Job Responsibilities
Assess internal needs within industries and determine thet form
of multi-talented people who can help corporations reach their
future goals. My major focus has been building Engineering
departments with new and diversified technologies which can place
them on the cutting edge, enabling them to gain higher market
share in today's global economy. It helps build morales and make
the company more competitive, and has a tendency of slowing down
industries' revolving doors.
My region became the third fastest growing job market in the
nation back in 1997. after this last recession, followed by 9-11,
i am confident we will return to that status.
Corporate officials listened to me highlight some of their
concerns after 9-11, (fixing morale, mistakes on who they choose
to downsize, the cost on losses per employee, etc.), and after
walking them through the processes
and preventing those mistakes from occurring, I was asked to
consider coaching their management staff, in order to get all of
them on the same page, and prevent them from running their
departments in 20 different directions.
I like orchestrating issues which will take companies into future
levels of growth many never thought they could reach.
I like Monday morning. Never plan on retiring.
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Job Requirements
People I qualify can be of any age. Too many corporations point
out their need for younger people, primarilly because of their
recent education and up-graded technologies to bring in and help
cross-train existing employees.
I prefer seasoned employees with diversified experience who also
are continuing to up-grade their skills, and attending classes,
seminars, conferences.
Numerous people and corporations have the opportunitiesd for such
programs and few take advantage of them. those who/which do, I
want to work with. represent.
i deal with people and industries with similar vision of mine
knowing where they want to be in years to come.
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Uppers
Looking at things from the outside and determining what truly has to be done,
while industries try doing the same, indefinately, but have their hands tied
behind their backs and in most cases, are too emotionally attached to make the
proper decisions on what's best for their companies, overall. I find the
multi-talented/over qualified people whose previous employers never enabled them
to utilize their hidden talents and place them with clients seeking someone who
can bring their diversified talents and inspire their other employees. It builds
morale, makes other employees get rid of their blinders and uncovers hidden
talents they were never capable of utilizing due other managers fearing the
people could end up with their jobs.
companies i work with have vision with managers who want people with more
talents than they have so they can continue learning, progressing and move their
industries further.
Unless the industires or candidates carry that same vision, i won't represent
either one of them.
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Downers
After 18 years and 10 months as owner of my own recruiting
business, which began in 1982, when my county was sitting at a
22% unemployment rate, (This was known as the "Blue Collar
Recession"), I faced my first candidate being terminated by a
client company. Asked to find the Engineerr's replacement by a
corporation I'd work with for 16 years, i was unable to do it. I
froze, and couldn't shake it off, and told the client to have
another recruiter find him.
It was an ego crusher and I couldn't shake it off. many in my
business are more than glad to see people walk or get terminated
in order to continue moving more bodies on to the compoanies'
payroll. I'd rather find my candidates' replacements when they
get promoted. So I'm selective on who I place with companies
and try doing right the first time instead creating revolving
doors.
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Lifestyle
Strongly involved in community fucntions, aiding non-profs in getting their
cliets into the work force. Worked closely with committees which were trying to
jump start our economy after
the Blue Collar Recession" in the early 80's, "White Collar Recession" in the
ealry 90's, and again after 9-11.
This exposure had me nominated to attnerd a year long program known as HR
University with numerous levels of HR professionals
thrughout NE Ohio for an entire year. That was followed by by being invited to
an HR Conference where people heard me discuss issues i felt most companies were
handling improperly, and from there, a person listening to me, nominated me to
attend a program,
called the "President's Forum" with corporate officials throughout my state from
both manufacturing and service industries
It was there which I discussed issues many were confronted with following 9-11,
and managed to get them to look art things from different views and avoid
following through with ideas which could have set the companies back by over 2
years.
That's when i was approached about coaching their companies' management teams.
Someone that listened to me that day also nominated me and paid for a limited
edtion of a Who's Who book I received the following February, this year.
Other companies in my county were being threatened to be shut down, through
foreclosure and by a regulatory commission.
I contacted both companies, brought in power broker talents for both and was
awarded by our State House of Representives, for preventing the loss of 327 jobs,
and an anual tax revenue of $600,000 to their city.
327 positions wasn't the only thing I was thinking about. The losses of
contracts by hundreds of vendors, possibilities of them laying more people off
due to the loss of a client company had me looking at the entire impact their
closings would have.
Advise to others interested in my business:
unless you carry the deisre to help transform companies, help
people find the right industry to utilize their talents to the fullest, you
really shouldn't be in this field. too many people get into it for thew money,
and after only a few years of
toying with other's livelihoods, and ripping companies for fees on talents
they'll never retain, it will burn you out, and lead to other personal problems
in your life.
I've been married for 30 years now, and every competitor I ever had have gone
through divorces, and burned bridges with numerous
candidates, clients, etc.
you've got to have the passion of making things happen others say is impossible
to reach. That's always been my incentive - doing things other won't touch
because they feel it can't be done. It's the only reason i stepped in to save
companies when our Chambers and numerous other organizations didn't try hard
enough. I did it myself to prove to myself I had the abilities of making it
happen.
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Compensation
Work strictly on commissions.
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Advice to Jobseekers
There is a lot of opportunity in this field focusing on any level
of employment. find the type of people/professions you're
confortable dealing with.
Don't let yourself become a "Flesh Peddler" just moving bodies
where ever there's a void. I've seen people in this field turn
excellent employees into professional job hoppoer in short
periods making it almost impossible for them to re-enter their
field again. Corporations aren't wanting people they can't
retain, afterinvesting thousands of dollars into their training.
Make a few fees on placing the same person, you may also have
crippled them from being consider for future employment.
There are pleanty of people and position out their to work with.
Do things right the first time ionstead of being sloppy, and the
client, as well as the candidate will refer others to you in
years to come.
Mess with either one of them just to line your own pocket with
additional fees/commissions, twenty other parties will hear about
your stunt and eventually have you railroaded out of the business.
it was hard starting my business during a recession, but for the
past 10-12 years, I haven't solicited business. companies and
candidates call me from things they heard from other parties.
This is a fantastic business but like any other field, you get
what you put into it. Only you can determine your final results,
now, and in years to come.
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