Issue #170

 
"If You Love What You Do, Then You'll be Successful. . ."
 

 
Why We Love to Hate HR (and 5 Things They Can Do About It)
 

 
How Lou Adler's BEST Personality Test Could Help You

 


 
Your Upcoming Events Calendar in Animal Science!
Current Industry Jobs
"If You Love What You Do, Then You'll be Successful . ."
 (By Matt Deutsch)
 
"If you love what you do, then you'll be successful . . . so do what you love."
 
  
 
That, perhaps more than anything else, sums up what Don Hunter has learned during his career as an executive recruiter. Hunter certainly loves what he does: he's been a recruiter now for 20 years, the last four with Dan Simmons at Continental Search & Outplacement, Inc.
 
One of the reasons that Don loves what he does is the opportunity to help job seekers connect with organizations that are seeking to fill their open positions with the best candidates possible. While with Continental Search, Don has helped fill a wide array of positions - entry-level sales jobs, senior sales management positions with major feed companies, high-level tech support positions, etc. You name it, Don has helped fill it.
 
However, Don almost wasn't in this position, helping job seekers realize their career objectives. That's because a few years ago, he decided to retire.
 
"I retired and it lasted all of three months," Don said with a laugh. "Then Dan called and asked if I wanted just a segment of the responsibility, which was working with candidates. We've been doing this for four years now. and I'd like to keep doing it. I learn something new every day, and I'm doing exactly what I love to do."
 
As it turns out, doing what you love is just one piece of his own advice that Don Hunter takes to heart. Another important piece is "Always strive to maintain a healthy work-life balance." Don certainly follows that advice, too.
 
"I still hunt pheasants with my dog, and I'm thinking about getting another one," he said. That's my hobby and what I like to do. I spend my off-time training my dog and working in the field. Some days I'll spend eight hours in the office, and some days I won't. It depends on what's transpiring. It's like the best of both worlds to me.
 
"Everybody defines retirement in a different way. Some people just quit work and go fishing. I get up every morning and decide exactly what I want to do. Sometimes it's work and sometimes it's play."
 
Doing what you love and achieving a healthy work-life balance were among two of the topics that Don tackled when he wrote for the ASM before he "retired" the first time. Each month, Don would write articles specifically for job seekers, ranging from how to approach a face-to-face interview to how to resign and everything in between. He viewed the experience of writing for the newsletter as productive on a number of levels.
 
"It made me drill down into my experience," Don said. "It made me reflect on what I've seen and what I know. I had to think about what I've learned about candidates and the industry,  really think about it, before I could incorporate those thoughts into an article."
 
And what has Don learned during his 20 years as a recruiter? Not only has he learned what makes a successful candidate, but he's also learned what he enjoys most about the profession - and it's a long list of things.
 
"I like the ability and the opportunity to change people's lives for the better," he said. "An individual's job is part of their identity and who they are, and we as recruiters can have a tremendous impact on people's careers.
 
"That's the best thing about recruiting. When you make a placement, not only have you enhanced the company, but you've also advanced the career of the candidate. About 12 things can happen during a placement, and 11 of them are bad, but when you're successful, you've enriched people's lives. It's very rewarding."
 
If there is a third piece of wisdom that Don has culled from his many years of being a recruiter, it's this one: "Always maintain contact with co-workers and mentors." You never know when that contact will turn into an opportunity. After all, it was a phone call from Dan Simmons that lured Don out of retirement and allowed him to enjoy the work (and the play) that he does now.
 
Although he's a member of the Continental Search team, Don works remotely. He and his wife Maxine live in Acme, Michigan. Maxine is the Director of Surgical Services at Munson Medical Center in Traverse City. She wanted to be a nurse as far back as the second grade. Don and Maxine's dog, Kasey, enjoys hunting pheasants and chasing rabbits.
 
So much like Don, Maxine and Kasey both appear to love what they do. You might say it's a habit that runs in the family. As for how long he'll continue to work, even if it's not on a full-time basis, Don has not set a timetable.
 
"As long as I can remember my name and who I am, I'll keep doing what I'm doing," he said with a chuckle. "I can't imagine doing anything else."
 
If you're a job seeker and have any career-related questions for Don, you can email him at donhunter@consearch.com. Don also encourages you to connect with him on LinkedIn.
 
Why We Love to Hate HR (and 5 Things They Can Do About It)
(By Dan Simmons, CPC)
 
I'm pleased that I have now started my 25th year as a recruiter. During that time, I've been an ardent student of recruiting, constantly reading articles concerning the best practices and current issues in employment.
 
I recently came across an interesting article in the Harvard Business Review titled "Why We Love to Hate HR" by Peter Cappelli. (This article was featured in the July-August 2015 issue of the HBR.)
 
You can imagine how the title of this article piqued my interest! And of course, I thought it might interest you, as well.
 
The author delves into the many reasons that HR often incurs people's ire and wrath, using history as a backdrop and also as an explanation of how we've arrived at our present-day situation. However, it also suggests a preferred course of action for HR departments, one that will help organizations grow and gain the edge over their competition.
 
According to the article, below are five ways that HR can change the way that it's perceived:
 
#1 - Set the agenda.
 
HR should not be reactive, waiting to be told what to do. Instead, it should be proactive and take the initiative regarding what should be done. Specifically, the key areas that HR should tackle include layoffs, recruiting, flexible work arrangements, and performance management.
 
#2 - Focus on issues that matter in the here and now.
 
Adhering to best practices proven to work over many years may seem logical. However, that allegiance could be secondary to tackling current issues that require more flexible and creative solutions. The ultimate goal is to understand what works, how it works, and in what situations it works the best.
 
#3 - Acquire business knowledge.
 
Big Data plays an integral role in this area. That's because more and more business decisions are driven by the accumulation and analysis of large amounts of information. HR is the perfect place for data and decisions to meet, meld, and produce better results.
 
#4 - Highlight financial benefits.
 
This means being able to prove that HR decisions do more than just sound good - they're also good business decisions. This means tracking the numbers and providing a ROI (return on investment). The article states it best: "Quantifying costs and benefits in this way turns talent decisions into business decisions."
 
#5 - Walk away from the time wasters.
 
One of the best ways to be more effective at the things that matter is to stop devoting time, energy, and resources to the things that don't matter. That requires not only the ability to identify those things, but it also requires the professional courage to actually walk away from them.
 
I whole-heartedly encourage you to check out the HBR article in its entirety, which you can do by clicking here.
 
If you'd like to discuss any recruiting challenges that your company is currently facing, I'd love to hear from you. Call me at 888.276.6789 or send an email to dan@consearch.com.
 
(Don't forget to connect with me on LinkedIn and also join the Animal Science Monitor Group.)
 
How Lou Adler's BEST Personality Test Could Help You
(By Dan Simmons, CPC)
 
 
As many of you know, I enjoy researching and reading about recruiting and employment trends, and I also enjoy sharing insightful information that I find regarding both of these areas.
 
I'm pleased to say that I've discovered yet another example of such information in the form of an article by Lou Adler of the Adler Group. That article is titled "Simply the BEST Personality Test."
 
Adler has devised a personality test that is predicated upon two simple questions. The answers to those questions are then plugged into a graph, and those answers point to four dominant personality types:
 
1. Boss
2. Engager
3. Supporter
4. Technical
 
The purpose of this test is two-fold. First, it's designed to help determine your personality type, which will allow you to become both a better person and a better manager. Second, it's designed to help you to more fully understand the people you hire.
 
The one point that Adler's article emphatically makes is that this test should NOT be used to screen candidates. That's because the four styles associated with the test represent preferences and not competencies.
 
The good news is that Adler has also created a video that will explain the BEST Personality Test more in-depth.
 
 
The video presents five ideas you can use for enhanced self-awareness and improved hiring and management strategies. The article also expounds upon these ideas and provides guidance for use and implementation.
 
Needless to say, I endorse this article (and the accompanying video) and I encourage you to check it out. The more you understand about your best employees, the better you'll be able to manage them - and ultimately, to keep them.
 
If you'd like to talk about any current recruiting needs, I'd love to chat. Call me at 888.276.6789 or send an email to
 
(Don't forget to connect with me on LinkedIn and also join the Animal Science Monitor Group.)
 
Your Upcoming Events Calendar in Animal Science
 
The end is nigh! The end of summer, that is.
 
Yes, sad but true. The autumn solstice will soon be here, and with it, the changing of the leaves and the changing of the temperatures (for most of us, anyway).
 
However, do not fear. There's plenty to look forward to when it comes to the fall season . . . including upcoming events in Animal Science and Animal Nutrition!
 
As always, 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.
 
Below is a list of the upcoming industry events in Animal Science and Animal Nutrition, including a link to more information about each one. Now where are the pumpkin cookies and apple cider?
 
World Dairy Expo on September 29-October 3 in Madison, Wisconsin
 
Poultry Protein & Fat Seminar on October 1-2 in Nashville, Tennessee
 
Animal Care and Handling Conference on October 15-16 in Kansas City, Missouri
 
United States Animal Health Association Annual Meeting on October 22-28 in Providence, Rhode Island
 
30th Discover Conference on Food Animal Agriculture on November 2-5 in Itasca, Illinois
 
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.
 
   
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