Posts

July Employee of the Month

Carolyn Morrison

Congratulations to Senior Partner Carolyn Morrison, Joseph Chris Partners’ July Employee of the Month!

July Producer of the Month

Angie Truitt

Congratulations to Senior Partner Angie Truitt, Joseph Chris Partners’ July Producer of the Month!

April Producer of the Month

Congratulations to Executive Partner Claire Spence, Joseph Chris Partners Producer of the Month for April! 

April Employee of the Month

Congratulations to Senior Recruiter, Liz Powell, for being chosen as April’s Employee of the Month here at Joseph Chris Partners! Liz Powell

HOW TO WRITE A COMPELLING RESUME

When you ask Google “How to Write a Resume?”, within 0.50 seconds you will have 310,000,000 resources at your fingertips to confuse you even more. Over my almost 6 years with Joseph Chris Partners as a Senior Recruiter I have been able to narrow down the answer to one very simple question. “What are your bonuses, pay raises, and promotions based on?”

Think back to your last job performance review or evaluation.  Those successes are what you want to highlight in your resume. How do you compare to your peers and colleagues in similar roles? What makes you stand out?  If you were a cashier at your local grocery store would you describe your position as “I scan groceries for prices and collect payments from customers” or would you say “Compared to the average cashier, I have the fastest lines in the store, moving 50% more customers through the lines”?

 

This is an actual email I sent to a candidate who had all the experience my client was looking for in an employee, but his resume read like a boring job description.  Some information has been changed to protect the candidate’s identity.

[Candidate], I’m going to give you some constructive criticism.  Your resume does not serve you justice.  Remember all the specific numbers and projects you mentioned in our phone call?  Those should be mentioned in your resume. Hiring Managers like to see numbers and measurable data rather than an interpretation of your job description.  It’s common knowledge in the industry what a Production Manager does. They want to see what made you exceptional at your job. What did you do that was above and beyond what an average Production Manager would do? Numbers, volume, special assignments, etc. are the things that make the Hiring Manager say “I need to interview this candidate ASAP”.

Imagine if you ran into your favorite High School teacher today and was excited to tell them about all the things you have accomplished so far in your career.  Would you tell them that you “lead budget review meetings with clients” or would you tell them you worked for a large public home builder who was pushing out 3000 homes a year, and you were responsible for organizing all their processes during the buyout in a new major city?

Being able to paint a picture of your measurable successes in your job performance makes the hiring manager more excited to call you back and learn more about how you may benefit their company.

Now go rewrite your resume then send it to me so I can help you climb the corporate ladder and earn more money!

March Producer of the Month

Congratulations to Executive Partner Mark Hall, Joseph Chris Partners’ March Producer of the Month! #josephchrispartners #JCProckstars

Mark Hall

March Employee of the Month

Congratulations to the Joseph Chris Partners Employee of the Month for March, Partner Derise Bunn!  And no, we’re not recycling the post from last month.  Derise won back-to-back awards in February and March!!  #josephchrispartners #JCProckstars

Derise Rodriguez-Bunn

February Producer of the Month

February’s Producer of the Month at Joseph Chris Partners is Senior Partner Angie Truitt!

 

Angie Truitt

February Employee of the Month

Congratulations to Partner Derise Rodriguez-Bunn, Joseph Chris Partners February Employee of the Month!

Derise Rodriguez-Bunn

To stay or not to stay: that is the question.

It’s no secret that we are seeing a shortage of proven talent within the real estate development and construction industries in many skill sets.  At a time when we need people/talent the most,  professionals are seriously questioning whether to make a change because of the timing of the economy, timing in our industry and timing in their own lives.

“Is it time to make a move in my career?” These thoughts, nerves, doubts are making it more difficult today to recruit proven, successful talent for open positions due to growth or vacancy.

Many clients are forced to promote people who aren’t ready to take on more responsibility because of the talent shortage, and starting a leadership program within companies won’t grow the talent fast enough to fill the needs.

In my practice, I speak daily with and recruit Vice Presidents, Division and Regional Presidents and professionals in Corporate level roles. Professionals are asking themselves “should I stay or should I go?” for a few reasons:

  1.  Recent builder acquisitions. Executives who are open to considering opportunities or desire that next step in their career are asking themselves, “Am I going to a builder that is gobbling or one that will be gobbled?” Since company CEO’s or Corporate CFO’s cannot share this information, professionals are left to the worry about the rumors and, therefore, may choose to stay rather than risk being the last person hired when a company is “gobbled.”  People do not want to be the less tenured in this case because some say the purchaser will keep most of their own team if in the same market. So be honest with interested candidates. It still may prevent someone taking a position with your company but at least you stayed true to what you know. Also know, even if it doesn’t feel like the case, builders are starting to interview all candidates in like roles within that market seriously so they can build the next best team.
  2. The next downturn.   Those of us who survived the last downturn always have our eye on the future, looking for signs that it may happen again.  While economic indicators are still very strong, professionals want to ensure they’re working for a company that isn’t in danger of going under if it does happen, either because of their financial situation or land holdings.  But professionals need to remember that the people working at the company they’re interviewing with likely survived the last downturn as well, and everyone in our industry made adjustments to their financial forecasting, land strategy, and processes to weather that storm should it arrive.  They are making hiring decisions based on long-term, not just short-term, growth projections.
  3. Counteroffers.  When people are hard to find, companies do what they can to keep the good people they have.  So companies making offers should expect counteroffers each and every time.  And to prevent the professional from staying put, companies should make their first offer their best offer.  The days of negotiating back and forth to save a few bucks are long gone.  If you don’t demonstrate to a candidate their value to you right off the bat, you can bet their existing company will, and you’ve lost valuable time in your search to fill that role.  It helps to have consultants like Joseph Chris Partners in on the formulation of offers so you can offer competitively based on market conditions and competition.

Our industry will always have mergers and acquisitions and there will be lay-offs during any economic slow down we experience. But that should not stop a strong professional from accepting a new role, proving their worth, and moving up the ladder.  If the opportunity is a great one, the company has the culture people thrive in, the team is strong and collaborative, then the normal things that affect our industry should not keep a professional from taking on a new position.

Joseph Chris Partners can help you with your search for the right professional, and we can help them answer “should I stay or should I go” in your favor!