How to Adjust Your Hiring Process Amidst COVID-19

The global outbreak of COVID-19 has brought business challenges unlike any we’ve ever seen. Many companies—and even entire industries—have been temporarily put on the back burner, while others have been asked to do everything they can to meet demand.

While there is much uncertainty in the world right now, one thing is certain: business must go on—and that includes the hiring process. In order to avoid losing your employment momentum, you need to make certain adjustments. Here are some tips for how to prepare your hiring process during a dramatic change in the business landscape.

Keep your candidates engaged

People are more unsure about the future now than ever before. Don’t give your candidates any reason to doubt the fate of your business or the position they’re applying for. Reassure them by remaining in frequent contact—even if you don’t have any significant updates to report.

Some topics to consider:

  • Hiring status and timelines to let the candidates know where you’re at in the process.
  • Company updates that showcase your current successes in difficult times.
  • COVID-19 precautions your company is taking.

In a time of limited social interaction, it’s far better to err on the side of over-communication and transparency than to allow your top prospects to lose interest and walk away.

Continue to move the pipeline forward

No doubt you have countless other pressing things to attend to, but you can’t let your hiring process become a casualty of this pandemic. Many companies—big and small—have already put their talent acquisition operations on hold. Don’t make this same mistake.

Keep your pipeline moving forward by continuing to look for qualified candidates, conducting video calls with various members of the interview team, and negotiating terms with frontrunners. By doing as much as you can at this stage, you will be in a better position to make an offer when the time is right.

Make sure your video conference technology is in order

With social distancing being strongly encouraged, you’re going to need to find a good alternative to your in-person meetings. Phone interviews might still be your first point of contact, but virtual face-to-face interviews are going to be the next best option. With a video call, you’ll be able to pick up on many of the same social skills, confidence levels, and overall chemistry that an in-person interview provides.

If you haven’t ventured into this realm before, here are some of the most popular video conferencing services:

Whatever service you end up using, make sure that you test it thoroughly before your first scheduled interview.

Be patient and flexible

As a large portion of the population adjusts to working remotely from home, there are naturally going to be some complications. You may not get responses as quickly as you’re used to, and that’s okay. It may also be more difficult to find a good time for a quiet, uninterrupted interview as families are forced to balance the demands of young kids, pets, and shared internet bandwidth.

The key takeaway here is that if you’re understanding of their situation, they are far more likely to be understanding of yours. This will reflect well on your company and make them more likely to want to continue with the hiring process.

Find a search partner you can trust

We are all under greater strain than ever before. Partnering with an executive search firm can ease your hiring burden. They can do the work that you are unable to, usually in a fraction of the time as they have a direct line to the top talent your organization needs. Recruiters are still working hard every day to guide their clients through this challenging situation.

Remember, even though the hiring process itself may feel different at this time, the outcome should still be the same: finding a highly skilled employee and a valuable addition to your team.

For over a decade, Curtis Food Recruiters has been matching food and beverage professionals with prominent, rewarding career opportunities. As a full-service executive search firm specializing in the food manufacturing and grocery retail industries, we  partner with our clients to find top talent and fill critical roles. Contact us today so we can do the same for you.

How to Refresh and Reenergize Your Resume

As a full-service executive search firm, we’ve been helping food industry job seekers polish and perfect their resumes for over a decade, so we know what works and what definitely doesn’t. We’ve also pulled together some surprising statistics from a 2018 CareerBuilder survey of over 1,100 hiring managers.

With that said, here are eight areas we believe you should focus on when refreshing and reenergizing your resume.

Feature the right keywords

It should come as no surprise that most hiring managers don’t look at every single resume that comes their way. Depending on the demand for the company and position, they can be easily overwhelmed by the sheer number of applicants. This is where computer-assisted filtering comes into play.

A good hiring manager knows exactly what they’re looking for in an ideal candidate and will be narrowing down the field based on a set of specific keywords. When drafting your resume, be sure to prominently include these terms.

But how do you know what they’re looking for? That’s easy—the vast majority of the keywords are listed right there in the job description!

Don’t exaggerate

Speaking of keywords, don’t just copy and paste them right from the job description to your resume—especially if they’re not true of your personal experience. At its core, your resume is a marketing document. You want it to represent what you’ve done in the past, but also show future employers what you are capable of.

Instead of focusing on a job title or proficiency you are lacking, it’s important to highlight the areas you do excel at. Oftentimes employers are willing to hire someone who has a less impressive title or skillset but shows promise in other areas and is willing to train and learn on the job.

Tailor it to the position

At least 18% of hiring managers can tell a generic application when they see one. Fortunately, you don’t need to rewrite your resume from scratch for every new application. It could be as simple as bringing different skills to the top of the page for jobs that specifically mention them. Basically, if your resume checks off the majority of their requirement boxes, then you’re much more likely to be contacted.

Consider your audience

Another way to tailor your resume to a specific position is to take the actual recipient into consideration. An application for a grocery retail position and one in foodservice are going to read differently when it comes to tone and word choice. Do your research and try to get a feel for the environment of the organization. And when in doubt, err on the side of professional.

One area all employers agree on though—use a professional email address! Over 35% of hiring managers will pass you over if they have to reach out to an email address that you thought was funny in college.

Make sure their are no tpyos

If you didn’t catch the two errors in the subheading above (it should be “there” and “typos” for the record), then you need to pay special attention to this advice. Hiring managers are especially adept at catching even the smallest of errors that you overlooked when crafting your resume.

Before you send it out, proofread it several times. An estimated 77% of hiring managers toss out resumes at the first sight of a grammatical error or typo. If you’ve been working on it for hours, take a break and come back with a clear head. It also helps to read the whole thing out loud. Even if everything is spelled correctly, this will help highlight any awkward grammar and sentence structure.

Speaking of grammar, don’t rely on your computer’s spellchecker for that (they’re good, but nowhere near perfect). Even with the help of a computer, you’re always your own worst editor. Have a friend, family member, or trusted professional provide a second set of eyes for anything you may have missed.

Keep it clear and concise

Whether you’ve been in the work force for five weeks or fifty years, you need to keep your resume clear and concise. It’s perfectly acceptable to go over one page, but make sure you are only using the space you absolutely need.

While you’ll want to list every job you’ve held for at least the last ten years, you only need to elaborate on the ones that are most relevant to the position you’re applying for. If you still have too much information, start removing skills and qualifications that aren’t as pertinent.

The opposite is true as well, unfortunately. Too much blank space on your resume will make you look woefully inexperienced. Even if your work history is sparse, this leaves you more room to elaborate on your specific accomplishments.

Be sure to include hard numbers and actionable results to showcase the organizational impact you made in your current and previous roles. Depending on your previous roles, this may include any of the following:

  • How many people did you lead?
  • What was the size of your business unit/company?
  • What metrics you improved?
  • What was your sales responsibility and what was the top line sales growth?
  • What was the gross margin improvement?
  • How did you reduce customer complaints?
  • What specific systems (FSMA, SQF/BRC, ERP, SAP, etc.) did you implement?

Make it visually appealing

In addition to keeping it brief, you want your resume to be as eye-catching and readable as possible. Studies show that nearly 40% of hiring managers spend less than a minute looking at each resume. This means that if they can’t easily find what they’re looking for, they’ll move on to the next one.

Unless you’re applying to be a graphic designer, you should avoid any groundbreaking layouts and stick to the tried and true templates. Make it easy to scan by avoiding large chunks of text and including plenty of bullet points and spacing between sections.

You should also avoid any fancy fonts and overusing italics and boldface. They’re still okay for the truly important stuff, but remember: if you highlight everything, you highlight nothing.

Consider hiring a resume writer or career coach

Arguably the best way to refresh and reenergize your non-performing resume is to hire a professional. Many resume writers have at least some experience on the hiring side, so they know what interviewers are looking for. They also have a trained eye to spot poor grammar and other inconsistencies that may have been affecting your resume for years.

You might be hesitant to spend the extra money (especially if you’re currently in between jobs), but they’re almost always worth the price. A few hours of their time can end up saving you weeks—if not months—of job searching. If you’re in the Twin Cities area, we highly recommend  Carol Pitz Consulting.

Now you’re ready to apply

If you’ve followed these tips, then your resume should be ready to impress. If you’re looking for a position in the food or beverage industries, then check out our job board for plenty of great opportunities in sales, marketing, operations, food safety, and product development.

And when your new and improved resume does open up a conversation with the hiring team, be sure to read these 5 recruiter-proven strategies to prepare you for a job interview.

For over a decade, Curtis Food Recruiters has been matching food and beverage professionals with prominent, rewarding career opportunities. As a full-service executive search firm specializing in the food manufacturing and grocery retail industries, we are dedicated to helping job seekers find (and land) the perfect positions. Contact us today so we can do the same for you.

Thank you notes

Thank youWhen I receive a  thank you note, whether it is in the mail or electronic it truly one of my favorite things. Not so long ago almost anyone knew how to write a thank you note, so how did we lose this skill?  When I ask my kids about this they respond with ” well I said thank you, isn’t that enough?” Somewhere between rushing to sporting events, concerts and life in general,  I have failed them.  Admitting it is the first step right? My girls are applying for their first jobs this summer and I have created a guideline for them to follow for thank you notes after their interviews, it doesn’t matter if it is your first job at a fast food restaurant or if you are interviewing for a Vice President role the rules are the same.

Following an interview, promptly write the interviewer a letter expressing appreciation and thanks for the interview.  The purpose of this letter is to:

  1. Show appreciation for their interest in you and thank them for taking the time to meet with you.
  2. Let them know that you are interested in the position.
  3. Remind the employer about your qualifications for the position. If you thought of something you forgot to mention in the interview, mention it in the thank-you note.
  4. Show that you have good manners and are thoughtful.
  5. Follow up with any information the employer may have asked you to provide after the interview.

Hand written or electronic?

  1. Thank-you letters can be typed, handwritten or e-mailed.
  2. A well crafted email is perfect for following up on a conversation. Be mindful to send different emails to anyone you send them to.
  3. Handwritten are more personal, and would be appropriate for a hiring manager after you have been offered a position.
  4. E-mail is appropriate, when that has been how you have had contact with the person you want to thank, or if you want to get it to them expeditiously.

You don’t have to write a novel, just three sentences,  a greeting, and a close, are all you need to get this job done. It will get you noticed and I’m sure they will appreciate you taking your time to thank them and if anything you have spread a little kindness into the world!

Posted in Uncategorized

5 Recruiter-Proven Strategies to Prepare You for a Job Interview

If you’re reading this, it means you’ve most likely secured an interview. First off, congratulations! Getting to this point in the application process is a huge step and deserves to be celebrated.

The big question now is: what next?

No doubt you’ve already looked up some commonly asked interview questions. While having a handful of good answers prepared ahead of time is helpful, what a lot of people forget is that there’s far more to an interview than a series of questions.

Here are five recruiter-approved tips to help prepare you for your upcoming interview.

1.  Reread the job description

Of course, you’ve probably already read through the job listing at least once. Though chances are this wasn’t the only one you were applying for at the time, so it’s a good idea to refresh yourself a bit. If something was important enough to include in the job description, it will be important enough to ask you about in person.

Try to narrow your focus to the top five bullet points, especially if it’s a particularly long and detailed description. For each one, come up with concrete examples of how you have demonstrated that qualification in the past.

Try to frame your answer into an SBO (Situation>Behavior>Outcome) or STAR (Situation>Task>Action>Result) format so that the hiring manager can easily follow along. Be as specific as you can and use actual numbers if possible.

2.  Do your research

You should never go into an interview without first learning everything you can about both the company and the individuals you’ll be meeting.

Know the company

  • When researching the company, make sure you have a firm grasp on the specifics of their services/products offered, their target audience(s), and a brief overview of their company history. Don’t limit yourself to what’s on their website either. Glassdoor, the Better Business Bureau, and a Google search or two are your friends here.
  • Be prepared to talk about what drew you to the company and why you’re excited to work there. Try to be as honest as possible here, unless the real reason was the perks, location, or pay. It’s also a big no-no to say it was because a recruiter called you. You may think this makes you seem noncommittal and therefore a catch, but trust us, it’s usually a major turnoff.

Know the interviewers

  • When researching your interviewer(s), make sure you’re aware of their place in the company and its relation to your position, as well as their more recent professional history.
  • In almost every single interview, there comes a time when you’re asked to turn the tables with some questions of your own. Don’t miss out on this opportunity! You can even take it a step further by writing specific questions for each person in the room. For instance, you should direct general questions to HR, company goals and outlook to senior executives, and day to day specifics and success metrics to the manager.

3.  Review your own history

Your past experience and education were obviously enough to get you this far, but don’t think they won’t want any further clarification. You may think you already know everything there is to know about yourself, but it’s surprisingly easy to forget certain details when you’re put on the spot.

Unless this is your first job out of school, you’re not likely to be asked about your education, so there’s no need to dig up those old GPAs and valedictorian certificates. You will, however, want to brush up on your job history a bit.

Make sure you have answers prepared for why you left each position, as well as explanations for gaps in employment, if any. For each job, go over a list of all your responsibilities, as well as any accomplishments and awards you received so you’re not struggling to remember them in the moment.

You should also be prepared to talk about how you made a difference at each organization. Did you make/save the company money? Did you change/improve a particular process? Again, know your numbers and have those concrete SBO or STAR examples ready to go if you want to really shine.

4.  Know your worth

In addition to knowing what you bring to the table, it’s important to have a good idea of what your market value is. While it’s easier for those who’ve held multiple jobs in a particular industry, even newer recruits should do a little research to see what the industry average is for their desired position.

Have a specific number in mind and don’t be afraid to ask for it. It’s also equally important to know the lowest offer you’d be willing to accept, should it come to that. While many hiring managers are reluctant to discuss specifics in the first interview, it pays to be prepared, just in case.

5.  Ready your outfit and belongings ahead of time

Everybody knows it’s bad to be late to an interview. So, why not give yourself every advantage possible to be on time (or a bit early) by preparing all your things ahead of time?

Pick out the clothes you’re going to wear the night before (and stick with them). You’d be surprised how many job seekers are late because they went through a last-minute wardrobe change.

Speaking of attire, we recommend dressing to impress, unless they specifically say otherwise. Even if it’s only a phone interview, you will feel more alert and confident in business casual than you will in pajamas.

You should never arrive at an interview empty handed either, so be sure to bring a professional binder/bag with a copy (or two) of your resume, references, and questions to ask. It’s also wise to have a pen and paper handy for taking notes.

You’ve prepared yourself well. Now it’s time to impress.

Get plenty of rest, eat a good meal, and try not to worry—you got this! If you’ve followed these five strategies, then you’ve done all you can, and you’re sure to do great.

If you haven’t taken advantage of a professional recruitment service yet, now is a great time to do so. Landing a good interview is difficult, and a recruiter can help ensure you don’t have to go back to square one.

Working with a recruiter

You probably don’t interview every day—but recruiters do! They can offer you specific advice on what to wear, what to bring, and what to do to make the best first impression. A good recruiter, especially one that knows your industry well, can give you a big leg up by providing you with specific advice about what your particular interviewer wants to hear, which can’t always be found on the internet.

While they can’t possibly know everything about you, they do know the right questions to ask and can help determine what’s worth highlighting and what’s not. You will also have an experienced partner to help you dial in the perfect examples that are sure to please even the shrewdest of interviewers.

A recruiter will also cover any salary discussions upfront and share that information with the employer, so everyone is on the same page. And unless you’re significantly over or underpaid, they can often secure you a 10-15% pay increase (assuming you’re currently employed).

For over a decade, Curtis Food Recruiters has been matching food and beverage professionals with prominent, rewarding career opportunities. As a full-service executive search firm specializing in the food manufacturing and grocery retail industries, we are dedicated to helping job seekers find (and land) the perfect positions. Contact us today so we can do the same for you.

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!

Posted in Uncategorized

Creating a Safe Haven for Bees and Monarchs, Alexis Hoopman

bee on sunflowerAs 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 .

 

 

Posted in Uncategorized

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

Posted in Uncategorized

Pointers when facing a layoff

RIF, 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!

resume paper with pen and black keyboard on wooden surface

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!

Posted in Uncategorized

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).

Shutterstock

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 right leaders 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).
Posted in Uncategorized

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.”
__________________________________________________

If you enjoyed this article, join SmartBrief’s email list for more stories about the food and beverage industry. We offer 20 newsletters covering the industry from restaurants to food manufacturing. And be sure to follow us on Twitter for the latest industry news.

Tags: 

grocery staffretail staffhiring grocery staffMike HamakerCurtis Food Recruiters

Posted in Uncategorized