About This Issue

When it comes to the topic of success, you hear a lot about “intangibles,” those things that aren’t readily apparent, but that play a large role in any endeavor. This is especially the case in the world of sports, but it’s also very applicable to the job market. Core values aren’t a subject that’s discussed very often, but its importance when trying to forge the perfect fit between candidate and company is unmistakable. In this issue of The Animal Science Monitor, we examine core values and how yours can ultimately play a role in your future success. Thanks very much for being a loyal reader of The ASM, and we hope that you enjoy our current issue.

—Dan and Don

Tips for the Boss

Quick—what are your company’s core values?

How quickly were you able to list them?  Were you able to list all of them?  Or just some of them?

Your answer to the above question is crucial to your company’s ability to attract and retain superstar candidates in today’s market.  Money, compensation, challenging work, and opportunities for advancement are all important factors for candidates when they’re making their final decision, but how much they identify with a company’s core values often seals the deal—or kills it.

An ‘all-around fit’
Before we examine your company’s core values, let’s discuss exactly why they’re important in the context of today’s market.  These days, candidates want to be able to relate to the company they join, and they want to feel as though their values are correctly aligned with those of their employer.  (That’s just one reason why your core values should be listed on your company website—because when candidates visit the site, you’d better believe they’re looking for them.)

In addition, many candidates feel that who they work for is a reflection of who they are as people.  They believe where they work says something about them and what they believe in, either from a professional standpoint, a personal standpoint, or more likely, both.  That makes defining your core values extremely important, not just for internal purposes, but for external ones, as well.

Candidates, especially superstar candidates, are looking for an all-around fit.  Superstars can find any number of companies to throw money and perks at them.  What they really want is a place where they feel comfortable, a company that fits as well with them as they do with it.  There are companies all around the country that are having their offers rejected because the candidates don’t believe they’re a “core values” fit for them.

What do you believe?
So where do you start?  By finding out exactly what your company’s core values are.  If you already know because they’re practiced and preached on a regular basis, congratulations.  You and your company are ahead of the curve.

However, if you’re only partially certain or if you’ve never even heard the words “core values” spoken at your company, it’s time to find out what they are.  This might involve some investigation, but it will pay off in the long run.  Remember, these are the criteria against which many star candidates are measuring you.  If a candidate asked during an interview if your company offered health insurance for its employees, “I don’t know” wouldn’t be an acceptable answer.  The same principle applies to core values.

The second step is to ensure that the company is living out its values at every level of operation.  This entails, of course, making sure that everybody in the organization knows exactly what they are and how they’re expected to be carried out.  This can be accomplished in a variety of ways, including through the company newsletter, signs and posters, and even in a “core values” employee booklet.  And it’s essential that they’re also listed, in some form, on the company’s website.

What it comes down to is this: if you don’t believe in your company’s values, how do you expect a current—or prospective—employee to believe in them?
No matter where you stand in regards to the proliferation of values throughout your company, it’s always a good time for evaluation.  What do you need to do differently?  To do more of?  Less of?  How can you weave the company’s core values into its everyday transactions and activities?

Asking these questions and formulating answers to them can dramatically increase your chances of landing superstar candidates—and of retaining their services for a long, long time.

If you have any questions about this topic, including how your company can more effectively live out its core values, feel free to 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.

Dairy Nutrition

Location: Pennsylvania & New York

Three of our favorite clients are recruiting in PA & NY. In this role you will provide dairy nutrition advice and solve problems for producers while selling them their nutritional products. The compensation is outstanding the ability to work with LARGE HERDS only is there if this is your preference and you can even choose self-employment with one of these clients. We have 14 different territories available. Send your resume or an email expressing your interest to Don at brg@charterinternet.com and he'll follow up.

‘Species Focus’ in the Fall

We’ve received a lot of great reader feedback at The Animal Science Monitor during the past couple of years, feedback which has helped to shape our publication and make it the very best that it can be.  And now, we’re looking for even more feedback from you—our loyal readers.

Beginning in the fall, The ASM is going to run a new feature, one called “Species Focus.”  This new series of articles will highlight a professional working within a different species discipline (swine, sheep, goats, etc.), with an emphasis on what’s happening within that discipline and what things you should look for in the future.

We would very much like your help with this new feature.  What individuals or organizations should we contact?  What topics should we discuss and what questions should we ask?  Each “Species Focus” piece will be approximately 500 words in length, relatively brief but packed with solid content regarding current industry trends and possible future developments.

Please send your suggestions and feedback to matt@animalsciencemonitor.com.

We look forward to presenting this new feature within our newsletter and to providing the best and most up-to-date content possible.  As always, thank you for your input and for being loyal readers of The Animal Science Monitor.

Your ASM Calendar of
Upcoming Industry Events

ID•INFO EXPO 2007 August 28-30

(Editor’s Note: At The ASM, we like to give exposure to pertinent industry events and keep our readers updated regarding current trends and developments.  Below is a press release from the National Institute of Animal Agriculture regarding an upcoming industry event.  If your organization would like to submit press releases for inclusion in The ASM, send an email to matt@animalsciencemonitor.com.)

BOWLING GREEN, Ky.—The traceability aspects of all elements of animal identification will be a key aspect of this year’s ID•INFO EXPO 2007, scheduled for Tuesday, August 28 through Thursday, August 30 at the Westin Crown Center in Kansas City.

Highlighting the event will be a presentation by Dr. John R. Clifford, Deputy Administrator of the U.S. Department of Agriculture’s Animal and Plant Health Inspection Service/Veterinary Services.  Dr. Clifford will help to outline the recent developments and policies regarding the National Animal Identification System (NAIS).

Dr. Clifford will also be joined by a panel of experts, including Ron Axelson of the Canadian Livestock Identification Agency, on the first day of the EXPO, as they and others provide a general overview of current and planned regulatory and industry systems that provide disease, marketing, and food safety traceability programs.  Their discussion will cover what these systems mean to producers and how these programs can be made compatible across North America.

Two other panelists of note are Wayne Fahsholtz, who is on the executive committee of Country Natural Beef, and Lee Irvine of Airdrie, Alberta, Canada who works with Boehringer Ingelheim Veterinary Pharmaceuticals to develop and promote the Express Verified program with the Canadian Cattle Identification Agency (CCIA).

Overall, more than 30 experts on the traceability aspects of all elements of animal identification will address EXPO attendees.  In addition to the speaking program, nearly 30 companies, government agencies, and non-profit organizations will have booths at the ever-informative tradeshow that is part of the event.

For more information on ID•INFO EXPO 2007, to register for the event, and/or to make hotel reservations, visit the National Institute of Animal Agriculture (NIAA) at www.animalagriculture.org.

Managing Your Career

Core Values and Your Career
(By Don Hunter)

Candidates consider all types of questions while preparing for an interview.  Most of them prepare for traditional interview questions.  Some of them even prep for behavioral-based questions, as well.  However, would you be ready for this question?

“What are your core values?”

More and more, core values are becoming a central issue during the interview process, for both candidates and companies.  The reason?  Because they often signify whether or not a truly compatible fit exists.  It’s the litmus test, if you will, for a successful hire.  If everything else about a new position—the job description, the salary and benefits, the company culture—are all falling into place, and the company’s core values are in step with yours, then it’s a slam-dunk.

Personal vs. professional

But what if you’ve never conducted an evaluation of your core values, those standards by which you prefer to live and work?  Well, it’s not too late to do some introspection and discover exactly what your values are.  Once you’ve done that, you can compare them to those of your present or prospective employer in the interests of determining compatibility.

You might be asking yourself what things constitute your values.  Furthermore, are your professional values different from your personal values?  You’ll find that if you make a list comprised of both types, more likely than not, there will be plenty of overlap.  That’s because it’s nearly impossible to keep them separate; your personal values have a tremendous impact on what you value professionally.  Below are some examples of “core value” principles:

• The desire to build long-term relationships
• The need to treat others with respect and to appreciate their time
• Placing an emphasis on effective communication
• A healthy work-life balance, which includes adequate vacation and recovery time

As you can see, the majority of these apply to both the personal and professional realm.  It makes perfect sense that would be the case.  People practice their core values consistently across the different areas of their life.

Ultimate fulfillment

So what are the core values of your current employer?  Are those values readily apparent?  Can you tell what they are just by observing the company in operation?  It’s extremely important that an employee’s values are in line with their employer’s values.  If that’s not the case, then it’s difficult for that employee to find ultimate fulfillment with the company.

If you’ve had the feeling that things just aren’t right where you’re at, but you can’t put your finger on the problem, mismatched values could very well be it.  Don’t underestimate the importance of aligned values between employee and employer.  Once you’ve completed an assessment of your values, take a hard look at where you stand with your current company.  If an acceptable alignment doesn’t exist, then perhaps it’s time to find a place that values the same things that you do.

If you have any questions about this topic, please send me an email at brg@charterinternet.com.  And if you’re currently engaged in a job search or are interested in advancing the scope of your career, be sure to send me your resume.  I’d be happy to discuss your career goals and ambitions, including ways in which I can help you to achieve them.  Keep in mind that any exchange of information, including resumes, will be kept in total confidence and handled in a discreet fashion.

Six Excellent—and Free—Publications

(By Dan Simmons)

At The Animal Science Monitor, we’re staunch advocates of continuous education and training.  No matter where you are in your career, it’s always a good idea to learn new techniques, keep abreast of current trends, and discover what the future might hold.

In the interest of helping you to accomplish just that, we’re pleased to be able to highlight six publications that are not only excellent resources, but also completely free.  These publications are produced by the National Institute of Animal Agriculture (NIAA), which is committed to providing a source for individuals, organizations, and the entire animal agriculture industry to obtain information, education, and solutions for challenges facing animal agriculture.

To that end, the NIAA offers six excellent publications for those who work and study in the animal science field.  Those publications are the Animal Agriculture Quarterly, the Equine Health Report, the Poultry Health Report, the Cattle Health Report, the Swine Health Report, and the Sheep & Goat Health Report.

(Click on the title of any of the publications above to access the most current issue.)

The Animal Agriculture Quarterly is the official newsletter of the NIAA.  The AAQ provides a communications link between producers, veterinarians, researchers, academicians, government veterinarians, and regulatory personnel.  The five other reports, meanwhile, provide the latest information on issues pertinent to initiatives, strategies, research, and regulatory action in the areas of equine, poultry, cattle, swine, and sheep and goats.

As you can see, there’s subject matter available pertaining to a wide range of specializations within the animal science industry.  I urge you to check out these free publications from the NIAA.  They’re very informative, thorough, and timely, well worth the investment of your time.  The knowledge you glean from them just might help you to advance the growth and scope of your career.

For more information about the NIAA, visit www.animalagriculture.org.

If you have any questions about these publications or any other aspect of continuous training and education, you can contact me at dan@consearch.com.