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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, 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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Recruiting – Don’t Believe the Hype

Written by:  Kraig Ware, VP of Operations

In the world of recruiting, there are a few basic category types of search.  I see articles written all the time trying to “credit” or “discredit” a certain category of search based simply upon the “category” of search.

My caution to you is, don’t believe all the hype.

For the purposes of this short article, there are three basic categories of search in the recruiting world:

  1. Contingent – the search firm will only collect a fee if they find and place a suitable candidate for the position in question
  2. Engaged – the search firm will get an upfront fee (15-35% of the total fee) when they begin the search, with the remainder due upon the placement of the suitable candidate for the position in question
  3. Retained – the search firm will typically get paid in 3 payments: 1/3 to start the search, 1/3 when the qualified candidates are presented, and the final 1/3 due upon the start date of the hired candidate; plus, any expenses incurred during the search.pick me

Most recruiting firms specialize in one “category” of search, hence the reason for all the hype.  A “Pick Me” attitude because of a “category” of search that they specialize in, listing all of the pros (in their opinion) of a certain category.  Important things like:  Quality, Speed, Specialized Niche, Trust, Confidential Processes, Relational, Established Networks, Etc.

However, most companies do not have a one size fits all approach to their business.  In most cases, they need a partner that is flexible to their needs and not confined to the limits (if they exist) to a certain category and/or a certain price point that the search firm is comfortable within.

car sinking2Let’s look at it this way…one could believe that a car is the best “category” for transportation (especially if they sell cars).  However, I guess the best form of transportation would depend upon where you want to go.

Companies do not need to be placed within or limited by a “category” or restricted by anything.

Companies need a partner that asks the right questions and then design’s flexible solution(s) that are in the best interest of the company.  No hype, just real long-term solutions.  Sometimes you’ll need a car, others a boat, or perhaps a _____.

So again, be careful…don’t believe all the hype.  In the world of recruiting, the “category” of search really means very little.  The important things to consider are the quality/process/metrics of the person, team, and/or the search firms credentials and performance as they relate to your niche within your industry.

What if there were a partner that could handle your company’s needs from the top professionals on your factory floor to the C-Suite and Board of Directors? One Solution, the same team?

For 14 years, TYGES International continues to perfect the art of search.  Offering retained, engaged, and contingent categories of executive search.  With a 1,000+ successful placements in the Manufacturing and Healthcare industries, our belief is not to put you in a box or a category; yet, strive everyday, with our team of 20+ recruiters,  to perfect our customer’s experience by offering the same proven processes and industry leading performance metrics related to quality and speed…regardless of the category that makes the most sense for your specific search.  Your best solution, not ours.  We are not resume machine guns, TYGES and TYGES Elite have been built on quality as we know the space we search within.  More than know, we have quite literally been “in the shoes” of the folks we are seeking to find for our clients, as our team is made up of former industry professionals.

Perhaps TYGES is a fit for your company?  Perhaps not?  Either way, I hope that you find the flexible solution that makes your company the most productive and successful within your market’s niche.

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, on Twitter @TYGESInt, or here on our blog at

Our mission is simple:

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