Client Tips...Make Your Small Company Culture a Stand Out to Job Candidates

By: Eric Herrenkohl, Monster Contributing Writer Does size matter? When it comes to recruiting, a small company can actually be a big advantage. Use these recommendations to inform your recruitment process and attract A-players using your small-company culture. Attract top talent who prefer working for small companies. There are big company people and small company people -- your job is to find the ones that are naturally attracted to your environment. A sharp young woman recently told me that she and her friends made a pact after college that they would not "sell out" by working for big companies. Working for a big company can be terrific for the right person, but the fact is there are many people who prefer a smaller work environment. Actively promote the fact that you are "a small company that does big-time projects," or something similar. Don't try to hide the fact that you are small (it won't work anyway.) Instead, emphasize to candidates the clients whom you serve and the quality of the work that you do. Let your company culture come through in your job postings. Typically, small companies have a more laid-back, less corporate work environment. If that is true for you, let that "un-corporate" attitude come through in your job postings as part of your recruiting strategy. For example, a client of mine in the kitchen and bath industry posted a job opening for a designer. In the ad, they described themselves as a company that designed "award-winning, high-end kitchens and baths while not taking ourselves too seriously." Then, they described their ideal candidate as follows: "You know how to design kitchens and baths and are darn good at it. You can sell what you design (that seems obvious but you would be surprised.) You like people and they like you. You are a good problem solver and you can prove it. You care about where you work and the people you work with." This is a great job description because it clearly describes the profile of this company's ideal candidate and does it in a non-reverent tone that captures their culture. You should strive for an appropriate tone in your postings on Monster. Be clear about what you want in job applicants while using the tone of your posting to attract people who will do well in your environment and culture. Use the interview process to play up your work environment. I once referred a young salesperson to a client of mine as a job applicant. The salesperson worked for a big company. The President of the client company, a smaller franchisor, set up the interview himself. He arranged to meet the salesperson at a local coffee shop, and told him that he would be the guy "wearing shorts and riding a Harley." You can imagine how much that appealed to this 25-year-old. Here he was stuck working in a corporate bureaucracy while other people were running companies and riding their motorcycle to work. It was a powerful, non-verbal way for my client to communicate the advantages of his small-company culture. This doesn't mean you have to head to your local motorcycle dealership (unless you want to). Use your own authentic, distinctive characteristics to appeal to applicants. Let them experience you and your company, and see who responds to your culture. The people who respond positively are likely the ones who will fit your company best. Provide flexibility. The world is filled with people who are looking for flexible work arrangements. There are seasoned A-players in all professions -- salespeople, attorneys, CPAs, and consultants just to mention a few -- who would do anything for a job that lets them use their skills and still have a life outside of work. Design a role for these people, let everyone in your network know about it, and see if you get any A-player referrals. Remember that time and flexibility can be more important to people than working for a big company. If you design and promote different roles with this in mind, you will be pleasantly surprised at the quality of people you can attract. Pay and benefits. If you want to compete for A-player talent when making a job offer, you have to offer competitive pay and benefits. However, there is a difference between being in the ballpark and matching the benefits of the Fortune 500. Put the best plan that you can afford in place for compensation, health insurance, retirement, vacation, and associated areas. If a job candidate puts together a spreadsheet to compare your dental coverage to that of a Fortune 500 company, you likely won't be able to beat them. Don't worry about it; move on and find other people who are the right fit for your environment. Hiring takeaway: Beauty is in the eye of the beholder. For many A-players, small is beautiful. Work hard to find A-players. Actively promote the advantages of your smaller-company culture. Get creative about things like flexible work arrangements. Be competitive about benefits but don't worry about matching bigger companies in everything. Your job is to promote your advantages to a wide number of candidates so the people who prefer your kind of culture and work environment can step forward. Author Bio Eric Herrenkohl is the author of the book, How to Hire A-Players (John Wiley & Sons, April 2010) and is President of Herrenkohl Consulting. Herrenkohl Consulting helps executives create the organizations they need to build the businesses they want. To receive Eric's free monthly e-letter Performance Principles, go to www.herrenkohlconsulting.com to subscribe. Editors Note: The article comes to us with permission, from Monster's Advice Center.

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Candidate Tips...8 Ways to Research Your Prospective Employer

The amount of knowledge you have about a potential employer, and on the industry in which you hope to work can give you a competitive edge. This pertains both to making initial contact with employers and before going on interviews. In addition, having information on a company is also invaluable when it comes to evaluating a job offer. You should know the company's industry, what they do, who some major clients are, and the names of some of the company's higher-ups, i.e. CEO, President, etc. You should also know who is in charge of hiring for the position you are seeking. Here are some resources to find company information. Corporate Websites-Most businesses use their home pages as a marketing or communication tool for generating and retaining business. They may also provide annual reports, news articles, business ventures, and information about products and services. You should spend a good portion of your research time reviewing the information available at your company's home page. You can locate a company's web page by using a search engine such as www.google.com. Directories-Here you can get information on public and private companies, although you may be limited with private company information. A couple sites to check out are: http://www.corporateinformation.com/ & http://www.hoovers.com/free/. Press Releases-Like an annual report, press releases present information in a way that appeals to the media, and in turn to the consumer. They are generally written by professionals who know how to make even the most damaging news somewhat palatable. If you need to find out newsworthy information about a company they are a good source. Local newspapers-Local newspapers usually publish articles about companies in their city or town. This is often the only place you will find information on small, local companies. Some newspapers publish special business sections once a week. You will also find information about employees at those companies. Should someone win an award or special recognition, a local newspaper is where you would find it. You are probably wondering what this bit of trivia could mean to you. Well, imagine this scenario. You learn you are going to be interviewed by Joanne Manager. You do a little research and find out that she just won a 10 kilometer race. It just so happens that you're a runner as well. Isn't this a great way to establish rapport? National Newspaper-While the New York Times is not planning to change its name to the U.S. Times, it can serve as a source of national information. The same can be said of other newspapers across the country, like The Boston Globe, The Chicago Tribune, and The Washington Post, to name only a few. Articles on larger U.S. and international companies are featured in the pages of these publications. If something newsworthy happens you will probably find it in any large newspaper. Many are also available online. Business Journals-The most well known is The Wall Street Journal. There are also smaller, more local business journals. You can find information on local companies as well as companies with a wider geographic scope. These journals provide a good way of tracking who has moved where, what companies have what clients, and which companies are relocating to your area. Openings of new businesses should also be announced in a business journal. Industry Journal-These publications follow companies within different industries. This is a great way to become more knowledgeable about the industry in general. You can look at trends and upcoming changes to determine how you can best make an impact. Remember, you are trying to show potential employers what you can do for them. Professional Journals-These journals keep you apprised of goings on in your field. In addition to providing company information, professional journals give insight into changes in a particular field. These publications also contain advice about how to do your job better. Being able to discuss new medical billing software with the office manager of a doctor's office will show your level of expertise and interest in the field. Sources: About.com : Career Planning

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Considering a career in Recruiting? We're Hiring!

Are you ready to take on a professional challenge on a national scale 

without having to move to the big city?

Principal Resource Group, an established executive recruiting firm with long-term clients specializing in civil engineering, environmental, and construction related fields, seeks an Executive Recruiting Specialist.  This is an opportunity for an individual who takes pride in personal success and who can take initiative to leverage existing clients and an outstanding market reputation to thrive. The successful candidate will have a proven track record in sales, willingness to be a team player, excellent written and oral communication skills, intermediate/advanced computer skills, and a sense of humor.  Entry-level and experienced positions are available.

Account Executive: Use your sales skills to develop and maintain relationships with our clients and make a difference in people’s lives.  Work with clients to identify staffing needs and manage the recruitment process from finding candidates through communicating offers.  The Account Executive position generally requires at least 2 years success in Business to Business sales and a Bachelor’s degree.

Project Coordinator – Recruiting Specialist: Great people skills and the ability to communicate well over the phone are a key part of this position.  Work with Account Executives to recruit qualified candidates by conducting complex internet research, sourcing, interviewing, screening, and referring candidates for client companies’ openings.  The Project Coordinator position generally requires a Bachelor’s degree (or equivalent experience) plus two years in sales or marketing.

As an executive search consultant with Principal Resource Group you will:
• Have access to the best training in the industry
• Enjoy a family oriented work environment with flexibility
• Control your earning potential with an excellent compensation and benefits package
• Work in an office with opportunity for advancement

Explore the world of executive recruitment at Principal Resource Group – the career you impact the most will be your own.  To apply, contact Kelli Newnan at 530-478-6478 or kelli@prgnc.com.

Visit our website to view the full job description.


About Principal Resource Group

Since 1999, Principal Resource Group has provided executive recruiting services to civil engineering, environmental, and construction companies across the United States.  Our clients are small and large consulting firms, leading national engineering firms, and companies with global engineering projects. We are part of the MRINetwork™, one of the largest and most successful recruiting organizations in the world.

Principal Resource Group specializes in recruiting executives, managers, and technical specialists in the Civil Engineering, Environmental, and Construction disciplines, including: Water/Wastewater, Water Resources, Municipal/Public Works, Power/Transmission, Renewable Energy, Environmental, Geotechnical, Transportation/Traffic, Construction Management, Hydraulics/Hydrology, Geology/Hydrogeology, Structural, Mechanical/Electrical, and General/Civil.

For Companies:  Our recruiters are experienced professionals who understand the civil and environmental engineering communities.  Our goal is to introduce you to professionals who can make a long-term contribution to your firm.

For Candidates: Our recruiters are proud to provide personalized and confidential services to professionals with all levels of experience in the civil and environmental engineering industries.  We want to know you and your career goals so we can introduce you to opportunities that will inspire and challenge you.