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Ingredients of a Great Company

Written by:  Kraig Ware, VP of Commercial Growth

When you think of a great company, WHAT stands out? In other words, what do you see or feel?Success Story Cover

  • A creative logo?
  • A simple well written mission statement?
  • Employee friendly offices?
  • Interactive/Intuitive Website?
  • A uniquely impressive product/service/process?
  • A giving back philosophy…locally and/or abroad?

We could all agree these are some of the important things for a great company to possess. However, a better question to ask ourselves would be:

When you think of a great company, WHO stands out?

Success Story5Let’s face it, any great company has incredible people that make it happen; regardless of what stands out in your user experience with that company. Somebody is behind it, someone’s Success Story.
Recently I had an exchange with a person that would meet that criteria. When she started just a short two and half years ago, she had no experience in the field at which she was pursuing. However, with a little hard work and utilizing a proven system…she is now on the #1 performing team in the company. When asked WHY she does what she does, she replied:

“There are many things I love about my job. The one thing that sticks out the most though is the ability to help someone better their career. This in turn will hopefully better their lives and that of their family’s lives as well.”

Let me introduce you to Pamela Webster. PamelaHer focus is recruiting top level talent within the Sales & Marketing sector of the Industrial Manufacturing B2B space for companies like Stanley Black & Decker, Crane, Idex, Filtration Group, Belden, Pulsafeeder, & Optical Cable Corporation just to name a few. All of these companies impact our world’s infrastructure in some way…some of the names you’ve heard of, others perhaps not; yet, they all make the products that we take for granted everyday. In her experience, she has been complimented quite a bit on her company’s process and how we operate as a recruiting firm. Pam explained one such story:

“Last year, we placed on individual with a client of ours based in Massachusetts. She really enjoyed our process from the initial conversation about the opportunity at hand, to the guidance received though the preliminary interview process. I only handled a small portion of the entire process. The Account Executive on my team then guided the individual through the final interview steps and the offer process. It was a wonderful match, and both the company and individual felt that it was a great experience.”

I see this time and time again when I focus on the traits of successful people. The recipe can have more ingredients; however, somewhere in the mix these two things always show up:

Humility & Passion

Every company goes through growing pains. These growing pains create needs, things like:

  • Scaling up production with existing sites and/or adding new plant(s) to meet customer demand
  • Building up teams to approach new markets and/or support current and future clients in a better way
  • Launching new systems to keep narrowing the technology gap making system’s safer, more efficient, while continuing to drive up quality in the pursuit of a better product/service for the end user
  • Replacing key individuals that may be retiring or moving on to other vital roles within the company

Once things like these are understood, then a strategy & plan can be implemented to strive toward the agreed upon solution.
Success Story2Pam’s “success story” doesn’t happen without finding solutions for the problems or needs that you and/or your company are facing right now. Pamela is part of team that has been successfully helping our clients for the past 15 years with over a 1,000+ placements because we genuinely want to see things through your perspective. I know Pamela would be happy to hear from you and eager to help you with your “Success Story.”

Perhaps you are looking for a new team to join, consider TYGES…be a part of our team or consider being a new “startup” office. We have successful and proven solutions for both.

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog at https://reinventingrecruiting.com/

Our mission is simple:

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

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March Madness & Hiring

Written by:  Tim Saumier, CEO

It’s maddening!!!!!!!!!!!!!

March is a crazy time for college basketball and my wife tells my kids that I may be difficult to communicate with given it is my favorite time of year and my favorite sport to follow. march madness4

The funny thing is its not only madness in basketball but is seems to be a crazy time for hiring right now as well. Whatever your political affiliation is, the new administration, along with many other things are driving confidence in to the markets as evidenced by the DOW crossing of 20,000 a month or so ago. I would argue that all of this is artificial but it does drive spending by consumers that drives sales by companies that drives purchasing by companies and hiring of people. It’s a cycle where capitalism is at its best.

One of the companies that the stock guru’s like to follow is Parker Hannifin Corporation based in Ohio. They make motion and control systems used in a broad set of aerospace & industrial businesses. march madness5They credit Parker’s work over the past few years in the areas of “cost containment” and putting themselves in a position to grow when the time is right. They controlled costs in the flatter season and even built a cash reserve that has allowed them to recently announce the acquisition of Clarcor (filtration manufacturer) which will drive a new revenue stream for PH. The original article can be found HERE.

Why do I share this information on Parker Hannifin and what does it have to do with Basketball? While Parker and for that matter other companies in the Industrial B2B space are seeing benefits of their hard work over the past few years, the real question is:

“Do they have the Talent to deal with the next few years as confidence (artificial or not) grows and more relevant people leave the workforce (primarily baby boomers)?”

Parker has 354 openings on their website and I’m sure this is just a fraction of what they really need. As a Industrial B2B recruiter, we had a record year last year and are on track to do it again this year. march madness3

The challenge is not finding the open orders but rather finding and convincing the talent to leave their organization for a new role.

If you are in a hiring capacity here are a four things to consider as we go further in to 2017:

  • Cost – Talent is going to cost you more – the concept of internal equity needs to be tossed out the window. It is no longer relevant.
  • Better Processes – You’re going to need to speed up the process on your side if you are the employer. The best talent has no interest in going to work for a slow moving and indecisive company.
  • Focus on your existing team – You’re going to see turnover increase (mostly voluntary) as the full-court press is coming. People that have been passed over for promotions or given measly raises are now getting called about jobs that are a step up in title, responsibility and compensation (some 20+% increases).
  • Better, not perfect – If you’re looking for the “perfect” individual with a stellar work history plan on not finding them. Stellar histories have faded in the past decade and it’s not the individual’s fault but rather the company in my opinion. We have a saying – “Don’t let perfection get in the way of getting better.”

I could go on and on but you get the point. The reality of it is it may look like good times ahead but it will be maddening to say the least in the next couple of years as companies jockey for the same Talent. It will also be fun to watch. As will be the Basketball – Enjoy.

This is just one man’s opinion. I would appreciate your feedback.  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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