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WINE INDUSTRY NETWORK
WHY USING A RECRUITER MAKES SENSE
What do you do now?
In the past, many winery owners just sat down, wrote up a want ad and put it in the newspaper or on Craig’s List hoping the right person would see it and respond. This typically resulted in dozens of phone calls getting in the way of normal business, and dozens of resumes flooding the fax machine. Somebody then had to stop whatever it is they normally do in order to sort through all the applicants and try to choose which ones to call back for an interview. Then somebody had to schedule and conduct the interviews, a process that could take weeks. In the meantime, all the work that would normally be getting done is piling up because of the distractions of the hiring process, including the work of the unfilled position. Today, instead of do-it-yourself hiring, many savvy winery owners are utilizing the expertise of professional recruitment firms, saving them time, money, and headaches. Recruiting firms typically charge a percentage of the salary paid to the new hire in a one-time fee, and most offer a guarantee that if the employee does not work out within a certain period of time,
WRITER: Jim Brumm EMAIL: firstname.lastname@example.org BLOG: wineindustrynetwork.com/blog The businesses featured in this article are members of the Wine Industry Network.
Your top financial officer just quit and left you with a gaping hole in the management team. Your winemaker just told you she’s moving to New Zealand at the end of the month. You had to let your sales manager go because he can’t get along with the rest of the staff.
the firm will either find a replacement or offer a prorated refund. This gives the recruiting firms an incentive to make sure they place the right candidate in the right position. According to Carolyn Silvestri, partner at The Personnel Perspective, a recruiting firm in Santa Rosa, California, on average it takes 90 to 120 days to perform recruitment, develop a sourcing plan, obtain a resume pool, assess the candidates, do the interviews and select a candidate. If your employee gave you a two-week notice, this can seem an eternity. With a professional recruiter, not only do wineries save time, but management staff and workers can continue doing their regular duties without distractions. “A winery can benefit greatly by using a recruitment firm,” said Derek Stefan, winery recruitment specialist at Nelson Wine Executive Search in Santa Rosa, California. “It creates very strong opportunities for the owners to benefit from the expertise of a recruiter who knows the market. The recruiter can have people ready when you need them, reference checked,
INSTEAD OF DO-IT -YOURSELF HIRING, MANY SAVVY WINERY OWNERS ARE USING PROFESSIONAL RECRUITMENT FIRMS.
background checked and prepared to go. It’s a cost savings. You don’t have to worry about all of that; it’s done for you.” According to Silvestri, 80 percent of employee turnover is based on mistakes made during the hiring process; using a professional placement firm can greatly improve your success. “We’re dedicated full time to doing nothing but finding the best people for the wine industry,” said Margaret Baez of Recruiting Associates Network in Santa Rosa, California. “We’re mining talent five days a week, sometimes more. When using a recruiter, wineries are exposed to candidates they wouldn’t see otherwise.” Making a bad hire can compound problems and cause a winery owner to have to repeat the laborious process of replacing the employee yet again.
those with limited interviewing skills may find themselves at a loss when it comes to deciding which candidate is the best fit. Many recruitment firms will do the interviews as part of their service. The winery owner often sits in on the interviews. They can relax and observe the process, and not have to remember what questions to ask. There is more to consider than a candidate’s paper qualifications. Does he or she fit with the culture of the company? Will your candidate get along with the person who will supervise them? “A good recruiter meets with the manager that the new employee will be reporting to in order to understand not only the position, but the personalities involved,” said Silvestri. “We always take the time to find out what your culture, environment, and management style is so you can feel one-hundred percent confident. These factors can increase the likelihood of hiring the right person by seventy-five percent.” Mitroff agreed. “We believe that clients can not afford to make a bad hire,” he said. “It is possible to train and develop skills within an executive, but near impossible to ‘fix’ someone’s attitude. Hence, Mitroff Consulting & Associates emphasizes the potential candidate’s fit not only with their skill set match to the position, but equally important, the candidate’s cultural and attitude fit to that of the client.” In addition, a recruiting firm can help winery owners with the final decision process and help negotiate compensation. These sometimes-sticky areas can be difficult to navigate for the untrained or inexperienced. Recruiters who have been in the business for a long time have contracts
qualifications of potential candidates in advance for our clients and that saves everyone time and money.” Confidentiality is the watchword when it comes to reaching these candidates. The best recruiters can quietly and confidentially search the available talent pool and contact those they deem best suited for the position. There are two types of recruiters: contingency firms and retained firms. A contingency firm only gets paid if a winery hires a candidate they provided. This is incentive for them to present as many candidates as possible to as many wineries as possible, hoping for a fit. A retained firm earns their fee no matter what happens, and so can take the time to dig a little deeper and find the exact right candidate for each situation. “If you have the wrong person in a critical position his or her attitude can permeate the whole organization,” said Stefan. “It pays to hire a firm that understands exactly what your business is looking for so you only see the best candidates. We can help you understand why a person didn’t work out, and help prevent it from happening again.” According to statistics provided by The Personnel Perspective, a top performer produces 48 percent more than an average producer. That means a manager making $80,000 a year who is not a top performer is costing the business $38,000 a year. If you have an opening but don’t have time to advertise, interview, and screen applicants, a professional recruiter can help make finding that perfect employee a reality. Learn more about Wine Industry Recruiment & Staffing Companies: Alkar Human Resources Mitroff Consulting & Associates Nelson Wine Executive Search Recruiting Associates Network Straight Edge Staffing The Personnel Perspective
"WE ALWAYS GO BACK TO THE BASICS. TECHNOLOGY HAS CHANGED, BUT NOTHING WILL EVER TAKE THE PLACE OF HUMAN RELATIONSHIPS. PEOPLE WANT TO DO BUSINESS WITH PEOPLE THEY TRUST AND KNOW."
MARGARET BAEZ, RECRUITING ASSOCIATES NETWORK
“When you open a job up to just anybody, you never know who is going to walk through the door,” said Norm Mitroff, owner of Mitroff Consulting & Associates in St. Helena, California. “You may get a hundred people responding. Maybe three or four are qualified. When we seek a candidate, we don’t just throw an ad out there. We actually go out and recruit.” There is an art to interviewing, and
throughout the industry and are often able to reach out to candidates that the typical winery owner would never be able to contact. Professional, experienced recruiters know who is currently working where, who is available, who is qualified, and who may be looking for other opportunities. “We always go back to the basics,” said Baez. “Technology has changed, but nothing will ever take the place of human relationships. People want to do business with people they trust and know. We learn the motivations and
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