Issue #167

Confidentiality: the Cornerstone of Your Career or Candidate Search

3 Questions You Should Ask About Your Counter-offer


4 Forms of Compensation That Motivate Top Candidates


Animal Science Events for the Month of May!
In the News: The �Internet of Sheep� and Cow �Dehorning�

Confidentiality: the Cornerstone of Your Career or Candidate Search

(By Matt Deutsch)

When it comes to finding a new job or finding a new employee, a lot of things are important.  However, as is the case with just about everything, some things are more important than others.

One of the things that people generally hold in high esteem in both situations is confidentiality.

Candidates want to know that their job search is being conducted in a confidential fashion, and company officials and hiring managers want to know that their search to fill important, high-level positions is also confidential.  What both groups want is peace of mind, because that lends itself to a more relaxed, and ultimately, more effective process.

An executive recruiter can provide that confidentiality and the corresponding peace of mind that accompanies it.  That’s because they understand the need for confidentiality in situations such as these, and they’re skilled at providing it while helping candidates and hiring authorities reach their career and hiring objectives.

Dan Simmons, the founder of the Animal Science Monitor, has been an executive recruiter for close to 25 years.  During that time, he has conducted countless confidential searches for both candidates and companies.  He knows what’s important to each group, and he’s created and honed a process for delivering results that consistently exceed expectations.

If confidentiality is important in the search for your next great employment opportunity or great candidate, I encourage you to call Dan at 888.276.6789 or send him an email (including your resume) at dan@consearch.com.

And enjoy this month’s issue of the Animal Science Monitor!


3 Questions You Should Ask About Your Counter-offer

(By Dan Simmons, CPC)

Here’s the scenario.  You’ve been passively looking for a new job for months because you really don’t see any room for growth or opportunity at your current employer.

After a few interviews, lo and behold, somebody makes you an attractive offer.  So you proceed to turn in your two weeks’ notice, and you’re presented with another little surprise—your boss makes you a counter offer.  What do you do now?

When you first receive a counter-offer, it can be appealing.  That’s normal, because you’re instilled with the feeling that you’re important and valuable, valuable enough for the company to make an attempt to keep you.

However, in the interest of your long-term stability and satisfaction, you should take a step back and analyze the situation objectively.  In the process of doing that, you should ask yourself the following three questions:

#1—Why haven’t I received this offer of compensation before now?

Everybody likes to feel as though they’re wanted, but there are reasons you made the decision to leave the company in the first place. One of them may very well involve compensation.

The fact of the matter is that well-managed companies rarely make counter-offers. They make attractive compensation offers to valued employees following regularly scheduled reviews. (That, of course, is one of the reasons why their turnover rate is so low.)  If the company truly acknowledged your value as an employee, they would already be providing you with the compensation they’re now trying to thrust upon you at the 11th hour.

#2—Where, exactly, is this compensation coming from?

This is a valid question because everyone would like to receive a raise on a regular basis. However, companies have wage and salary guidelines that they must follow.  Does accepting this counter-offer basically guarantee that you won’t be receiving a raise for a long time? Taken in that context, staying at the company hardly translates into a benefit for you, especially if other factors (company culture, co-workers) were also behind your decision to leave.

#3—What will happen if I decide to stay?

You must entertain the very real possibility that your co-workers may resent the fact you were given a raise or company perks.  As a result, they may also resent not being recognized for their efforts the way you were.  This could put you in a very stressful situation with your colleagues, which could compromise your job performance.

There’s also another risk involved in accepting a counter-offer.  You’ve already tendered your resignation and given your two weeks’ notice, which is basically an indication of your general unhappiness at the company.  If you stay, there’s a chance that management will regard you with a measure of suspicion.

Consequently, you could conceivably be passed over for promotion in the future.  Management might conclude that it’s only a matter of time before you eventually leave.  And the numbers back up that conclusion.

Statistics show that 72% of people who accept a counter-offer leave their employer within one year.

For more on this topic, write to dan@consearch.com.

(Don’t forget to join the Animal Science Monitor Group on LinkedIn and connect with Dan to leverage the power of his 13,000 LinkedIn connections!)


4 Forms of Compensation That Motivate Top Candidates

(By Dan Simmons, CPC)

Have you ever lost an employee you wished you hadn’t?  Candidates are often wooed by what they believe are greener pastures, and if your retention program is lax in any area, it can provide an opening for your best employees to pursue other opportunities.

One part of your retention program is your compensation structure.  However, the traditional compensation structure, one based almost solely on incremental raises and paid benefits like medical and dental, won’t cut it in today’s marketplace.

It all boils down to one thing: ensuring that you’re giving your most productive employees what they need when they need it, regardless of whether that involves their base package or an incentive package.

The key is to be flexible, both in terms of what you offer and how you offer it.  In addition, what can you offer that will differentiate you from everyone else?  And here is where you can employ flexibility and creativity to make yourself more attractive to star candidates (as well as effectively retain those you already have on board).

Giving raises that are larger than average for excellent performance is one place to start, but that’s just the beginning.  Today’s top employees and candidates are motivated by other forms of compensation, too, four of which I’ve listed below.

#1—A flexible working schedule

We live in an age of almost constant communication (smartphones, tablet devices, etc.). Allowing some flexibility when employees need it not only counts as a form of compensation, but it also builds a sense of loyalty with that person.

#2—Opportunity for more paid time off

Workers in America take less time off than in any other country in the world, but I’d be willing to bet that it’s not intentional.  Rewarding top producers with more paid time off is an inexpensive yet valuable investment in those employees.

#3—The chance to earn bonuses

Rather than giving across-the-board raises, more companies are opting for variable compensation structures that reward the best employees with bonuses.  These aren’t paid out at the end of the year, though.  They should be given when the employee reaches certain production levels and goals.

#4—Promotions

If an employee is excelling and could be given added responsibility in a supervisory role, it makes perfect sense to promote them.  This is not in lieu of a raise or other earned compensation benefits, but in addition to them.  Of course, such a move should only be made if it makes sense for the company (i.e., will allow the employee to continue to grow and be more productive).  Consider each of the key people on your team and see if you can provide a way that they can develop professionally.

You should ask two questions about your compensation structure.  The first question is, “Will this structure do its part to help retain our star employees?”  If not, decide what changes need to be made and then implement them.

The second question to ask is, “Will this structure help us to attract the best and brightest candidates in the industry?”  Chances are good that if your structure is helping to effectively retain employees, it will help to attract candidates, as well.

If you’re currently working on a difficult search and need the help of a pro, call me at 888.276.6789 or send an email to dan@consearch.com.  I would be happy to discuss the specifics of the search and explain how my services can help.

(Don’t forget to join the Animal Science Monitor Group on LinkedIn and connect with Dan to leverage the power of his 13,000 LinkedIn connections!)

 


 

 Your Upcoming Events Calendar in Animal Science!

After what seemed like an endless winter (for some of us, anyway), the promise of the summer season has arrived.  Warmer weather, more pleasant temperatures, and . . . upcoming events in Animal Science and Animal Nutrition?

Yes—on all three counts.

These events encompass a wide range of areas within the industry and some are single-day events, while others are held over multiple days.  However, all of them represent excellent training and networking opportunities.  While there are typically fewer events during the summer months, there are still plenty from which to choose, and they can all help you to grow your career.

Below is a list of the upcoming industry events in Animal Science and Animal Nutrition, including a link to more information about each event.

Poultry Processor Workshop on May 20-21 in Atlanta, Georgia

29th Discover Conference on Food Animal Agriculture on May 26-29 in Itasca, Illinois

World Pork Expo on June 3-5 in Des Moines, Iowa

Annual Poultry Festival on June 19-20 in Rogers, Arkansas

If we’ve missed an event, please let us know!  Send your information to matt@animalsciencemonitor.com so that we can add it to our upcoming schedule of events as soon as possible.

 



In the News: The ‘Internet of Sheep’ and Cow ‘Dehorning’

In the Animal Science Monitor, we strive to share timely news and information about Animal Science and Animal Nutrition, specifically items that impact both the present and the future of the industry . . . or an item that’s so interesting that we just have to share it.

This month, we have three such articles.  (Click on the titles below to access the full article.)

“The Internet of Sheep: Wi-Fi-Connected Flock to Eat Grass and Transmit Data”

You may have heard of the “Internet of Things”—the idea that eventually all physical objects could communicate data over the Internet to other connected devices.  However, in rural Wales, a region not noted for its connectivity, researchers have begun a study into the “Internet of Sheep,” attaching wireless devices to livestock to gather information.

“Cow ‘Dehorning’ Gains Attention from Foodmakers”

Food manufacturers and restaurants are taking the dairy industry by the horns on an animal welfare issue that bothers activists, but is little known to consumers.  Horned calves are common in dairy herds, and farms routinely remove the horn buds by burning or gouging them out before horns develop.  Horns are hazardous because unruly cows can gore farm workers or other animals.

“Goats Gone Wild! Police Nab Herd on the Lam”

In a rare case of “goats gone wild,” police in Seattle, Wash. recently took 10 of the mammals into custody after a brief hoof chase.  The animals chased a group of children before they were eventually captured.  Newspaper headline writers across the country were delighted.




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