Peter thanks again for coming here who

are your typical clients and what are

they looking for and first of all thank

you mark my pleasure thanks for inviting

me I mean my typical client is an

insulator of wiring cable some copper

conductor people or things closely

related assembly companies interconnect

some suppliers to the industry but

typically people are looking for a

competitive expertise or marketplace

knowledge mostly mid senior level sales

and marketing manufacturing engineering

general management you know there's

always needs for individual contributor

engineers you know but that's more of a

high note one is available it's easier

for me to make you know ten phone calls

and they'll get a couple of interviews

because that's in such demand but my

bread-and-butter like I said it's medium

senior level manufacturing engineering

excels you know it's companies call us

because we've been doing this so long

you know we most of our businesses

repeat business

what should companies consider include

in their search process to give them the

best likelihood making a good hire you

know you want to draw from the largest

audience possible so I mean there's like

basic categories you know you'll get the

people who are unhappy and actively on

the job or get the unemployed who are

actively on the job market but then the

third category is someone who's you know

gainfully employed now you're only going

to get them into your pool of candidates

if someone goes out and recruits them

you know someone in my position may be

an internal recruiter but somebody's

going to have to do that because they're

not out there you know answering ads or

looking on job boards you know the

advantage I think I have is that these

gainfully employed people I mean I talk

to them all the time and a lot of them

they're happy but you know they kind of

got a wish list a plant manager that

wants to be the VP of manufacturing the

National Sales Manager wants to be the

VP of Sales or maybe it's a certain

geography

if there's a job and you know the

Carolina is doing this call me or maybe

they're attracted to a certain company

because certain companies in the

industry attract people more than others

so it's really those three categories

you want to draw from jobs get filled

every day by the first two running ads

whatever and you can kind of perfectly

try and candidate but if you want to you

know draw the largest pool possible you

got to do all three

before you present a pinch of potential

candidate to your client what are some

of the criteria you consider you know

besides basically fitting you know the

job requirements you know you have to be

a ready willing and able person to make

a move and that means the candidate the

family you know if it's relocation the

kids dispossess job you know families

with high school-age kids don't move

very often so you should know that you

have to know it because you don't want

to get down the line and have things not

work out for something that was

avoidable and if they're moving

somewhere can they be happy there and a

fourth you know just getting there is

fine but you know if you want somebody

to stick you know all those boxes you

know have to be checked off and when I'm

dealing with a candidate you know are

they realistic with respect to salary

expectations is the company in line with

that can you know is can they afford

what they're looking for how do the

benefits compare the deferred comp you

know etc etc that's kind of 101 stuff

but once it looks like you have a mutual

fit you know the candidates looking for

what the company has to offer you know

one of the questions I always like to

ask and my mentor when I was skimming

starting this business taught me this

when I use it to this day I'll ask a

candidate what are you looking for that

you don't have now and then trying to

keep my mouth shut and listen because

you'll usually hear what

motivating him sometimes will scratch

the head say he's good question you know

and really think about it because you

want to get below the surface she want

to know what his drivers are if you

don't to get down to the end of the

process and not have it work out so

that's that's kind of the basics okay

over the years what have you seen as the

most successful interview processes for

making a better hire you know provided

there's been some pre-screening somebody

like me or maybe an internal recruiter

you know just making sure some of those

boxes are checked off I mean usually

first it's a phone call yeah maybe it's

with HR but you know they should give

the person on the other end of the phone

a good feeling for the culture of the

company maybe review a couple of the key

requirements make sure you're in sync

there you know if there's anything you

want to get into is on the resume

explanations reasons maybe a move

reasons for a job change that's the time

you you want to get into it but then you

should tell them a little bit about the

person it reports to give them a little

background on that individual you know

they'll appreciate that and I think

you'll get on a more personal level if

you get to that point it's the interview

moves forward and you're going to see

him in person I see what works that you

want the person to interview with

anybody that has an effect on them doing

their job so maybe it's a sale a

regional sales guy he comes in he talks

to inside sales that person speaks with

the peers of the position the support so

they know what kind of tools they have

available to get their job done so that

I think that's really really key and

there's nothing more important than you

know being candid straightforward and

honest as you can be and if you're going

to you know some people ask questions

you know situational which is great and

they'll say hey

what do you need to work on what do you

need to get better at you know before

you ask a question like that

you know tell them what the company's

trying to get better at hey these are

some of the things we're trying to

accomplish I mean that'll build a lot of

credibility and you want to get honest

answers and I find if you're transparent

honest straightforward you know it's

that's the best shot you have again

because on an interview let's face it

everybody's on their best behavior

it doesn't get any better than that and

you just want somebody to speak from the

heart when it comes to people looking

for a job is it usually about the money

or the most people want to move to

another job for other reasons most

people that call me money is usually not

the first thing out of their mouth money

is important no doubt about it and there

are people who are strictly money

motivated but my experience that's

usually not the first thing it's you

know maybe they don't think the

company's doing the right things going

in the right direction it's something

with the boss the peers it's the

environment not saying that the

candidates right the company's wrong but

typically that's not usually the first

motivator question I get okay

in terms of key questions a company

should ask once they zeroed in on a

candidate what they want to make an

offer to what what should they focus on

to make sure they're getting the right

person so you've been through that

process he or she had a chance to ask

questions feel them back and forth you

know you're both in sync you're getting

to that point you know I asked this

question but I think it's better if the

company asked especially the boss what

are you reporting to you're in there say

hey listen from what you know now tell

me what you think you need to be

successful at this job and again listen

after that because the person's got a

ton of information so they're going to

tell you you know what is important to

them so down the road that's typically

what happens geez I wish I knew this

that wasn't as it was

to me you're getting a chance to tell

them what you need so I think that's a

great question and if you really want to

take it to the next level answer it but

then tell that individual listen I know

when you go home you're going to think

about this something else to come up

call me tomorrow and let's have another

quick conversation don't email me call

me tomorrow so it gives the person now

another opportunity to say what they

need to be successful so I think that's

you know about as good as it gets in

terms of placements if the companies go

on a couple of times with the same

position filling it over and over what

might that mean in terms of like they're

getting people and it's not working out

it happens I mean I'm dealing with that

now company had an operation people you

know plant managers basically in a short

period of time and you know they talked

about it wasn't a good fit you know

culture and won't give in details now

maybe they did their due diligence

because one of the things I'm always

looking for is the candidate telling you

what he thinks you want to hear or is he

telling you what he thinks is the truth

so you know you got it it really comes

down to interviewing and I think

reference checking could be key that so

let's say you're about to make a an

offer to a VP of Sales and this woman

has come up through the ranks you know

there's some really key parts of it or

mentoring the people underneath her and

she says all the right things so when

you check references your references

should be tailored to that key point

I've been doing this 38 years I've never

had anybody give me a bad reference of

course they're going to give you so many

things good things about you but you got

to ask the right questions so if

mentoring is key and I was doing that

women's references you know I would ask

her give me to people that you've

mentored and then just speak to that and

see what they say oh you had great

person well why a great person well she

was more of my sponsor

not my mentor she individually helped me

with the things I needed help with

making sales calls so again it's

reference checking and I think specific

reference checking towards though

thinking and if you really want to up it

the boss of that person should do at

least one reference check I only you

know I recommend so they hear it with

their own ears it's a process any

different for small medium large sized

companies in terms of you know what what

the hierarchy maybe in a smaller company

versus a large company when you are

going to play try to place somebody is

it's a vastly different experience or

basically is what you do the same no

it's different I do a lot of work with

small to medium sized companies really

by choice because you I find this and

I'm not saying I'm right or wrong

whatever it just works for me in a

smaller company there's fewer moving

parts things get done more efficiently

in my business so there's not a lot of

cursory interviewing and there's a sense

of immediacy because they deal in a

world where you know small company

medium-sized you wear a lot of hats you

got to get things done it's their nature

so I think in a larger company the

process can take a little longer I think

it could be a little more diluted but

that's just my opinion my findings the

industry industry is in a period where

there's a well I guess the industry

always has change when there's up cycles

or down cycles or other pressures in

terms of a company if a company is an up

mode or not so doing as well how does

that change things because would you

ever recommend a person to go through a

company that has an opening but you know

that they're not they're having

struggles you know it again first of all

I don't recommend anybody do anything I

never recommend who they should hire I

mean I'm a broker of information put

people together that have you know

like-minded needs and wants so not

everybody could be the eighteenth that's

actually a problem sometimes a company

will call me and they want

they use all the superlatives they want

this perfect person that parts water

that's maybe not what they need and

maybe they can't keep that person even

if they could hire them you got to hire

somebody that's going to be happy in

that environment

some people like turnarounds some people

like to come into a situation that's not

good you know and once they interview

maybe they tell you hey there's some

low-hanging fruit there I can really

make a mark for myself so you know

everybody there's a top four you know

every lid what's that expression I mean

it's the same thing it doesn't mean if

you're not doing well you should hire

less of a candidate but you know I have

companies comedy tell me all the

superlatives but what do you want to pay

this person

well that page is not equal what you

just told me so I'm just telling you

you're looking for a needle in a

haystack and I tell people that if I

think they're unrealistic companies can

be unrealistic candidates can be

unrealistic I'll make an X and I want

this well that's not realistic so either

you educate them or you know you move on

one of the things you've mentioned

earlier just talking to us was about the

importance of exit interviews and how

you learn an awful lot from them but

most companies aren't able to do them

maybe you can explain why that is and

what you learned and there's nothing

don't always get an honest exit

interview and it's not their fault you

know the person leaving he or she does

not want to bad-mouth their company even

if there are a hundred percent right

because on the outside looking in it

never looks good it never sounds good

so don't tell them some things but they

may not tell them everything and again

not that the person leaving is right but

very not going to give them their honest

you know assessment most of the time I

find you get a more honest assessment if

the culture of the company to begin with

is very open where people could speak

their mind and have you know criticism

back and forth when

getting personal and then once a plan is

made we move on but you know when it

comes to that exit interview sometimes

you get you know name rank and serial

number

now someone like me when I hear it I get

the truth because they want to give me a

good reason why they left or hey you

made free moves in the last 10 years you

know tell me what happen there what

precipitated each move so if it's always

hey my boss was an idiot my boss is an

idiot my god since an idiot yeah there's

a pattern but they're gonna tell me what

they perceive to be the reasons and

maybe sometimes they're great I mean

I've heard things of unethical type

behavior I've heard things about you

know company said this they were going

to invest in that and then they did not

you know maybe something happened that

they couldn't invest but usually they're

going to tell me what they perceive to

be the truth or someone like me because

they had nothing to lose with me okay

another factor especially for younger

employees the whole thing of being a

lifer is kind of an alien concept but a

lot of the people in the industry that

in for decades now people maybe they're

there for a year two is they're gonna

move around do you find it the company's

expect to hire someone who's going to

stay for a period to to make it work

while worthwhile for all the time and

effort they put into grooming them you

know they do and it depends on the

position but certainly you hire someone

you want them to be there I mean you

know who knows you know five years

that's a pretty big horizon but the way

the reason things have changed there are

no more pensions pensions kept people in

jobs you know that was big reason people

are much more mobile today kids get

married later they have children later

they don't buying the home isn't you

know the the end game some of them may

never even own a home so you know a

generation or two ago the merrier had

kids earlier

that is you know that keeps somebody in

place but you do want people that are

gonna you know be there so hobby how do

you do that and I'm not just talking you

know 20 year olds you know what do you

have to offer and I think again in the

beginning if there's you know if you're

going to be the plan manager and yeah

I'm the VP of manufacturing and I tell

you hey listen I have no plans of going

anywhere for 15 years at least you know

that coming in if your aspirations are

to go to something bigger then you know

that but that's why I'm saying you got

to do it up front but people do move

around more young people do the industry

doesn't have that many of them but we've

had this conversation before whenever I

deal with a young person by young I mean

like you know under 30 I tell them you

know stay in the industry because you

have no competition

you'll leverage your career faster here

and move up but you know it's like

another little conversation we've got an

interesting question and one of the

listeners wanted to know how do you how

does a company make an employee loyal

how does it make them want to stay I

think it comes back to the culture

people want to be able to have their

voice you know they want to be heard

that doesn't mean you got to do

everything they say but there's got to

be an atmosphere where you can be heard

you know that's a great thing I asked

like a senior executive if I'm working

with them and I know it's important for

this person to be a good listener and a

mentor and flexible I'll ask them when

was the last time you have a strong idea

about something you had a meeting about

it somebody brought something up

different and you changed your mind

you know so is it that kind of

environment but I mean loyalty people

want to get up in the morning and be

happy about going to work so really you

know I know it's cliche but people you

know they they don't want to whistle on

their way to work every day they don't

want to dread it so I think a lot of it

has to do it atmosphere and there's

ba-bye does a person think what you're

doing as a company is correct I've said

this before that's why Aesop's have no

turnover very low

there's a long term incentive you've got

to think long term and you get over the

bump as an employee and what's the

endgame I worked for 20 years it's I'm

gonna have a windfall which a lot of

people will plus when everybody's in you

know everybody owns the company they

work differently so you know you want to

try to create that culture not everybody

to be an esop but you want to have that

kind of culture and have people be happy

coming to work when companies are

looking for someone do you think they

start out with a wish list of everything

they want for that person or physician

or and and you're not going to find

someone probably who China this is on

you Chuck saw every single element that

would be in that list what happens if a

company is looking for the perfect

employee and it can't find it well when

I speak with someone and we're talking

about the job and they usually have a

job description and yeah a lot of people

have a laundry list you know my job is

to find out what they need absolutely

not their wish the wish list is fine and

you know we try to check off some of

those boxes but if they say hey we need

all eight of these and I think it's

unrealistic I'll tell them I can't help

but you know part of my job is to figure

out what I work and it has nothing to do

with you know how senior level of the

job it is you know I go back to that is

the company ready willing and able to

hire what they're looking for

so if you have all these things you need

but that's not realistic from the place

you want to get them from you want a

wiring table person let's say and that's

why people call me

I really don't work in other industries

you know if I'm telling you or if I know

that that's you know ridiculous

hey we want a person or relocation well

what's your relocation it's and it's not

good

and you know they are in place where

they have to relocate somebody I'm gonna

have to tell them you know we're not

supposed to talk about age this one act

you know yeah we want somebody with

earlier in your career well blah so you

know they got to be realistic and I

gladly tell them I can't help can't

please everybody that leads into an

interesting question which you just

brought up the whole thing of hiring an

older employee because there is age

discrimination it's one of those things

and it's kind of hard to pinpoint but

everyone knows it exists what about the

value of older employees someone tell

you someone in their 50s who's got solid

experience it's settled in their life

can you talk a little bit about people

like that how how desirable they could

or should be to an employer and what

your reality are seeing first of all

fifties is not old so you know we did a

piece on this and and I have this

conversation a lot most of the industry

right now running it besides of the big

companies you have a lot of people up

there in age so obviously I can mention

names I had a company call me

I think 40% of their employees were age

60 and older their management staff was

even more so so hey listen we're looking

to hire this person that's going to be

on the executive staff a VP or whatever

we can't have somebody that's going to

retire the same time we are so is that

age discrimination I don't think it is

but I guess technically it is you're

taking someone's age into consideration

but I think there's a very good reason

for it on the flip side you know I think

people you know you can't judge a book

by its cover

I mean I talk to people every day you

know that have been in the industry 35

years has no desire interest in retiring

have more giddyup than someone 20 years

younger and can speak to it they can

talk about accomplishments not 30 years

ago someone that's been in it for 34

five years your resume should talk about

things in last two to three years so

what's the difference if I'm 63 and want

to work til I'm 68 or 70 give use five

six seven years you know you're probably

not going to get more out of that from

somebody you would consider a great hire

before they move to something else older

people have a lot of advantages their

kids are grown they probably have more

time to work

you're not leaving for ballgames you

know they like work so you know there's

a lot to be you know begotten from that

and they could be great mentors sponsors

coaches of your younger people people

want to get older want to give they

don't have to hide it you know hold it

in and I want nobody to take my place

they usually give more freely lease I

find that have you found of people you

place who are older how has it worked

out I mean good good again it can't I

know people who are 40 that act like

they're 80 I mean but it's got to be you

know we have very frank conversations a

lot of times people call me KP I'm 64 I

don't need to work I want to work I get

calls I won't say all the time I've

gotten a number of calls people retired

hey I can't play golf every day I'm

going out of my mind I want to get back

to work I don't need a title blah blah

blah

I just want to contribute I know a

person retired to Florida two years ago

just came back and he's working for a

New England company right now because he

couldn't pay you know that's what he

wanted to do it's probably a great item

place um he's but he's probably a great

employee he's got all this knowledge

energy and will to do it we had another

question come in someone wanted to know

how can you gauge if I pull an employee

is happy before he becomes unhappy and

leaves or she from a company perspective

well that's a you know then you know you

have your reviews and do you have this

culture of openness can people voice

their opinions without worrying about

retaliation or you know getting

blackballed so if your company has that

someone should tell you you could nip it

in the butt

hey listen I gotta tell you it's me and

maybe some others around me this is

happening and I think it's making some

people unhappy okay and another question

came in as an engineer to my early 30s

how do I get into the manager director

of companies that have older employees I

think that that's what I find most

people move into management or first job

management within their own company

because it's less of a chance you're a

known entity or known product so even

though you have to manage they know

you're real well and they think you can

do it you're going to work for another

company it's a little bit of an unknown

they may think you can do it but it's a

little harder to do but you have to find

the right atmosphere maybe it is time to

leave if you feel you're at that point

that those are the people I deal with

maybe they're gainfully employed but

they say hey P there's two places I can

move here both of the people above me

are going nowhere so if you know of a

management position and it's going to be

a little more difficult and there's

things that person can do to get

themselves ready for management but that

may be the time you make a move but did

you know that coming in quick question

on in terms of finding candidates how

many people do you have in your rolodex

at any given time that you might be able

to consider for a position that's

opening up you know we have kind of a

proprietary you know CRM if you will you

know and we don't and I might have three

four thousand people but it's not like

you're considering all of them for every

job you know we're looking for a plant

manager in the Midwest that has a

certain background so that started

screening things down I'm either calling

people I think can do the job or I'm

calling people I believe can refer me to

someone doing the job so I'm not

reinventing the wheel you know I I know

where the companies are and know a lot

of the people so I can refine the

process pretty quickly I'm not saying

it's easy hiring people is not easy it's

not an exact science

decision it's just because my

specialization I kind of you know live

and die by it I'm not starting from

scratch when someone calls me looking

for someone

how long could it take either to fill a

position or find a position for someone

I mean it could that be a year a half

year or just well state I need to fill a

company looking to fill a job against

one of the things you know I try to

evaluate when I'm speaking with them you

know if it's a new job hey they've never

had this person that tends to go slower

because they're conducting business

without them

someone left last week unexpectedly

there's going to be more of a sense of

urgency but usually in a couple of weeks

if I'm doing it I'm presenting them with

some candidates and then hopefully the

process is going to move and I try to

evaluate the process before I get

started you know you talked some people

on the phone you know you can't wait two

weeks to bring them in three weeks to

bring them in or at least you have to

know that going in but again one of the

reasons I work with the companies I do

that tends to go faster now an

individual unemployed looking for a job

it's tough it's tough because you know I

get those calls almost every other day I

always tell people listen I specialize

in the industry but for me to be doing

something at a particular time that

lines up with what you're looking to do

in a certain geography a little bit of

fate a little bit of luck now someone

calls me I and I think they have some

very marketable skills how many calls

for if I know they had something maybe

with a client that we have an open ear

to that but you know that's not what I

do

day to day and sometimes it's

frustrating you know during the last

crash I knew hundreds of people like

that you know your heart breaks but you

know I do it again I try to help another

person sent to the question how can you

tell if a potential employee be

productive would be a really good

producer again I go back to their

references so let's say the company's

looking for something specific don't

call up say hey give me your last three

bosses maybe the boss isn't the one to

answer that question you know maybe you

talking about production it's an inside

sales person which I don't do a lot of

work in but it would be very easy to

speak with peers and maybe the direct

boss there that can verify some things

on your resume again in the interview

everybody's on their best behavior I

always tell people that's as good as it

gets you know when he goes downhill from

there the candidate and the company

another question came in how can a

company make sure that an exiting

employee is keeping confidentially

confidentiality basically not

bad-mouthing well I mean a lot of people

sign non-disclosures you can't prevent

somebody from going to work you know run

into that all the time non-competes some

of them are you know very generic and

you know not worth the paper they're

written on I found when people can test

it but again it comes from the culture

there people usually are not going to

badmouth the company because like I said

at the end of the day most of the time

it will look bad from that sour apples

you know people don't want to hear it

they really don't another question that

came in is in consuming a fad or a

legitimate trend that impacts the young

people applying for a job now it's it's

certainly not a fad at all I think the

industry we work in one cable industry

lags behind a lot of things just

manufacturing it's not the highest tech

it's not the clean room environment and

it's just an older manufacturing

industry and I think it lags behind but

I think it was likely manufacturing back

in the day I think you know it was more

popular a lot of other places before the

cable industry but I don't think it's a

fad at all I think it's because these

people are going to be running the

company not too distant future in terms

of another question that came in

relocation plans you had mentioned

earlier one of the problems where our

factories located and where people want

to be what can you discuss maybe your

thoughts on the relocation

you mean relocation when the company has

to do all right well let's say

expectations of the candidate I should

know that you know if they own a home

and they're upside down on their

mortgage you know it's not gonna be easy

for them to relocate even if they say it

is so that's someone like me or someone

doing their job just so you don't get to

the end and it's you know you it falls

through the cracks company wise you know

when somebody says will relocate

somebody I asked about what will you do

well we'll do what we have to do well

you pay the realtor she's oh I didn't

say that well I'm asking will you pay

the realtor geez you know packing and

shipping the temporary living some you

know a relocation package that's very

inclusive could cost you know 6070

thousand dollars most become B's idea

which aren't going to spend that well

we'll do it according to the candidate

you know you've got to qualify that

because that you sometimes end up

wasting your time so I'm always trying

to know what I have to work with but if

you're relocating somebody you're gonna

have to expect to spend some money again

well what do you want to hire a younger

person well that doesn't make it easier

says if you want some of the industry

you know that list isn't that big where

if you know it was another industry hire

somebody from anywhere it's easier to

hire a real person but people try to

avoid it you've been in this field for a

long time is it changed really in any

way what you do would I do yeah not

really like said I'm in the information

business I'm a broker of information

when people are not speaking with people

who have known me or know of me I'm

trying to give them what I believe to be

the truth let's say I'm always right but

I'm giving them what I think is true and

you know maybe a couple of decades of

information sometimes the person are

reporting to I placed in the comedy and

I could tell them give them a little

background on that individual and it's

you know interview preparation that's

like a whole other webinar so that's one

of the things I really always because I

usually tell people who they're

interviewing with

and a good amount of Polish capital

cities in the one up I was telling the

interviewing process stinks you know

you're gonna spend however much time

across the desk it's not easy

there you know you've got to do the

right things and knowing who you're

speaking with is probably more important

than doing your homework which is

one-on-one stuff on the company you're

interviewing with and you can get to me

information now you know social media

LinkedIn on the person you're

interviewing with but sometimes I tell

people things that really help them out

in the interview you know I just had one

of these I said listen you're gonna talk

to this person as a woman interviewing

with a guy I said listen you're gonna

interview with him he's a poker face but

don't take that as he's not interested

you're not going to get a smile out of

him nothing you're not going to if he

hate you or loves you and it happened to

be he really liked her but she said hey

I'm really glad I knew that because I'm

trying to read body language facial

expressions and the guy was blank yeah I

like said he was a poker face that was

great information it wasn't you know was

it valuable yeah cuz maybe shoot it

interviewed a little differently

thinking hey and I'm not saying alright

things here where she was when it comes

to actually a company choosing someone

is this usually a single person in a

company or are they basically the

consensus of three or four people

interviewing the whole thing like who is

who isn't the one person is there one

person usually ultimately making the

decision and does it help to know who

that person is you know chooses the

person that have appoints into and what

I found unless there's something glaring

you know they're going to go with with a

Z because first of all let's say you

interview with six seven people they're

not all going to love you equally there

may be some people that don't but that

person's job though maybe the my

production control manager who I had

this plant manager interview with who

would be one of his reports told me

something but you know I gotta weigh

that but you got to take a consensus

from the people around you and then

somebody's got to make the decision and

it should be and

usually is a personal rapport still but

it's not like you everybody's got to

check off every box and every candidate

you've never hire anybody in terms of

the parks that come with a job are the

people looking for jobs are they having

certain expectations that maybe have

changed like flex time or is it that

basically for these positions

this has grinded out positions that

you're going to be expected to pay your

dues yeah at what time I don't get into

what I will tell you that's popular in

transitioning at the very executive

level people not relocated you get

people that you know this big mergers

that have been happening in our industry

some of these people is very senior

level jobs you know they want to be a GM

or a president of another company or a

very senior role but they're now moving

listen I'll be there you know

everybody's going to travel anyway I'll

be there three four days a week but I'm

not moving and that's kind of a thing

now

bigger companies yeah they'll get into

that smaller companies not so much but

you know I don't deal with people as

much it'll company and say not that I

don't deal with them I don't hear it you

know how are they on flex time you know

it's usually all hands on deck you know

the wiring cable industry a lot of it's

lower margin you know unless you're a

niche company which there are you know

that our material centering process

centric but they don't have that luxury

you know they're not serving sushi and

the company cafeteria

you know daycare center there may be

some really big companies do but you

know it just I don't say when people are

displaced because there's certainly been

more than enough news and often you

don't even hear the news of you know

staff being cut the people who are lost

their jobs is that like a non-factor in

terms of their seeking a job because

everyone understands it just happens or

is it that they were one who was

displaced and let go and it makes it a

little bit harder yep being unemployed

there's no like there used to be a

generation go away if he he or she was

so good why

because everybody talked to these are

been in the same situation or know

somebody really well it has now if

you've had five jobs in five years yeah

but you know I'm speaking I'm dealing

with somebody now he was with his

company twelve or thirteen years and

he's unemployed and I told him that has

absolutely no bearing well you know will

I be able to negotiate I see maybe some

fine points but as far as how people

look at you you're worth your value

being unemployed right now it's a no big

deal and it's not nowadays because it's

more common Oh got another question I

got how often should upper management

talk to their employees or should there

be a fear of turnover due than that

talking to them now I think the most

visible senior levels I was telling you

before I dealt with this small company

guys retired now I could say David guy

got a man on Irving great guy I walked

through his factory with them years ago

before he sold the company you know a

small company 20 million dollars I guess

do everybody everybody knew him and I

think he told me they had no one's ever

left the company unless they've retired

or were deceased so talk about you know

guy that was visible everybody felt like

they were heard they felt like he had

their interest best interest in mind and

it wasn't an esop it was just a good

place to work that everybody felt you

know good about zone working morning so

I yeah yeah I think you should walk the

line talk to the operator if you're the

VP manufacturing come in on the off

shift yeah okay oh we have a another

question uh-huh

would you hire someone with typos on the

resume I see it um you know I tell them

it's not so much the typo you know I

always tell people I look at resumes all

the time and you know I tell you got to

fix that stuff and have somebody here

you just can't do spellcheck let

somebody else look at it

I mean somebody told me had a typo on my

website I didn't know you know I never

saw it but it can't be commonplace it

happens but I don't know it's a mistake

the attention to detail yes some of that

is true I mean it just depends

you mentioned the speaking on another

day you would mentioned that some people

looking for jobs they're not the kind of

people who are going to reply to

anything that's posted online can you

talk a little bit about how some people

are interested but only if it's a right

fit and they're not interested in most

positions it might open up exactly and

those are the kind of people I talk to a

lot of the times you know where they're

on the market for a specific job or

specific geography and otherwise they're

happily doing their job so you know I

have to know exactly what they're

looking for and I may talk to him

there's people I've spoken with for 30

years I've never placed them and I've

never placed anybody with them but

they've referred me people whatever and

there's people I put in positions after

knowing them for 25 years for the first

time it's so like I said three

categories of candidates the unhappy you

know the unemployed the gainfully

employed that are looking for something

so the guy who wants to be president

that's to be pity so you got to know

what their hotness

another question is English not a first

language a problem or as long as they're

understandable it's fine no not at all I

mean most factories are a melting pot

anyway I mean most if you speak another

language you're in the factory it's

usually a big plus but no I mean if

you're in a customer facing position

obviously you know you want to be able

to be understood and I deal with people

all the time and I know they're better

you know a thick accent and I always

tell them you don't be like me

when you're on the phone speak slow in

person it's a little easier

on the phone you have to take accent

it's a little harder but no it's not an

issue

another question it's interesting

because it's about resumes and they want

to know whether a resin

should be a single-page but then the

whole question is in this industry do

people really look closely at a resume

they just want to know where were you

what are you what your thoughts

no I mean two pages is fine don't try to

keep it to one page a resume is a

business document it only has one

purpose it's to make the person reading

it pick up the phone and call you now

your resume when a tailor you know cover

letter if you're dealing with me I'm

going to be presenting it so it doesn't

have to be as good let's say but a

reservation B bullet form accomplishment

oriented detail if you reduce scrap from

7.6 to 3.1 don't say 8 to 3% specific

numbers they're more believable it

sounds like you could put your finger on

it if you increase sales from X to Y

specific numbers brought in 8 new OEM

customers you know in 14 months so you

want to be specific accomplishment

oriented everybody know is generically

what a regional sales manager does so

sure job description and then would you

do would the place look like when I got

here what's it look like now what effect

did I have on that change if someone's

looking for a position and they have a

LinkedIn file how good is that

how good is just having audible yes I

mean without having more I mean if

someone's starting out everyone has a

LinkedIn yeah could be I know people

look at them yeah I mean one of the

things people don't talk about and you

know it's a big thing with LinkedIn you

could be one of those passive candidates

but kind of put it out there by having a

very detailed LinkedIn profile without

advertising that you're looking for a

job so that's what a lot of people look

at it you know then is there enough on

there for me to contact that person

could they potentially fit so if

somebody's got a real detailed LinkedIn

profile then you're gainfully employed

and probably tells you something there

probably will have an open ear to

something how often are you surprised by

what

all the time you know I really am you

know things happen in the industry

people ask me what my opinion is you

know the economy I know nothing I mean

really actually in crazy things it's

good for me when some companies are

doing well some are doing bad it's not

good for me when everybody's off the

charts good or it's 2009 it's when it's

in the middle but you know like I said I

certainly don't have a crystal ball

um we're gonna ask if anyone has a

question to get into now otherwise in

this class Peter if you could just speak

a little bit about to talk to about what

you would tell a company president about

you're looking to hire someone focus in

on this just here's the one thing and

one or two things that you really should

focus on so that you know exactly how

the process should go you know again it

just it depends whether what they need

would are their absolutes that's what

you want to find out what are the

absolutes we can't go forward unless we

have Chris so you know you might have

all those other boxes checked off your

wish list but you really want to focus

in on that and then your search has to

be geared towards that and that's where

you're going to have to look for that

pass with Canada because if you want the

big field all right one more question

here coming in how critical is good

communication skill on higher management

level and how can the person develop it

I mean once you get to a certain point

it's almost everything people have to

want to work with you in the beginning

and then they have to want to work for

you as you move into management so you

got to develop that you just don't have

it one day so I think being a good

communicator engaging people being an

active listener and when you're speaking

to someone they should think you know

you're her whole world can you do that

and I seen executives just routinely

take out some of their people you know

kind of business aside and just talk to

them as people and I think you'll

because people you need empathy you know

people like I said

have to feel like they can come to you

not be you're going to agree with them

all the time but you want people to be

you know you to be approachable alright

then the one other area and that's young

employees or trying to find say an

engineer out of college that could be

challenging and frustrating first trying

to get someone and second trying to keep

them for more than a year or two but is

there is there a way a company might

make that process simpler what I've seen

I'm about simple what I've seen work

more a lot of cable plants are in more

remote locations so you don't need a BS

EE from MIT you don't the wiring cable

industry but hey we need it technically

degree person or II want a technical a

degree person how about an associate's

would a technical degree that you

develop would that work and if it is

maybe someone local so you have a cable

company that's kind of you know in a

remote location you find someone that

was born and bred there that went to a

local school they're more likely to stay

in that area or maybe that's their

preference and then as far as the

company you know what could you give

them that they're not getting elsewhere

maybe there's more like I said I think

mentoring coaching you know young

employees will go a long way because

they may not get that it helped them

develop some of the things they're not

going to get in school or maybe you know

they go to work or try to go to work for

a tech company more competition just

think about how many more people work in

tech today it's 10 15 20 years ago so

you're competing with that but not

everybody can work for you know Google

or Facebook well I like to thank Peter

Corino I would like to know first our

next seminar webinar will be Wednesday

March 25th on chemical baths chemical

shemitah' BASF and that's an 11:00 a.m.

but we greatly appreciate your time and

thank you very much thank you very much

Mike