Congratulations to Tiffany Kenton, August’s Employee of the Month!!
Congratulations to Tiffany Kenton, August’s Employee of the Month!!
Congratulations to Senior Partner David Brown, August’s Producer of the Month!
Congratulations to Senior Partner David Brown, July’s Producer of the Month!
Congratulations to Senior Recruiter Liz Powell, our JCP Employee of the Month for July!
I was a baby lawyer, just one year out of law school, returning to my office after a hearing and there was a U-Haul trailer backed up to the entrance of my building. Moving guys with banker boxes loaded onto dollies blocked my path into my office, and I stepped around them to get in. I immediately noticed empty bookshelves, open file cabinets, and worried looks on the faces of my coworkers.
Something bad had happened.
I walked into my own office and surveyed my surroundings. Only one case file remained of the 35 files I managed during my first year of practicing law. I turned to see my boss standing in the doorway.
“Sorry about this, kiddo. I really am. We’re going to have to let you go. We’re letting just about everyone go.”
Stunned, I sat down, head swimming, thinking of car payments and rent and groceries, and how to begin the search for a new job. I barely heard his explanation that our biggest, pretty much only, client decided to hire a different firm and we lost all their business. I just zeroed in on the part where I just lost my job.
At 27 years old, that was the first time I would experience the unexpected loss of a job and be forced to look for a new one. Luckily, I had a good network of classmates and alums of my law school and was working within a week, but the prospect of finding something new was definitely a daunting one.
I’ve also been on the other side of that experience, having to tell someone they no longer have a job. I know it’s never an easy conversation, even when you’re dealing with an employee that isn’t a great fit for your company. Naturally, you don’t want them to stress or struggle even when parting ways is necessary.
Being on both sides of this coin gives me a unique perspective when helping professionals who’ve recently lost jobs, and with clients who want to help their severed employees transition into the job search market. At Joseph Chris Partners, we offer services for both in the form of Executive Coaching for those professionals looking to reenter the job market, and Career Transitions for those companies who want to help their former employees prepare for their own job search.
Both options offer several levels of service, tailored to the needs and budget of either the professional or the company, and we offer free consultations for you to determine which level is right for you.
If you want to learn more, just give us a call and we’ll be happy to talk with you about how we can help you or your company.
Things worked out for the best for me after that fateful day when the U-Haul blocked my office door. I went on to work at a litigation boutique with some amazing and talented people in a firm that was by far my favorite in my 13 years of practicing law. So even when news of a job change makes your next steps in your professional life uncertain, something incredible could be waiting for you just around the corner. Don’t be afraid to step around the things in your way and open the door to the new opportunities.
I was thinking about my work as a recruiter and remembered a lesson my father taught me many years ago. I was a senior in college and asked him if he had any advice before going to a couple important job interviews.
“Do your homework before you meet them, know something positive about the company that the interviewer may not know.” My father wanted me make a good impression, stand-out in a good way, to do more.
Today the contents of a library are available on your smart phone. My best clients know I am interested in their businesses. I researched one client and learned the CEO holds several patents in his industry. I incorporated that into a conversation with him and prospective candidates. With another I pointed out career path similarities with two candidates and the company president. They were both hired. I learned the CEO’s five-year plan from a client’s annual report and pointed out how a particular candidate can help achieve his vision. Believe me, it can help!
It doesn’t matter if you are going for an interview, making an important presentation, or preparing for a conversation with an old client. Let them know you do a little more, that you work a little harder, know more about them, their company and their goals then the other guy.
It can make the difference between average and exceptional.
Thanks Dad, I heard you.
In today’s world, it is a candidate driven market. Candidates are getting called repeatedly by recruiters and quite a large amount of them end up with multiple offers to choose from in the end. As a company searching for talent, the decision to hire a firm to help can be a daunting one.
The Solo Recruiter. In a robust market, like the current one, recruiting is good business. People who have little to no experience see an opportunity to cash in, hang out a shingle, and often offer slashed rates to compete with the established firms. While saving money on an executive search may seem attractive to your HR team, the old adage “you get what you pay for” typically rings true here. The cost of a bad hire far exceeds the difference in bargain basement search fees and the
The Big Guys. There are some very large executive search companies that service multiple industries. Their business model is usually more segmented, with one person courting client business, and once the contract is signed, the client is handed off to an account manager. A search team is made up of other individuals, usually with a researcher, someone to recruit candidates, and someone who ultimately presents resumes to the client. This assembly line approach might not be the best way for all companies to fill critical roles as it can be perceived as impersonal and disconnected to the candidates.
The Niched Firms. Then you have your niche, boutique firms that focus specifically on specific industries, such as our own firm, Joseph Chris Partners. Our niche is real estate development and construction. There are multiple benefits to working with a firm that specializes in the field in which you work. In most cases, niched firms have been in their chosen business for a considerable amount of time. In our firm’s case, we have over 41 years of speaking the same language as our clients, developing relationships with professionals over the expanses of their careers, keeping current on industry news, attending conferences, and really understanding what our industry is about. Our teams our small, and clients always get a personalized approach to their search. For more clients needing a professional with industry-specific experience, it makes sense to work with an Executive Search Firm that already has the relationships with the people they are wanting to hire, one that “speaks their language” and knows who’s who in their industry sector already.
Am I promoting my own firm? Sure I am! But clients and candidates I’ve worked with over my 16 years in the industry will attest that their partnership with my company and with me has been a very successful one.
What an awesome week attending the PCBC conference! As I mull over the happenings, the main point of my discussions had a resounding theme – the talent shortage plaguing our industry. This is clearly not an earth shattering statement by any means but every now and then there is solace in knowing it’s not just you! While there is much to do to relieve the labor pressures, I am a huge believer in the innovative and passionate leaders who will continue to positively impact the builder world. There were 40 of these leader types honored during the Professional Builder Under 40 Executive Summit. Among the brilliant list of professionals, I am particularly extra proud of Aaron Roan of Inspired Homes and Kevin Oakley with Do You Convert. While Aaron and Kevin differ greatly in background and skill set expertise, each possess a compelling similarity – passion for the industry and a true interest in creating positive change in their personal and professional worlds.
I cannot imagine the first ever group of PCBC speakers, exhibitors and attendees could have fathomed how far along we are within today’s technology world. So much has evolved just within the last 10 years let alone 50+ years’ time lapse. Prior to the 2008 downturn there were no iPads, Siri, Uber or Airbnb and say it isn’t so – the selfie-stick! Tech-focused sales and marketing initiatives and strategies are an enormous factor in today’s business with company culture and branding (internal and external) having a significant impact on the bottom line. Much to absorb but thankfully the industry possesses many amazing gurus specializing within this emerging and ever-changing world to offer insight and ideas.
As the conference wrapped up and I headed back home I found myself feeling very thankful for the relationships formed over nearly 18 years and excited about those yet to come. You just cannot find better people than those in our industry!
Congratulations to SVP of Finance and Administration, Diana Scott, JCP’s June Employee of the Month!
Congratulations to Executive/Equity Partner Erica Lockwood, JCP’s June Producer of the Month!