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Challenging Your Employees

By: Katrina Blalock – Director, Aerospace / Defense Practice

Understanding the skill set of your employees and making sure your office environment is on par with that level is an excellent way to optimize your business. What happens when your employees are under-challenged? Is your bottom dollar affected by under-challenged employees? I say, Yes! What can you do as an employer to make sure you are properly challenging your employees?

As a manager, you need to learn to recognize when an employee is under-challenged. When productivity and work quality start to suffer in an individual who has greater potential, you need to learn to recognize that individual is being under-challenged and not utilized to their full potential. Many employees walk into work each day feeling expendable, as if they could be replaced at any moment. The longer these feelings linger, the more likely the individual will dread coming into work.

You know your employees are important to you and your company so make them feel that way. Personalize your daily conversations with them and get personal with acknowledging accomplishments; sometimes “Good job” just doesn’t cut it. You need to dig deeper. Recognize the work that went into completing a sale or acknowledge a previous achievement when handing out a new challenging assignment. Recognize the value of your employees’ skill sets and show them you see their potential. When a challenging assignment comes along, tell your employee that you are entrusting this project with them because of the amazing work they did on the previous project. You are revving up the challenge while also recognizing their individual talent.

Now is the time to start planning for next year. Let’s build our employees up in order to build a stronger foundation. That means recognizing the challenges our employees face; especially the under-challenged. So, encourage, praise, and challenge!


Thanks for the support.  I welcome your feedback as we continue to make an impact in our local community and throughout the world.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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What Is Trending in the Recruiting World for 2015?

By Jonathan Bogush (@jonathanbti), Director of Connectivity Practice

Feels like just yesterday I was preparing my New Year’s resolutions and planning ways in which I could actually stick to them and see them through (details on how that went will come in another blog post). As I get older, I realize that time flies and that you better keep your eyes open in order to learn from what you have experienced and to see what may lie ahead. I think this especially true as it relates to the business you are involved with.

As I look back on the year, specifically my recruiting practice here at TYGES, I am getting a good sense of the upcoming issues that will be trending in the recruiting world in 2015. From my perspective, I see three major trends that will continue to mold how the recruiting business will change and in many ways improve in the future:

1. The evolution and continual improvement of networking sites like LinkedIn, Indeed, and Glassdoor.

There is no doubt that sites like LinkedIn, Indeed, and Glassdoor are getting bigger and better everyday and it is apparent that companies and individuals alike have realized that these portals offer a great variety of tools to promote your brand or your employment. However, as more and more people use these sites, they will inevitably transform from a “candidate” relationship management experience to a more robust and organic “talent network” where users go beyond just passively posting about job openings or career achievements but actually create communities where business and employment leads present themselves naturally. Imagine if a site like LinkedIn gets smarter and starts more actively using the data it has access to actually start connecting companies with talent or a sales person with a customer in need? I believe this will happen in 2015 and that more big-times lie ahead for these websites.

2. The idea of Recruiters being considered “Sourcers” not Recruiters.

At TYGES, we work with highly specialized manufacturing organizations that do business on a global scale and make high-technology products with the help of professionals with distinct sets of specialized skills. As our clients continually evolve their businesses, the practice of recruiting for them becomes more and more important. Over the last year, it has become apparent that my clients want me more focused on the art of sourcing then the art of interviewing or assessment.

The highest-performing companies are now pushing more and more responsibility onto the shoulders of hiring managers such as training them how to interview and letting recruiters focus on high-powered sourcing and initial screening in order to set the stage for the introduction to the individual. From my client’s perspective, the more “assessment” they push to hiring managers the better.

At TYGES, we have specialized recruiters on specific professional functions in an attempt to hone their abilities to strategically source and attract passive individuals, often from competitors to our clients. If we have done our “sourcing” and initial screening correctly then the hiring managers play a major role in the process of assessment and interviewing and we as recruiters focus more time on building in-roads with the talent pools that our clients need.

3. Improving the individual’s experience.

The days of employers putting up hugely difficult websites to attract individuals are slowly going away. From my own experience, an employer can damage to their brand by making it impossible to apply for a job, not getting back to the individuals, or treating them poorly during the interview process.

Now, more than ever, recruiting firms like TYGES are being looked at to manage the individual’s experience and act as ambassadors for our clients in order improve the recruiting process from the individual’s perspective from the start. It is clear that when our clients streamline their websites, career web pages, and application tracking systems and allow us to introduce and then lead potential individuals to their needs we get better results. I would guess that in 2015, we see more and more companies put an onus on the practices on how their recruiting agencies handle this function.

Be sure to keep reading the TYGES International blog and good luck in the future! Feel free to call me directly for any further conversation about your career or any potential jobs you need to fill!


You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Everything Must Change: Let’s Eliminate “Candidate”

By Tim Saumier, President  of TYGES International 

What is a Candidate?

Faceless-PersonIt’s a commonly used term in the recruiting industry to refer to people that are being considered/interviewing for a position with a company.  It’s a term that has been used for as long as I can remember.  This happens to be one of my pet peeves.  Why do you ask?  The reality is we are dealing with people and when we call them candidates, we depersonalize them and treat them as a product versus a person.  We forget the humanity of people.  While we consider companies as “clients” or “customers” we cannot forget that the individuals we work with day in and day out are also “clients” or “customers.”

This is why one of our core belief’s at TYGES is,

“Recruiting is an invitation business not a transaction business –  We believe in the humanity of people.  People are not products and we will build strong relationships through ongoing positive experiences.”

Yes we are hired and paid by the company, but let’s not forget the people.  Let’s treat everyone like a client or customer.  And let’s eliminate the term “candidate”.

Thanks for the support.  I welcome your feedback as we continue to make an impact in our local community and throughout the world.  You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Everything Must Change: So You Want to be a Recruiter?

By Tim Saumier, President  of TYGES 

when-i-grow-up13As I was on vacation this past summer, I was reflecting on why some recruiters are better than others and why it shows up in their results. Great recruiters know the vital signs just like any great business or great sports team. They understand the levers that need to be pulled in order to achieve the desired results.

When I started TYGES International twelve years ago, I bought a franchise from MRI and was terrified to say the least because most people that bought in to this business came from a sales background. Well up until that point I had a whopping zero years of experience in sales. Little did I know at the time that my lack of sales experience would work to my benefit and not my detriment. At the time, I came to this business with about 15 years of operations experience with four different companies where I learned how a manufacturing business operates.

As I started my new venture at the age of 35 years old, MRI provided a 3 week kickoff training session in Cleveland, OH led by a seasoned trainer named Doug Donkin. He taught me the fundamentals of this business and I believe that what applied then applies today. Sadly, many recruiters choose to ignore them.

1) Define who you want to be up front and stick to it. Don’t be everything to everyone. Be a niche player.

2) When dealing with clients look for partners where you have unfettered access to the hiring manager as well as human resources. (I recently declined additional work from a client who had paid me personal desk nearly $2 Million in sales over the past 6 years). They recently changed the rules. Once you lose access to the person with the pain (hiring manager), your success rate drops off substantially. We have a saying at TYGES – “we teach people how to treat us”.

3) Build a solid relationship with HR and the internal recruiters. this may sound counterintuitive to item 2 above but it is not. They are people too and they need to be treated with respect.

4) Drive the process (professionally) through good communication, regular follow-up, and outlining what’s expected of all parties up front. Set the table properly when you start the relationship. Recruiters are always in a hurry chasing a fictitious clock.

3444-7488-ico-wu-238x183While these tips are not all inclusive they are key in building long-term partnerships where mutual respect exists between all parties. It may not feel like it while you are building your business, but it is better to move on if you see this as purely a transactional relationship. Relationships don’t always start like this but you have to be able to see the promise of this in the future. Ask for the 3-way call up front and if the answer is no – professionally decline and move on to the next call. Save yourself a lot of time and frustration and change a “hope and pray” type of business in to a much more predictable and fun way of doing this business. Let it become a business where you know you are valued, respected, and where your odds of closing the deal is much higher. One point of clarity – you don’t find great clients. You find clients and you build great relationships together through mutual respect.

For those of you that think this write-up pertains to how recruiters deal with clients, the principles still apply on the relationship between a recruiter and an individual who is looking for a job (recruiters like to call them “candidates” – a term that is a pet peeve to me). Deal with people who are open, honest, transparent and are willing to partner with you. Deal with a professional niche player in your space. Build a solid relationship and drive the process in a professional way. Recruiters need to treat people with the same mutual respect. They are clients also (not “candidates”) and just like companies who you cannot help, there will be individuals you cannot help. Just make sure you communicate honestly and make sure they are at least a little better off after speaking with you than they were before they spoke with you.

Thank you Doug Donkin for preparing me properly.

Thanks for the support.  I welcome your feedback as we continue to make an impact in our local community and throughout the world.  You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Are You Having Fun?

By: Steve Sanders – VP/GM of Industrial Practice

 “Labor Day, the first Monday in September, is a creation of the labor movement and is dedicated to the social and economic achievements of American workers. It constitutes a yearly national tribute to the contributions workers have made to the strength, prosperity, and well-being of our country.”US Department of Labor

I was thinking about work and how sometimes it’s tough to get motivated and other times it’s really easy. I have noticed that I have fun at work when my candidates and clients are happy about our service and vice versa.

Here’s the thing: life is too short to work with jerks or people you don’t connect well with. One of my clients told me recently that she wants her people to have fun at work because they spend so much time there. I like that mentality a lot. I hope you are having fun working and, when you work with TYGES, it is something you look back on as a positive experience. If it is not positive, then let us know. And, if it is positive, then let us know that too.

I received this note today in an email from one of our candidates, “I have worked with a few recruiters and must say that my experience with you and TYGES has been the best.”

Similar to the above I received this note recently from a candidate that we have in process, “I am impressed with your preparation assistance.”

FunZone.21965131_stdThat’s fun to me. I like the service aspect of what I do and it is a motivator for me. Frankly, it is amazing to me how poorly many recruiters treat their candidates. I just do not understand it. At TYGES, our process is built around making sure that the customer experience is positive, both on the candidate and the client side. As Recruiters, we have to set the tone with the client and the candidate for the relationship and it is in our nature to be impatient for results and answers, but we still need to treat people as we would want to be treated if the roles were reversed.

Labor Day is a good time to reflect on your work and why you work. If you’re not having fun at work then maybe it’s time for a change. If you decide that a change is needed or you just want to explore options then call us. Send us your info or check out our list of job openings.

I can’t promise we will be able to find you a new career opportunity but I can promise we will try to make the process a positive one. I hope you enjoyed your Labor Day Holiday.


I encourage your feedback and would like to connect with you on LinkedIn. You can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at http://reinventingrecruiting.com/

Our mission is simple:

We’re here to make good things happen to other people.

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Ushering In the Fourth Quarter

By Katrina Blalock, Director of Aerospace / Defense Practice

It’s time to start planning. It may only be September but the fourth quarter is just around the corner. As we spend the fourth quarter wrapping up the year, we must also look to planning for the new year and hit the ground running in the first quarter.

How are you planning? Are you looking for new talent? Bringing new faces on board is a great way to kick start your business and a lot of companies start planning for new talent in the fourth quarter because it takes time to identify who and what you want in a candidate. In his article Hire the Right People, John C. Maxwell makes some excellent points on the importance of successful hiring. He writes, “More than any other factor, those closest to you will determine the level of your success. Hiring decisions, then, are the most critical choices a leader makes.” Look around you. Are the people on your team building your success? Or is it time to make some changes?

Are you planning for change? If so, please call me whether you are adding or replacing in the upcoming year.


You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

HR_tyges_stack