About This Issue

How you deal with people ultimately dictates how successful you are in life, no matter what the endeavor might be, personal or professional.  In this week’s issue of The Animal Science Monitor, we focus on aspects of the recruiting and interviewing process from both the candidate and hiring authority’s point of view, with an emphasis on personal interactions, expectations, and obligations.  Nobody enjoys the feeling that comes with missing a great opportunity—especially in a situation where it could have been avoided.  Thanks for being a loyal reader of The ASM, and we hope that you enjoy this issue! —Dan and Don

A Note From Dan . . .
It was nice to see so many ASM readers at the recent Mid-Atlantic Nutrition Conference.  I’d like to thank all of you for your encouraging words and suggestions regarding the newsletter.  And a special thanks to Dr. Tim Snyder, who suggested that we re-instate the “Search All Jobs” link within The ASM.  (You can find that in the right hand column and in every future issue.)  I look forward to seeing more ASM readers at the Penn State Dairy Cattle Nutrition Conference in the fall.  Thanks for reading! —Dan

Tips for the Boss

Quick Decisions are a Two-Way Street

I write two newsletters, The Animal Science Monitor with Don Hunter, and one specifically for hiring managers called Simmons Says.  My favorite article from last year, which appeared in the latter newsletter, provides the background for this one.  (By the way, if you’d like to receive Simmons Says, simply send me an email to subscribe.  You can do that by clicking here.)

In that article, I compared making an employment offer to proposing marriage, and there were many similarities.  But for our purposes today, I want to compare how long you should “court” before “marriage.”  In my 15 years as a recruiter, I have seen interview processes that have lasted painfully long periods of time, and what normally happens is that if it takes too long, it won’t close.  My old boss used to teach us that “things that drag get dirty.”

If you think you’d like to hire someone, move the process along and come to a decision in a respectable time frame, three weeks as a maximum.  Beyond that, the candidate will feel less excited and less romanced than they were at the beginning of the process.  Just like the guy who wants to date forever and the girl who finally leaves him because he can’t commit, job seekers eventually lose that lovin’ feeling.

Think I’m kidding?  Last year, one of my best and favorite clients was recruiting to fill multiple positions, and twice the process, for one reason or another, continued to drag on.  Finally, after more than three months, offers were about to be presented, and each time the candidate withdrew or turned down the offer.  Were the offers low?  No, and the jobs didn’t change, but other circumstances came into play that may not have presented themselves or been important if the interview process had moved more quickly.

So—how did we get here?  Why all this emphasis on timely decisions during the interview process?  The importance of such a process is more multi-faceted than you might think.  Below are three of the most pertinent reasons for devising and implementing one.

• It’s a candidates’ market—Let’s face it: candidates are more or less in the driver’s seat right now.  When you’re interviewing a prospective candidate, you have to assume that they’re also interviewing with at least two other companies, one of which could conceivably be your direct competitor.  Is that always the case?  Based upon my experience, that has certainly been the case recently.  As I illustrated with the above example, if you’re not willing to propose (make an offer) in a timely fashion, the candidate will get hitched somewhere else and leave you at the altar.

• How you handle the interview process is a reflection of your company—Remember that the candidate is forming an opinion of you during this process, just as you are evaluating them.  As the title of this article indicates, quick decisions are a two-way street, but so are impressions and judgments.  If the process is long and cumbersome, the candidate may think to themselves, “If this is what the interview is like, what will working for them be like?”  An interview process that is concise, targeted, and efficient will not only be effective in finding the right person for the position, it will also impress that person and create in them an even greater desire to work for your company.

• Time is money—The longer it takes for you to fill an open position with a candidate, and more importantly, the right candidate, the more productivity your company will lose. So—if a star candidate gets away because the interview process dragged on too long, not only did you lose that person, you also lost an undeterminable amount of money in terms of productivity.  You must find another candidate, who may or may not be as good as the one who got away, and you also have to invest more time into the process.  Neither of those are attractive options.

Review, refine, and then reap

When you make an offer of employment, you’d like an answer in short order; the people you interview want the same responsiveness and respect.  For the best results, make sure that your recruiting process is both thorough and timely.  As I mentioned previously, you should complete the process in 21 days or less.

The similarities between making an offer of employment and proposing marriage are numerous, and the consequences of ignoring the pitfalls inherent in each could be disastrous.  Take time to review your recruiting and interviewing procedures.  Are they as efficient as they could be?  Are there steps you can remove, or at the very least, consolidate?  Do you have contingency strategies built into them so that you can adapt quickly to situations or circumstances that might arise?

Refining your process is a wise investment of time, one from which you can reap many benefits.  Dragging out the process, for whatever reason, is not.  Quick decisions are a two-way street, and the last thing you want is to be run down in both directions.

If you have any questions about this topic or would like more information about how you can construct the best recruiting and interviewing process possible, please contact me at dan@consearch.com.

Hot Jobs

The ASM is pleased to publish information regarding exciting new opportunities.  If you’re interested in any of the positions below, please email Don Hunter at brg@charterinternet.com.

To Search all of our Jobs, click the following links:

Poultry Jobs
Dairy Jobs
Equine Jobs
Swine Jobs
Companion Animal Jobs

Swine Management Positions

Location: Rural Ohio

We're recruiting for three levels of management for a progressive swine management company.  We're looking for Breeding Department Managers, Farm Managers and a Sow Production Manager.  Competitive salaries, excellent benefits, relocation assistance and a reasonable workweek provided.  For more details contact Don Hunter brg@charterinternet.com.

Beef Feed Sales Rep - sell direct to the ranch

Location: New Mexico

PURAC America has an exciting opportunity available for a Meat Application Technologist based in Lincolnshire, IL.  The purpose of the position is to provide technical expertise for the North American Meat & Poultry team.

Principle Responsibilities:

• Strong interactions with Sales to assist our customers through technical support and trouble shooting including customer visits with Account Managers
• Develop a fundamental understanding of antimicrobials, towards developing new products.
• Responsible for the design and hands-on testing of existing products in meat and poultry applications
• Bench-top research targeted towards the development of new commercial products
• Develop protocols and oversee research at external institutes and Universities

Requirements:

• Minimum MS in Meat Science
• Have a minimum of three years industry and/or academia experience
• Product development experience in both raw and cooked meat and poultry products
• Strong written and oral communication skills required.
• Data analysis, design of experiments and technical writing skills
• 30% Travel

Contact Information for the above job order:

Hayley Walls

Product Marketing Manager
PURAC America
111 Barclay Blvd, Suite 100
Lincolnshire, IL 60069

Office: +1 303 469 3184
Cell: +1 847 668 9216

www.purac.com

Featured Job Listings

Assistant Professor of Animal Behavior and Welfare
MSU Department of Animal Science

The Department of Animal Science, Michigan State University invites applications for an academic year, tenure-track position in animal behavior and welfare.  The selected candidate will be expected to develop and maintain an internationally recognized, extramurally funded research program and to develop and teach introductory and advanced animal behavior and welfare courses.  Emphasis will be on leadership to facilitate local, state, regional, national and international research and teaching initiatives to enhance public and private funding opportunities for animal behavior, welfare, assessment programs.  Qualifications include a Ph.D. in Animal Sciences or related discipline.  Detailed information is at www.ans.msu.edu.  Application materials will be accepted until May 31, 2007 or until a suitable candidate is identified.  Candidates should submit a cover letter, curriculum vitae, statement of research and teaching interests, plans for procurement of extramural funding, and arrange for three letters of reference to be sent to Steven Bursian, Ph.D., Search Committee Chair, c/o Kathy Tatro, Department of Animal Science, Michigan State University, 1290 Anthony Hall, East Lansing, MI 48824-1225, (517) 355-8417.  It is preferred that application materials be emailed to tatro@msu.edu.  Michigan State University is an equal opportunity/affirmative action employer.

Manager/Lecturer Dairy Research and Training Facility
South Dakota State University

Specific duties include: coordination of research; teaching and assisting with classes and Dairy Club activities; coaching the Dairy Cattle Judging team; assisting with on-farm short courses; hosting tours of the facility; and supervising dairy farm staff. The person hired will represent the SDSU Dairy Research and Training Facility at producer meetings and extension functions.  An earned B.S. in Dairy Production/Animal Science with 2 years post-B.S. experience in dairy farm management is required.  An M.S. in Dairy Production or related field is preferred.  Application Deadline: April 30, 2007 or until filled .  For questions on the position, please contact  Dr. Arnold Hippen at 605/688-5490 or arnold.hippen@sdstate.edu.  To apply, visit the online employment site at http://YourFuture.sdbor.edu. For questions on the electronic employment process, contact SDSU Human Resources at (605) 688-4128.  SDSU is an AA/EEO employer.”

More Below

Managing Your Career

It’s a Candidates’ Market, But . . .
(By Don Hunter)

Those of you who are actively looking for a new job have probably already noticed that the market has firmly shifted back in your direction during the past couple of years.  What has this meant?  More open positions, more job offers—pretty much more of everything as compared to what was happening during the most recent recession at the beginning of this decade.

This, of course, is good news for candidates.  Instead of searching and finding just one job that fits your criteria, now you have two or three—or more—which you can pursue.  As a result, you can afford to be “choosy,” so to speak.  In other words, you can carefully evaluate and weigh the options that are in front of you for the purpose of ensuring that the choice you make is the correct one.

However, that doesn’t mean you have free reign to do as you please when it comes to your interaction with interested companies, including the interview and negotiation period.  While it’s good to be in the driver’s seat, it’s not in anybody’s best interest for you to start running people over (no matter how good your credentials might be.)  During my many years of recruiting, I’ve seen first-hand the damage that candidates can do to the future of their careers by dealing with companies and hiring managers in a less-than-stellar fashion.

And what do I mean by that?  Taking an unusually long time when making a decision regarding an offer.  Withholding information (for whatever reason) that could potentially change the scope of the interview process.  Accepting the offer, only to change your mind at the last minute.  Or changing it at the very last minute and not showing up for your first day of work.

Guidelines for success

In the interest of enjoying a long, successful, and prosperous career in the Animal Science industry, there are some guidelines you should follow when dealing with companies and hiring managers during the recruiting and interviewing phase.

• Be honest—Sure, it’s a dog-eat-dog world out there, but the dog you bite today could swallow you whole tomorrow.  Honesty has always been and always will be the best policy when it comes to dealing with companies during a job search (and yes, this includes your resume).  Ultimately, the cons always outweigh the pros.  Be upfront and forthright about everything.

• Communicate—Communicating in an effective fashion is essential.  If something arises, make sure that the company’s hiring authority knows about it (if it’s central to the search process, of course).  Forgetting to call them to say you’ve taken another position isn’t acceptable protocol.

• Don’t dawdle—Are you making important, life-changing decisions?  Yes.  Should you take the time necessary to make them?  Yes.  But also keep in mind that by making an offer of employment, the company has already made an investment of time in you.  Providing them with an answer in an expedient fashion will allow them to devise alternate plans should you decide to decline their offer.

• Don’t burn any bridges—Whenever you deal with somebody in this industry, always assume that you’re going to see them again—in some capacity—down the road.  You’d be amazed at how small the world really is.  Of course, by practicing honesty and effective communication, your bridges should remain intact, ready to help you grow your career further in the future.

Building a career

It’s true that you should try to take advantage of this candidates’ market.  After all, you remember what it was like a few years ago, when jobs were scarce and you had trouble landing just one interview, to say nothing of multiple interviews.  But don’t let your ambition get the best of you.  Balance your desire for advancement and new opportunities with a desire to conduct your dealings in a manner that considers the interests of both your immediate future and your long-term future.

I’ll be the first to admit that this is often a delicate balance to strike, but I’ve seen candidates do it remarkably well.  I’ve also seen them stumble badly and make mistakes that could cost them dearly down the road.  Changing jobs is much more than just a change of scenery and responsibilities; it’s the next step in the building of a career.  Giving that change the attention it deserves will help to ensure that the career you build will be as satisfying as you want it to be.

I would be happy to answer any questions you may have regarding this topic.  Knowing where the pitfalls and land mines are located during a job search goes a long way toward helping you avoid them.  Please email your questions to brg@charterinternet.com.  And if you’re currently engaged in a job search, be sure to send me your resume.  Keep in mind that any exchange of information, including resumes, will be kept in total confidence and handled in a discreet fashion.

Is Your Company Recruiting?

Are you in the process of searching for top talent in the marketplace?  Then you should sign up for Simmons Says, the monthly e-newsletter exclusively for hiring managers written by executive recruiter Dan Simmons of Continental Search & Outplacement, Inc.  Dan is a 15-year veteran of the recruiting industry, and Continental Search has provided targeted search and placement services for over a decade.  Each issue of Simmons Says is designed to inform and educate about a variety of workplace issues, recruiting trends, and marketplace dynamics.  Sign up today, and take the next step in making 2007 a great year!  To sign up for Simmons Says or to find out more about the recruiting services offered by Dan and Continental Search, send an email to dan@consearch.com.

Ever Wonder About The ASM?

What is it?

The Animal Science Monitor is an email newsletter published at least once a month with news and information about both the current job market and also the Animal Science industry.

Who publishes it?

The ASM is published by executive recruiters Dan Simmons, CPC of Continental Search & Outplacement, Inc. and Don Hunter of Bay Resource Group.  Click here for more information about Dan and Don.

How can The ASM benefit my organization?

• Organizations can post jobs like the ones you see above from MSU and South Dakota State.  For $175, your jobs will be advertised in The ASM for two issues and on the newsletter’s Job Board (www.animalsciencejobs.com) for 45 days.  Contact Dan Simmons for more information.

• Schools can submit information about their various graduate programs.  This service is free, but programs descriptions must be 500 words or less.  Email your submissions to matt@animalsciencemonitor.com.

• Information regarding internships can also be submitted free of charge.  These descriptions must be 300 words or less.  Please send those to matt@animalsciencemonitor.com.

• You can submit information regarding your next industry event, as well, another free service.  This information should be received 30 days prior to the event and the description must be 300 words or less.  Once again, email your information to matt@animalsciencemonitor.com.

• The ASM also accepts article submissions from readers regarding job market and Animal Science-related issues.  If your article is published in an issue of the newsletter, you’ll receive a $100 honorarium.  (matt@animalsciencemonitor.com.)

What are some other related Web sites?

• www.animalsciencemonitor.com
• www.consearch.com
• www.animalsciencejobs.com