Announcing...Prolyn Executive Search!

Many of you already know that I have left MRI and have branched out on my own...having started my own executive recruiting firm. For those of you who do not have my current, updated information, here it is:

Email: ceb@prolyn.net

Website: www.prolyn.net

Telephone: (803) 829-8368

Toll Free: (866) 566-2372

Fax: (803) 548-3792

This Blog will stay in effect as I will continue posting industry and other staffing relevant articles here. The Blog name of "The Windmill" will remain the same. Looking forward to continuing to partner with all of you in the future!!!

Exciting News - I am going out on my own!!!

Hello Everyone!! It is with great excitment that I tell you all that I have resigned from MRI and have started my own recruiting firm! I am busy working on closing out all active searches through MRI...my old contact information at MRI will remain in effect through October 31st...and I will be posting my new contact information here shortly! I am just putting the finishing touches on the new website prior to unveiling it all to you!

You will all be receiving an email announcement from me here within the next few days...but figured I'd post my announcement here as well to keep you all updated.

I am beyond excited about this new venture and am looking forward to continuing to partner with all of you going forward. My industry focus will remain the same - Windows & Doors and I will be working harder than ever to help you fill positions and/or find that next dream job!

More details coming your way soon!!! Enjoy your weekend!

Follow Your Bliss

This is a great article that I received in an email newsletter...it is geared or written more towards recruiters...but the tips and advice truly are transitionable to any profession. As such, I took out much fo teh bulk of the article as it just listed real life examples that a recruiter experienced in trying to follow/find his bliss...but hope that some of the below will be of us or of interest to you.
FOLLOW YOUR BLISS

"If you follow your bliss, you put yourself on a track that has been there all the while, waiting for you. When you can see that, you begin to meet people who are in your field of bliss, and they open doors to you. Follow your bliss and the universe will open doors for you where there were only walls."

How to apply this to your desk or office:

1. Follow your bliss when selecting the clients you'll work for.

2. Follow your bliss when deciding what niche or sub niche to focus on.

3. Follow your bliss when it comes to the parts of the recruiting (sales) process to focus on vs. the parts you'll outsource to others.

4. Follow your bliss when it comes to the new projects, strategic alliances or business relationships to take on.

5. Follow your bliss when deciding what terms you'll accept.

6. Follow your bliss when setting goals and deciding how large or small your business should ought to be.

7. Follow your bliss in regards to work/life balance and time off.

Career Assessment Tests

Most people in general, that I have crossed paths with anyway are not huge fans of taking any sort of tests. The career assessment test, however, when used properly can be an invaluable tool...if utilizing a good solid test and taking a very open and honest approach in the way you answer your questions. The downside is that in my opinion it can also throw you of your course pretty quickly as to what your right or dream profession should be.

Using my own personal experience as an example...I will tell you that after taking a myriad of career assessment tests way back when, and even reading through the infamous "What Color is Your Parachute" book (more than once!)...my test results could not have been more off in many ways! Turns out according to my results I should have been a social worker, teacher or something relating to the arts. I will tell you that I am a sales person at heart and through my work as a recruiter have learned quickly that I thrive on the charge and often chaos of closing the deal, getting the sale, etc. I am one of the lucky ones...having found my dream job, having a strong passions for it and never in a million years being able to imagine doing anything else. As such, thought this article may be of interest to some of you who are in that state of questioning what career is right for you.

CAREER ASSESSMENT TESTS:
As a child, you were sure you were going to grow up to be a cowboy. But somewhere between waking up for Saturday morning cartoons and staying up for Conan, you traded in your cowboy hat for a briefcase.

While it's fine that you never became a cowboy, you can't say that you've ever pursued anything with the same passion you once had for life on the open range. For whatever reason, you sort of just "fell" into the job you have today, and honestly, you're less than thrilled. So why stay?

If you've ever considered changing jobs or careers, you're not alone. Results from a recent CareerBuilder.com survey indicate that three quarters of American workers have changed career paths at least once, and one third of American workers are interested in changing careers right now.

With one-in-five workers having utilized them, career assessment tests ranked among the most popular methods respondents used to research a new job (in addition to exploring Web sites and consulting with friends, family, former co-workers and others in the industry). Despite their popularity, however, how effective are career assessment tests in helping people find jobs that they're not only good at, but passionate about as well?

"An assessment can be very useful in conjunction with other activities to help a person find or create the best path," says Gayle Lantz, an organizational development consultant who specializes in leadership and career development. She says there are a variety of career assessments in the marketplace, some more helpful than others; however, the majority of the problems people encounter with career assessments is not the tests themselves, but how to apply them.

Andrea Kay, career consultant and author of "Life's a B*tch and Then You Change Careers: 9 Steps to Get Out of Your Funk" and on to Your Future, agrees. "Most people are looking for shortcuts to find just the right career and are hoping that a test will be their answer," she says. Approaching a test in this manner, however, will only lead to disappointment. In Kay's experience, tests don't give people the necessary information needed to make a wise career decision.

But while they might not be a magic bullet, Kay admits that tests can be effective in giving people ideas of possible careers that might match their skills and interests, get them thinking about how well-suited they might be for a particular career, and measure their interests, skills or values.

Steve Bohler, the director and head career coach of the career guidance program The Oxford Program, offers the following tips to help people make the best use of career assessment tests.

Don't expect a career assessment to point you to your dream job. Most career tests measure one aspect of a person, such as interests, personality or aptitude, and the results are merely suggestions based on that one area of assessment. Just because a person has an interest in marine biology doesn't mean he or she has the natural abilities for the work.

Do make sure the test meets the two primary criteria: valid and reliable. Validity indicates how well the test measures what it says it measures, and if a test is reliable, the results of the test will be consistent if taken multiple times.

Do give honest answers. If an individual consciously or subconsciously answers questions to fit an outcome he or she has in mind, the results will not be very useful.

Career assessment tests can be extremely valuable in giving people a jump start in choosing career paths that fit their interests, best utilize their skills or match their personalities. "What is most important is making sure you understand the purpose of the assessment and work with a professional who is skilled in helping interpret results," says Lantz.

If you're thinking about changing jobs but aren't sure quite how to start, try an accredited Web site like CareerPath.com, which offers resources to direct you to make career choices that fit your interests, personality and strengths.

Five Reasons to Send Thank You Letters After Interviewing

You would all probably be quite surprised at how many people don't send thank yous out after having interviewed with a company as well as what a critical factor it is in the interview process! Thank you letters are an excellent self-marketing tool and a critical component of your job search strategy. The time you spend crafting a targeted thank you letter after an interview will be well spent, and it will help you create a credible and efficient search. Here are five reasons why you should incorporate thank you letters into your search strategy.

1. A thank you letter creates an opportunity to reconnect with employers.Chances are you aren't the only candidate being interviewed for an open position. Writing a follow up letter allows you to build a relationship with the interviewer and develop rapport. By expressing your gratitude for the interview and recapping the highlights of the meeting, you revisit the reasons why you are the best fit for the position.

2. Following up keeps your candidacy top of mind.Candidates often make the mistake of putting too much control in the interviewer's hands. They believe that, if they're the best candidate, the interviewer will remember them and keep them in the loop regarding the selection process. Unfortunately, this doesn't often happen. It's critical that candidates remind prospective employers of their interest in a position. The thank you letter is the perfect vehicle for communicating this interest.

3. Written correspondence gives you another chance to sell your strengths.While the thank you letter expresses gratitude for the meeting, it also serves a much more strategic purpose. It provides an opportunity for the candidate to present their skills and accomplishments in another format and market the value they'll add to the employer.

4. The document enables you to address points you neglected to discuss during the interview.Many candidates, after leaving the interview, think of other things they could have said during the meeting. Don't label this a liability; turn it into an asset by discussing these points in the thank you letter. Remind the reader of your ability to produce similar results for their organization.

5. A letter helps develop rapport and increases the employer's comfort level in your candidacy.A good strategy is to recap a part of the conversation where you and the interviewer shared similar views on a job-related topic. The thank you letter can also be a forum for demonstrating your consultative problem solving skills. By addressing current issues the employer is facing and proposing solutions, you are contributing to the company's success even before you are on board!

Thank you letters continue to be an important component of a successful job search campaign. But the focus has shifted from a simple courtesy and show of appreciation to a targeted self-marketing tool. By creating letters that validate your candidacy, build rapport, and remind the reader of your value added, you can significantly influence potential employers and -- most importantly -- increase your chances for subsequent interviews.

Glass Build Trade Show - Atlanta

Just a quick post to let you all know that I will be in attendance at the Glass Build show in Atlanta this year. I will be there one day only on Tuesday, 9/11. If you will be in attendance there, drop me an email or give me a call to let me know. It is always a real treat to be able to meet both candidates and clients that I know and work with in person!

Finding Your Dream Job

Walt Disney once said, "All our dreams can come true, if we have the courage to pursue them."But what about dream jobs? Can we truly love what we do and get paid for it?

Recently, CareerBuilder.com and Disney Parks took a look at the idea of dream jobs and the people living out their fantasies. According to their survey of over 6,000 workers nationwide, a staggering 84 percent of people say they aren't in their dream jobs. What's the biggest thing missing? Fun.

"What defines a dream job is surprisingly reminiscent of childhood wishes for many workers. Workers said they want to enjoy their work experience, apply their talents and feel like they're making an impact," says Richard Castellini, senior career advisor for CareerBuilder.com. "Having fun at work was the most important attribute of a dream job for 39 percent of workers, which heavily outweighed the 12 percent who said salary was most important.

Who's Living the Dream?Professions reporting the highest percentage of those feeling they are already in their dream jobs included police and firefighters, teachers, real estate professionals, engineers, travel professionals and nurses. Those professions with the least amount of workers feeling they have their dream jobs included accommodations/food services, manufacturing and retail. As children, excitement and imagination played a major role in defining career paths. We dreamed of becoming firefighters, princesses and dancers," says Castellini. "But today, a majority of workers aren't living out the aspirations they had 20, 30, or even 40 years ago.

So, how do you go about landing your dream job?Learn more.Research your dream career and investigate those industry trends. Sign up for a class related to your dream job or one that will teach you relevant skills.

Investigate similar jobs and their pay.Find a success story.Talk to someone who has your dream job and ask about the steps taken to get there.

Ask for advice and any secrets for success. You may be surprised to learn the downsides of your dream career. But don't get discouraged -- this can help you fine-tune your goals.Take inventory.What's keeping you from going for your dream job? Is it lack of training or education, the desire to pay off debt, family obligations or relocation?

Map out a specific strategy for tackling each factor that might be an impediment. Step back.If you can afford it, consider accepting a lower-paying position that may get you closer to your dream job. People sometimes sacrifice dreams in lieu of short-term gains. Your decision could ultimately help you achieve your goals. Seek expert advice.Visit a career counselor to discuss your interests and help you establish a path and stay on it to attain your desired outcome. Before taking a job for less pay, talk to a financial planner who can suggest ways to budget if you to take a job for less money.

Back From Vacation

Sorry for the delay in getting some postings on this site...after spending a week and a half on the road with my daughter traveling up and down the east coast by car visiting various friends, family and a few clients...I am finally back to work! Mondays are hard enough to adjust back to the work week...but after 10 days of vacation...I am finding it even more difficult to re adjust back to the daily grind! I have several new positions to post that are hot and urgent needs...please review the list posted to the right on my Blog and let me know if you or anyone you can think of may be a good fit for one of the positions i am recruiting for. I am finding that it is more and more difficult to find and successfully recruit good talent these days. Mainly, I think this is due to how strong of a candidate driven market it is - a good sign for all of you job seekers that is for sure as it gives you leverage when it comes to negotiating and going after job opprotuities. I have definately noticed that many companies are feeling the pain of finding good talent too. More often than not the job seekers I talk to lately seem to have several offers in hand with the ability to pick and choose prior to accepting that new job! I love nothing more than to share encouraging news...so thought those of you who are still on the hunt for that next perfect job would be encouraged by what I am seeing out there in the industry these days!

Hiring & Compensation Article I was Interviewed For with Window & Door Magazine!

I know many, if not most of you receive the W&D magazine and stay on top of the articles they also post on the windowanddoor.net website...yet because I was interviewed last month for one of their featured articles appearing in this months issue, thought it was worth sharing here in the event any of you missed it. I have highlighted my quotes in bold text. Drop me an email and let me know your thoughts...it is always interesting to hear your perspective and thoughts, whether you are a hiring authority or candidate in the industry seeking work. Thanks!

Featured Articles - Windowanddoor.net / Window & Door Magazine MANAGEMENT: Headhunters Weigh In On Hiring and Compensation Industry companies attracting and retaining key industry players with more than just salary, recruiters say By Christina Lewellen June 2007

Some of the biggest window and door manufacturers have had a rough year. The downturn in the residential housing market has led to layoffs, pushes to streamline operations and slicing of employees’ work hours. But this is not why the headhunters who specialize in the residential fenestration industry are busier this year than ever. Recruiters are not scrambling to find work for displaced employees—they’re scrambling to fill positions for the up-and-coming window manufacturers that are growing successfully, despite the market conditions.

“We are unusually busy for the down market that people are talking about,” says Don Hall, founder of Don Hall & Associates, based in Waco, Texas. “We have more companies searching for candidates right now than we’ve had in our history. The economy is certainly down on the lower-income housing range—the track development—and that’s affecting a lot of manufacturers. But the middle- to upper-end market is still strong, and I think very strong.”

It’s also the replacement market that’s keeping the job market stable, adds Carlyn Burns, account executive for Management Recruiters of Lancaster County, Fort Mill, S.C. “I’m going to tell you something you may not be expecting, but as a recruiter, I’ve been busier than ever,” she says. “The replacement window side of things, versus new construction, is booming—skyrocketing even. It’s where the market is right now.”

Burns, who specializes in recruiting for both manufacturers and dealers and distributors, says small and mid-sized retailers, especially in the replacement side of the business, are seeking qualified candidates to keep their growing companies on the right track. Manufacturers—especially those who fall into the bottom categories of Window & Door’s Top 100 list and below, she notes—are looking for successful leaders for management roles and innovative thinkers for their design and engineering teams. “Companies are still trying to stay ahead of the competition and be innovative, so those are exactly the positions that are keeping me busy,” she says. “A lot of companies are going lean but the fact of the matter is that new product development is so critical to getting ahead. That’s why those positions are so hot right now.”

What’s not particularly hot right now is the market for sales positions, Burns says. Some companies are scaling back on their sales force while the market goes through its correction. Still, Hall says there’s always a need for specialized sales personnel, regardless of the pace of sales. “You can’t just be an ordinary salesman anymore,” he says. “You have to be a specialist in a certain product line. There seems to be an increasing level of specialization, in what the distributor carries and what the dealer stocks, and even what the manufacturer makes.”

For the most part, salaries and compensation packages in the industry are on the upward trend. Referring back to a compensation article he contributed to Window & Door in 2000, Norm McKibben, a senior partner with Aspen International Group Inc., says the past seven years and the construction boom that marked the period have had positive effects on base salaries and benefits. “You have to remember that in the period of time between 2000 and 2007, we went through a complete business cycle,” he notes. “Companies were making money hand-over-fist. They had to step up to get the good people, and that raises the whole salary and incentive level up two pegs.”

And when the market cooled, bonuses might have receded but salaries stayed put, he adds. “The downturn of this year and last year is only going to affect the bonuses because now their figures are way off,” he says. “In general, the salary levels are maintained at that same level, which is pretty high up because of the good times we just went through.”

SHOW ME THE MONEY McKibben pointed out seven years ago that the consolidation and influx of investors in the industry meant that a growing number of top executives were getting in on a “piece of the action” with equity stake in a company. That hasn’t changed, he says, and may be an even more significant compensation consideration today. “The equity situation is still true,” he explains. “A larger group of managers have had exposure to equity primarily because investment groups like to feel that their managers are invested. They want them to feel more like owners rather than employees.”

Executives’ base salaries have increased from about $150,000 annually in 2000 to upwards of $250,000 (Table 1). What has changed even more dramatically, McKibben points out, is the structure of the bonus system. Company CEOs and presidents often have the carrot of a bonus dangled in front of them, but they can also earn “super bonuses” for exceeding the parameters of the baseline bonus. With the current downturn in the market, bonuses might not be too impressive this year, but the incentive will still be in place when business starts picking up, he notes. “This is not going to be a good year for the bonus side,” he says. “But [executives] can make a lot of money in the best of times.”

Plant managers and sales managers are also bringing home more money than they did in 2000, due in large part to the fact that the companies for which they work and their list of responsibilities continue to grow, McKibben says. Plant managers can make anywhere from $90,000 to $120,000 annually, and sales managers generally fall into the $80,000 to $110,000 range (Table 2). Like executives, these positions also have opportunities for bonuses on top of the baseline salary.

McKibben says one area that hasn’t seen much in the way of salary growth is marketing professionals working in the industry. Some of the bigger corporations have recognized the importance of having a strong marketing team, but the growing window and door companies are slow to get on board with investing in employees who can take their branding and Web presence to the next level, he observes. “The [leaders] in the entrepreneurial companies might be afraid of that high-tech communication and they don’t really put a lot of money into it,” he says. “It really hasn’t been pushed, but it is a growth area because the bigger corporations have it.”

McKibben says marketing professionals probably fall into the $80,000 to $100,000 salary range, which is about the same level as 2000.

Burns adds that marketing professionals are not often industry-specific. “Regardless of the down- or upswing of the industry, usually a marketing person can come from any industry, sort of like a financial person,” she says.

Another growth opportunity within the industry is among supervisors and managers of field or production crews, McKibben says. Companies are placing a premium on supervisors who are bilingual—communicating effectively with crews—and can keep the quality of workmanship consistent despite blue collar turnover. “Supervisors are getting paid handsomely to manage the crews,” he says, adding that managers can sometimes creep above the six-digit salary line.

QUALITY OF LIFE INCENTIVES Salaries and titles are a “given”—people generally change jobs because they want to make more money and have more responsibility. But our panel of recruiters warns companies to not underestimate the importance of “quality of life” incentives when it comes to recruiting and retaining key industry employees. “I just placed a plant manager who left a big company to go to a smaller company,” Burns explains. “What sold him was not just the money but the whole package. I think smaller and mid-sized companies have the opportunity to cater the package to the individual.”

Burns cites as examples companies offering car and travel allowances, on-site daycare and health care services and even lunch break dry cleaning and car wash services. “It sounds silly but it really adds up,” she says. “You ultimately get that closer knit feel, that family environment.”

Four-day workweeks and flexible vacation packages are also a draw for busy executives trying to juggle work and home responsibilities, Hall adds.

For sales people, a category of employee that is still primarily money-driven, Burns says some companies have turned to sign-on bonuses as a way to draw in the top candidates. “Sales people are out there to earn money,” she says. “That sign-on bonus generally puts them over the edge.”

Regional considerations are also sometimes categorized as a perk, with some candidates seeking a position that will take them to a warmer climate or away from a high cost-of-living area. “There are certain parts of the country that are almost impossible to move somebody into because of the economics,” Hall explains. “If you move somebody from Texas to California, they might find it hard to pay the taxes or get an affordable mortgage. It’s easier the other way around.”

Despite the setbacks in the market, headhunters reiterate that it is a candidate-driven market right now and companies are moving quickly and aggressively to snag good employees when they become available. The companies that are the most successful are the ones that have something besides dollars to attract the attention of potential workers, Burns says. “I don’t think most companies realize that you’ve got to grab good candidates quickly,” she says. “The companies that move fast are at an advantage. The ones that are hiring actively know they have to have something above and beyond a good salary package to get them and keep them on board.”

THE NEXT GENERATION Knowing that not many children aspire to enter the window and door business when they grow up, companies are putting more effort towards recruiting young workers into the industry, recruiters note. As the Baby Boomer generation moves toward retirement, a new generation of leaders will have to be primed to take over the increasingly complex fenestration businesses. “I think more companies are starting to see the value and power of hiring college kids,” Burns says. “A lot of my clients have a specific person who goes around the country and targets college career fairs.”

There are some challenges, however, in attracting young and/or non-industry workers. Just like seasoned employees, younger new hires don’t always come at a bargain to companies. According to a survey conducted by the Employee Relocation Council, organizations may find themselves competing for new hires in the areas of offers from other companies, cost-of-living and relocation expenses, and the general lack of qualified candidates.

The payoff, however, for fighting for fresh workers could be a stronger work force down the road, recruiters say. “I think you’ll see a lot more companies gearing toward the younger, just-out-of-college workers to build up a strong work force,” Burns notes. “The problem is that they’re going to have to woo them and give them a reason to stay loyal.”

Like many industry professionals who stumbled into their first window and door job and ended up making a career of it, Burns expects the same type of relationship-building will work with the incoming generation of employees as well. “The products may not be that sexy but it’s the company that can draw them initially,” she says. “Once they’re here, it’s the people that keep them here.”

Burned Out on the Job?

From a posting on MRINetwork...thought it was worth sharing as I only all to ooften encounter individuals who seem to lack enthusiasm and excitement for their current jobs.

It's been a while since you've felt the exhilaration that comes with starting a new job. And you're wondering: "Has that professional spark been extinguished or is it flickering faintly, waiting to be reignited?"

Are you burned out or just exhausted? "Take a real vacation to find out," Burnout: If you dread returning to work, you may be burned out. Temporary Heat Wave: If you come back rested and recharged, you just needed a well-deserved break.

Are you reacting to a passing moment or an entire movement? Burnout: Your company recently underwent a major restructuring, doubling your responsibilities, and there's no end in sight. Temporary Heat Wave: You're buried in work because it's your 'busy season.' But you do see light at the end of the tunnel.

Are the demands of your job weighing too heavily on you? Burnout: Your supervisor is too demanding and you just can't keep your head above water. You know you'll never get her to change. Temporary Heat Wave: You're too demanding on yourself and it's causing you undue stress, not only at work but most likely in other aspects of your life as well. Time to let a few things go, like the perfectly clean house or some volunteer responsibilities.

Do you find it difficult to focus on your job? Burnout: You face your projects with total apathy and feel you have nothing left to give. Temporary Heat Wave: Your lack of focus is rooted in the nebulous mess you call a workspace. Get organized and get rejuvenated!

Have you got the urge to find greener pastures? Burnout: You're feeling more and more detached at work and catch yourself fantasizing about walking out the door to find that 'dream job' and leaving these 'little minds' behind. Temporary Heat Wave: You're in a rut and ready to venture past the usual lunch crowd and meet some new peers.

So You're Burned Out… If your situation is illustrated by more 'Burnout' descriptions, it's likely time to start down a new career path or follow a new opportunity to professional happiness. Get your resume together and begin your search.

Temper the Warming Effects
If you saw more of yourself in the 'Temporary Heat Wave' scenarios, then you might need a new focus and new challenges to recharge your professional energy. "You don't have to leave your employer to energize yourself,"

Here are some suggestions for putting the spark back in your career:

"Look for a new position within your organization," she says. Network internally -- try to catch key people in the break room to get the scoop on a position or new project team being assembled.

Examine your current position to identify a new responsibility or element you could include that would refresh your focus.

Assess what aspects of the job you really like and do well and then concentrate on expanding those activities.

Make sure you get meaningful feedback from your supervisor. Without clear feedback, Lewis warns, you are apt to burn out faster because you will not have clear goals or accurate measurement.

Read relevant trade publications to stay up on the latest issues and trends.

Find ways to incorporate these into your job.

Delegate or eliminate non-essential tasks. Sometimes we get mired down with minutia and lose sight of what we really need to be doing.

Investigate opportunities to transfer to a new city. Working in completely new surroundings with different peers could get your professional juices flowing again.

Jobs, Jobs, Jobs!!!

Just a quick post to share with you some positive news - that things really seem to be heating up relative to job openings within the industry! In just the past week alone, I have received numerous - record breaking in fact - calls from many manufacturers and distributors who have put in requests for me to fill jobs. This is always a treat for a recruiter, as it means I don't spend my time out there cold calling and marketing into companies in an effort to find good jobs to work on and recruit for. The trend certainly seems widespread not only by location but also in the wide array of position titles and functions such as; Plant Manager, National Sales Manager, Design Engineer, Product Manager, Project Manager, Estimator, Sales Reps...just to name a few! A good sign indeed that things seem to be picking up. Even some of the companies that have gotten lots of press for recent layoffs and downsizing are starting to hire again! As for locations...things seem to continue to be hot up and down the east coast. Running a close second are OH & IL and some other Midwest states as well. Please look over the list posted on this site as to my active, priority jobs that I am working on. As always, if you know of anyone that may be a good fit or interested in one of them, I always appreciate the referral! Have a great week!

8 Ways to Research Your Prospective Employer

The amount of knowledge you have about a potential employer, and on the industry in which you hope to work can give you a competitive edge. This pertains both to making initial contact with employers and before going on interviews. In addition, having information on a company is also invaluable when it comes to evaluating a job offer.

You should know the company's industry, what they do, who some major clients are, and the names of some of the company's higher-ups. You should also know who is in charge of hiring for the position you are seeking.

Here are some resources to find company information.

Corporate Websites—Most businesses use their home pages as a marketing or communication tool for generating and retaining business. They may also provide annual reports, news articles, business ventures, and information about products and services. You should spend a good portion of your research time reviewing the information available at your company's home page.

Directories—Here you can get information on public and private companies, although you may be limited with private company information. A couple sites to check out are: http://www.corporateinformation.com/ & http://hoovers.com/free/. Press Releases—Like an annual report, press releases present information in a way that appeals to the media, and in turn to the consumer.

Local newspapers—Local newspapers usually publish articles about companies in their city or town. This is often the only place you will find information on small, local companies. Some newspapers publish special business sections once a week. You will also find information about employees at those companies. Should someone win an award or special recognition, a local newspaper is where you would find it. National Newspaper—While the New York Times is not planning to change its name to the U.S. Times, it can serve as a source of national information. The same can be said of other newspapers across the country, like The Boston Globe, The Chicago Tribune, and The Washington Post, to name only a few. Articles on larger U.S. and international companies are featured in the pages of these publications.

Business Journals—The most well known is The Wall Street Journal. There are also smaller, more local business journals. You can find information on local companies as well as companies with a wider geographic scope. These journals provide a good way of tracking who has moved where, what companies have what clients, and which companies are relocating to your area. Openings of new businesses should also be announced in a business journal.

Industry Journal—These publications follow companies within different industries. This is a great way to become more knowledgeable about the industry in general. You can look at trends and upcoming changes to determine how you can best make an impact. Remember, you are trying to show potential employers what you can do for them.

Professional Journals—These journals keep you apprised of goings on in your field. In addition to providing company information, professional journals give insight into changes in a particular field. These publications also contain advice about how to do your job better. Being able to discuss new medical billing software with the office manager of a doctor's office will show your level of expertise and interest in the field.

Job Searching on Company Time?

Some good pointers on how to manage your job search and also your current job...

You’re told to treat your job search like a full–time job. But when do you have the time to look with a schedule that includes working 50–plus hours a week, going to school, caring for a family, running errands and trying to squeeze in some shut–eye? Simple. You do it at work.

Whether scouring job boards, searching company Web sites or monitoring list servs, 11 million people on average look for jobs online every week. One–quarter of workers who use a computer at work admit to searching on company time, according to a survey by staffing company. And, job site traffic spikes on weekdays during lunchtime hours.

But proceed with caution when searching for a job on company time; the key is to keep your current job, and income, until you find a new one. Follow these tips:

Know the rules

A growing number of employers have established policies on employer Internet use including monitoring employee personal e–mail abuse, personal instant messenger use, operation of personal Web sites on company time, personal postings on corporate blogs and operation of personal blogs on company time. Those companies are putting their policies into action: 26 percent of employers have fired workers for misusing the Internet and another 25 percent have terminated employees for e–mail misuse, according to a 2005 survey by the American Management Association (AMA).

Play it safe.

The AMA study found 76 percent of businesses monitor employee Web use and 55 percent keep and review e–mail messages. Use a personal e–mail account when discussing job search–related items and applications. Plus, employers would rather receive correspondence from personal accounts than from competitor addresses. And most importantly, you don’t want to send a message to a potential new employer that you conduct job searches on company time.

Don’t advertise your search.

Don’t wear your interview suit to your biz–casual office. Nothing sets off a red flag like wearing a suit to your dressed–down office. So how should you handle the wardrobe dilemma? For both men and women, suit bottoms (i.e. pants, skirts) are always passable for business casual. Bring a shoulder bag/duffle with a jacket in it, and change en route to/from the interview. For women, it is especially easy to wear a casual shell under a suit – once a jacket and stockings are removed, no one will detect an afternoon interviewee. For men, make sure your shirt stands on its own without a tie and you can easily make the switch.

Choose references wisely.

Former co–workers who have left to go elsewhere are usually the first ones to turn to if you want to keep your search confidential. But current co–workers are really the ideal names to pass along to your potential employer. Put a significant amount of thought into who will keep your confidence at your current job. Oftentimes, people find peers rather than managers to be safer bets. As long as your reference can speak to your work ethic, enthusiasm, drive and accomplishments, you don’t need to search high and low for a senior executive to speak on your behalf – go with who knows you best.

Timing is everything.

The breakfast interview is an ideal forum. Meetings scheduled at 8 a.m. are often finished in time to arrive at work by 9 a.m. If they run over, any number of reasons can be offered for a delayed arrival, but don’t go over the top. "Personal time" for a relaxing respite is still an acceptable reason for taking vacation time. Claiming sick runs you the risk of being asked to log on and work from home, or at least making yourself available. The best maneuvers are those when an interview can be tacked onto other pre–planned time off (long weekends, etc.) or non–work hours.

Never stop giving your all at work.

Job seekers can experience intense paranoia at work. If you devote yourself fully to what you’re doing in the hours you’re there (and job search with a vengeance in the hours when you’re not), you’ll continue to get the praise and recognition to keep you on track at your current job. In the end, the possibility always exists that you’ll stay. Don’t shoot yourself in the foot by making co–workers suspicious and then maybe not landing a new job.

How to Judge a Recruiter

This is a long one...but a good read. I came across this article recently and thought it was worth sharing due to the many number of people and also client companies that I have talked to lately that have expressed bad experiences with recruiters.

How To Judge A Headhunter/Recruiter

Headhunters earn their living by finding and evaluating job candidates for the benefit of their clients. Some are better at this than others, and you should know what distinguishes a good headhunter from a not-so-good one -- at least from the standpoint of the job hunter. This will help you avoid (a) wasting your time, (b) divulging confidential information to the wrong people, and (c) developing false hopes.

There are a lot of headhunters out there, and they tend to come in two types:

Those who get into the business because the cost of entry is low. They're looking for a quick buck. They're in a big rush to close deals, and they aren't very concerned about what anyone thinks about how they're doing it. That's not to say they're all dishonest; just that they aren't taking the long view. You'll get pretty frustrated working with them because of the way they treat their clients, their professional community, and their job candidates.

Those who are building a business based on reputation, relationships and trust -- and on making a contribution to their professional community. They're in less of a rush, are more willing to take time to establish long term relationships, and they seek to establish their credibility as much as to earn a buck. This doesn't mean they'll take anyone's call, just that they'll act responsibly.

How does a job hunter separate a knowledgeable, trustworthy, conscientious, effective headhunter from the rest? Assess him (or her) on these four attributes:

Knowledge

A good headhunter will have tons of valuable information about the company he or she is representing, about the job, the manager and his team, about why the job is open, and about the technology (if applicable). He'll be able to tell you about the interview itself: how the manager evaluates candidates, how his team will be involved and how the selection process will play out. Most important, the headhunter will be able to coach you in a way that will maximize your chances of winning an offer.

Even good headhunters don't have all the answers. But the good ones will tell you when they don't know something.

Integrity

A trustworthy headhunter is proud of his business and glad to talk about it. His success depends on you trusting him. So, ask him thoughtful questions about himself and his work. How many years has he been in the business? What areas does he specialize in? Who are his client companies? What specific positions does he usually recruit for?

The answers matter, of course, but what you're really looking for is an indication that the headhunter is forthright and willing to tell you about himself. A headhunter who's in the business for a quick buck won't have much of a story to tell because he's operating on the fringes, picking up fees wherever he can. A good headhunter will demonstrate that he has good clients who respect him, and that he knows the in's and out's of the industry he recruits in.

Conscientiousness

A good headhunter tries to locate and separate out the best qualifed talent for his client company. That's why he won't take cold calls or waste time with people who want a "job handout". His focus is on the companies and people who will help him do his job. When he's working on a search that has led him to you, he will be 100% attentive to you.

To a good headhunter, your resume is a follow-up, a kind of background material. It isn't his objective when he calls. If a headhunter just asks for your resume and says, "I'll get back to you", you know you're dealing with a guy who's too busy dialing for dollars and not taking the time to do a great job for his client.

By investing the time to get to know you, a headhunter demonstrates his conscientiousness. So, pay attention to the questions the headhunter asks you: he's revealing himself as much as he's probing you.

Effectiveness

A good headhunter finds the right candidate and fills the job. That's his business. To accomplish this, he has to gain the respect of the people he is recruiting, and he must demonstrate his ability to be right. If he makes a few "wrong" placements, his reputation is shot.

When people get frustrated because a headhunter won't talk to them, it's often because the headhunter is very good at what he does. And talking to just anyone isn't his job. A good headhunter usually does not have the time to spend with individuals who contact him unless they happen to have expertise in the exact assignment he's currently working on.

What does all this mean to you? If you are actively looking for a job, then take control of your own job search, because the good headhunters won't talk to you. That seems contradictory, but it makes perfect sense when you consider what we've said about the headhunter's business: he can't be an effective headhunter if he starts acting like a career counselor. If you're the person the headhunter is looking for, he prefers to find you himself. Believe it or not, this is one of the best ways to recognize a good headhunter: he's the one who calls you.

But to judge him properly, evaluate the headhunter carefully on all four of the attributes described above. When you encounter a good headhunter, do your best to help him with his search. Because there's one last attribute you should know about: a good headhunter remembers

You're Hired! Now the hard work begins...

Here's an interesting and hopefully helpful article that was in our local Charlotte paper today...most people appear and act overly eager to show their stuff when starting a new job. The following tips may help you keep your excitment in check while gradually adjusting to your new office and work environment.

Learning Your New Office...

You made it past the multiple rounds of interviews, background checks and countless hoops. Congratulations -- you got the job! So now what?

Many employees forget that the real hard work begins after they start a new job, not in the steps it took to get it. Yes, you've sufficiently wowed your future employers so that they have decided to hire you. But it's important to make a solid first impression on the job and assure them that they did not make a mistake.

Martin Yate, professional development counselor and author of "Knock `em Dead: The Ultimate Job Seeker's Guide," says there are several things to keep in mind when starting off at a new company.

• Learn your environment. Your first goal should be to understand how your new office works. How and why do things get done the way they do? Learn how the company operates and the people who run it.

• Don't start re-inventing the company. Focus on learning, not doing at this point. If you suggest grand changes from the start, your co-workers may see you as arrogant or be offended by your ideas.

• Be a team player. Always be ready to take on any task and help colleagues willingly during this period. During the probationary period (typically the first 90 days), your colleagues will be watching and evaluating you to see how you fit in.

• Ask for advice from your peers. They will feel flattered, you'll get some insider information and you'll probably bond along the way.

• Save your big ideas for when you are more firmly entrenched in the company culture. "Smaller ideas are easier to sell and help you build a foundation of credibility," says Yate. "And, god forbid should something go wrong, it's no big deal."

How To Resign From Your Current Job

It sounds easier than it is...you find yourself with a great employment offer for a new company that really excites you....and resigning from your current job seems like it will be a piece of cake. Not necessarily! I have heard many stories from candidates who I have placed that were amazed at just how difficult it was to face their current boss and even peers and give their resignation. It is continually amazing to me the tactics that current employers will use to try and keep an employee on board when they hand in their resignation. Here are some tips to help you through the process:

How To Resign
A sample resignation letter is shown below. Once you have accepted a new position, consider the following:

Do Not Delay - give you notice on the day you make your decision.

Keep it Professional - focus on your new opportunity.

Keep Your Distance - they do not have a right to know where you are going.

Write it Down - hand your boss a resignation letter before talking.

Request Confidentiality - inform only those that need to know.

Don't Listen to Counteroffers - they for the benefit of employers, not employees.

Sample Resignation Letter:
Date
Dear Immediate Supervisor,
Please accept this letter as my formal resignation as (Your Current Title) from (Your Present Employer). I have accepted another career opportunity.

I, as well as my family, believe my new position will offer increased challenges, opportunity and financial rewards.

I want to take this opportunity to thank you and all my other acquaintances at (Present Employer) for your support in the past and trust that my association has been meaningful.

This has not been an easy decision, or one based on short-term thinking, and therefore I am not open for a counter offer.

I leave (Present Employer) with wonderful memories; but renewed enthusiasm and excitement for the future.

Sincerely,

The Ten Biggest Interview Killers

Found an interesting article on interview killers...thought it was well written and every point worthy of sharing. (From yahoo.com - written by Joe Turner)

The 10 Biggest Interview Killers

When you're on a romantic dinner date, you try to avoid "mood killers" -- talking with a mouth full of food, cursing an ex-lover, or complaining about a foot ailment. During a job interview, you have to avoid similar spoilers if you want to make a good impression.

Here are 10 of the most common "advantage killers" and how you can steer clear of them during your next job interview.

1. Not knowing your aim. Too often candidates think their purpose in an interview is simply to ask for a job. Your goals are to demonstrate how you are a good fit for the organization, and to assess whether the job is really right for you.

2. Being too needy. Neediness is probably the No. 1 advantage-killer in an interview. Remind yourself before walking in the door: you do not need this job. You do need food, you do need air, and you do need water. Keep things in perspective.

3. Lousy nonverbal communication. This is about demonstrating confidence. Your first impression makes the difference. When you enter the interview room, stand up straight, make eye contact, and offer a strong handshake with your interviewer. If necessary, jot their name on your notepad as soon as you seat yourself. Do the same for any other individual you are meeting with.

4. Compromising your position. You should always participate in the interview as an equal, not a subordinate, of the person conducting the interview. Often this is a subtle matter of self-perception, so remind yourself before the interview.

5. Falling into the answers-only rut. An interview is a conversation. Don't just answer their questions. That's why you've prepared stories to highlight your accomplishments, which will be your moments to shine. When you do answer any questions, make sure that you answer immediately and follow up with a question of your own, if at all possible.

6. Rambling. Telling your interviewer more than they need to know could be fatal. Your stories should be 60 to 90 seconds long and they should have a relevant point. Focus, focus, focus. Stick with your rehearsed stories, your research, and the questions you need to ask. Don't fill up the silence with unnecessary talk.

7. Being overly familiar. A good interviewer will be skilled enough to put you at ease within the first 10 minutes of the interview. That doesn't mean that they have become your best friend. Don't let your guard down. You're there to interview them and get answers to your questions. Treat this from start to finish as the professional business meeting that it is.

8. Making incorrect assumptions. Points are not deducted at the interview for asking questions when you don't understand something. Don't guess at what your interviewer means. Effective interviewing is all about collecting information in real time, taking good notes, and responding only to the actual facts you've collected. If you find yourself making assumptions or guessing about something that was said, stop and ask for clarification before you answer.

9. Getting emotional. At times the interviewer may hit a nerve or consciously try to provoke you into an "outburst." Don't fall for it. Clear your mind of any fears or expectations, so you can maintain a calm, open-minded perspective at all times. When emotions enter into an interview, failure follows.

10. Not asking specific questions. You want to find out more about what this job is really about and whether you want it. Arrive with a list of several prepared questions about the company, the position, and the people who work there. Ask questions that begin with "what," "how," and "why." Avoid simple yes/no questions. Get your interviewer talking as much as possible, then take notes. Most interviewers are unimpressed by someone who has no questions.

Most Common Job Titles I Receive to Work On

Thought it may interest some of you to hear about the types of jobs/job titles that I seem to be receiving the most orders to fill these days. Hands down I am swamped with engineering and manufacturing related roles right now...with only a handful of sales and related position titles currently.

As with pretty much every year since I have been recruiting in this industry, it seems to be cyclical...by seasons almost...with the Fall, Winter and beginning portion of Spring finding myself bogged down with manufacturing, engineering and operations positions and few sales roles. Mid way through Spring sales and marketing positions suddenly almost out of nowhere seem to pull the majority of my focus while the manufacturing and engineering positions seemingly slow down.

This year, I sense it may be a bit different as I have a fairly even mix of both going into Spring and Summer months and do not see it slowing down one bit. Even amidst the talk of downsizing and the dismal housing market...the job market in my opinion remains strong. Always a good sign if a recruiter has enough work to keep busy!

How the Market Looks

I saw an interesting poll result provided by W&D Weekly that polled people within the industry that posed teh question on whether or not they experienced an "Opening Day" as far as when they started to see sales boost up from the slow wintery months. Those results are below and are right on par with what I, as a recruiter see in the industry with the job market really starting to heat up this month! It should be a great year, even with all teh many dismal articles and industry gossip you hear of layoffs and downturn in housing market.

Survey Results for 04/04/2007: (From W&D Weekly email newsletter)

If your business experiences an “Opening Day” each year, around when does it start?

April 1 - 33%

We don't experience a “season.” - 30%

March 1 - 20%

May 1- 15%

A different time - 2%

For years, industry people have talked about “the season.” Much effort goes into designing new lines and getting new equipment ordered and tooled up so products are ready to roll when the new season starts. Assuming that it was different from region to region and market to market, I knew there wasn’t one date for all window and door companies to kick off their new selling years, but inspired by the start of baseball season I figured I’d ask.

A good portion of you doesn’t see a “season” in your business at all, and that makes sense, given the climate in much of our country. I’m sure that’s a blessing in many ways, especially when it comes to managing a workforce.

Among the specific choices, April 1 pulled more votes by far than March 1, May 1 or “some other date” as the date things go into high gear. No matter which day they selected, I suspect respondents are a little apprehensive this year. Most involved in the new construction business probably expect to be, at best, a little light this year, and some may be bracing for worse, given the state of the housing market. I know more people are definitely pinning their hopes on remodeling and replacement. There are still question marks, however, when it comes to homeowners spending big money on projects and fix-ups. Let’s hope we start to see that activity as we come out of the winter thaw.

How to Negotiate Your Salary

I came across a great article with some good tips on how to negotiate your salary...while a good recruiter will handle this for you through the interview process, I know many of you are interviewing in your own as well...so thought it may be useful to some of you!

There are some basic commandments to help you negotiate the best possible deal in any economic climate when changing jobs. They are:

1. Be prepared. The more information you have about your market value and the prospective employer, the greater your likelihood of success. This is the first commandment because it's the most important. There's a wealth of information available on the Internet, at the public library and through professional associations and networking groups. Time spent learning how to negotiate and preparing for negotiations may be the best investment you'll ever make.

2. Recognize that employment negotiations are different. When the negotiations are over, you'll have to work with the person with whom you're negotiating. Moreover, your future success may depend on that person. So, while you want to negotiate the best possible deal, you need to do so in a way that doesn't damage your image.

3. Understand your needs and those of the employer. To be successful in this type of negotiation, you need to examine your priorities. What do you really want? For example, are you comfortable with a low salary and a large equity stake? Are you able to handle dramatic swings in income from year to year? Understanding your needs also will help you determine the type of company you want to work for. By recognizing what an employer can do, you'll be able to determine what issues you should press.

4. Understand the dynamics of the particular negotiations. Sometimes you'll have skills that are in great demand. And sometimes, you may be one of several qualified candidates the company would be happy to hire. Sizing up the situation and understanding the relative position of each party will help you determine when to press your advantage and when to back off. Knowing when to ask is often critical to getting what you want.

5. Be creative. Consider the value of the total package. Look for different ways to achieve your objectives. Be willing to make tradeoffs to increase the total value of the deal. If you're creative, you can package what you want in ways that will be acceptable to the company. You'll also be able to find creative "trades" that allow you to withdraw requests that might be problematic to the company in return for improvements in areas where the company has more flexibility.

6. Focus on your goals, not on winning. Too often in negotiations, the act of winning becomes more important than achieving your goals. It's important not to make your future boss feel as if he's lost in the negotiations. You'll have gained little by negotiating a good deal if you alienate your future boss in the process.

7. Know when to quit bargaining. The one sure way to lose everything you've achieved is to be greedy. There comes a point in every negotiation when you've gotten everything you could have reasonably expected to gain. While most companies will want to treat you fairly and make you happy, few companies want to hire a prima donna. Being perceived as greedy or unreasonable may cause the deal to fall apart. Even if it doesn't, you'll have done immeasurable harm to your career. This brings us to the 11th and most important commandment:

8. Never forget that employment is an ongoing relationship. Job negotiations are the starting point for your career with a company. Get too little and you're disadvantaged throughout your career there; push too hard and you can sour the relationship before it begins.

Understanding these principles will allow you to effectively negotiate the terms of your new job in good times and in bad. Once you are hired, do your job well and continually seek out new challenges. As you take on added responsibilities and learn new skills, there will be opportunities to negotiate further improvements.