Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

Local candidates only please.

Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

The same is true concerning employees, especially small businesses. One negative employee can be like a cancer that sucks the life out of your other employees, making the environment tense at best for all. It is especially damaging in the workplace when there is even one person who is always complaining and negative about everything. Your first instinct might be to fire this person; but if they are a high performer, it might be worth the employers time to try to create a harmonious environment for all. But, sometimes even high performers have to be fired.

The first thing you need to do is figure out who this person is. A good manager probably already knows this, but in small businesses, the owner is normally so stretched for time that they may be out of the loop as far as what’s going on behind the scenes with employees. If you don’t have one already; implement an open door policy. Example: everyday from 4:30 – 5:00 pm, have this time set aside for all employees who need to come in and “talk personally or off the record.” Talking out situations in a nonconfrontation environment will help to maintain problems from getting out of control. An employer really needs to take the time to get to know their people; this will in turn make the employee feel comfortable enough to speak with you directly about “office politics.”

Second, find out what motivates “each” employee. Don’t use “blanket motivation”, what works for a visual employee may not work for an auditory employee. Managing by motivation and understanding your employees will help you deal with the “bad apple” a lot easier.

Third, deal with the “bad apple.” Talk to them, find out what is going on. They may have personal problems, health problems or they might be upset about a promotion they didn’t get, or a work assignment they are having difficulty completing. It could be a number of things and then it could just be their personality. If the reason for their “negativity” is situational, it can be corrected. If not, and it is their natural disposition, you can not correct or change this. If it is situational, offer to help them, “get help.” If it is their natural disposition, you have the option to let them work from home, or in an area where there is no team involvement. If those suggestions are not options, then it may be time to fire them, for the sake of the rest of your employees. Legally, you can not fire an employee for a bad attitude but you can fire them due to organizational changes.

Sometimes and only sometimes, the ‘bad apple” is actually the boss or small business owner. Look within yourself, are you breeding negativity? Are your employees feeding off your own bad attitude? Sometimes an employees “bad” attitude might be due to how they are being treated by their boss and the boss doesn’t even realize that they are putting this bad attitude out there.

Communication, communication, communication! Just like the saying regarding business; location, location, location. You can never go wrong with either one!

Duties:

A. * Support and assist the Business Development Manager, as directed, with completion of the bid/proposal process, coordination of department employee’s time schedules, proofreading estimates and proposals, and ensuring that bids/proposals are prepared and sent out in an accurate and timely manner.
B. * Support and assist the Business Development Manager, as directed, with preparation of work specifications packages, scope descriptions, and request for quotes for subcontractors to secure subcontractor quotations for work.
C. * Support and assist the Business Development Manager, as directed, with the preparation of technical documents and proposals to respond to RFPs.
D. * Review and understand terms and conditions from client RFPs and advise the Business Development Manager regarding whether or not all aspects have been covered in Company’s estimate and proposal.
E. * Support and assist the Business Development Manager, as directed, with coordinating the handoff of new projects from business development to the operations department by assisting with the preparation of documents setting forth project specifications, bills of materials, man-hour projections, trade sequence, and equipment required, to ensure timely and efficient completion of awarded contracts.
F. * Take direction from the Business Development Manager to administer, track, and follow up to completion any tasks assigned.
G. * Support and assist the Business Development Manager, as directed, in making recommendations on how Company should bid projects, including pricing, profit, and all other applicable details. Work with Estimator(s) and Proposal Coordinator(s) on bids collaboratively, understanding the bid, bid layout, and cost/proposal.

H. * Follow all procedures for the business development department and assist the Business Development Manager with monitoring compliance with all procedures and processes.
I. * As directed by the Business Development Manager, estimate and verify estimates prepared by other members of the business development department.
J. * As directed by the Business Development Manager, proofread proposals prior to submission to customer.
K. * Support and assist the Business Development Manager, as directed, in the maintenance of a weekly tracking report of all bids submitted and/or pending and/or business development opportunities that are being worked on or evaluated.
L. * Travel to pre-bid meetings, as directed by the Business Development Manager (estimated 20% traveling time).
M. * As directed by the Business Development Manager, interact with potential clients in face to face meetings to present and defend proposals and work methodologies during negotiation phases for proposed work.
N. * Be flexible as position will develop into face to face client contact and communication for future business development and growth.
O. Perform other duties as assigned by immediate supervisor or upper management.

Requirements:

A. Four year degree in civil engineering, construction management or similar discipline preferred.
B. Five years of experience in estimating, proposal development and technical writing preferred.
C. Attention to detail and accuracy.
D. Utilization of computer programs such as Microsoft Office including, but not limited to, Excel, Word, PowerPoint and Outlook. Experience with estimating and takeoff software preferred.
E. Ability to quickly analyze, interpret and compare detailed information that is often inadequately defined.
F. Ability to multi-task and be process driven.
G. Excellent communication and organizational skills.

Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

• Coordinate collection and preparation of operational reports
• Develop budgets for projects based on bid documents
• Report out to Regional Manager daily on task completion
• Monitor and analyze percent complete jobs and identify potential problems with job revenues, cost estimates and margins.
• Continually develop and review new job cost reports and procedures to ensure company personnel have a solid and functional understanding of their jobs.
• Provide job cost training to new and existing branch personnel resulting in more efficient operations, better margins and highly engaged employees.
• Provide a variety of financial reports and analyses for Regional and Corporate presentations.
• Maintaining continual communications with regional and site manager.
• Provide job cost management information (financial and non-financial) to the corporate & regional teams
• Use Microsoft project to track multiple projects
• Type correspondence, reports and other documents
• Improve production efficiencies and cost control procedures
• Assist in invoicing process for certain high profile jobs
• Locates and compiles information and reports, graphs, records and other sources of information
• Take minutes at meetings
• Research and assist with the preparations of policies and procedures
• Schedule and prepare agendas for meetings

• Bachelors Degree or Associates Degree in Civil Engineering and/or Construction Management  or
• A minimum of 10 years of relevant construction management and field experience is preferred
• Ability to maintain a high level of accuracy and confidentiality concerning financial and employee files
• Specialized construction management training and project management training is preferred
• Excellent written and verbal communication skills along with superb time management and project scheduling skills.
• Proficient computer skills including Word, Excel, Project, Power Point and Outlook.
• Excellent Interpersonal Skills
• Effective verbal and listening communication skills
• Effective Organizational Skills

Great compensation, benefits and relocation package!

Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

Contact: Claire Spence, Executive Partner at: clairespence@josephchris.net

You are at your desk, or at home watching TV when you get a call from a recruiter who has found your contact information using the many secrets of the trade (sorry – that’s one secret I intend to keep). Before you hang up the phone, remember that recruiters can hold the keys to the hidden jewels of the job market. Use them and they may just open the door to a new career opportunity. I am not saying this because I am a recruiter, because I’m not – I just work for them. What I have learned working behind the scenes is the important role a recruiter can play in a persons career path. Even if you are not looking now, you may need their help later, so this applies to those who are blissfully happy with their careers, as well as those looking for a new opportunity. Here are the top 5 reasons why you should use a recruiter.

Hidden Job Market. I said earlier that recruiters hold the hidden jewels of the job market, and here they are – undisclosed jobs. Many times, especially with Sr level positions, companies have confidential roles that are for restricted eyes only. Companies then turn to recruiters for help with these positions. You cannot find these positions listed on Monster, or the various other job sites on the web. Imagine – your dream job may just be a recruiter away. This point goes hand in hand with #2.
Connections. Recruiters have clout with hiring managers and sr. level executives – many of us do not. You send your resume to numerous companies, and post your resume on various job sites to no avail. You still haven’t heard a peep. Recruiters have the connections to not only get you in the door, but also get feedback – whether positive or negative – rather quickly. Think of how many others are applying to the same job you are.tons. Hiring managers and HR personnel simply cannot and do not have the time to review every resume. A recruiter can guarantee that you won’t be just another resume in a pile; you will be sent to Sr manager who will review your resume. Don’t you love recruiters just a little bit more now?
Expertise. Are you underpaid? Overpaid? Are you ready for a Sr role? Are your technical skills up to par? There are a number of questions that can help you make an informed decision when it comes to strategic career planning, and a recruiter is a great resource to utilize. They can help you find answers and ask questions that will guide you to the right job and the right steps to take in order to advance your career. Best of all, this information is free, unbiased and essential when determining your position and worth in today’s job market.
End Game is the same. You and your recruiter have the same goal, and that is to make sure you are putting your best foot forward, meeting the right people, and hopefully getting you an ideal role that is a perfect fit for both you and your future employer. Their on your side. This leads me to point #5.
Long-term ally. Let’s say you found a recruiter, you find a job (whether it was their role or not), and you are now perfectly content, remember this may not always be the case. Come 3-5 years down the line you may decide to try your hands at a new company/role again. Or you may spend the rest of your days in the company you are working for, but may need advice when it comes to compensation, employee rights, etc. You now have an ally that is there for you to utilize. Recruiters (meaning legitimate, professional recruiters) are in it for the long haul. They are in the business of building relationships with both candidates and clients, and making sure both parties are equally satisfied. Therefore you not only gain a new role, but you also gain an important ally to guide you through your current and future career path.
So the next time a recruiter calls you, you just might want to pick up the phone.

April 24th 1pm Eastern: Sponsored by CB/USA Business Development-Social Media Webinar available for Homebuilders looking to stay up-to-date and competitive in the on-line world.

Learn step-by-step, in easy-to-understand terms how Google +, Facebook, Twitter, P-Interest, YouTube and other powerful tools can be put to work in your business today.

http://goo.gl/qPAc2