Wednesday, December 27, 2006

Setting Goals as Recruiters, Candidates/Employees, and Hiring Managers

This is the season when traditionally we reflect on the past year and set our goals for the next year. Some people call those goals “New Years Resolutions”. I tend to avoid using that name since those “resolutions” are often closely associated with another word, “broken”.

You may want to review all of the conditions that need to occur for a promise to become a goal:
1) A goal must be specific. As a recruiter, your goal for paid fees or income for the year must be a number not a range. As a candidate/employee you may set a position as your goal. As a hiring manager, you can target performance areas or hiring goals.
2) A goal must be measurable. Remember metrics? In order to know if you are on the path to completion of your goal, you must have a way to measure the work being done to reach the goal. For instance, as a recruiter if you know it takes 200 calls to make a successful introduction of a candidate to a client, you can break that down to the daily work that needs to be done to meet your goal. As a candidate, if you know that Lee, Hecht, Harrison has measured that it takes 20 networking calls per week in order to find a new job in 3 months, you know that you must make 4 connections per day. Track your activity so you know when the Law of Averages is about to work in your favor (That’s why it is called a “Law”). Tracking your metrics also helps you improve the accuracy of your averages.
3) A goal must be challenging. This is the time to reach for new successes. If your goals do not catch your imagination, you will lose interest in them. Remember when President Kennedy challenged the US to put a man on the moon in the 1960’s (oops! Maybe some of you are too young to remember those heady years)? That goal caught our imagination, and as a country we worked towards its successful completion. No other country has done it since.
4) A goal must be realistic. Beware of conflicting goals. If you want to send a man to the moon but are not willing to spend money doing so, you have a conflicting goal. It costs money to put someone on the moon. Heck, it costs money (typically) to get to the next town. So while your goal must be challenging, it must also be attainable.
5) A goal must have a completion date. If you do not put a completion date in your goal, it is far too easy to put off doing the work to attain your goal. Then you lose interest (how many of you join a health club in January and don’t go back inside until next January? Oh, that’s one of those “resolutions” we referred to earlier).
6) Finally, a goal must be made public. By telling other people about your goal, you are committing yourself to its completion. If you are a candidate, it may not be wise to tell your manager about your intent to find a new job. Otherwise, your search may take on a new sense of urgency.

By reviewing your past year and setting new goals for this year and beyond, you become a better manager, employee, recruiter, parent, coach, etc.

Good Luck and have a Wonderfully Successful and Healthy 2007!

Monday, December 18, 2006

Do You Know When to Shut Up?

How many times have you been in an interview when you asked yourself, “Is he or she Ever going to shut up?” I have seen both managers and candidates talk so much they went from successfully selling the other person to turning them off. Or have you ever found yourself in a conversation with your manager to convince them to do something differently, and then heard the manager say, “Okay I’m convinced. Don’t say any more.”

Too many times we are so busy talking that we forget to listen. One of the signs of a good sales professional is when they ask questions instead of make statements. They use all of their senses to know when the other person is ready to buy. Then they ask a closing question, shut up and listen. The first person to make a sound loses leverage.

During an interview with a sales prospect in 1995, I decided to employ the interviewing technique of asking a question and shutting up. Every time the candidate thought he was done with that question, I would nod my head and use a hand motion to continue. Don’t you know that he kept going and going for 24 minutes before realizing that he had just blown the interview? It took until this summer for someone to beat his time – another sales prospect. My client did not extend an offer to either candidate.

Once I had a client whose manager was so talkative when he found someone that he liked, he would not shut up. The poor candidate was subjected to 2 hours of his talking. If the candidate survived that, he was given an offer. No lie.

This is a problem for candidates and managers alike.

Take the time to listen to yourself when you are presenting your case. If it feels like you should be quiet, you have probably passed the time for silence.

Thanks for your suggestion, Cindy!

Sunday, December 17, 2006

Focus Fridays – JD Edwards Developer Analyst

This week’s "Focus Fridays" position is the JD Edwards Developer Analyst position.

My client, Trex Company, is the leader in composite wood decks, railings, and privacy fencing. The Trex product has a 25 year warrantee, never needs staining, never warps nor splinters. Wait until you see the new privacy fencing!! It will leap out of the plants!Trex Company also keeps plastic and wood fiber out of the landfills. The company buys hundreds of millions of pounds of poly (plastic shopping bags and industrial shrink wrap). Trex Company also buys hundreds of millions of pounds of wood fiber (wood chips/sawdust) that is pulverized and combined with the plastic to create its products.This position is very important because it is a new position that brings development in house. This is an XE shop and Trex is willing to train JD Edwards World and Lawson candidates. You may apply by clicking “Employment Opportunities” on the menu on the left and follow the menu – or send me your resume to me as a Word or RTF document. If you know someone who may be interested, have them reply via email to me at RecruiterGuy@msn.com.This position is a new position and is located in Winchester, VA. It reports to the ERP Manager. The job description is below. Trex Company has a wonderful relocation program.

This is a small IT organization and the Impacts that you make will be felt throughout the organization.Carry out development tasks to the highest quality standards, including: Coding & Documentation Unit & System testing New releases Analyze functional requirements, identify options for meeting technical solutions and recommend a course of action. Provide technical support to resolving day-to-day production problems and questions. Integrate third party software to Enterprise One as required. Act as consultant and/or team lead for projects requiring technical expertise. Plan and record effort for projects and enhancements.
Requirements:

5 years recent technical experience in JD Edwards's distribution, manufacturing, and financial applications. JD Edwards Enterprise One development tools including Enterprise Report Writer, Forms Development, Object Management Workbench, Business Functions, and Interoperability. Experience with Microsoft development tools including Visual C++ and SQL Server 2000. Comfortable with programming and modifying JDE C Business Functions. Complete familiarity with Event Rule Process Flow for all Form Types/UBE Sections. Highly experienced with Event Rule Debugger and Visual C++ Debugger. Be capable of advising and contributing to development standards and documentation. Bachelor's degree in Information Systems or comparable degree and experience combination.

Location
Winchester , VA

Minimum Experience (yrs):
7

Tuesday, December 12, 2006

College Students - Where Are You Interning Next Summer?

Summer seems a long way off. Many students are in the middle of this semesters final exams. The Holidays are almost here. In the Northern Hemisphere, we are facing the beginning of Winter; and RecruiterGuy is talking about summer internships.

Consider this – many of the prime internships for next summer may already be taken. The companies that use internships to attract the best and the brightest students look for them year round. The first contact may be a simple “Be sure to contact me in December or January to discuss the internship.” This initial contact may have taken place during the Fall College Job Fairs that hopefully all of you attended.

What is the value of internships? It depends on what side of the table you sit.

As a student, you have so many career choices. How do you determine what you are going to do after college? One good way is to target an internship with a company or industry that currently interests you. Research the companies. Look at their website. What are they saying in their press releases and investor relations pages? Do their career pages say anything about internships? Do you know someone who already works there? What do they say? Are there any alumni from previous classes who work there? Your alumni office can tell you if any alumni work there and possibly put you in touch with them. If a company has a particularly good experience with students from one school, they will come back. Conversely, if the experience is poor, you will have to do a lot more selling!

During an internship you may find that your career choice is not what you wanted after all. Isn’t it better to discover that early, rather then waiting until after graduation? It will give you an opportunity to explore another internship the following summer. No internship is wasted. Everything that you do becomes part of your experience. Companies like to see College graduates who have worked successfully in a professional setting.

An Engineering Manager that I supported at Rockwell Collins once said to me, “Give me an engineering student with a GPA 3.3 who worked part time in his/her area of interest while in college over a student with a GPA 4.0 who did not work. If they do not work, their full time job is school and I expect the 4.0.”

How do you find internships? The best way is to use your creative juices to find them. Sometimes they are tucked away within small start up companies that do not have a lot of money yet to market their internships. Sometimes they are in structured programs within large companies. Talk with upper classmen/recent graduates within your major to see where they interned. Ask for contact information from them. Talk with your Career Development advisors. Talk with your parents (What a Concept!) to see if they know anyone within the companies that you have targeted.

Why should companies want to bring interns into their business? It gives them the opportunity to “Try out” new employees before making a long term commitment to them. If the work is interesting, the interns will want to work there. Therefore the recruitment process is easier for both sides.

Your younger competition for internships is getting stronger. I am on the advisory board of the Workplace Learning Connection (www.workplace-learning.org) in Eastern Iowa. This organization sets up job shadows and internships for High School students with companies in Eastern Iowa. These High School students are touting the advantages of an internship. Can you imagine how aggressively they will seek internships in college?

Make your life happen. Don’t allow life to happen to you!

Sunday, December 10, 2006

Focus Fridays - JD Edwards Manufacturing Project Manager

This week’s "Focus Fridays" position is the JD Edwards Manufacturing Project Manager position.

My client, Trex Company, is the leader in composite wood decks, railings, and privacy fencing. The Trex product has a 25 year warrantee, never needs staining, never warps nor splinters. Wait until you see the new privacy fencing!! It will leap out of the plants!

Trex Company also keeps plastic and wood fiber out of the landfills. The company buys hundreds of millions of pounds of poly (plastic shopping bags and industrial shrink wrap). Trex Company also buys hundreds of millions of pounds of wood fiber (wood chips/sawdust) that is pulverized and combined with the plastic to create its products.

This position is very important because it is a new project management position that brings formal project management in-house. This is an XE shop and Trex is willing to train JD Edwards World and Lawson candidates.

You may apply by clicking “Employment Opportunities” on the menu on the left and follow the menu – or send me your resume to me as a Word or RTF document. If you know someone who may be interested, have them reply via email to me at RecruiterGuy@msn . This position is a replacement position for someone who was promoted and is located in Winchester, VA. It reports to the ERP Manager. The job description is below. Trex Company has a wonderful relocation program.

The successful candidate will be responsible for the daily technical management of present and future JD Edwards Enterprise Resource Planning Manufacturing and JD Edwards Enterprise Resource Planning Manufacturing related Enterprise Business Systems, such as Inventory and Distribution, Supply Chain Management, Manufacturing Process Reporting (COGNOS) and Automatic Data Collection.Specific duties include:Responsible for the daily support of JD Edwards MRP and MPS systems to include maintenance and configuration management Ensure data integrity of Manufacturing Enterprise Systems to include inventory and distribution data Act as Technical Lead in Information Technology projects to include Enterprise Resource Planning, Supply Chain Management and Automated Data Collection Perform manufacturing and related systems requirements analysis for Information Technology.

Requirements:

B.S. in Information Technology or B.S. in manufacturing related role
Minimum of 8 years experience in a Manufacturing Process related role
Minimum of 4 years experience supporting manufacturing (MRP/MPS) related business critical Enterprise Resource Planning applications (JD Edwards)
Minimum of 5 years of JD Edwards Project Management Experience

Monday, December 04, 2006

Hiring Managers – Just How Important is the Dreaded Job Description?

It is no secret that most Hiring Managers dread developing a job description for an open position in their department. “Just get it from HR” is the normal response when I ask for it.

Unfortunately that is exactly the wrong response. Remember my second post – “The Best Qualified Candidate Rarely Gets Hired”? Another reason for the poor selection of employees is that the manager and interviewing team are not looking for the correct candidate skills to be successful.

Think of your work team as a sports team. What do Championship Teams do well? The fundamentals. Another analogy is building a house. If your footings are not square, your walls will not be square.

A good job description is the foundation of every point of the recruiting process. Therefore beginning the recruitment process by doing the proper due diligence on the job description is absolutely required.

It is always a good idea to list all of the day to day functions of the position. This part of the process helps you decide if the position should evolve into a higher or lower position than what you originally had.

You may decide that the position requirements no longer require certain skills because of automation. On the other hand, automation of duties may actually give you an opportunity to hire a more strategic individual. Until you take the time to truly understand where that position is evolving, it is difficult at best to determine the skills necessary to be successful.

Once you list the day to day (tactical) functions, list the skills necessary to perform those skills. Now decide which skills are critical to the successful completion of those functions. Some skills are “nice to have”.

Now list the strategic functions of the job. They could include special projects that you may want that person to complete over a year. List the skills necessary to be successful in the completion of the strategic functions. Again, which skills are critical and which are “nice to have”. Obviously some skills may overlap depending on the position.

Is this a people management position? If so, what management duties are tactical and what duties are strategic? What Management skills are critical and what are nice to have?

Can you see how all of this information can help you grade the position and better determine whether someone is a good fit?

Of course some of you are already doing these types of due diligence but would like something to help tie everything together.

Here is a suggestion that I have been making to Hiring Managers for quite a few years now. Determine and list the 3 month, 6 month, 9 month, and 12 month goals for the position. Now the skills required to be successful in the first year should become crystal clear for everyone on the interviewing team. This gives you something that may be better measured than a gut check.

The added advantage is that these goals give you and the new employee discussion points to discuss every time you meet during the critical first year. For instance, “How are you doing on your 3 month goals? Do you need any assistance from me?” At the end of the year, there will not be any surprises on either side during the annual review.

Finally, when you make a great hire, you develop a nice bounce to your step. Things move smoothly and you will be promoted. If you make a poor hire, what does it cost you and the company? Possibly more than you ever dreamed.

Which do you want? Isn’t developing a solid job description worth it?

Saturday, December 02, 2006

Candidates - Redouble Your Job Search Efforts Now!

Contrary to what is considered to be common knowledge, now is the best time of the year to look for your next job! And you thought companies in their final quarter are waiting until after the Holidays and their new budgets to begin.

Consider – Managers know what budgeted positions are available to them beginning in January. Since it usually takes some time between the beginning of a search and its completion, the Hiring Manager who is on the ball is looking right now to add to their team. The selected candidate can start on January 2nd. This enables them the opportunity to snag good candidates while other managers are taking the Holidays off from interviewing; and have them start in the new budget year.

Additionally, this is the warm and fuzzy time of the year. I had a candidate once interview on Christmas Eve morning. The interview lasted all morning and she appeared to be a great fit. They invited her to stay for a quick lunch – and extended her an offer on the spot. She called me Christmas day to tell me that she accepted their offer and would start in the first week of January.

Her story could be yours.

Friday, December 01, 2006

Focus Fridays - JD Edwards Developer Analyst

This week’s "Focus Fridays" position is the JD Edwards Developer Analyst position.

My client, Trex Company, is the leader in composite wood decks, railings, and privacy fencing. The Trex product has a 25 year warrantee, never needs staining, never warps nor splinters. Wait until you see the new privacy fencing!! It will leap out of the plants!

Trex Company also keeps plastic and wood fiber out of the landfills. The company buys hundreds of millions of pounds of poly (plastic shopping bags and industrial shrink wrap). Trex Company also buys hundreds of millions of pounds of wood fiber (wood chips/sawdust) that is pulverized and combined with the plastic to create its products.

This position is very important because it is a new position that brings development in house. This is an XE shop and Trex is willing to train JD Edwards World and Lawson candidates.

You may apply by clicking “Employment Opportunities” on the menu on the left and follow the menu – or send your resume to me as a Word or RTF document. If you know someone who may be interested, have them reply via email to me at RecruiterGuy@msn.com .This position is located in Winchester, VA. It reports to the ERP Manager. The job description is below. Trex Company has a wonderful relocation program.

This is a small IT organization and the Impacts that you make will be felt throughout the organization.Carry out development tasks to the highest quality standards, including: Coding & Documentation Unit & System testing New releases Analyze functional requirements, identify options for meeting technical solutions and recommend a course of action. Provide technical support to resolve day-to-day production problems and questions. Integrate third party software to Enterprise One as required. Act as consultant and/or team lead for projects requiring technical expertise. Plan and record effort for projects and enhancements.


Requirements:

5 years recent technical experience in JD Edwards's distribution, manufacturing, and financial applications. JD Edwards Enterprise One development tools including Enterprise Report Writer, Forms Development, Object Management Workbench, Business Functions, and Interoperability. Experience with Microsoft development tools including Visual C++ and SQL Server 2000. Comfortable with programming and modifying JDE C Business Functions. Complete familiarity with Event Rule Process Flow for all Form Types/UBE Sections. Highly experienced with Event Rule Debugger and Visual C++ Debugger. Be capable of advising and contributing to development standards and documentation. Bachelor's degree in Information Systems or comparable degree and experience combination.

Location
Winchester , VA

Minimum Experience (yrs):
7

Tuesday, November 28, 2006

Does Age Discrimination Really Exist?

Let’s face it, I’m not a Pollyanna. Sure, Age Discrimination exists in some places, just as other forms of discrimination exist in some places.

However, my feeling based on professional recruitment experience since 1981, is that Age Discrimination is not as widespread as some people feel.

Go back to my second post, “The Best Qualified Candidate Rarely Gets Hired.” If managers have not been taught how to interview, what measurements will they use to decide on the qualifications of a candidate?

In my experience, if someone decides that they are the victim of Age Discrimination, they will allow the Law of Self Fulfilling Prophecy to kick in and will do things subconsciously to torpedo their job search.

On the other hand, Impact Performers will shrug off the occasional perceived or real Age Discrimination with the proper attitude – “If that’s the way they are I would not want to work there anyway.” Then they go somewhere they can continue to make impacts.

Several years ago when I was working with one of my clients we recruited a 63 year old IT Auditor and moved him to Florida. Why? He had a great audit career at one of the automakers, worked for one of the (then) Big 6 Accounting firms for 5 years, and then worked at another company for 2 years. The group was a young group and the Regional Manager felt he needed some seasoning in his group to groom his staff. The result? Six months later, the Regional Manager moved to headquarters to take a bigger job. The IT Auditor became the Regional Manager and is now the Assistant Director of IT Audit. He tells me that he will continue to work as long as he can make impacts and have fun (and sneak in the occasional golf game).

This is a person who is an Impact Performer and came across nicely as one. No one cared how old he was. We were all looking at his potential and his experience. In the interview he had a nice amount of energy and enthusiasm.

No matter your age, I am looking for the same qualities. How does your experience match the requirements of the job? How do you come across to me? Can you help my client solve their problems in your area of expertise? How will you mesh with the existing organization (having an “attitude” does not benefit you or the organization)?

Just as in any other time in your life, take control of your search and network your way into a position that you enjoy. This is the time to reinvent yourself and try new things while using your prior experience to solve new problems.

Remember, in many cases today you will be interviewing with a fellow Baby Boomer. Use that relationship builder to your advantage.

The better question to ask is if Age Discrimination will affect you. That’s your decision.

Friday, November 24, 2006

Focus Fridays – Plastics Material Sourcing Account Manager – National Recyclers

This week’s "Focus Fridays" position is the Plastics Material Sourcing National Account Manager – National Recyclers.

My client, Trex Company, is the leader in composite wood decks, railings, and privacy fencing. The Trex product has a 25 year warrantee, never needs staining, never warps or splinters. Wait until you see the new privacy fencing!! It will leap out of the plants!

Trex Company also keeps plastic and wood fiber out of the landfills. The company buys hundreds of millions of pounds of poly (plastic shopping bags and industrial shrink wrap). Trex Company also buys hundreds of millions of pounds of wood fiber (wood chips/sawdust) that is pulverized and combined with the plastic to create its products.

This position is very important because it is the position that interfaces with national plastic recycling companies to bring the plastic material to one of the Trex Company plants. If you are qualified and interested in the Plastics Material Sourcing Account Manager – National Recyclers position, you may apply by clicking “Employment Opportunities” on the menu on the left and follow the menu – or send me your resume to me as a Word or RTF document. If you know someone who may be interested, have them reply via email to me at RecruiterGuy@msn.com .

This position is a new position and is located in Winchester, VA. It reports to the National and Direct Sourcing Manager. The job description is below. Trex Company has a wonderful relocation program.

Develop, coordinate, and manage strategies and projects to maintain and increase new and existing polyethylene streams sourced through National Recycler accounts.
1. Develop, execute, and manage strategies/programs to secure long-term supply contracts/partnerships with National Recycler accounts.
2. Manage National Recycler accounts by utilizing industry knowledge of process machinery as well as corporate and field resources to meet volume and quality objectives. Activities include collecting, compiling, and analyzing Plant receiving data and then communicating/implementing corrective actions with both Plants and account.
3. Develop and manage strategies/plans/programs to effectively utilize both Trex’s and National Recycler resources to support overall Material Sourcing plans and objectives. Activities include the development of complete recycling solutions for targeted accounts, increased volume from targeted accounts, new material source development, poly processing development, sale of excess materials, and quality improvement programs.
4. Manage existing National Recycler accounts to ensure that material quality standards are maintained as well as complete financial performance is documented, reviewed, and reconciled on a monthly basis with account and Trex Accounting group.
5. Develop new and existing technologies to increase post consumer and post industrial recycling efforts.


Scope of Position :
Responsible for securing and managing accounts in excess of 50 million pounds of acceptable material with a value in excess of 15 million dollars. Continue to develop new plans and strategies to secure material to support long term sourcing objectives.


Know How. Experience. Education and Competencies :
Must have B.S. Degree with 3 years + of related purchasing, marketing, manufacturing, or sales experience preferred. A fundamental knowledge of a plastics or similar manufacturing operation is required. Must be able to efficiently review and interpret technical information as it pertains to the development of recycling projects. Must be willing to travel up to 25% of work time. Must be comfortable with the Microsoft Office suite of applications and internet-search engines. Must be able to effectively communicate with individuals at all levels within various manufacturing and distribution organizations. Must be able to development and present clear, concise, persuasive presentations. Individual must be a strong team player and set high standards for him/herself.


Goals for the First Year -

3 month goal - to be completely acclimated with both the buying and selling processes involving 2 of Trex's largest National Recyclers - this involves 40 million pounds of material. This will entail the management of ALL transactions and logistics functions

6 month goal - To be able to accurately report on all sub-vendors underneath the National Recyclers. To be able to pinpoint and improve upon all quality issues.

9 month goal - Increasing volume and quality from 2 large national Recyclers.

12 month goal - Develop a 3rd major national recycler from infancy - thus growing volume and quality at a competitive price.

Wednesday, November 22, 2006

Happy Thanksgiving!

Thanksgiving provides us the opportunity to reflect on all of the reasons to be thankful. Hopefully those reasons extend beyond worldly goods and focuses on all of the important relationships in our lives.

Sure, having a nice car, a beautiful house, the latest HDTV, a PS3, beautiful clothing is nice, but what is truly important?

I feel that family and friends who care for you and you for them are far more important. Be sure to thank them over Thanksgiving and let them know they are important. That is the best gift that you can give them.

Thank you for reading my blog.

Have a Wonderful Thanksgiving!

Tuesday, November 21, 2006

Do You REALLY Want to be Happy at Your Next Job?

We have all read the statistics that claim a large portion of our workforce in the US is unhappy on the job. That is very sad; when you consider the percentage of our lives that we spend doing “work.”

Having been a professional recruiter since 1981, you can imagine how many unhappy people that I have met – some of them other recruiters.

Why do you suppose there are so many unhappy workers? In my previous post titled “The Best Qualified Candidate Rarely Gets Hired”, I made the point that very few managers have been trained how to effectively interview and select the best qualified candidates.

Obviously the same is true for the candidates. Few people truly understand that the job search process is a sales process, with the selling being done on both sides. Therefore, sometimes candidates will accept statements from hiring managers at face value without questioning them.

Prior to an interview, imagine yourself in the position where you were happiest. It doesn’t matter what you were doing; who you were working with; where you were; when it was. Now, think about all of the elements that made you happy. Think of all of those elements in chemistry terms. Sometimes elements can combine to create new elements.

Now simmer those elements down to the base elements. My feeling is that there are two base elements. The first element is “Am I making positive, measurable impacts?” The second element is “Am I having fun?” Please note that neither element mentions money. If you are making positive, measurable impacts and having fun, money will take care of itself because you will do the things necessary to be successful (in your terms).

If both elements are there, I guarantee that you will be happy. If either element is missing, I guarantee you that it is just a matter of time before you are unhappy.

The next time you interview, include these filters. You will make a better choice.

Friday, November 17, 2006

Focus Fridays - Chief Process Engineer

Beginning the tradition of "Focus Fridays", the Chief Process Engineer is the position that I am devoting attention to this week.

My client, Trex Company, is the leader in composite wood decks, railings, and privacy fencing. The Trex product has a 25 year warrantee, never needs staining, never warps or splinters. Wait until you see the new privacy fencing!! It will leap out of the plants!

Trex Company also keeps plastic and wood fiber out of the landfills. The company buys hundreds of millions of pounds of poly (plastic shopping bags and industrial shrink wrap). Trex Company also buys hundreds of millions of pounds of wood fiber (wood chips/sawdust) that is pulverized and combined with the plastic to create its products.

This position is very important because it is the position that ushers the new products from Research and Development to production. If you are qualified and interested in the Chief Process Engineer position, you may apply by clicking “Employment Opportunities” on the menu on the left and follow the menu. If you know someone who may be interested, have them reply via email to me at RecruiterGuy@msn.com.

The position is located in Winchester, VA and reports directly to the VP of Manufacturing. The job description is below. Trex Company has a wonderful relocation program.

Manage all process engineering functions for the company related to product and process development transition to full-scale production via a method called Pilot Production. Duties will include indirect supervisory responsibilities, financial and project management, operational effectiveness of assigned process and project maturation projects and technical development support.
Key Duties and Responsibilities:
1. Develop an effective transition means from process and/or product development to full-scale production capability. This Pilot Production Process will be accomplished in the following manner:
a. Effectively communicate project progress within the Manufacturing, Marketing and Research and Development departments to transition from research and development to production
b. Establish resident knowledge of process parameters and controls within the entire Trex manufacturing organization
c. Implement production process instructions and control plans that ensure 100% capability with tangible and measurable goals
d. Identify process improvement opportunities and prioritize within the appropriate plant functions
e. Establish ownership of the development-to-production maturation process
2. Implement standardized plant processes for new processes and/or process equipment including the following:
a. Manufacturing process documentation
b. Logistics operations including shop floor management and materials movements
c. Financial transactions
d. Training of new or changed processes
e. Materials testing and reporting
f. Continuous improvement programs
3. Manage the production pilot production process to include plants producing finished goods at 100% of rate and material cost goals. Objective is to demonstrate process, process capability and quality level using plant resources and associated project budgets. Additionally, improvement projects will be initiated by this position to optimize operations, develop and implement cost reduction programs and make strategic recommendation that reduce cost, increase performance and improve product quality.
4. Manage expense budget of approximately $800 thousand dollars annually.
5. Responsible for developing manufacturing teams by using the following measures:
a. Training regimens that certify the competency of process and maintenance technicians for the intended process
b. Coaching crews in methods that will meet plant performance requirements of yield, uptime and minimum line rate
c. Coaching process engineers on critical parameters in processing equipment and tooling
6. Manage external suppliers in support of the project objectives
7. Manage and maintain organizational effectiveness by ensuring processes are in place to optimize resources from R&D, logistics and other functional resources with focus on the overall objectives of the corporation.
8. Manage the change process within the plants. Assign responsibility within the site staffing to facilitate the change process.
9. Install capital projects as appropriate within the scope of lean implementation, process change and/or addition and maintenance of business as determined by the supervisor and plant manager.
Supervises Indirectly:

1. Process Technicians-275
2. Team Leaders-16
3. Maintenance Technicians-30
4. Unit Engineers-10
Scope of Position (Consider expense and capital budgets, manufacturing lines, pounds, and similar quantifiable data):
Indirectly supervise up to 300 people. Budgetary responsibilities to include: $800M per year in project expense; $2.5MM per year in capital expenditures. Impact potential is up to thirty manufacturing lines producing 900MM lbs per year of finished goods. Assets totaling over $165MM, facilities of approximately 750 M sq. ft.

Requirements: Must have a M.S. in Engineering or Polymer Science (other educational degrees can be applicable with related experiences), 5 years of continuous improvement and/or lean manufacturing experience, 5 years prior experience in maintenance and plant engineering/operations and prior experience in capital project management. Critical competencies include:
Effective communications
Lean Manufacturing/ Six Sigma
Flexibility
Teamwork with emphasis on Partnering with other organizations
Setting high standards
Strategic vision
Technical knowledge
Operational effectiveness

Trex Company has a track record of promoting Impact Performers. This is the opportunity to work with a market leader!

No agencies at this time.

Tuesday, November 14, 2006

The Best Qualified Candidate Rarely Gets Hired

That may get your attention. Generally when I present to groups on the topic of interviewing, people ask about the interviewing process.

How many times have you sat in an interview and wondered, “How will this person (the hiring manager) be able to determine if I am the best qualified candidate? Instead of probing my experience, capabilities, and motivations, he/she just asked me what kind of tree I would choose to be.”

Let’s examine the process in most companies. A person excels in their current position and gets management’s attention. They are promoted. What happens next? They need to learn their new position and fill the position in their organization that they just vacated. A replacement employee requisition is requested and now the Human Resource Department and Recruiters are sourcing candidates. Candidates are produced and given to the new Hiring Manager to interview.

Where in this process is this Hiring Manager taught how to interview? If they have not been trained how to interview, they certainly have not been trained how to select the best qualified candidate. How does that lack of training impact most companies?

1) The Hiring Manager may not hire the person who will make the key contribution that will propel a company forward;
2) The candidate they do hire may be a good tactical hire but not a good strategic hire – and will leave when they no longer are able to make impacts;
3) Worse yet, they may stay and no longer make significant contributions;
4) Employee retention will become an increasing problem. The wrong person is hired and that impacts the performance of the entire team.

If you hear a Hiring Manager say that an offer should be made to Mr./Ms. Candidate because it feels good in their gut, remember that guts are really good for storing and processing food, not selecting candidates.

If companies expect to hire better performers without training the decision makers on the selection process, it sounds suspiciously like doing the same things and expecting different results, doesn’t it?

Monday, November 13, 2006

Welcome to my Recruitment Blog

Since this is my first blog, let me introduce myself. I am a professional recruiter whose business model is a contract recruitment business. My experience as a professional contingent recruiter began in 1981 in Washington, DC, during a pretty bad recession (Timing is Everything!). Of course, since I started recruiting in a recession, it was okay to go into business for myself in 1990 – during a recession (okay, maybe I am a little slow sometimes!).

My contract recruitment business is legally called The Humbert Group LLC. However for many years people have simply called me “RecruiterGuy.” I understand there is an imitator out there somewhere, just go to Whois.com, look at website URL registration dates, and decide on your own. No matter. My contract recruiter model is further differentiated by the fact that I work with one company at a time and charge a flat monthly fee to partner with my client.

In order to understand some things that I will say in this blog, it is good for you to know some of my core values – Honesty, Integrity, and Respect are a good start. My Mom and Dad instilled these values in me as a child; my teachers and coaches at DeMatha Catholic High School in Hyattsville, MD reinforced them; and my professors and coaches at Assumption College in Worcester, MA further reinforced them. All three groups instilled the value of community service.

This blog is for candidates (isn’t everyone a candidate sometime?), other Recruiters (Internal and External), and Hiring Managers. As a Contract Recruiter, I work closely with all of these groups. The topics will range from job description development to interviewing from both sides of the desk to retaining “Impact Performers”. Hopefully these blogs will make a positive, measurable impact somewhere with you. On Fridays, this blog will be “Focus Friday”. On “Focus Fridays”, I will highlight one of the jobs that I am recruiting for.

Oh yeah, while my last name may be Humbert, there is a strong Irish streak in me. Therefore, while I do not have any personal political ambitions, you may see an occasional observation on the political process. The purpose will be to make you think about how we can reinvent our country to make one of the best places to live even better.

As one of the Hiring Managers that I worked with at Latitude Communications in Santa Clara used to say, “So there you have it!” Thanks Wayne!