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May 182010
 

 


April, 12th, 2010 | Issue 102

‘In Search of . . .’

Welcome
to the next installment of our “In Search of . . .” series. In the
first issue of each month, we’ll highlight Dan Simmons and Don Hunter’s
hottest job opening. The same job might run in consecutive issues, but
our goal is to give exposure to as many openings as possible throughout
the year. Below is the position that we’d like to highlight in this
issue of The Animal Science Monitor.

Position: Plant Manager
Location: Kentucky
Contact: Dan Simmons at
dan@consearch.com.

Leading
producer of animal nutrition seeks Plant Manager for multi-unit
responsibility. Based in Kentucky, this position offers a
people-oriented leader a rewarding challenge.

The
successful candidate will possess three (3) years of experience in a
leadership position in feed mill operations, will have excellent people
leadership skills and strong communication skills, and will also
understand business principles. Experience managing plant safety and
the understanding of plant equipment are required.

Reasons why the right candidate will love this job:
  • Once you have improved facility #1, you will also manage a second site.
  • The company is a leader in this field and enjoys an excellent reputation.
  • This is a growing plant.
  • The company is looking to increase efficiencies in its main facility.
  • There’s a good team in place.
  • There’s a bonus opportunity (based on company profits and your success) and car allowance.
  • This is a decision-making position with authority that matches responsibility.
  • There’s competitive compensation with an excellent benefits package.

If
you’d like more information about how you can give your open positions
exposure in The Animal Science Monitor or if you’re interested in the
position listed above, contact Dan Simmons at (888) 276-6789 or via
email at
dan@consearch.com.


Looking for a new career in the Animal Science Industry?

Please visit:
www.animalsciencejobs.com

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Copyright (C) 2010 Animal Science Monitor, All rights reserved.

Visit us on the web! www.animalsciencemonitor.com

 

 

 

In This Issue

About This Issue . . .

About This Issue . . .

What exactly can a recruiter do?  More importantly, what can a recruiter do for you? Luckily, both of us have been executive recruiters for a combined total of 35 years!  In this issue of The Animal Science Monitor,we’re
going to put that experience to use, specifically by explaining how
what we do can help benefit you, regardless of whether you’re a
jobseeker or a team leader.  And for good measure, we also have the
next installment in our “Connecting You” series. So when you think
about it,the first thing that two recruiters can do for you is get out
of the way . . . and let you enjoy this issue of The ASM!

-Dan and Don

When You Need THE Best Candidates . . .

(By Dan Simmons)

Finding the very best candidates is always tough, but
right now, it’s even tougher.  That’s because the market is flooded
people who are seeking employment.  As a result, companies are
findingit difficult to uncover the candidates that could help them the
most .. .and eventually discover that one person who’s perfect for the
position.

That’s where an executive recruiter comes in.  A
recruiter has the knowledge and experience to seek out and find the
types of candidates for which companies are looking, and just like Don
Hunter discussed in his article (“Give Your Career the Edge It
Needs”),companies need an edge over their competition.  Hiring the very
best people in the field is one way in which to accomplish that.

Ingredients for success

This will come as no surprise, but the best way to ensure that your recruiter brings you exactly what you want is to build and cultivate a solid relationship with them.  As with all successful relationships, it begins with three main ingredients – communication, trust and flexibility.

  • Communication – This encompasses the entire
    search.  Communicating every aspect of the job order, the company
    culture, the hiring process, how you’d like the search to be conducted,
    and the company’s plans for the future is absolutely critical.  This
    sets clear expectations, which helps ensure that those expectations are
    met and even exceeded.

  • Trust – Thisis a crucial element, perhaps the most
    important. This is the case inevery successful relationship, both
    business and personal.  However, ifyou’ve communicated all of the most
    important information with yourrecruiter, you more than likely believe
    they’re trustworthy.

  • Flexibility – Being too rigid can be the undoing of
    a potentially great relationship, and that’s also the case here. Giving
    your recruiter a measure of flexibility while conducting the search
    allows them to uncover talent that you may not have considered or a
    person who could grow into theposition and become an extremely valuable
    employee. In other words, they could find the coveted “diamond in the
    rough.”

How many would you like to have?
There
are good candidates, there are better candidates,and then there are the
best candidates. Every company has some of the first two types, but how
many of the latter do you have? How many would you like to have? 
Your competition would like to have just as many, which is why it’s
imperative that youhave the chance to evaluate candidates before they
do.

By developing a quality relationship with your
recruiter – one based upon communication, trust, and flexibility – you
can maximize a recruiter’s efforts, energy, and time when you need THE best candidates available.

If you have a question about this topic, please contact me at dan@consearch.com.

Give Your Career the Edge It Needs

(By Don Hunter)

Considering the state of the job market at the
moment,everybody is looking for an edge . . . something that will make
themstand out or catapult them to the front of the line when it comes
tofinding great career opportunities.  People will go to great lengths
togive themselves that edge – last year, I read about a woman who put
herresume on the back of her T-shirt – but how effective are their
efforts, especially considering the time they invest in them?

I’ve written previously in The Animal Science Monitorabout
what recruiters can do for job seekers. While that’s also the theme of
this article, I want to put it firmly in the framework of the
challenges facing candidates in today’s economy. That frame
workincludes the following points:

  • Companies are more willing to hire than they were a year or 18 months ago.

  • However,company officials are more fickle about who they interview
    and bring onboard. In other words, they’re only interested in the very best.

  • As a result, the candidates who are as prepared as possible and know
    asmuch about the company and the open position as they can are the
    oneswho stand the best chance of being hired.

And who knows the company and the job backward and
forward . . . and who can more than adequately prepare candidates
forthe interview process? An executive recruiter, of course.

A no-risk proposition

Companies don’t use the job boards or social networking sites such as LinkedIn to find viable candidates for all of their jobs.For
many specialized positions, they enlist the services of a recruiter,
who is knowledgeable and experienced when it comes to finding the exact
right person for the position. The jobs that aregiven to recruiters to
fill constitute what is known as “the hidden jobmarket,” and it’s a
market that all candidates would love to know about.

So not only do recruiters know about open positions and
opportunities of which job seekers aren’t privy, they can also help
those job seekers do what needs to be done in order to interview well
and get hired.  Sounds almost too good to be true, doesn’t it? However,
I haven’t even mentioned the best part, and that’s the fact itwon’t
cost you a penny. Once you’re hired, the company will pay the
recruiter’s fee.  It never affects your starting salary or any
otherform of compensation, for that matter.

What I’m describing is a no-risk proposition and
small investment of time and energy that could pay big dividends. That
small investment is an easy one – making sure that a recruiter working
in your industry has your most updated resume.  An experienced
recruiter will handle that resume – and your job search – in total
confidence and in a discreet fashion.

I’ve been recruiting since 1996, and I’ve
helpednumerous candidates find premium opportunities and the job of
theirdreams.  So if you’re looking for your next great opportunity or
would like to position yourself for future growth within your industry,
send your resume to don@bayresourcegroup.com.

Give your career the edge it needs. 

Connecting You: American Dairy Science Association

(By Matt Deutsch)

Welcome to the next installment of “Connecting You,” a new series of articles within The Animal Science Monitor
newsletter. “Connecting You” will showcase a number of associations within the world of animal science and animal nutrition. 

One such organization will be highlighted each
month,usually in the second issue of that month. Our goal is to promote
the organization, its website, its mission within the industry, and its
upcoming events. We believe that giving exposure to these
organizationswill prove to be beneficial not only for them, but also
for you – our readers.

This month’s organization

American Dairy Science Association (http://www.adsa.org)

Its mission

The ADSA has a Vision Statement, a Mission Statement, and a set of Core Values, all of which are listed below.

Vision Statement: Science, education, and service for the dairy industry

Mission Statement: The AmericanDairy
Science Association provides leadership in scientific andtechnical
support to sustain and grow the global dairy industry through
generation, dissemination, and exchange of information and services.

Core Values: Objectivity, Integrity, Open-Mindedness, Inclusiveness, and Commitment

Upcoming events

The ADSA is holding two DISCOVER Conferences in 2010:

The 19th DISCOVER Conference

“Key Issues in the Sustainability of the Dairy Industry

Tuesday, May 11, through Friday, May 14

Brown County Inn – Nashville, Indiana

The 20th DISCOVER Conference

“The Transition Cow: Biology and Management

Monday, September 20, through Thursday, September 23

The I-Hotel – Champaign, Illinois

Membership information

Membership in the ADSA is based on the calendar year
(January 1 through December 31). There are two professional
divisionsfor membership:

  1. Production Division – Primarily concerned with the cattle production phases of the dairy industry

  2. Dairy Foods Division – Focuses on the processing, product, and distribution phases of the dairy industry

For more information about ADSA membership,
includingthe types associated with each professional division and the
costs involved to join, visit the ADSA website.

Read future issues of The Animal Science Monitor for more information regarding organizations within the animal science and animal nutrition industries.

Conference links:

http://www.adsa.org/discover/19thDiscover_2010.htm

http://www.adsa.org/discover/20thDiscover_2010.htm

Membership link:

http://www.adsa.org/join.asp

Introducing the ASM  ‘Video Link of the Month’

As you probably know, we strive to find video links
forthis feature that deal with either animal science or animal
nutrition. (Of course, we like to highlight videos that pertain to a
university ororganizational production regarding research or
development when those videos are submitted to us.) We also search for
videos that arehumorous in nature.  After all, we don’t take ourselves too seriously at The Animal Science Monitor.

Well, for the first time since we started this regular feature, we’ve discovered a video that incorporates all of the elements that we strive to find.  Specifically, it involves employment and animal science and it’s
also quite funny.  Actually, considering how many people are inthe
market for a job these days, not everybody might find it humorous. The
video is a commercial for Tele2, a Pan-European telecom operator, and you can view the “Video Link of the Month” by clicking here.

Remember, we’re currently accepting submissions forthis
feature, which will run periodically throughout the year.  You can send
your video links to matt@animalsciencemonitor.com.  As always, The ASM staff reserves the right to reject any submission for any reason.  Although we haven’t so far.



Coming Up in the Next Issue . . . 

We’re a bit behind in our “Connecting You” series . .
.so we’re going to catch up!  In addition to highlighting another
organization within the animal science and animal nutrition
industriesin our next issue, we’re also going to explore the topic of
promotions.Specifically, we’re going to address the following question:
“Are you ready for your next promotion?”   If you’re not, you should be.

And you should also be ready for the next issue of The Animal Science Monitor, which is scheduled for publication during the week of May 10.

 

To ensure our newsletter always reaches your inbox,
please add info@animalsciencemonitor.com to your
address book.

 
 
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