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Why Use an Executive Recruiter

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The services of outside professionals are used by prudent companies for legal, accounting and other special needs.
Executive recruiters should be viewed in the same light: as skilled specialists who can identify the best candidates
to fill important positions within the company. Recruiters provide strict confidentiality, an extensive network of
contacts, objectivity in candidate evaluation, and negotiation experience and expertise.

  1. Recruiters observe strict confidentiality

    Organizations with a key opening can be vulnerable. Confidentiality can keep competitors from being tipped
    off to management shake-ups, new product and market initiatives, and can protect against employee and
    supplier apprehension. Recruiters value the sensitive information they become aware of during the search
    process and respect their client’s vulnerability.

  2. Recruiters can tap into a global network of contacts

    Most often, the best candidates are already employed, and many of them will deal only with a recruiter.
    They appreciate the worth of third-party representation, confidentiality and professional mediation. Recruiting
    superior candidates can be a complex process and is best performed by a professional.

  3. Recruiters are cost-effective

The benefit of using a recruiter can be weighed against the cost of preparing and executing an advertisement campaign,
screening and qualifying candidates, and operating without a needed employee for an extended length of time,
compared to the relative insurance of getting the right person for the job. The use of recruiters is an investment in
improving the quality of an organization’s staff. But even beyond that, the risk in not using recruiters can be great.
For smaller companies – where one hiring mistake can have disastrous results – using recruiters is sometimes more
important than for very large companies.

People are a company’s most important asset. They can make or break the fortunes of a business. Professional recruiters
can deliver the right people for today’s highly competitive business environment.

Angott Search Group Volunteers Recruitment Expertise

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PressRelease

For immediate release

July 7, 2010

Contact:

Beth Grossman, Director                    248-650-4800
Angott Search Group                        bgrossman@asgteam.com
101 South Main Street                        www.ASGteam.com
Rochester, MI 48307

Professionals Seeking Work can Network, Volunteer at Lighthouse of Oakland County

Angott Search Group Volunteers Recruiting Expertise

(Pontiac, MI) – In this challenging job market, making professional and personal connections is often a strategy that successfully allows candidates to find job opportunities.

This type of approach will be the focus of Lighthouse of Oakland County’s Professional Networking Breakfast held Wednesday, July 21 from 8:30 a.m. to 10 a.m. at Lighthouse’s Campus of Caring in Pontiac. Lighthouse is partnering with Walsh College in Troy and Angott Search Group in Rochester to create a monthly topics breakfast free of charge to attendees that will include business networking and job search training.

At these breakfasts attendees will learn more about how social media can aid in their efforts to find a job. Professional recruiters from Angott Search Group will also be on hand to help attendees update their resume. Walsh College representatives will show attendees how to use social media to aid in their job search. Those representatives will also provide job search advice and can help individuals determine possible educational goals.

Lighthouse representatives will also be available to discuss how volunteering with Lighthouse can expand a person’s professional and personal network in a way that can also lead to job opportunities, just like volunteering did for Waterford resident Tom Freshour, a controller for an HVAC company.

“Volunteering at the Oakland Lighthouse allowed me to display my skills in accounting while helping a very worthy cause. It allowed me to network with new individuals while providing a new level of visibility of my skills,” Freshour said. “By volunteering I was able to showcase my skills in a real world environment. I was able to meet new professionals in my field that translated to first hand references for new opportunities; otherwise I would have just been another name in a stack of resumes.

“It is a great way to increase/keep your current skill set or if you are entering a new field to provide you real world expertise.”

Volunteering helped Freshour to feel a part of the workforce again, providing him with a newfound satisfaction during his time spent unemployed.

The July 21 Professional Networking Breakfast will be the first such event hosted by Lighthouse. Additional breakfasts will be held the third Wednesday of each month at Lighthouse in Pontiac. Each breakfast will be capped at 30 people and RSVPs are required in advance.

By volunteering at Lighthouse, individuals can expand their network contacts through meeting board members, volunteers, corporate sponsors and more.

“We have found that individuals who may be looking for work and donate a few hours a month to volunteer for Lighthouse find it to be a very rewarding and enriching personal experience,” said Lighthouse President and CEO John Ziraldo, “The great thing is that as you are helping your neighbors who may be in even more stressful personal situations, you meet other volunteers and community leaders who will recognize your skills and will be willing to help you as well.”

-END-

Angott Search Group (ASG),
located in Rochester, Michigan has been identifying, qualifying and delivering top talent to our clients since 1981. Our team of recruiters has decades of hands-on experience and specializes in several different industry niches. Our goal is to positively impact companies and enhance careers with a business approach that embodies the principles of honesty, integrity, and professionalism. It is this belief coupled with our mission that has made Angott Search Group one of the leading executive search firms in the nation.

Angott Search Group is committed to providing quality service. We strive to become a partner with our client’s management team. This dedication has resulted in a strong track record of success. We have been privileged to serve many of our clients for over two decades. As a result, over 75% of our business is generated from existing clients.

Banking Practice successfully works with Macatawa Bank

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Beth Grossman, Director, teamed with Mark Angott, President, on a search for a Personal Trust Administrator for Macatawa Bank. This bank has over $2 billion in assets, is located in west Michigan and has experienced dramatic  growth over the past 10 years. Jeffrey Palmer was thrilled to have accept the Personal Trust Administrator position and looks forward to  this exciting career opportunity.

18 Ways to Impress a New Employer

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18 Ways to Impress a New Employer

It can take four to 14 months to find the right job… and fewer than 90 days to lose it. According to executive coach Linda Seale, most professional and managerial dismissals are due to failure to understand and fit into a company’s culture.

It is during these first weeks on the job that your boss and colleagues form the most lasting impressions about you. But remember, they don’t expect you to be perfect. As long as you show intelligence, versatility and a willingness to work and learn, people will be happy to have you aboard and rooting for you to succeed.

Here are 18 ways to make sure you get off on the right foot:

  • Take a break. Take a week’s break between jobs to clear your head. At the very least, get a good night’s sleep before your first day so you’ll be at your best.
  • Check your interview notes. Recall the names and titles of everyone you met and interviewed with so you will be able to greet them and pronounce their names correctly.
  • Study up. Collect back issues of the company’s newsletters, annual reports and press clippings. Check out your competitors’ literature, too, to get a better handle on the “big picture.”
  • Work full days. Know where and when to report on day one. Get there 30 minutes early and leave when or after most of your co–workers do. Notice people’s schedules and work habits, so that you’ll know the optimal times and means to connect with others.
  • Project positive energy. Look and act as if you’re happy to be joining the team.

  • Look good. All eyes are on you, so pay attention to your grooming. Dress tastefully and slightly above dress code.
  • Keep a journal. Write down procedures, names of key people and contact numbers, so that you’ll look like a quick study.
  • Be flexible. Expect and embrace the inevitable challenges of your position. A flexible attitude will decrease stress for you and others.
  • Show appreciation. Be kind and appreciative to everyone who helps you learn the ropes.
  • Listen 80 percent; Talk 20 percent. Resist offering opinions or assessments –– that road is full of land mines. You’ll get more respect by listening and absorbing what your co–workers have to teach rather than by showing off how much you know.
  • Get to know your boss. Observe your boss’ personality and work style, and tailor your interactions to his or her preferences.
  • Clarify expectations. Make sure you and your boss are on the same page. Find out:
    • What priorities and issues need to be immediately addressed.
    • How often and in what format you should provide project updates.
    • How your performance will be evaluated.
  • Connect with colleagues. Get to know as many people as you can especially your teammates and those with whom you will work regularly. Establish the foundation for a relationship, and trust and information will follow.
  • Identify key players. Find out who the decision–makers, influencers, stars and up–and–comers are. Notice the traits they have in common and try to emulate them.
  • Uncover hidden agendas. Identify any political forces at work. While you want to avoid getting involved in politically charged situations, it’s helpful to be aware of undercurrents.

  • Take initiative. As you finish assignments and are ready to handle a bigger workload, ask for more. Pick projects that have support from upper management and buy–in from your staff.
  • Don’t make major changes. Even if your interviewer told you the company was looking for fresh ideas, proceed carefully. Show respect for those who have invested energy in a project or system before trying to change it. There may be obstacles you aren’t aware of. Ask why things are done the way they are and seek feedback from people whose support you need. Applaud what is being done right and frame changes as enhancements.
  • Be a team player. Don’t engage in gossip. Always make your boss look good. Share credit with your workmates.


This article is courtesy of Careerbuilder.com

First Financial Bank adds Robert Storrer to their Mortgage Team

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Bob Storrer has accepted the position as Mortgage Loan Officer at First Financial Bank announced Beth Grossman, Director of Banking & Financial Services Practice, Mr. Storrer is excited to be joining the team at First Financial Bank and will be based in western Michigan. Bob comes to First Financial Bank with a successful 18 year banking and mortgage background.

Today’s Bureau of Labor Statistics (BLS) Report

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The full report can be seen here: http://www.bls.gov/news.release/empsit.htm.

In May, the U.S. employment market added 431,000 positions; up from the 290,000 added in April, while the unemployment rate fell from 9.9 to 9.7 percent. Included in the positions added, however, are 411,000 temporary census jobs. The private sector in total gained 41,000 positions, down from 218,000 added in April.

Across the spectrum, seasonally adjusted changes were minimal, without significant movements in any of the industries reported aside from a loss of 35,000 construction jobs and a gain of 31,000 temporary help services positions. Manufacturing also added 29,000 jobs, a small increase for the sector as a whole. Yet, after being pummeled since before the recession began, it is an impressive show of strength.


The unemployment rate for management, professional and related occupations remained unchanged at 4.5 percent in May. Unemployment in the sector has, for as long as records have been kept, always risen between April and May. In large part this is due to college graduates, without jobs, being added to the unemployment rolls. The lack of movement in May could indicate that the professional sector is beginning to absorb the unemployed at a greater rate.

May’s numbers are generally being received unfavorably today, considering that the increases in private sector employment did not meet expectations. Yet, there is reason to view these numbers as not being so grim. While the rate of jobs added to the private sector decreased in May, it’s only one month after nearly a year of decreased job losses and is the fifth straight month of job gains. Many economic indicators continue to improve including consumer confidence, consumer spending, productivity, GDP growth and others. Though May’s weak growth is somewhat worrisome, it runs contrary to both the trends and underlying economic indicators.

ASG’s Banking Practice fills multiple Mortgage Loan Officer Positions for PNC Mortgage

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Beth Grossman, J.T. Westendorf, and Mark Angott have filled several Loan Officer positions in the Midwest. Beth Grossman is pleased to announce that Samir Daher, Alexis Vetere, and Kendra Merriman have accepted the role of Mortgage Loan Officer and will be located in the metro Detroit area. J.T. Westendorf successfully placed two additional candidates, Mark Alliance and Mark Weber, at local Cleveland area branches. Richard Gangwish, placed by Mark Angott, accepted the position as Mortgage Loan Officer at a Cincinnati branch location. ASG continues to look forward to working with PNC Mortgage.

Post – Recession, Communication with Employees is Key to Retention – Sending the right messages to employees is critical, says Angott

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Discontent may be brewing as workers become increasingly frustrated by what they perceive as employer indifference, according to Angott Search Group, one of the Midwest’s most successful search and recruitment organizations. Good communication – the kind that keeps employees focused and committed – may be a casualty of the recession, and employers who want to keep their best people need to get back on track.

“Many companies have let communication with employees take a back seat during the tough times of the past few years,” says Mark Angott, president of Angott Search Group. “Fortunately it isn’t that difficult to communicate better, but it does require recognizing that emotion, not logic, is the driving force, and it requires starting now. If you wait until people are leaving, it’s too late.”

Angott offers practical suggestions for communicating with employees in ways that encourage retention:

  • Take the opportunity to praise your employees in public. “This does not mean comparing them to others on the team, which creates resentment and embarrassment for all concerned,” warns Angott. “Talk about the importance of the effort they’ve put in, and find small ways of rewarding that effort. Honest appreciation goes a long way, especially in a time of tight budgets.”
  • Make sure that the contributions of your employees are not just recognized, but are also important. Visible contributions that are not valued by the company are not very compelling. Likewise, contributions that someone does not perceive as important will not serve to keep them at the company.
  • Highlight how their work fits into the long-term vision of the company. Help them see that their work matters to the team and the company. Build a sense of partnership and status.
  • Create an environment where people can see their own competence and measure their own success toward creating something larger than themselves. “Providing opportunities for growth also helps build that feeling of competence and further increases the attractiveness of staying with the company,” says Angott. “An additional benefit is that the more competent people feel, the more secure they feel. The more secure they feel, the harder it is for the competition to pry them away.”

“It’s critical to make sure that you are sending the right messages to your employees,” says Angott. “They need to understand the goals of the company and how they play a role in bringing those goals to life. They need access to the information that allows them to work and grow most effectively. If your communication addresses these needs, the odds are you’ll keep your top people as the economy improves.”