| "Your Industry's Inside Source"
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| Schaffer Associates keeps you informed... Schaffer Associates is pleased to bring you news and commentary each fiscal Quarter about what is happening in your industry. Over our 16 years in business, we have developed a network of high quality, talented industry executives and managers who like to stay up with current events as they relate to the Home Improvement Industry. We get calls all the time from industry friends, just checking in to see who is on the move, what we are seeing in the employment economy, and wondering what is new. Well, this is our attempt to stay in direct contact with you and to provide something of value directly to you. |
| Insider's Perspective... “Recruiting is so much easier now with so many people out of work,” an employer noted to me
 last week. “All we have to do is post an ad and we get dozens of résumés from qualified candidates.” Well, I don’t doubt that the flow of résumés has increased and I know that there are a number of good candidates on the street, but I do question whether a higher unemployment rate makes recruiting easier. Of course, if an employer is willing to settle for the best prospect who is out of work and available, an increase in unemployment will naturally provide more options. However, if one is seeking the singular most qualified person for the position, irrespective of his or her current employment situation, I would contend that the recruiting process is further complicated by an increase in the ranks of the unemployed.Let me point out several of the challenges all of us must take into consideration when recruiting in a higher unemployment marketplace. First, although it is easy to identify and secure the interest of the unemployed individual, it’s much more difficult to ascertain the quality and integrity of the candidate. In this day and age, virtually everyone you talk to who has been released by their employer will tell you, at least initially, that they have been downsized, rightsized, or outplaced due to the economic downturn. Now, while this may be true in a number of instances, there are often mitigating circumstances surrounding a termination, and we make it a point to ferret these out. You must too. In considering these candidates, are you able to accurately discern the difference between a downsizing and a “termination for cause” as we do? It’s certainly easier for a prospect to tell you that he was caught in a corporate downsizing rather than admit that he was terminated for sexual harassment or some other major issue. And if it is true that the individual was released for purely economic reasons, how do you know if that person was chosen for displacement because they were factually the lowest performer on the team? Does your organization have the ability to get behind the scenes with industry references and prior employers to determine the true reason for termination? And do you know how to interview (read “interrogate”) a candidate to drill down to the realities of their employment situation? If you don’t, you leave yourself at great risk for making a costly employment decision.
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| Finding Hope In Adversity There has been much said over the past several months and in many different contexts about hope. The news media would have you believe that our economy is hopeless and that we have a hopelessly high unemployment rate. We also hear about the promise of “hope and change”; yet do we recognize that change can either be good, bringing a renewed hope for the future, or it can be bad, resulting in uncertainty, despair and unrest? Furthermore, as we look for any signs of hope in our economy, with all that is happening with mass layoffs and peoples’ employment situations, we want to conclude that things are tough all over and that something has to “change.” Well, who is it that will bring “change” to your own personal situation? The government? The Federal Reserve? Let’s look back for a moment to see how businesses, economies, and personally challenging times historically produced real hope and positive change for the future.
>>Read More
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| Schaffer Associates Welcomes Brian Howell To Our Team  Brian Howell has more than five years of experience across multiple industries including both consumer and industrial products. He has successfully recruited mid to senior level individuals within sporting goods, building materials, outdoor power equipment and energy sectors. Brian has placed people at mid to senior levels such as: VP, Supply Chain; Director, Product Development; VP, Sales; Business Unit Manager; VP, Marketing, as well as sales / marketing managers and engineering at all levels. |
| Questions or comments on this newsletter, please contact: Mark Fisher, Vice President Business Development
 Schaffer Associates, Inc.
7621 Little Avenue, Suite 100
Charlotte, NC 28226
Phone: (704) 535-9939
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| Talent ID Program |
| Just the facts... Unemployment Rate state by state See where your state ranks. |
| Schaffer Associates' Team
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Phone: (704) 535-9939
Testimonial
"The advantage that Schaffer Associates brings to the table is that they know and understand the industry. They understand the trends and movements in the Home Center channels".
CEO Outdoor Products Manufacturer "One thing that stands out about my experience with Schaffer Associates was their thoroughness in the interview process. They took the time to drill down on my skill sets to ensure the right fit for my career path. Now as a hiring manager, I depend on Schaffer Associates to deliver candidates who are carefully screened for skill sets and cultural fit."
Vice President Sales Plumbing Manufacturer Retail National Plumbing Manufacturer |
