Phone Etiquette

PhoneImagine how nervous you are doing one phone interview, as Food Recruiters we can do as many as 5 to 10 phone interviews in one day. Phone interview etiquette is just as important as in-person job interview etiquette when it comes to getting hired. It tells the interviewer a lot if you take the time to give them your full attention and are engaged during the call.  If you’re selected for a phone interview, prepare just as carefully as you would for a  traditional interview.  Research, confirm the date and time, have questions ready for the interviewer and prepare to make a great impression.  Here are additional suggestions for preparation:

Prepare for your day – This might sound strange, but your appearance  matters on the phone almost as much as it does during a face-to-face interview. You will have more confidence dressed in business casual than you will in your pajamas.  A  memorable piece of advice I once received was that “people can hear a smile”. Focus on the interviewer, smile, and think positive. You’ll make a better impression.

Use a land line – Cell phones are wonderful, but not always reliable.   A  dropped call, cellular static  or getting disconnected can ruin an otherwise great interview.

Get rid of the distractions – Interview in a private, quiet space. That means having someone watch your children and kick the dog, the cat, and the rest of the household members out of your interview space. Please, no driving while interviewing. Pull over or schedule another time where you can give the interviewer your full attention.

Be aware of what you are doing Swinging in your chair, pacing the floor or fidgeting can all be heard over the telephone. Tapping on a pencil, clicking a pen and other nervous habits are distracting and come across as lacking self-confidence.  Practice good body language and it will positively affect the tone of your voice. When you feel good you look and sound good. Remember to smile!

Don’t interrupt – Listen carefully to the question and answer the question to the best of your ability. Be concise and to the point without rambling. Be careful not to interrupt the interviewer because you think you know what he or she is about to ask. It is alright to take a few seconds to think before responding, thoughtful answers are best.

Be prepared with questions for your interviewer – When the interviewer asks whether you have any questions for him or her, make sure that you do! Review your questions and have a few ready in advance.  It will show that you have done your research and are interested in the position.

Follow up – Ask for the interviewer’s email address, if you don’t already have it. Send out a thank you immediately, thanking the interviewer and showing your interest in the job. Let them know you are available to answer any other questions they may have.

It comes down to being your best self! Even if the job is not something you might be suited for keep in mind that you are always networking and making those connections so it is important to make a good impression!

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Creating a Safe Haven for Bees and Monarchs, Alexis Hoopman

As I sit outside (on a gorgeous non-snowy day in MN) admiring my garden this summer I am reminded of all of the different articles I have read regarding  bee colony collapse disorder and the significantly dwindling numbers of monarch butterflies. Both play an important role in gardening and our agricultural system as a whole. Wondering what I could do to help with these situations, I did a little research and thought I would share some of the tips and simple steps that I discovered that we can all do to support these invaluable contributors to our gardens and farms.

 

Bees

 

Worker bees have been abandoning their queens, and their hives, in record numbers only to die and leave their hives empty. This is a big concern due to the fact that bee pollination adds $15 billion in increased crop value to our country’s agriculture each year. According to the USDA, “About one mouthful in three in our diet directly or indirectly benefits from honey bee pollination.” There are numerous theories that contribute this bee tragedy to everything from pesticides to global changes or even parasites, but an exact cause has yet to be determined. The good news is that we can help the bees.  Planting pollinator friendly plants is a great way to support the bee population. Marigolds, daisies and native plants will keep bees coming back to your yard and pollinating away. In addition, be very discriminating in the pesticides that you choose. The Honeybee Conservancy has a great step by step guide for creating a bee friendly habitat in your own yard. http://thehoneybeeconservancy.org/act-today-2/plant-a-bee-garden/.

 

Monarch Butterflies

 

Monarch butterfly populations have also been on the decline in recent years, most likely due to logging in Mexico (where Monarchs like to winter), climate changes and GMO corn which hosts a bacterium that is toxic to butterflies. In addition, many of the herbicides utilized in modern farming kills off the milkweed plants in the fields, which Monarchs prefer to all other plants

 

When you’re in the process of putting together your bee garden, add a bunch of native milkweed plants and you will have a very happy Monarch population to observe as well. Butterflies lay their eggs on milkweeds and their caterpillars utilize the pods as their sole form of nutrition during  this stage of development.  The food and shelter that milkweed plants provide are critical to sustaining the Monarch species. It also happens that honey bees enjoy milkweeds as well, so this is a win-win for both insects

 

I encourage you to do your own research as you begin to strategize your yard for the summer. There are countless resources available on line, and of course, your local greenhouse or nursery will be happy to help point you in the right direction. It always feels good to help, and this type of help can impact more than just the beauty of your garden, but also the food on your plate .

 

 

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3 fears that trap midlife women in unhappy work -By Kathy Caprino

Virtually every week, I hear from scores of midlife professionals around the globe who long for something more, different or better in their jobs and careers, but can’t seem to get out of the gate to take action or decide the best directions to pursue.

At the heart of these questions is one key element: fear. But fear about career change disguises itself in myriad confusing ways that we don’t recognize as fear. The research I’ve conducted over the past 13 years reveals three top fears that keep midlife professionals locked in unhappy careers and in quiet (and not so quiet) desperation, sometimes for a lifetime.

Here they are:

https://www.newonline.org/news-insights/blog/mid-career/3-fears-trap-midlife-women-unhappy-work

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Pointers when facing a layoff

ResumeRIF, Downsize, Restructure, Layoff: Words that can make you question the when, what, where and how’s of all aspects of your life. However, going through this does not have to be the end to your career as you know it. Three simple tips to keep in mind, and you’ll begin your new adventure before you know it!

 

1) Follow Your Gut-Your gut instinct is most likely whispering to you that something may be going on. Things feel different, projects may have been cancelled, your workload has changed or the industry as a whole has suffered a setback. Chances are, your role could be changing as well. When you know that this could be an option, rather than waiting to see what comes, this is a great time to begin networking. Reach out to your old colleagues and supervisors, attend industry events, reach out to those great recruiters that you have become acquainted with over the years.

2) Write and Re-Write- If it has been one week or ten years since you revamped your resume, take time to tailor it to the opportunity that you desire next. One massive executive summary won’t do it; highlight the key accomplishments with each employer and take the time to match your skill set to the opportunity you are seeking.

3) Take a Breath – If severance is part of you package, make sure that you have enough to cover your expenses until the next opportunity begins, BUT, if you can take a little time for yourself. There are very few times in life when you can take a moment to evaluate your next move. Allow yourself a little down time in between interviewing and networking, maybe even see a movie in the middle of the day or take a mid-week trip.

Keep calm, focus on your strengths and your next adventure will begin before you know it!

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Eight Questions To Consider Before Selecting An Executive Search Firm -Karen Greenbaum

POST WRITTEN BY

Karen Greenbaum

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).

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CEOs and C-suite executives often identify failure to attract and retain top talent as their No. 1 business issue. The key to success is having the rightleaders leading in the right way. Aiding in this are executive talent search and assessment providers, who can profoundly impact businesses. As President and CEO of AESC, the global association that represents best practices in the executive search and leadership consulting profession, I am often asked about what to look for before signing an agreement with an executive search firm. How do CEOs, boards of directors and the broader C-suite know if they are dealing with a quality and ethical executive search firm?

Here I share with you what to look for before signing an agreement:

1. How deep is their access? Core to the value of executive search firms is their ability to interest and engage top candidates who are successful and satisfied in their current roles. Experienced executive search advisors will have access to the highest-performing leaders within an industry. These candidates are concerned about confidentiality, and trust is essential. They are not willing to risk a leak that could negatively impact their current role or the firm they lead. These candidates are typically more comfortable with an outside advisor who is not part of the hiring organization, providing the executive candidate a more comfortable relationship to explore a potential new opportunity on a discreet basis.

2. Will they ensure confidentiality? Trust is not only critical to the candidate, but it is also critical to the client organization. High-performing organizations cannot afford to risk either internal or external uncertainty about a CEO or highly influential executive’s standing or tenure within a company. Any perceived uncertainty can have a profound negative impact on the internal organizational culture and the external brand, and can reduce confidence among customers, shareholders and other stakeholders. An ethical search firm will ensure that a search will be held in the most confidential and discreet manner.

 

3. Will they be objective? Business leaders seek external counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

4. Can they help you attract the best? With a quest for innovation, there is an increased demand to attract a diverse slate of top executive candidates who can deliver fresh perspectives to the hiring organization. Quality executive search firms understand this priority and have focused on expanding their own networks beyond the “usual suspects” to identify top talent. Quality advisors will be able to have direct and sometimes difficult conversations with their clients about their own employer brand and desirability as a destination for leaders. Today, high-potential, high-demand talent have many options and are highly selective. They want to be sure they are making a move to an organization where there is a strong culture fit and where they are most likely to succeed.

5. Do they have the expertise? A quality executive search consultant will have an experience-backed understanding of the market, the industry and the evolution of key functional leadership roles. These trends are critical in the search for not only the leaders of today, but those who can lead an organization through transformation for the future. With changing requirements, often it is essential to not only look for talent within an industry, but outside the industry. This is where years of experience and understanding how to assess for learning agility become critical.

6. What are their assessment capabilities? As a trusted advisor, a quality executive search consultant will take their deep knowledge of the industry, the organization and the role and assess candidates against these requirements to ensure that a candidate not only looks good on paper, but will be the right leader for the organization and its strategic focus. The unique advantage an outside trusted advisor can bring to this process are the years of experience across markets, industries and functions, combining the art and the science of assessment to this critical process — beginning with a preliminary assessment and then getting much more in depth with the finalist candidates.

7. Will they help you prepare for succession? Organizations that think beyond “today” also understand the critical need to think about the leaders for tomorrow, both internally and externally. This is the time when organizations take a hard look at the next generation of leaders and ensure that they are developing a diverse group of leaders for the future. Quality executive search firms will bring their talent assessment and marketplace expertise to this critical process to help CEOs, boards and the broader C-suite build a high-performance leadership team both for today and tomorrow.

8. Can they minimize risk? Highly qualified executive search consultants reduce the risk of making the wrong hire. The risks associated with an unsuccessful hire can be catastrophic. The selection of the right trusted advisor ensures that the entire process is a success.

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).
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How grocers can retain quality employees -Torrey Kim

 

Torrey Kim 

January 24, 2018

One of the best ways that grocers can keep customers coming back is to give them an excellent shopping experience, and that often starts with a high-quality grocery staff. But finding top-notch talent can be a challenge for retailers. Grocers can counter those challenges by looking for a few telltale traits up front, which can help solidify the odds of finding and keeping excellent staff.

Seek high-level customer service

Although some grocers consider scheduling flexibility the top trait they seek when recruiting retail staff, it’s actually not the best way to find talent that will last, says Mike Hamaker, director of grocery recruiting with iRiS Recruiting Solutions. Instead, he advises, look for applicants with excellent customer service skills.

“This stands the test of time,” Hamaker said. “Grocery stores are currently in a state of change. Customer service is one aspect of each grocery store that must remain present and strong. Without strong customer service, the experience in the store will diminish and so will the customers.”

In other words, Hamaker stresses, grocers should look at interviewees as a shopper would — not as the store manager would. “Flexibility is nice, but not really a trait that makes a grocer who they are. When we go shop a store, we don’t go there for flexibility of the associates, we go there because of price, convenience, service or selection,” he said. “The one thing that remains after everything else is how we are treated and felt about our service, that is what brings customers back time and time again.”

Look for willingness, drive

In addition to seeking interviewees with strong customer service skills, you should also look for applicants who have a strong work ethic, says Julie Curtis of Curtis Food Recruiters, which places executive-level leaders within grocery retail, wholesale and food manufacturing.

“Candidates that have a proven track record of a good work ethic will move your business forward much more than someone that can work the late shift,” Curtis says. “People that have a willingness and drive to learn your business will be the best hires. The retailer must them give them opportunities to take on cross-functional roles and more responsibility. Most people want an opportunity to grow their career, so give them a road map.”

Once hired, hold employees accountable

After a store hires staff members, management should both nurture them and hold them accountable, Hamaker says. “Store-level associates are the first line of defense against the competition. The reality for many retailers/grocers who don’t differentiate themselves will be extinction. There isn’t room for average retailers with the level of competition continuing to increase.”
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Tags: 

grocery staffretail staffhiring grocery staffMike HamakerCurtis Food Recruiters

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#Coffee

Who wouldn’t want to walk into this lobby everyday?! Last week some of our team had a fun day visiting the new facility of a favorite client!

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