Don DeLaura, Managing Director, successfully completed a search for a Channel Sales Manager for Computer Support Technology. Mr. Brent Wither has accepted this position and he is excited to be joining this Midwest technology services company located in metro Detroit.
J.T Westendorf, Executive Search Consultant, is pleased to announce the following placement with Flagstar: Brenda Geoghegan as Branch Manager for the Lansing, Michigan branch. Flagstar is a $14 billion community bank with over 160 banking centers.
Angott Search Group has started 2011 on a high note. As the economy continues to improve, we have seen an increase in recruiting activity in all our lines of business. This increase is the most dramatic in our Automotive/Engineering Practice, but certainly noticeable in our other practices as well (Banking/Financial Services, Energy, Information Technology, Life Sciences, and Sales & Marketing). The fact that hiring is up in the automotive sector bodes well for all us in Michigan and the Midwest since this industry has a major impact on our economy. Thus, ASG has developed several key relationships with major organizations and a number of key assignments.
We’d like to update you on our recent placements as well as provide you with searches ASG is currently working on:
Current Banking/Financial Services retained searches:
Banking/Financial Services active searches:
Banking/Financial Services recent placements:
Current Automotive/Engineering retained searches:
Automotive/Engineering active searches:
Automotive/Engineering recent placements:
Information Technology active searches:
Information Technology recent placements:
Life Sciences, Sales & Marketing active searches:
Life Sciences, Sales & Marketing recent placements:
Insurance active searches:
Insurance recent placements:
Energy active searches:
Energy recent placements:
We want to continue keeping you up-to-date on our activities. Thank you again for all your referrals and the opportunity to service your clients. ASG will continue to do our best to exceed your expectations with quality service. If any additional information is needed, please feel free to contact ASG.
With the employment outlook improving, employers are focusing their compensation programs on hiring and retaining top talent, according to a survey released Buck Consultants, a Xerox company and provider of human resource and benefits consulting. Employers are using hiring bonuses to attract talent and retention bonuses to keep them. Buck’s study, “Reviving and Inspiring the Workforce: 2011 Compensation Trends Survey,” found that nearly two-thirds (63 percent) of organizations report using hiring bonuses and 41 percent use or expect to implement retention bonuses. The survey included a range of employee levels including; executives, directors, managers, other exempt employees and nonexempt employees. For those employees participating in a bonus program, the study found that eight out of every 10 employees can expect to receive a payout in 2011. Forty-four percent of employers who responded to the survey expect to pay bonuses that are at least five percent larger than last year. “During the economic downturn, many employers reduced staff and asked remaining employees to do more with less. As the job market improves, these organizations are using tactics such as employee referral bonus programs to not only attract proven performers, but also help retain the employees who make referrals,” said Kathi Myers, director at Buck Consultants. “Involvement in the hiring process engages employees and strengthens their ties to the organization.”
Following a major comeback for headhunters in 2010, first quarter data for 2011 showed a continued path toward growth. According to data released by the Association of Executive Search Consultants (AESC) first quarter data revealed a seven percent rise in the number of new executive searches started worldwide from the fourth quarter of 2010. Senior executive hiring within the consumer goods and technology industries saw the greatest quarter-on-quarter strength, with the life sciences/healthcare and industrial sectors following closely behind. In Q1 2011 executive search activity in the financial services sector fell against its quarterly and yearly levels. The regional picture highlighted increased executive search activity in Europe, particularly in Germany (+34 percent), the U.K. (+14 percent), and France (+nine percent) — rising from Q4 2010 to Q1 2011 – and also increasing year-on-year.
Mark Angott, President, completed a successful search for Anderson Development Company (ADC). Michael Han has been named a Sales Executive. Mr. Han is excited to be joining the team at ADC – as the company is an award-winning, innovative specialty and custom chemical manufacturer and a wholly-owned subsidiary of Mitsui Chemicals.
Steve Wassman, Director, announced the successful placement Colin McCormick with Paulstra Corporation. Mr. McCormick has accepted the position of Resident Engineer and will be relocating to Grand Rapids, Michigan where Paulstra’s corporate headquarters and technical center is located. Mr. McCormick is excited to be joining this excellent supplier.
Beth Grossman has completed a successful search for the Controller position at Co-op Services Credit located in Livonia, Michigan. Mr. Steve D Diuble has been appointed to this position, and he has many successful achievements throughout his career as a seasoned accounting management professional and he is looking forward to his new role at Co-Op Services Credit Union.
Angott Search Group is pleased to announce that our company is expanding. We are looking to add an Executive Search Consultant to our team in our Automotive/Engineering group. In recent years, as we are located in the Motor City, this practice had its challenges. However, due to emerging market conditions, the Automotive/Engineering sector is experiencing rapid expansion. You could be a part of this incredible opportunity!
Qualifications:
ASG is interested in individuals who possess an unique skill set combining a passion for the automotive or engineering industry with a desire to help match exceptional candidates with extraordinary companies!
For almost 30 years, ASG has built an uncompromised reputation of integrity and service within the local, regional, and national marketplace.
Our recruiters enjoy:
This exciting career is ideal for the accomplished automotive or engineering professional who wants to help others succeed while enjoying unlimited earnings potential and more direct control over work/life balance.
If you or anyone you know, might be interested in these opportunities, please e-mail Mark at mangott@asgteam.com or call at (248) 650-4800. Also, please feel free to pass this on to others in your professional network who may have an interest in these exceptional openings.
Think the promise of promotion into management would motivate most employees? Not so, according to a survey by staffing firm The Creative Group, which found 71 percent of workers surveyed would not want their manager’s job. “A manager needs to get to know his or her employees,” says Carol E. Gilson, vice president of human resources and client services for EMPO, a human resources services firm. “By being genuinely concerned about each employee, the manager will learn what motivates each individual.”
Some workers respond to private compliments on their work, while others thrive on formal recognition, Gilson explains. Still others — particularly salespeople — work hardest when a generous commission program is offered. And some want to work on special projects.
Study these guiding principles to become a more effective motivator.
Six Big Motivators to Remember
Sharon Jordan-Evans of Jordan Evans Group and coauthor of Love ‘Em or Lose ‘Em: Getting Good People to Stay cites a revealing job-satisfaction survey of more than 15,000 people. All of them named at least one of the first three of these six big motivators:
“So while fun matters most to one talented employee, another is motivated more by autonomy and yet another by flexibility,” Jordan-Evans says. “Motivation — engagement and retention too — is therefore largely an individual activity between the boss and employee.”
Individual Attention Pays Dividends
Jordan-Evans recommends going to lunch with team members individually to help understand them better. What does each one enjoy most and least about his job? What does he want to learn next, and how would he like to learn it? Ask what you can do as a boss to make their jobs more enjoyable or satisfying.
If Sally would be pumped by learning desktop publishing and taking a crack at the company newsletter, send her to a class. If Jose wants exposure to the senior team, invite him to the next staff meeting. Watch their performance soar as workers get involved in what they really want to do.
Gilson says effective managers all seem to have one thing in common: They invest in their employees psychologically. They truly believe in them and spend quality time finding ways to raise their level of personal and professional self-esteem. Most employees will spare no effort to achieve recognition from someone who truly appreciates their work.
Motivate Every Day
Managers should remember to practice motivational tactics on a regular basis, not just once a year at a team-building seminar, Jordan-Evans advises.
Tracey Turner, executive director of The Creative Group, says, “It’s especially crucial to keep motivation high during times of change, such as when a company is expanding or downsizing. Businesses that wait until morale is tangibly lagging to address motivation suffer the costly consequences of reduced productivity and increased turnover. It’s much easier to maintain high motivation than rescue a demoralized or unhappy team.”
Copyright 2006 – Monster Worldwide, Inc. All Rights Reserved. This article first appeared on Monster.
If you still end up with an open position, an Angott Search Group recruiter can help you find the perfect candidate to fill it.