University of Memphis Tiger's Coach John Calipari spoke at a Capital Connection Conference Terry and I attended right before the Holidays. There were three primary points he addressed that I thought were good reminders to all of us right now:
1. Be grateful
2. Be positive
3. When fortune turns your way, bring someone up with you
Let me give you a picture of the crowd: 200+ coat and tie professionals in the private equity, investment banking and services arena--with every right to be glum considering the current economic state and the liquidity issues facing us today.
Coach Calipari reminded the group on how fortunate they have been as an industry over the past five years and how most--if not all--had prospered to an unprecedented level in the last few years. Now we have a downtime. Be grateful for the good. As recruiters, we can look at it the same way. The past five years have been very good to us. This year--up to October--has been very good to us. I am grateful and to those of you who have done business with us, thank you. We really can't say it enough.
Be Positive. No one wants to talk to you if all you can talk about is gloom and doom. I have made marketing calls this week and as soon as the voice on the other end of the line hears "recruiter", the voice gets shrill and tense "we don't have any jobs right now." This immediately tells me that I am not the only call they have had this week from a recruiter. "Hey. That's OK. I agree that we are not expecting a lot of permanent jobs at this time, but I would like to tell you about our service for offering top interim talent."
Many people are feeling a lot of pressure right now. Folks are frightened, depressed, and stressed out. Well, the positive is that this too will pass as it always does, and at the end of the day prosperity reigns again. Relationships that were worthwhile to begin with are strengthened and the strong companies become stronger. By the way, one of the bright points from this conference was that companies with cash feel like this will be a great time to grow their businesses through acquisitions.
When asked about how he recruited such talent to the team, Coach Calipari stressed that what he sought in team members was a big heart because if he had that, fundamentally, he had a stronger team before the first ball was in play. He also stressed the importance of bringing someone up the ladder of success with you. To me, of all three salient points he made, that is the kicker for us all: Who are you bringing up with you?
During these times, we typically all think about ourselves, our dwindling portfolios, the fear for our families and friends jobs, etc... As a cheerleader for capitalism, I will go back to the advice given in prior newsletters: get on with business. In the past couple of weeks, several clients of mine have decided to take advantage of this market shift and are making ambitious recruiting plans for 2009 because they feel the time is perfect to top-grade their talent and that they will be in a better position to compete for talent than they have been in recent years. I like that attitude because if everyone continues to pull back on their business plans, we continue to create a slow down. For liquidity to return, people have to spend some money, invest in talent, and create momentum in the economy. If we are relying on Paulson to do this, we are sunk. We must position ourselves on the ladder, not alone, but with someone who needs the push up more than us. Success breeds success and now more than ever, we all need to help in whatever way we can.
Wednesday, January 7, 2009
Wednesday, October 8, 2008
A Too Quiet Week In Recruiting
It has been a few weeks since my last posting and between dodging political mud slinging and bank collapses, we have been diligently working on finding new business and filling our client's needs. But the sounds of silence over the past couple of weeks when this "credit crisis" appeared out of the bad news fog, is about as deafening in our office as the first few weeks after 9/11 2001.
Hello! Is anybody out there? Oh, I know. We are all staring at our computer monitors in complete disgust as we see our stock portfolios being wiped out, but unfortunately for me, I talk too much about risk taking to not follow up so here I am, while the phones are down, looking at blue chip stocks that probably need to be bought with my last little bit of cash.
But I digress. This is an unstable time around the world and it is unstable in so many sectors, if you try and look at them all, you will just fall down in a dizzy heap so take this time to still your mind and focus. Focus is my mantra for the next month.
And that is the best advice I have for any of you out there in the job market as well. Don't go spinning out of control into depths of despair. Focus on meaningful companies--do your homework. Make perfect follow-up your goal and elbow your way into every networking event that you can muster. Watch your spending--this is NOT the time for retail therapy--but do spend a few bucks on thank you cards--the old fashion ones that require a stamp. There are so very few sent out these days, I find they are getting a welcome response.
Focus on your friends, family and your health so that the stress of "world economics" don't add to your own individual woes any more than it must. As a news junkie myself, that is a tall order, but I am taking this quiet time to focus on growth industries and markets that will expand no matter what happens in the coming weeks. And on that note, I'm turning off this computer and going to the gym.
Hello! Is anybody out there? Oh, I know. We are all staring at our computer monitors in complete disgust as we see our stock portfolios being wiped out, but unfortunately for me, I talk too much about risk taking to not follow up so here I am, while the phones are down, looking at blue chip stocks that probably need to be bought with my last little bit of cash.
But I digress. This is an unstable time around the world and it is unstable in so many sectors, if you try and look at them all, you will just fall down in a dizzy heap so take this time to still your mind and focus. Focus is my mantra for the next month.
And that is the best advice I have for any of you out there in the job market as well. Don't go spinning out of control into depths of despair. Focus on meaningful companies--do your homework. Make perfect follow-up your goal and elbow your way into every networking event that you can muster. Watch your spending--this is NOT the time for retail therapy--but do spend a few bucks on thank you cards--the old fashion ones that require a stamp. There are so very few sent out these days, I find they are getting a welcome response.
Focus on your friends, family and your health so that the stress of "world economics" don't add to your own individual woes any more than it must. As a news junkie myself, that is a tall order, but I am taking this quiet time to focus on growth industries and markets that will expand no matter what happens in the coming weeks. And on that note, I'm turning off this computer and going to the gym.
Friday, September 19, 2008
Moving Forward In spite of the market
I enjoyed the Olympics this year more than I remember enjoying them in the past. I don't know if it is the athletes, the curiosity of seeing China from another angle or something else that has been weighing on my mind this summer: Risk-Taking.
What is an acceptable level of risk today? Well, according to all the actions from the big guys on Wall Street, their is no ceiling. But for the rest of us now, reeling from reading our 401K statements, we wish for more moderation. Of course, many of our clients are suffering through this economy and consumers aren't spending much in the stores because every purchase suddenly looks like a gamble. So watching those athletes a few weeks ago was really refreshing (particularly now with the whole Palin/lipstick/economic hooplah). Every time those atheles compete, they are taking a huge risk: Will they win or will they fail? Will their bodies keep up or will an injury take them down?
But with all that, there is one point that is incredibly clear: There has been no question in the mind of these athletes who is accountable for their success or failure--they are. And that concept in itself is risky business. It's also called personal accountability and some would argue that is a concept that is losing ground in today's society. From a business perspective, the concept of personal accountability is losing ground to committee collaboration or in some cases, to no decision at all. In years where the economy is rough and corporate earnings in many sectors are skewed, many businesses react by pulling back, cutting cost and waiting it out. The thought seems to be It is safer not to do anything than to do something and be wrong.
We have heard too many times this summer from executives and managers the following statements: "everything is on hold indefinitely" or "the management team has not decided" or worse still, "no one seems to have a vision around here". Ouch. Now some of this I attribute to 2008 being an election year. The concept of "holding tight" and waiting to see what is going to happen seems to come around every presidential election and this year is no exception. We anticipate that, but there is a cost.
I remember back in 2000 when the economy started to slide dramatically, corporations cut their college recruiting programs to the bone as a cost cutting measure. Now in 2008, many businesses are just beginning to get their pipeline of entry level talent back on track while other companies are still struggling. Two years of cost cutting has created a seven to ten year critical shortage of talent that continues to impede growth for many.
So when I hear executives telling me that they don't see a future in their current employer because their leaders are not investing in any new technologies, product development or outside talent, I get concerned. Watching the Olympic athletes seem a fitting analogy, because they know they cannot afford to back down. If they are hurt or tired, they still have to train. Each and every one of them knows that to reach their goal, they have a very short timeline in which to do it and if they are going to go for it, the time is now.
At Recruiting Services Group, we have decided the same thing. We are signing a new lease, opening a new office in Virginia, bringing on a new executive to help us expand and creating a new advertising strategy. Is it risky? Maybe. But after fourteen years and three presidential elections, I feel pretty confident the need for talented people to run business isn't going to go away even if it is ignored for a while or put on the back burner. In competition, backing down is not an acceptable risk--it should not be in our business either.
What is an acceptable level of risk today? Well, according to all the actions from the big guys on Wall Street, their is no ceiling. But for the rest of us now, reeling from reading our 401K statements, we wish for more moderation. Of course, many of our clients are suffering through this economy and consumers aren't spending much in the stores because every purchase suddenly looks like a gamble. So watching those athletes a few weeks ago was really refreshing (particularly now with the whole Palin/lipstick/economic hooplah). Every time those atheles compete, they are taking a huge risk: Will they win or will they fail? Will their bodies keep up or will an injury take them down?
But with all that, there is one point that is incredibly clear: There has been no question in the mind of these athletes who is accountable for their success or failure--they are. And that concept in itself is risky business. It's also called personal accountability and some would argue that is a concept that is losing ground in today's society. From a business perspective, the concept of personal accountability is losing ground to committee collaboration or in some cases, to no decision at all. In years where the economy is rough and corporate earnings in many sectors are skewed, many businesses react by pulling back, cutting cost and waiting it out. The thought seems to be It is safer not to do anything than to do something and be wrong.
We have heard too many times this summer from executives and managers the following statements: "everything is on hold indefinitely" or "the management team has not decided" or worse still, "no one seems to have a vision around here". Ouch. Now some of this I attribute to 2008 being an election year. The concept of "holding tight" and waiting to see what is going to happen seems to come around every presidential election and this year is no exception. We anticipate that, but there is a cost.
I remember back in 2000 when the economy started to slide dramatically, corporations cut their college recruiting programs to the bone as a cost cutting measure. Now in 2008, many businesses are just beginning to get their pipeline of entry level talent back on track while other companies are still struggling. Two years of cost cutting has created a seven to ten year critical shortage of talent that continues to impede growth for many.
So when I hear executives telling me that they don't see a future in their current employer because their leaders are not investing in any new technologies, product development or outside talent, I get concerned. Watching the Olympic athletes seem a fitting analogy, because they know they cannot afford to back down. If they are hurt or tired, they still have to train. Each and every one of them knows that to reach their goal, they have a very short timeline in which to do it and if they are going to go for it, the time is now.
At Recruiting Services Group, we have decided the same thing. We are signing a new lease, opening a new office in Virginia, bringing on a new executive to help us expand and creating a new advertising strategy. Is it risky? Maybe. But after fourteen years and three presidential elections, I feel pretty confident the need for talented people to run business isn't going to go away even if it is ignored for a while or put on the back burner. In competition, backing down is not an acceptable risk--it should not be in our business either.
Wednesday, March 12, 2008
Frontline Report
Since this is an election year, I have set aside my crystal ball for forecasting employment trends in 2008, but I am giving a little friendly advice: If you can tear yourself away from the Presidential Primary coverage long enough to count your lucky blessings this New Year, you should do it. Because if you watch too much TV you run a risk of falling into a deep depression: dirty politics, looming recession, lousy housing starts, inflationary concerns and consumer confidence falling. No Wonder. What good news have we heard lately? If all of this isn't true, if we talk about it long enough, we will create a worse situation than the one we have.
Well, in my world things don't look so bleak and I'm going to turn the television off and be grateful for what I do have. From a recruiting perspective, consumer confidence may be lagging but companies needs for talent is not, nor for that matter, is candidate confidence waning.
We have been talking to some sharp people lately who are very interested in talking about their future and their career. I can't think of a time in recent history where more candidates know exactly what they want. They are pretty good at articulating it too. Our advice is to make sure your interviewers are as good at articulating the importance of the perspective role and the reason a candidate should join the company.
Although everybody can't be a great sales person, everyone on an interview schedule should at least make an attempt to answer the question, "Why should I work here?" Candidates--like any consumer--have become savvy to jargon and look for authenticity in a message so having the leadership team share personal experiences and real data is more important than ever. I think everybody should go through an interview a time or two at their own company to test it out. We have suggested to a few of our clients, the "secret shop" approach where you hire a person to go through the interview process and evaluate the "experience" on a scale of 1 to 10.
We have discovered candidates are like restaurant customers: if one has a bad experience, they tell twelve others, if they have a good experience, they tell a few friends. If your Corporate message is good, but the individual message to candidates is not, what is the point? As bonuses pay out over the next six weeks, we anticipate the job market to pick up which makes this an excellent time to double check the message your team is conveying.
Well, in my world things don't look so bleak and I'm going to turn the television off and be grateful for what I do have. From a recruiting perspective, consumer confidence may be lagging but companies needs for talent is not, nor for that matter, is candidate confidence waning.
We have been talking to some sharp people lately who are very interested in talking about their future and their career. I can't think of a time in recent history where more candidates know exactly what they want. They are pretty good at articulating it too. Our advice is to make sure your interviewers are as good at articulating the importance of the perspective role and the reason a candidate should join the company.
Although everybody can't be a great sales person, everyone on an interview schedule should at least make an attempt to answer the question, "Why should I work here?" Candidates--like any consumer--have become savvy to jargon and look for authenticity in a message so having the leadership team share personal experiences and real data is more important than ever. I think everybody should go through an interview a time or two at their own company to test it out. We have suggested to a few of our clients, the "secret shop" approach where you hire a person to go through the interview process and evaluate the "experience" on a scale of 1 to 10.
We have discovered candidates are like restaurant customers: if one has a bad experience, they tell twelve others, if they have a good experience, they tell a few friends. If your Corporate message is good, but the individual message to candidates is not, what is the point? As bonuses pay out over the next six weeks, we anticipate the job market to pick up which makes this an excellent time to double check the message your team is conveying.
Thursday, March 6, 2008
New Human Resource Roles
Well, the mid level HR job market is heating up. We have new HRM roles in Kentucky, Tennessee and a couple of new Change Management/OE roles in Michigan. If you know anyone who is interested in making a move this spring, I hope you will check out our career opportunities on our website: www.rsgexecsearch.com
Thursday, February 7, 2008
Networking Help
Below please find a job search that we have undertaken. This is a bit of a specialized area and so we are asking for any networking help that any of you may be able to supply. If you do know of someone that you could recommend please contact our office. We certainly appreciate all the networking assistance!
HR Director
Organizational Effectiveness & Talent Management
LOCATION COMPENSATION JOB TYPE
South Bend, Indiana area 160,000 to 200,000 + bonus Human Resources
Job Summary:
We are looking for a Thought Leader in the OE/OD space to drive and build talent strategy initiatives globally; including designing, deploying, and analyzing engagement surveys, capability studies, etc…
Focus on developing global workforce planning methodology, strategic planning and performance management. You will work on a strategic level with the top executives on succession planning, capability assessments, interventions and ensuring leadership strategies are in place for the years to come.
Qualifications:
C-level OD/OE work in a Fortune 1000 company; global experience.
Experience:
8+ years in OE & talent management
Education:
Ph.D preferred
For more information contact Whitney Hodges at resumes@rsghunt.com.
HR Director
Organizational Effectiveness & Talent Management
LOCATION COMPENSATION JOB TYPE
South Bend, Indiana area 160,000 to 200,000 + bonus Human Resources
Job Summary:
We are looking for a Thought Leader in the OE/OD space to drive and build talent strategy initiatives globally; including designing, deploying, and analyzing engagement surveys, capability studies, etc…
Focus on developing global workforce planning methodology, strategic planning and performance management. You will work on a strategic level with the top executives on succession planning, capability assessments, interventions and ensuring leadership strategies are in place for the years to come.
Qualifications:
C-level OD/OE work in a Fortune 1000 company; global experience.
Experience:
8+ years in OE & talent management
Education:
Ph.D preferred
For more information contact Whitney Hodges at resumes@rsghunt.com.
Tuesday, January 15, 2008
Things To Do in 2008
Happy New Years! After a brief and chilly vacation down in Cancun, I'm back on the phones talking to company leaders around the country. So far, everyone I've spoken to can only agree on one thing in terms of forecasts: This is going to be one long political year.
So if you want to turn the constant primary coverage down and ponder something closer to home, I have an idea for you. Actually, it isn't my idea, but a great idea that I heard about from a recruiting coach and a candidate that I have placed in the past: Start compiling your 100 Things YOU want to do in life.
These are things that you want to do before you die--similar to the new movie out, The Bucket List. Your list can include big travel items like, travel to Tibet or smaller things like Cook you Mother's borscht receipe. Whatever. The point is to write all 100. And make sure over the upcoming years you get to check them off.
I thought it would be easy; pen and paper, sitting on the beach with a cold refreshment, I'd scribble them down over an hour or two. Well, after three weeks, I'm only on number 28. Thats kind of scary. Do I not have 100 things that I still want to do in life? Have I forgotten what I want being so caught up in the day to day? I'm asking myself these questions--and if nothing else about this Bucket List, I sure wasn't asking myself before I started this process.
So if you said to yourself on New Year's Eve, "I'm going to lose five pounds this year" or "I'm going to exercise more" you are officially now on Point 3 of your 100 list. Let me know how you do....and I'm open to suggestions--72-- to be exact.
So if you want to turn the constant primary coverage down and ponder something closer to home, I have an idea for you. Actually, it isn't my idea, but a great idea that I heard about from a recruiting coach and a candidate that I have placed in the past: Start compiling your 100 Things YOU want to do in life.
These are things that you want to do before you die--similar to the new movie out, The Bucket List. Your list can include big travel items like, travel to Tibet or smaller things like Cook you Mother's borscht receipe. Whatever. The point is to write all 100. And make sure over the upcoming years you get to check them off.
I thought it would be easy; pen and paper, sitting on the beach with a cold refreshment, I'd scribble them down over an hour or two. Well, after three weeks, I'm only on number 28. Thats kind of scary. Do I not have 100 things that I still want to do in life? Have I forgotten what I want being so caught up in the day to day? I'm asking myself these questions--and if nothing else about this Bucket List, I sure wasn't asking myself before I started this process.
So if you said to yourself on New Year's Eve, "I'm going to lose five pounds this year" or "I'm going to exercise more" you are officially now on Point 3 of your 100 list. Let me know how you do....and I'm open to suggestions--72-- to be exact.
Tuesday, December 11, 2007
Our Holiday Poem
'Twas the night before the interview
and a hangover he had
Crumpled shirt and cold iron, he clutched
an Alka Selzer in his hand
as he stared at the stockings that
were hung by the chimney with care.
The children were nestled all snug in their beds,
while Dad tried to research his interviewer
dreams of sugar plums danced in his kid's heads.
When all of a sudden there was such a clatter,
He ran to the computer to see what was the matter.
His hard-drive had crashed and all that was left
was a minature sleigh and eight tiny reindeer
on his Holiday screensaver.
Late to leave the house, tie slightly askew
our candidate looks up and much to his surprise
sees on the roof St. Nick and Rudolph too.
He laughed when he saw them in spite of himself
and St. Nick, with a wink of his eye and a twist of his head
let him know he had nothing to dread.
St. Nick sprang to his sleigh, to his team gave a whistle
But he was heard to exclaim as he drove out of sight,
"Have a Good Interview and a Safe Flight!"
Merry Christmas and Happy Holidays from all of us
at Recruiting Services Group!
and a hangover he had
Crumpled shirt and cold iron, he clutched
an Alka Selzer in his hand
as he stared at the stockings that
were hung by the chimney with care.
The children were nestled all snug in their beds,
while Dad tried to research his interviewer
dreams of sugar plums danced in his kid's heads.
When all of a sudden there was such a clatter,
He ran to the computer to see what was the matter.
His hard-drive had crashed and all that was left
was a minature sleigh and eight tiny reindeer
on his Holiday screensaver.
Late to leave the house, tie slightly askew
our candidate looks up and much to his surprise
sees on the roof St. Nick and Rudolph too.
He laughed when he saw them in spite of himself
and St. Nick, with a wink of his eye and a twist of his head
let him know he had nothing to dread.
St. Nick sprang to his sleigh, to his team gave a whistle
But he was heard to exclaim as he drove out of sight,
"Have a Good Interview and a Safe Flight!"
Merry Christmas and Happy Holidays from all of us
at Recruiting Services Group!
Monday, October 22, 2007
Political Mondays
Well, after watching the debate between republican candidates last night, I've decided it is going to be one LONG year of politics and bashing.
You know, in our business, one of the first things you learn before going out on an interview is to never, never talk bad about a previous boss. You also don't talk negatively about your colleagues, former or present. Wouldn't it be nice if that was the policy in politics as well. It sure would save a lot of time and make those one minute sound bites richer in content. Whoops! Maybe that is the problem. Content. Actual Answers versus mud slinging. Actually real mud-slinging would have been far more entertaining last night--all those guys in suits in a ring of mud going at each other, fair and square. Get it out of their system in one fell swoop and let the winners try a content based debate next month--and if they don't stick to the subjects asked, they forfeit their turn and have to sit in a dunking booth and let folks from the audience try their hand with water balloons. Ok. I'm dreaming now, but re-training these guys to stay on track is going to require some out of the box thinking.
Bottom line, is if any of this year's presidential want to be candidates were interviewing for a corporate job, they would have to try a different approach than bashing each other and circling around the questions. Perhaps I should send them all our interview prep book and highlight "the good manners" section.
You know, in our business, one of the first things you learn before going out on an interview is to never, never talk bad about a previous boss. You also don't talk negatively about your colleagues, former or present. Wouldn't it be nice if that was the policy in politics as well. It sure would save a lot of time and make those one minute sound bites richer in content. Whoops! Maybe that is the problem. Content. Actual Answers versus mud slinging. Actually real mud-slinging would have been far more entertaining last night--all those guys in suits in a ring of mud going at each other, fair and square. Get it out of their system in one fell swoop and let the winners try a content based debate next month--and if they don't stick to the subjects asked, they forfeit their turn and have to sit in a dunking booth and let folks from the audience try their hand with water balloons. Ok. I'm dreaming now, but re-training these guys to stay on track is going to require some out of the box thinking.
Bottom line, is if any of this year's presidential want to be candidates were interviewing for a corporate job, they would have to try a different approach than bashing each other and circling around the questions. Perhaps I should send them all our interview prep book and highlight "the good manners" section.
Monday, October 15, 2007
Don't forget to pack the Imodium!!!!
Good morning, I am Suzanne, one of the recruiters working with Whitney at RSG, Inc.
Of course we always want to be current in our blogs so I gave it a little thought over the weekend. As I was doing my weekly grocery shopping the idea came to me.
Roaming the aisles I was thinking about what I would have for my lunch this week since I do tend to brown bag it. I thought gee a peanut butter sandwich would be good, though peanut butter has had a recall. How about a good healthy salad with fresh lettuce and spinach - oh no better not do that - it has had a recall too. Well one of my favorite quick lunches has always been a chicken pot pie… once again, been recalled!
We try and help to prepare our candidates for successful interviews with our clients. Do we now have to prepare them for the possible onset of salmonella due to a bad salad…..?
What is going on with our food supply? As a firm that has clients and candidates having to travel for meetings and interviews do we have to start worrying about how and where their next meal is being purchased and prepared? Even the best burger place can cause one to think twice about ordering a nice fat juicy cheeseburger! Should restaurants start to include bar codes and expiration dates on their menus? It can be stressful enough just preparing for an upcoming interview. Now a candidate has to worry if the meal they ate for breakfast or lunch may come back to haunt them in the middle of their interview process.
Seems to be an unlikely event but with more recalls on different foods one needs to be prepared for anything.
Oh well, as far as lunch goes for me… guess I’ll stick with a diet coke and a bag of cheetos…..LOL!
Of course we always want to be current in our blogs so I gave it a little thought over the weekend. As I was doing my weekly grocery shopping the idea came to me.
Roaming the aisles I was thinking about what I would have for my lunch this week since I do tend to brown bag it. I thought gee a peanut butter sandwich would be good, though peanut butter has had a recall. How about a good healthy salad with fresh lettuce and spinach - oh no better not do that - it has had a recall too. Well one of my favorite quick lunches has always been a chicken pot pie… once again, been recalled!
We try and help to prepare our candidates for successful interviews with our clients. Do we now have to prepare them for the possible onset of salmonella due to a bad salad…..?
What is going on with our food supply? As a firm that has clients and candidates having to travel for meetings and interviews do we have to start worrying about how and where their next meal is being purchased and prepared? Even the best burger place can cause one to think twice about ordering a nice fat juicy cheeseburger! Should restaurants start to include bar codes and expiration dates on their menus? It can be stressful enough just preparing for an upcoming interview. Now a candidate has to worry if the meal they ate for breakfast or lunch may come back to haunt them in the middle of their interview process.
Seems to be an unlikely event but with more recalls on different foods one needs to be prepared for anything.
Oh well, as far as lunch goes for me… guess I’ll stick with a diet coke and a bag of cheetos…..LOL!
Friday, October 5, 2007
Birthday lunches and employees that count
So yesterday was Anna's birthday--for those of you who haven't talked to Anna, she is our frontline recruiter.
We took Anna out for lunch to celebrate at YiaYia's, a restaurant in Germantown. Our service started out OK, but swiftly went downhill as drinks were not right, food didn't come out in the correct scheduled order, etc....Now one note: Anna demands very good customer service and speaks up when she doesn't get it. (This is also one of the traits that makes her good at assessing talent) As our meal progressed, it became apparent our table wasn't happy and the manager, Brad, came over and apologized.
But Brad didn't just apologize. He made things right. He comped part of our meal, gave us discounts on the whole bill and gave us all gift certificates for future meals. Brad did all of this without being asked and without knowing that this was the third year in a row we had celebrated office birthdays at YiaYia's. Not only did he save the day, but he instilled a loyalty with us that could have easily walked out the door and chosen not to return.
My point? Finding employees and for us, potential candidates, that can exhibit the ability to not only resolve a problem but turn it into an opportunity to create brand loyalty--is a trait that we all look for and unfortunately, is not always easy to find. Creating customer satisfaction is part of everyone's job and occasions like this are are a strong reminder of the power of one person, one employee.
Our hats go off to Brad Skinner. We will be celebrating future birthdays at YiaYia's in the years to come.
We took Anna out for lunch to celebrate at YiaYia's, a restaurant in Germantown. Our service started out OK, but swiftly went downhill as drinks were not right, food didn't come out in the correct scheduled order, etc....Now one note: Anna demands very good customer service and speaks up when she doesn't get it. (This is also one of the traits that makes her good at assessing talent) As our meal progressed, it became apparent our table wasn't happy and the manager, Brad, came over and apologized.
But Brad didn't just apologize. He made things right. He comped part of our meal, gave us discounts on the whole bill and gave us all gift certificates for future meals. Brad did all of this without being asked and without knowing that this was the third year in a row we had celebrated office birthdays at YiaYia's. Not only did he save the day, but he instilled a loyalty with us that could have easily walked out the door and chosen not to return.
My point? Finding employees and for us, potential candidates, that can exhibit the ability to not only resolve a problem but turn it into an opportunity to create brand loyalty--is a trait that we all look for and unfortunately, is not always easy to find. Creating customer satisfaction is part of everyone's job and occasions like this are are a strong reminder of the power of one person, one employee.
Our hats go off to Brad Skinner. We will be celebrating future birthdays at YiaYia's in the years to come.
Friday, September 28, 2007
Fridays at RSG
The behind the scenes life at a recruiting firm wouldn't make a good movie. By Friday, our desks are covered up with people's names, notes, who has returned our call, who hasn't....the latest buzz words in the industries we recruit and a list of things to do that rivals the size of my laundry basket. Not the makings of a thriller for sure.
Hundreds of phone calls and emails later, we look back at our week and evaluate our success by the number of talented people we have made contact with and then reduce that by the number that actually are interested in making a move NOW and then reduce that by how many actually are interested in the opportunities that we are currently working on. I can assure you, at then end of Friday, it usually is a small number.
On that note, if any of you folks out there, know any "Cost Profit Planning" folks or great Controllers out in Nevada or California that might like to live in Lake Tahoe (Yes, I thought it would be an easy search), I would appreciate a heads up and in return, dinner will be on me. Have a good weekend!
Whitney
Hundreds of phone calls and emails later, we look back at our week and evaluate our success by the number of talented people we have made contact with and then reduce that by the number that actually are interested in making a move NOW and then reduce that by how many actually are interested in the opportunities that we are currently working on. I can assure you, at then end of Friday, it usually is a small number.
On that note, if any of you folks out there, know any "Cost Profit Planning" folks or great Controllers out in Nevada or California that might like to live in Lake Tahoe (Yes, I thought it would be an easy search), I would appreciate a heads up and in return, dinner will be on me. Have a good weekend!
Whitney
Tuesday, August 14, 2007
Looking for a LEAN Leader
Plant Manager/General Manager
LOCATION
COMPENSATION
JOB TYPE
Roanoke Area, Virginia
140K to 155K plus bonus
Manufacturing Operations/GM
Job Summary:This leading consumer manufacturing company is looking for an experienced Lean Manufacturing Leader to run its largest facility of 750+ people. This person will need to be knowledgeable of Lean Manufacturing, Kanban, Visual Systems, 5s and other manufacturing management techniques. Six Sigma will be considered a plus. This Leader will help create the overall vision and organizational structure necessary to remove roadblocks that prevent the success of the team from the supply chain to the delivery of quality products to the customer.
Qualifications:10+ years of high volume manufacturing experience with at least 5+ years in a leadership role; 3+ years of P&L experience. Proven background of creating a lean culture, reducing cost, improving productivity and creating a synchronized approach to manufacturing across the board. Experience with wood products a plus.
Experience:10+ years
Education:Masters preferred.
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
LOCATION
COMPENSATION
JOB TYPE
Roanoke Area, Virginia
140K to 155K plus bonus
Manufacturing Operations/GM
Job Summary:This leading consumer manufacturing company is looking for an experienced Lean Manufacturing Leader to run its largest facility of 750+ people. This person will need to be knowledgeable of Lean Manufacturing, Kanban, Visual Systems, 5s and other manufacturing management techniques. Six Sigma will be considered a plus. This Leader will help create the overall vision and organizational structure necessary to remove roadblocks that prevent the success of the team from the supply chain to the delivery of quality products to the customer.
Qualifications:10+ years of high volume manufacturing experience with at least 5+ years in a leadership role; 3+ years of P&L experience. Proven background of creating a lean culture, reducing cost, improving productivity and creating a synchronized approach to manufacturing across the board. Experience with wood products a plus.
Experience:10+ years
Education:Masters preferred.
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
Monday, July 23, 2007
New Sourcing Role Available
Strategic Sourcing Director, Logistics
LOCATION
COMPENSATION
JOB TYPE
Michigan City area, Michigan
120K to 145K plus bonus
Procurement
Job Summary:This global manufacturing leader needs a procurement and logistics professional experienced in sourcing global transportation services, material handling equipment, and rail and inter-modal. You will assist in network optimization studies, co lean negotiations and establish key metrics for measuring supplier performance and effectiveness.
Experience:7+ years
Education:Bachelors degree required
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
LOCATION
COMPENSATION
JOB TYPE
Michigan City area, Michigan
120K to 145K plus bonus
Procurement
Job Summary:This global manufacturing leader needs a procurement and logistics professional experienced in sourcing global transportation services, material handling equipment, and rail and inter-modal. You will assist in network optimization studies, co lean negotiations and establish key metrics for measuring supplier performance and effectiveness.
Experience:7+ years
Education:Bachelors degree required
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
Thursday, July 19, 2007
Senior Buyer, indirect procurement
LOCATION
COMPENSATION
JOB TYPE
Kalamazoo, MI area
70K to 80K plus bonus
Supply Chain/Procurement
Job Summary:This procurement role is focused on purchasing Human Resource services, such as Health Benefits, Compensation Benefits, HR BPO as well as Recruitment and Contingent Labor. You will work on strategic initiatives for supply base management practices to include the management of supplier reviews, performance tracking and agreement conformance.
Qualifications:4+ years in procurement with direct experience in procuring services, preferably HR services. Strong analytical, statistical and organizational skills as well as a strong customer focus and ability to communicate with business partners at all levels of the organization.
Experience:4+ years
Education:BS degree
For more information contact Whitney Hodges at resumes@rsghunt.com.
LOCATION
COMPENSATION
JOB TYPE
Kalamazoo, MI area
70K to 80K plus bonus
Supply Chain/Procurement
Job Summary:This procurement role is focused on purchasing Human Resource services, such as Health Benefits, Compensation Benefits, HR BPO as well as Recruitment and Contingent Labor. You will work on strategic initiatives for supply base management practices to include the management of supplier reviews, performance tracking and agreement conformance.
Qualifications:4+ years in procurement with direct experience in procuring services, preferably HR services. Strong analytical, statistical and organizational skills as well as a strong customer focus and ability to communicate with business partners at all levels of the organization.
Experience:4+ years
Education:BS degree
For more information contact Whitney Hodges at resumes@rsghunt.com.
Purchasing Manager
LOCATION
COMPENSATION
JOB TYPE
Evansville, Indiana
70 to 90K plus bonus
Supply Chain/Procurement
Job Summary:In this fast paced role, you will lead multiple procurement projects and represent the procurement organization on cross functional business teams that affect multiple manufacturing divisions. Projects can include working with Marketing on new project scoping, working with commodity management to establish and implement supply base strategies and evaluating supply base capabilities and procuring various components associated with new product launches.
Qualifications:4+ years procurement experience with background working in a cross functional teaming environment.
Experience:4+ years in procurement
Education:BS degree
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
LOCATION
COMPENSATION
JOB TYPE
Evansville, Indiana
70 to 90K plus bonus
Supply Chain/Procurement
Job Summary:In this fast paced role, you will lead multiple procurement projects and represent the procurement organization on cross functional business teams that affect multiple manufacturing divisions. Projects can include working with Marketing on new project scoping, working with commodity management to establish and implement supply base strategies and evaluating supply base capabilities and procuring various components associated with new product launches.
Qualifications:4+ years procurement experience with background working in a cross functional teaming environment.
Experience:4+ years in procurement
Education:BS degree
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
Project Manager, Customs & Logistics
LOCATION
COMPENSATION
JOB TYPE
Kalamazoo, MI area
65K to 85K plus bonus
SC/Procurement
Job Summary:This Project Manager will be responsible for identifying, developing and implementing systems that insure Customs Compliance. You will establish a standardized method for Total Landed Cost Analysis and work on creating a process that the organization can use to insure process compliance.
Qualifications:Solid understanding of NAFTA, CAFTA, GSP and other trade agreements and how they relate to procurement.
Experience:5+ years
Education:BS degree, Masters preferred
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
LOCATION
COMPENSATION
JOB TYPE
Kalamazoo, MI area
65K to 85K plus bonus
SC/Procurement
Job Summary:This Project Manager will be responsible for identifying, developing and implementing systems that insure Customs Compliance. You will establish a standardized method for Total Landed Cost Analysis and work on creating a process that the organization can use to insure process compliance.
Qualifications:Solid understanding of NAFTA, CAFTA, GSP and other trade agreements and how they relate to procurement.
Experience:5+ years
Education:BS degree, Masters preferred
For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com.
Wednesday, July 18, 2007
Human Resources Business Partner
| Career ID: MB0225WH | | Contact: Anna or Whitney |
| | ||
| LOCATION | | JOB TYPE |
| South Bend, Indiana | | Human Resources |
Job Summary: Fortune 500 client group needs a HR generalist with 5+ years experience in the areas of talent management, leadership development, succession planning and positive employee relations. Masters degree preferred and experience supporting a professional organization. Qualifications: Experience: Education: For more information contact Anna Franks or Whitney Hodges at resumes@rsghunt.com. | ||
Compensation & Benefits Manager
| Career ID: WB0312WH | | Contact: Anna or Whitney |
| | ||
| LOCATION | | JOB TYPE |
| Baltimore, MD | | Human Resources |
Job Summary: Large government services business needs a HR generalist with a focus on compensation and benefits, as well as exposure to PeopleSoft. Experience with executive compensation and the design of comp and benefit programs to ensure competitive posture for new contracts. Must have experience with DCAA/FAR and SCA compliance. Qualifications: Experience: Education: For more information contact Anna Franks or Whitney Hodges at resumes@rsghunt.com. | ||
Human Resources Manager
| Career ID: RA0314WH | | Contact: Whitney or Anna |
| | ||
| LOCATION | | JOB TYPE |
| Colorado Springs, CO | | Human Resources |
Job Summary: This defense contractor needs a strategic HR Partner to handle a wide range of HR functions including employee relations, staffing, compensation, OR/OE and business partnership. Focus is on assuring alignment and synergies of HR Strategy with the business and being able to manage a complex work environment. Qualifications: Experience: Education: For more information contact Whitney Hodges or Anna Franks at resumes@rsghunt.com. | ||
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