Genetics for Breeding Broilers

How to Ensure Dairy Cow Hoof Health

New Strain of Pork Sapelovirus Discovered!

5 Key Things to Remember When Interviewing

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The second half of November is always the busiest. Right now, you're probably gearing up for a long drive to visit friends and family or going through online recipes if you plan to host your very own Thanksgiving dinner. We thought we'd wish our loyal subscribers a Happy Turkey Day before things got too busy.
Happy Thanksgiving Month, from your Continental Search family!

Genetics for Breeding Broilers

I was looking for the latest broiler news when I came across a study in Animal Frontiers called "Impact of genetics and breeding on broiler production performance: a look into the past, present, and future of the industry." This study was made by Dr. Marcos Tavarez and Dr. Fausto Solis de los Santos. It's a good read for people who are in the grower or broiler industry.

Genetics has played a huge role in the selection and breeding of livestock for the last few decades. Presently, experts in the animal science industry claim that genetics and breeding have been used in the poultry industry since the 1940s.

Improved genetics and breeding is said to account for about 80 to 90 percent of improvements. This means that people in the early days of poultry selection had to "grow" their stock longer and feed them larger servings, yet were still unable to attain the current success that is enjoyed by poultry producers at present.

The factors that they base these on are what they consider economically important traits. These include growth rate, body weight, feed efficiency, and other factors that are associated with carcass processing.

In the last 20 years, the poultry industry has focused heavily on breast meat yield. Hence, the increased rate of the body weight in broilers. At present, they believe that they can use genetics to manipulate broiler weight to roughly five (5) pounds in less than 29 days by the year 2034.

However, one must consider that while genetics can be manipulated, there are other factors that are of vital importance. Management of the environment and proper nutrition are necessary, as well. Without these factors, the genetic selection will all be for naught. You can read the full article here.

Are you in search for the next step up the ladder? You can follow #ContinentalSearch on LinkedIn and Facebook for the latest job openings and relevant industry news. Our company page has a poultry job listing for individuals who want to improve their work portfolio. If you need assistance, please do not hesitate to send me an email at

Trish Valenzuela specializes in recruiting for poultry feed additive companies. She has filled positions in technical support, sales, and sales management across the USA.

Trish joined Continental Search in July 2015 and through hard study, she passed 
 two certification programs. She is now a Certified Personnel Consultant and a Professional Recruiting Consultant. 
Visit her LinkedIn profile to connect with her and stay updated with current poultry trends. Trish can be reached at (302) 248-8242, through LinkedIn or at

How to Ensure Dairy Cow Hoof Health
A dairy producer will protect his or her investment by ensuring the well-being of each cow under his or her care. I recently found an article from Dairy Herd Management that provides producers in this industry with tips that will help them prevent lameness, which is a condition that not only affects the health and well-being of the dairy cows, but the producer's investment, as well.

The biggest concerns dairy producers face are reproductive issues, mastitis, and lameness. Lameness is an abnormality that can cause cows pain and make them walk with an abnormal gait. An unhappy dairy cow will be unable to perform as well as the healthy ones.

While it can be caused by genetics, other factors like improper nutrition and disease are quite preventable. This has led the UW-Extension Dairy Team to come up with tips to aid dairy producers prevent this condition.

The article links to the Economics of Dairy Cattle Hoof Health fact sheet by Eric Ronk, a University of Wisconsin-Extension Calumet County Agriculture Agent. This talks about the economic costs that are associated with hoof conditions caused by foot rot, claw disease, laminitis, and digital dermatitis.

UW-Extension's Dairy Team has other factsheets that will be essential to people in this industry. These include topics that deal with hoof health with regard to housing, nutrition, and even footbaths. To read more tips and tricks that will help ensure bovine health, visit UW-Extension Animal Well-Being and Herd Health.

For more useful tips, tricks, and related industry news, you can follow #ContinentalSearch on Facebook and LinkedIn. You may also visit our website for the latest dairy job listings.

Rick Pascual recruits in dairy nutrition for feed companies and their suppliers across the  USA. Rick joined Continental Search in January 2015 and has successfully filled a number of  searches for nutritionists, sales, and sales management for leading companies.

After completing coursework and a grueling exam, Rick became a Certified Personnel Cons
ultant in November 2015, as well as a Certified Professional Recruiter by AIRS in April 2016. Visit his LinkedIn profile for more info and to stay updated with news about recent dairy trends.
Send Rick your resume at Call him at (302) 544-9288.

New Strain of Pork Sapelovirus Discovered!
In addition to my work in poultry, I have just been assigned to recruitment for swine health and nutrition. This has made me curious about the latest in swine industry news. I found an interesting article by The Pig Site that talks about a new strain of porcine sapelovirus, a condition that affects the central nervous tissues of young pigs.

According to The Pig Site, Paulo Arruda, an assistant professor of veterinary diagnostic and production of animal medicine, led a team composed of diagnosticians from Iowa State, Kansas State University, and the University of Minnesota. The goal was to investigate samples taken from 11-week pigs that could not walk due to a polio-like condition in the hind legs.

The team went through the samples and found microscopic lesions in the central nervous tissues. These contained a new sapelovirus that they had never encountered before. According to Mr. Arruda, this was different from any sapelovirus they had seen previously.
According to the Swine Health Information Center of Iowa State University, porcine sapelovirus, also known as PSV, is an RNA virus. It can survive well in the environment. It is quite resistant to elevated temperatures and even to acidic pH.

The primary mode of transmission is the fecal-oral route, although fomites may also play a role. This virus has been found in the feces of healthy swine in the United States, Australia, Brazil, Spain, and Italy.
Presently, there is no vaccine for PSV-1, and research shows maternal antibodies may not be enough to protect the fetus from transplacental infection. However, researchers think that the colostral antibody may be of some help.

While PSV is not known to infect humans, this condition can impact production if an outbreak were to arise. Right now, PSV is not part of the 2015 OIE Terrestrial Animal Health Code. That means there are no restrictions for importation of animals from zones or countries infected with this virus.

This is the latest in swine news. If you want to stay updated on industry news or are looking for jobs in this field, follow #Continental Search on LinkedIn and Facebook. You can also browse through our company page to view our swine job listings. If you have any questions regarding one of the job openings, please send me an email.
Trish Valenzuela, CPC, Recruiter

Trish Valenzuela specializes in recruiting for poultry feed additive companies. She has filled positions in technical support, sales, and sales management across the USA.

Trish joined Continental Search in July 2015 and through hard study, she passed 
 two certification programs. She is now a Certified Personnel Consultant and a Professional Recruiting Consultant. 
Visit her LinkedIn profile to connect with her and stay updated with current poultry trends. Trish can be reached at (302) 248-8242, through LinkedIn or at

5 Key Things to Remember When Interviewing
Interviews can be nerve-wracking, especially when your dream job is at stake. No matter how hard you prepare, you might find yourself second-guessing the answers you planned on giving.

I have 25 years of experience in recruitment. I know what works and what doesn't. Here are a few common questions that come up during interviews and how to deal with them.
Tell Me About Yourself
"Tell me about yourself." This is a standard question that might seem trivial to most candidates. This is a loaded question. Make a good first impression by giving them a clear, concise, and direct answer.

They ask this question so you will feel comfortable and are fishing for things about you that might not be found on the resume. They want to understand why you made the life choices you made. They also want to see if you can tell a great story in a concise and clear manner.
Here is how you prepare. Start at the beginning, it's a very good place to start. We all started out as children. Things we learned then are important about who we are today. This is the best way to start a story. If you already knew what you wanted to be then, tell them what or who inspired you. Talk about your schooling and what you studied and highlight the subjects or degrees that prepared you for the position that you seek.

Tell them about your career history and once again, highlight positions and accomplishments where you show that you are a good fit for the job you want. Include hobbies and interesting facts about you, preferably bits and pieces that are not found on your resume, provided they show you in a professional manner. If you are a marathon runner, mention it. If your favorite hobby is Beer Pong, there is no need to share. 
Walk through your career. If it is pertinent, mention family. Wrap up with your present situation, mention what interests you about the job you are discussing, and end with, "And that is what brings me to you today." You have told your career story in a capsule that should take 60 to 90 seconds, depending upon your style and the length of career.
What Do You Know About Us?
I presume that most, if not all, candidates do some research about a company before applying for a job.  If you haven't before, make certain you do now. To prepare for this, review the company history. Be familiar with the services or products they provide. Know who the big bosses are and their roles in the company.

Find out what they have been doing in the past few months. Recent growth should be mentioned. Make sure you follow them on social media to stay updated on company news and announcements.
Find out the vision and mission of the company. You must be a cultural fit to work best in their organization. When you talk to them, you should seem like someone who represents their "voice." During the interview, make them aware that you have done your homework.
Why Do You Think You're The Right Person for the Job?
If possible, check the job description or the online posting or ask them to email it to you in advance. Make sure you have the key responsibilities memorized. You should also tell them how you match these responsibilities to be considered for the job. Once again, highlight your past career experience and accomplishments to match the job description.
The truth is that many candidates beat out the competition when they match their previous accomplishments to the job description instead of a generic essay about everything they've done in the past.

Do You Have Any Questions For Us?
Most candidates think that smiling and shaking their head will make them look smart, as though they have all the details they want about the job and/or company. Ask questions, but not just any questions. Ask questions that will show them you care and will help you know if you really want this job or not.
  • "Tell me about the company culture."
You want to make certain you fit. If the company has a strong bureaucratic style and you're fast-paced and have only worked for entrepreneurs, you're going to have a culture shock. The reverse is also true. Find out if you fit their values and style.
  • "What are three key goals that I should accomplish in my first year?"
Make certain these are in line with the job description. Tell the interviewer how you have accomplished similar things in the past or what experience/education you have that will ensure your success.
  • "Who will I be working with and what experience do they have?"
Make certain you understand where you fit on the team.
  • "Am I going to be provided with tools or training material to accomplish my tasks?"
It's tough to be successful without the right tools.
  • "What are the biggest challenges that I will have to face in this role?"
Find out just how tough this job is.
  • "What is career growth like in the company?"
If you had this job and was successful for three years, how would your career grow?
These questions might sound brash, as they make you sound like you are sure to get the role. That isn't a bad thing, as it shows that you're confident that you're a good match for the position or at least are committed to finding out.
Most candidates will end an interview with a bashful "Thank you" and be on their merry way. Some will leave nonchalantly, making the interviewer feel like they have other options. That is not wise.  Put your pride away, but keep your confidence level high.  Ask for the job. By now, you should know if you want this position, so there is no shame in showing that you are very interested. Ask them what the next step is. Here's what to say: "I'm interested in this role. What's the next step?"

In Conclusion
An interview should be you and the company's representative both making good impressions and learning if this would be a wise career move for you and a good hire for them. Wrap up confidently and ask for the job. Show you are genuinely interested.

The secret to acing a job interview is honesty, preparation, and earnestness. You want it, so go get it.

For more information, check out my free e-book, Simple Steps to a Successful Interview.  
DAN SIMMONS, CPC, Sr. Recruiter
As owner of Continental Search, Dan leads a team of four recruiters who search for talented leaders and solo contributors to fill positions for feed companies and their suppliers.

Dan has 25 years of experience recruiting and has worked in the animal nutrition industry since 2002.  As owner of Continental Search, his firm has helped hundreds of professionals find positions that advanced their careers. Visit Dan's LinkedIn profile for more information and relevant updates regarding the animal science industry. 
Dan can be reached directly at (888) 276-6789 or via email at


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