There are some distinct tactics/phrases that should not be used now, when you are applying for a job.
These tactics/phrases can brand you as older, but more importantly, they scream that you are out
of touch regarding the “work environment.” A potential employer might wonder if you keep up with or
notice changes within your industry.

Below is a list of tactics/phrases that are a “no go”:

1. Addressing a cover letter as “Dear Sir or Madam.” No one uses those phrases anymore. Find out who
the HR Director or hiring manager is, and use their name. Also, while we are discussing the addressing
of cover letters, don’t use “To whom it may concern” or “Dear Hiring Manager”, this too is out of date.

2. Most resumes are received electronically today but if you are inclined to mail yours, do not use colored
paper with a matching envelope. I realize you are trying to get their attention and stand out, don’t! Let your
resume do the talking for you.

3. Endless bullets. It used to work but today, more than ever, people are rushed and want to quickly scan
the information in front of them. Two or three bullets is good and make sure you say what you accomplished
for the company, don’t make it about “me, me, me.”

4. Do your homework on the company before you go, but don’t use it in a way that comes across as someone who is “trying to win brownie points.” Ask legitimate questions that show an interest and lets them know you did your research and are trying to have a business conversation. Also, do not ask a question about the company that you could have gotten had you looked at their website.

5. Groveling does not work and is not becoming. When you write your thank you email or note after the interview, do not give the potential employer a “list” of why you are the best candidate. Give your “thank-you” a human touch, keep it light and reiterate something that they said that you agree with or is important regarding the company. It is okay to state that you are interested or even want the position but do not launch a two page essay as to why you are the best candidate. If you are the best candidate, they knew it when they were interviewing you.

Via: Builder Online

Posted on: February 6, 2012
Source: Calculated Risk
Construction jobs head north after 5-plus years

The data on diffusion in the latest employment report showed broad recovery among industries, with especially encouraging gains for construction jobs. Calculated Risk’s Bill McBride is seeing an inflection point in housing, with construction having bottomed and prices soon to reach the nadir.

To continue reading: http://www.calculatedriskblog.com/2012/02/construction-employment-duration-of.html

How many times have you replied to a posting on the internet through a job board, on a company website, or by word of mouth
and never got a response? Probably too many to count!

Companies hire recruiters to find the “perfect passive” candidate because they know that people who are not looking are happy!  It also saves the client a tremendous amount of work and time to deal with a recruiter because most recruiters have a large network of people they deal with and are able to produce that “perfect passive” candidate in a timely manner.  Clients also appreciate the fact that recruiters do all the necessary screening up front, either by phone or in person and can give them a considerable amount of information before the candidate even walks in the door.

Recruiters also take the “messy” out of negotiating the salary.  Money is a difficult but necessary component that needs to be discussed and it keeps the client and candidate from having to do it.

Companies really don’t “see” a person when they look at a piece of paper but when a trusted recruiter recommends a candidate, they are willing and excited to start the process.

Give us a call at 281-359-0060 or visit our website at www.josephchris.com, we would like to be your personal recruiter!

Attend Real Life Lessons – Building Your Career in the Building Industry

Are you feeling stuck in your career or work for yourself and are barely surviving? Discover how to determine where you want to be and develop a plan to get there! Whether you are looking for a new job or move up opportunities, or need ways to either change your business plan or come up with a new career, this session will help you ask the tough questions about your opportunities for growth and give you the steps to open more doors. To get ahead, you may need to assess if you’re in the right place for right now. You may need more — or more specialized — education to reach the next level, or connecting with mentors and colleagues could be the key. Let us help you find your way through tips, real-life examples from the panel and answers to your career development questions. The professional world can be cutthroat, but you don’t have to be a barracuda to survive!

Friday, February 10
1:30-3:00
W 308 C-D

Learning Outcomes:
• Attendees will identify the steps for career growth and come away with a workable plan that they can begin implementing on their return home.
• This program will demonstrate to women how to advance in a company or career without hurting themselves or their peers.
• The panel of women will relate their own stories of success provide advice and answer participant questions on how they can make a change.
• Attendees will learn how to decide when their plans do not fit with their current professional situation and if a change is needed, as well as how to identify and act on new opportunities.
Speakers: Joanne Theunissen, Linda Hebert, Lorraine Martin, Veronica Ramirez

To centralize or to decentralize: Try the hybrid approach.

Source: BIG BUILDER Magazine
Publication date: September 1, 2011

By Tony L. Callahan

I am often asked should sourcing operations be centralized to one or a few locations or decentralized to each operating location. Before I get to my response, let’s look at the strengths and weaknesses of each model within the home building industry. A Centralized Sourcing Model (CSM) is often associated with lower costs, managed risk, and leveraged resources. Some drawbacks of CSM are reduced flexibility, less local autonomy, and elongated response time. On the other hand, a Decentralized Sourcing Model (DSM) is often associated with flexibility, responsiveness, and greater local autonomy. Some drawbacks of DSM are higher costs, more risk, and additional resources.

There are pros and cons to both approaches. So how do I respond when asked whether or not a company should centralize or decentralize? I say use a hybrid approach. Centralize those categories where leveraging the company’s spend makes sense. Specifically, centralize areas in which you can lower your costs, improve quality, or increase responsiveness from the trade, distributor, or manufacturer. If you cannot do that, then leave the operations decentralized. However, help the decentralized locations by implementing strategies where they share information with each other to help control costs. Also, make sure you have good sourcing policies and procedures to minimize your risk.

Now let’s look at what categories you should consider for centralization. There is a strong business case to be made with leveraging the material specification with a limited number of manufacturers through national accounts. Incentives, brand alignment, product consistency, training, and manufacturing resources are just some of the benefits of leveraging this area. Recommended categories include appliances, siding, HVAC, roofing, flooring, engineered lumber, faucets, lighting, paint, cabinets, and doors. There may be other categories that make sense for your company, but consider them carefully.

Implementing any national account is disruptive to the trade base. Fragmenting the trade’s spend makes sense if you can lower your total costs. There are some instances where a trade has more volume within a given category than you do. Talk with them about combining your volume with theirs in your next RFP. You may be able to lower both your costs and implement the new agreement much faster.

There is also something to be said for leveraging your spend with large regional trades and distributors if providing them more business will lower your costs, reduce your cycle time, and improve the level of service that you receive. Recommended categories are pro dealers, electricians, plumbers, framers, flooring installers, insulation contractors, drywall applicators, foundations, and flatwork trades. Many builders have even asked existing trades in one market to open operations in a new market. This can make sense if there is a lower cost for the builder and enough volume to support the trade’s additional overhead expenses. Involve the trades and the manufacturers in the product development process. They can provide you with insight on everything from cost effectiveness, ease of installation, and design for warrantability. Part of their value proposition should be to help you build a better home. Most trades welcome the opportunity to give input on a new design.

To continue reading this article click here: http://www.bigbuilderonline.com/Industry-news.asp?articleID=1641940

To meet with Tony at the 2012 International Builders Show in Orlando, FL  or via phone, call Veronica at 281.359.2108

Start on the trade level by looking at the direct cost elements of material and labor.

Source: BIG BUILDER Magazine
Publication date: November 22, 2011

By Tony L. Callahan

Knowing your costs is important in any market. In a bear market it can help you drive cost reduction initiatives. In a bull market, knowing your costs and the corresponding cost drivers can help you avoid unnecessary increases. Truly knowing your costs and what they should be is resource intensive. However, there are techniques that you can use in a resource-light environment to give you a better understanding of your costs.

Start by looking at your costs at a trade level. Each stage of home construction should have a target cost per square foot for the same or similar floor plans. During your next sourcing event, request that trades break out their bid into material, labor, and overhead components.

One disclaimer, for the sake of simplicity, this article will focus on the direct cost elements of material and labor. However, you should also consider overhead in your analysis. That said, let’s dive in.

Knowing the material and labor buckets can help you determine if a prospective trade is 1) purchasing their materials eff ectively and utilizing them efficiently and 2) efficient and competitive from a labor standpoint. This approach is still at a pretty high level, but it will provide you with a wealth of information that is not available in a lump sum bid.

Another approach is to further break those costs down into elements. From a direct cost element standpoint, we will look at labor hours, labor rate, material quantity, and material costs. Knowing these four cost elements will enable you to develop an abbreviated Lowest Achievable Cost Model (LACM).

The LACM is based on the lowest reported cost in each category. Comparing the LACM with the competing trade’s price for the four elements will enable you to look at the bid in a more meaningful way.

To continue reading this article click: http://www.bigbuilderonline.com/Industry-news.asp?articleID=1774373

To meet with Tony at the 2012 International Builders Show in Orlando, FL  or via phone, call Veronica at 281.359.2108

New Years has come and gone and it is almost February!
Some people make resolutions, some don’t. Some people keep them, some don’t.
Most people are on some type of social media network and here’s your chance to keep a resolution! Every year!
Clean Up Your Social Network Sites!
It’s easy and to some degree necessary to get the clutter and old information off your site.
Out with the old, in with the new!

Here are a few suggestions:

1. There are 4 basic social network sites that matter: Linkedin, Twitter, Facebook and Google+. If you are a member to any others and they are not beneficial for some type of business purpose, get out. Ask yourself what is the real value that each site is giving you and if the answer is not much, then you probably won’t miss much by leaving it.

2. Update your profile. Make sure it represents the you, you want the world to see. Don’t have personal information that may come back and embarrass you. You can make your profile personable without sharing all your personal information.

3. Manually update the sites you care about. If you have them on auto-pilot and don’t update them regularly, then delete them and concentrate on the ones you use on a daily basis.

4. Take a really good look at your connections. It is a waste of time to be connected to people you do not know or do not communicate with on a regular basis.

5. Separate business, family and friends. Put them in circles, lists or groups and control what each see. I don’t think your client wants to know that your Aunt Lucy dyed her hair and it all fell out. Some things just don’t need to be shared.
6. Last but not least, look at your profile picture. When was it taken? If it is not recent, as in taken within the last year…update it now.

We all want 2012 to be a great year and these are some easy things to do and keep a resolution!

We call them clients’ and think they consider us an extension of their organization. We bring them the best and brightest people to enhance their bottom line.

Read the statements below and see if any apply to your relationship with your clients’. I hope not, I hope they consider you a trusted partner.

If they do, then maybe you might want to “work” on a better client relationship.

They don’t return your calls.
They give you positions that other recruiters’ are working on and you weren’t the first.
They do not give you a job description or job requirements.
They don’t give you feedback on the candidates they declined to interview.
They demand urgency, but are slow to get back with you in a timely manner.
They don’t give you feedback on the candidates they do interview.
They ask for your opinion on salary and other requirement for the position and then ignore your advice.
They tell the candidates information regarding the position/company that they did not share with you.
They try to re-negotiate the fee after the candidate has accepted the position.
They ask you out for a date – not a business meeting.
Most of our clients’ do not fall into any of these categories and we are thankful for that!

For Immediate Release
Contact: Veronica Ramirez
President/CEO
Joseph Chris Partners
(713) 560-5100
vramirez@josephchris.com

Joseph Chris Partners announces Equity Participants

Friday, January 12, 2012 – Kingwood, Texas – Veronica Ramirez, President/CEO of Joseph Chris Partners, is pleased to announce that Claire Spence and Erica Lockwood have been named Equity Partners in the company. Ramirez created this opportunity to reward these outstanding members of her Executive Team for their commitment to the growth and development of the Joseph Chris brand, as well as their unwavering focus on the company’s financial performance.

“When you are fortunate enough to have standouts like Claire and Erica as part of your organization, it’s easy to see why JCP has been able to consistently outperform the market, despite the challenges that all members of our industry have faced. I want to continue growing the company with the help of these talented professionals, and am honored to have them as part of my team.”, said Ramirez.

Claire Spence has been with Joseph Chris Partners for 10 years. Spence started with JCP as a part-time employee and quickly made her mark with the company as a top performer. After holding a number of positions within the organization, Spence was promoted to Executive Partner in 2005 to now Executive Partner with Equity Participation. She is driven by a strong desire to build mutually beneficial, lasting business relationships. “I take the time to get to know my clients – I learn their corporate culture, vision and methodology, and maintain a focus on the goal of helping them to establish a strong upper echelon of management”, said Spence. During her tenure with the company Spence has worked with a wide array of clients throughout the US, heavily focused on Management, Director and C-Level positions and Executives within all skill-sets throughout her areas of specialization. The ability to thoroughly research a market and identify peak performers is her strong suit. Her knowledge to assess personality, career motivation and technical skills are complemented by effective communication skills, which assures that her clients receive a superior level of service and a strong return on their investment. She has consistently ranked among the Top Recruiters across all industries by the Texas Association of Personnel Consultants, has won multiple awards from Industry Associations and earned the highest levels of respect from her peers. She has consistently remained the highest producer at Joseph Chris Partners, which is the direct result of her ability to meet and exceed clients’ needs.

“Claire Spence has an amazing energy and drive to ensure timely and focused quality in her client relationship and service. I appreciate her passion and dedication to the company and know that our organization benefits from her unmatched level of integrity”, said Veronica Ramirez.

JCP’s Midwest Regional office is headed up by Erica Lockwood, who has been a major producer during her 11 years with the company. She has built a rich national network of contacts in the residential and commercial real estate industries. Lockwood’s 19 years experience in the professional and executive recruitment sector combines with the credibility and trust she has developed with current clients to create a natural attraction and data base of the industry’s top talent. She also has the honor of an 85%+ ratio of repeat clients – a feat not easily claimed or achieved. As a nationally recognized executive search professional, Lockwood has successfully placed candidates at the President, VP and Director level within all major skill sets in both publicly traded and privately held companies. She has been a consistent, award-winning top producer with stellar career achievements. Lockwood attributes her success to a continual commitment to integrity, customer service, and professional ethics. With her solid reputation for honesty and veracity, Lockwood will continue to be one of JCP’s most valuable assets.

Ramirez says “Erica Lockwood is passionate about branding and creative, impactful marketing and she is an invaluable resource to our organization. She is a trusted advisor and a consummate professional who leads by example”.

Claire and Erica’s selection as the first participants in the JCP Equity Participation program is the result of their years of loyal service to the company and their exemplary records as top producers. Both of these individuals have been leaders in new business development, and have taken the initiative to enhance the growth and development of the JCP brand through relationships and social media. Their willingness to go the extra mile to promote Joseph Chris as the consulting company of choice in the Real Estate Industry has helped to set us apart as the market leader. Their professionalism sets the tone for the company’s ‘outreach through the airwaves’ to connect with our contacts, potential clients and new talent. Both exhibit the core values that define Joseph Chris and have been cornerstones to our reputation within the industry.”

Please join me in welcoming Claire and Erica as the first Equity Participation partners in the company. They have served our company admirably during their tenure and I am confident that they will be keys to our success in the years ahead. It is truly an exciting time for our team and for our organization.”

Veronica Ramirez

Some people make resolutions and some people don’t. Some people succeed in accomplishing their resolutions and some people don’t. Improving ourselves must be a primary focus for all of us, regardless of career, age or social status.

Recruiters have the unique opportunity to help people improve themselves, but how can we improve ourselves at the same time? The process of self-improvement can be difficult, if you are not honest with yourself. We all have egos that need to be put on the “shelf” in order to be successful. You need to look at your work habits and determine where you could be better. Examine everything you do from the first call to the final placement. Revisit the basics to be sure you’re doing them. If you can, record your calls and listen to them for ways to improve them.

“People” are our business in the world of recruiting. We must realize the impact we make on the lives of the people we want to place. Take time to get to know them. Ask direct questions about what matters to them as they seek a new position. Listen as they answer your questions, and take notes of anything they say that could inspire further questions. Use your knowledge of your clients and their positions to fine-tune a match between candidate and career.

Recruiters are also in the “sales” business, and one of the toughest sales is the “intangible.” We must convince clients that we can deliver quality candidates in a timely manner, and to do so, we must convince candidates that our clients are offering them an opportunity of a life time. We have the unique opportunity to enhance candidates careers, which in turn can enhance their lives personally. To achieve this, being persuasive is one requirement and being a good closer is another.

Finally, as recruiters, we are in the “follow-up” business. We are the liaison between our clients and candidates, it is vital to keep communication open throughout the process. Keep everyone in the loop and keep the process moving so the placement can happen quickly and smoothly. If things start to fall apart, find ways to fix them and retain the momentum. If a deal does fall apart, let all of the parties know that you’ll work hard to complete the work you started. My personal mantra has always been “Follow Up and Follow Through.” Keep at it – no matter how much research you have done, there is always another avenue you can explore. Self-improvement is an ongoing process, hang in there and make 2012 the best year ever!