have to decide about picking up a 5th year option in May for another $18MM, making him marginally more expensive than Bridgewater. It’s a two-for (years) that’s not tough math for Tepper or Fitterer.

Give the Panthers very high marks for respecting Teddy Bridgewater, who they’ll allow to possibly make his own deal elsewhere.

Resurrection on the Cheap

In a season-year that will be more memorable for playing before empty seats, the Panthers were an entertaining 5-11 bunch that let at least two games slip away late (Minnesota was the worst). On a team where playoffs would have been on the line, the injuries McCaffrey suffered, and mostly recovered from, might have pushed them to use their $21.3MM man late, but there was no reason to test ‘the franchise.’

Most Panther fans have moved on from Cam Newton thoughts, and I thought Bridgewater did a decent job distributing most of the year, but 15/11 are numbers that don’t lie. Kyle Allen had 17/15 the year before (yeah, and those fumbles) and didn’t get invited back. We’ll see if Mr. Samuel finds someplace to use his special skills, he was fun to watch.

So the business of the Carolina Panthers is moving forward. Mr. Fitterer appears to have put a satisfactory conclusion to the question of who’s going to run this team, on and off the field. As for that New York thing, heck, LOT of us will probably say, “Gawd bless ‘im, he must feel like he’s made it to the promised land,” and leave it at that.

Could millions narrow current ‘skills gap’ in job market with better recruiter interviewing?

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Ask ten managers or recruiters what’s most important on a resume, and beyond contact information, you will undoubtedly get ten different answers. Having commented (even raved) about this under-employment situation with numerous people, I’m committing to a discussion about the pitfalls of “You must show ACHIEVEMENT, not *just* did things” mind set.

That the standard eight seconds of recruiter viewing time for resumes doesn’t seem to have improved is certainly a gripe many will have, and scanners are definitely still a problem.

I’ll use three examples regarding resumes and delineating production versus achievement relative to executive-administrative associate roles. Those who think millions lack necessary skills probably haven’t explored beyond singular tests adequately with clients.

Having seen articles about the desirability of ‘soft skills’ recently, communications ability doesn’t equate to verifiable ACHIEVEMENT. In my own freelance writing, community involvement projects, and significant sales background, I’ve relied on the Q&A style of determining what needs to be known with rapport building, and handling of whatever blips or situations come up.

Having the necessary computer skills, even if not the most current version, is an expectation, yet being the oil that keeps gears moving smoothly is an understood factor in admin associates job. When the phone rings, the keyboarding skills take a break.

Many counselors agree a functional vs. chronological resume is legitimate.  Many others feel dates, including when NOT working, are still required.

cropped-1000wd-picture-beyond-resume2As a contract employee pre-recession, I became the primary coordinator for a quarterly meeting of a 185-person Master Servicing group, after replacing an executive associate that handled three vice-presidents.

Determining the site, menu and costs for lunch, the AV equipment setups, which logo-ed gift participants would receive, and team building exercises were all wrapped in the project.

Singular achievement or significant collaboration

While there was a sub-set of nine or ten others who helped with coordination (especially the participant gift, a sweet, extra-large umbrella with padded grip from the corporate catalog I still have), it was my job to get the major ABCs together.

The ballroom location and equipment needs became essentially free once the luncheon cost ($17 x 185 v. approx. $34,000 budget) was negotiated, which proved a no-brainer to green-light when presented to the veep with oversight responsibility.

The lunch banquet worked smoothly, and a scavenger hunt for the team building exercise proved brilliant. The participant who didn’t put a printout in her team’s box by ‘3-2-1-zero!’ as everyone counted down the end of exercise certainly won’t forget it.

It’s not fair to you, lumping that under an ordinary job description. It was clearly an achievement, and while banks were fat then and it was almost a blank check on budget, quantifying the magnitude of a similar Great Job! shouldn’t be missed.

Take space on your resume to draw attention to any similar ability to handle complex or out-of-the-ordinary situations.

Customer Service Administrator

In a multi-functional job tagged as Customer Service Administrator, I interfaced with three mutually exclusive data bases, had over-sight and justification of eight technicians hourly and travel expenses, and researched customer billing questions (the techs weren’t always great on documentation). Putting together $30,000-60,000 consignment orders of parts for new locations and call backs were secondary administrative tasks.

Varied as these factors were, there’s still nothing that smacks of that all important ‘Achievement’ at an administrative level.

Recognizing the Parts Department was often asked by customers to diagnose which part of a machine had failed, I utilized my writing skills to create a ‘Parts Ordering and Return Policies’ piece, which became that out of the ordinary achievement.

Diagnosing was a Service function, so codifying how the company wanted callers – generally the guys in the pits with machines, not office personnel – to present needs in 1st, 2nd, 3rd best ways to determine the required part improved process efficiency for the Parts Department.

Ordering-return procedures as ‘value added achievement’

It took considerable grunt work, but distilling a comprehensive 1,325 user mailing list from an 18,000 machine database and disseminating those ordering-return procedures became a quantifiable ‘value added achievement.’ Such projects aren’t about knowing the most current software, its about initiative.

That’s a quality potential employers will only recognize if it’s presented on a resume early, and somehow as a scannable line of copy. That isn’t always easy, its just what’s needed though, so work it.

Departmental re-org, Five Team Leaders

During a reorganization of a 105-person Purchasing Department, I was tasked to the change coordinator and became a point of contact for five Team Leaders. Multiple executives or managers is usually included in position descriptions for administrative associates. Beyond creating and disseminating all new policies through the e-mail (non-WYSIWYG) system, where does quantifying come in?

Take some space on a resume to make sure you draw attention to an ability to handle complex or out-of-the-ordinary situations.

Rewriting an environmental assessment questionnaire was a difference maker. There wasn’t a data file with all the information to tap and go for desktop publishing, so while the vast majority of preparing 150 hefty binders of information for a chemical safety conference was keeping two copying machines operating, it was a two-day rush order that would’ve taken two weeks notice for a corporate print shop.

 As the Team Rubicon crew says, GSD – Get shit done.

Scanning snafus and eight seconds of attention

It’s still a discouraging factor with recruiters, who we *know* are trying to fill a specific need for their clients. Many still won’t sit with someone to determine the ‘extras’ their experience or under-utilized skills might amount to if known about.

Many counselors agree a functional resume is legitimate, many others recruiters say dates, including when NOT working, are still required. While a uniquely formatted resume is often acceptable – LinkedIn does a decent one – many operations still throw things into a scanner that will not be your friend when parsing.

When you’re looking for a better job, making the time to create the best possible, and hopefully unique, picture of what you offer is a factor every expert agrees about.

As a small, reasonable fix, this is stated absolutely:

FOLLOW UP with anything you send.

Describe ‘Career Experiences’

Although I came across a NASCAR application with a 2,000 word limit to describe ‘Career Experiences,’ few applications have the flexibility to include ‘other stuff.’ In 2020, recruiters might again have massive numbers of resumes, with some 40 million sidelined indefinitely. There was supposed to be a shortage for many positions, but helping to keep recruiters focused on you as the payoff requires more than a voice mail every ten days.

Being eliminated because your recruiter didn’t see you as an EXACT match for their job order, that you under-state your own achievements will happen far too often if you don’t put it in the mix in a substantial way.

What’s more legitimate – hoping today! a recruiter discovers YOU are a unique, shining example of paper portrait which includes a factor they hadn’t considered, or calling them and offering an explanation of some additional experience that drew your attention to a new possibility. (Yes, you might have included that in a cover letter.)

Even if you think writing that extra couple lines will never get seen, doing less is seldom (if ever) going to win the day.