Suzanne Hanifin recently joined the Professional 50, a network of Greater Portland’s Elite Exit/Succession professionals. Each member of Professional 50 has been endorsed by others on the list, ensuring that only highly regarded experts are included. Congratulations Suzanne.
Suzanne’s skills as a top recruiter naturally lent itself to succession planning. Over the past few years, Acumen has expanded their capabilities to support companies in transition with succession. If your company needs help creating a succession plan, contact Acumen at 503-430-0294.
Join Acumen’s Karen Anderson and others May 22nd at 8 am for “Attracting, Growing and Retaining Talented Employees in the Manufacturing Sector” to learn best practices, tools, and disciplines to attract your ideal, qualified employees at all levels. Book your seat now!
United Professional Women Accelerating Relationships & Development is hosting “The Inside Skinny on Getting Noticed“. Recruiters are 13% less likely to click on a woman’s bio on LinkedIn, but 16% more likely to hire a woman. Does your profile stand out? Are you owning your accomplishments? Does your resume cause a recruiter or a client to want to spend more than 9 seconds (average review time)?
Join Suzanne Hanifin and Amanda Szeto April 23 at 5:30 pm to explore tips and tricks for building an effective LinkedIn profile and optimizing your resume for job hunting, board positions, consulting, or whatever your goal is.
Acumen Executive Search is proud to announce the successful placement of Scott Cooper as Executive Director for McMinnville Economic Development Partnership (MEDP).
The MEDP board was looking to replace its outgoing Executive Director and called upon Acumen Executive Search (Acumen) to help fill this crucial position. Acumen quickly implemented their unique, customized 9 step search methodology and brought forward a pool of top tier candidates.
The board ultimately chose to hire Scott Cooper. Cooper’s innovative accomplishments and exceptional understanding of economic, business, community development, and extensive involvement serving as a leader within extremely different environments set him apart as a top tier candidate and the clear choice to lead MEDP.
About Scott Cooper: Scott Cooper brings over 20 years of economic development for both small and large communities to the city of McMinnville, OR. He has previously implemented economic initiatives that created jobs, recruited new companies, expanded existing businesses, and launched a tech innovations center.
Cooper feels that there is much opportunity, both personally and professionally, in the community of McMinnville that offers a great quality of life and wonderful residents. He is eager to learn and understand the history of McMinnville and learn and work cohesively with the board for the betterment of all.
Says Cooper “The professional team at Acumen really made a difficult process go very smooth. From initial contact through the successful outcome, I felt I had a partner in the process. The efforts of the Acumen team did not stop after accepting my new position, rather they have continued to offer assistance. I could not ask for a better experience.”
About MEDP: The Partnership includes the City of McMinnville, McMinnville Water & Light, McMinnville Industrial Promotions, McMinnville Industrial Promotions, the McMinnville Area Chamber of Commerce, and area businesses. To learn more about the McMinnville Economic Development Partnership, visit www.McMinnvilleBusiness.com or find us at facebook.com/McMinnvilleBusiness.
About Acumen: Since 2007, Acumen has been the premier boutique, woman-owned Executive Search firm in Oregon with global clientele. Acumen works holistically and strategically with their clients to deeply comprehend their business and culture, to facilitate critical hires who can help solve meaningful problems. Visit www.AcumenRecruiting.com
Acumen’s Suzanne Hanifin and Karen Anderson are hosting:
Lunch & Learn – What’s Next
June 12 12:00 pm- 1:00 pm
Portland State Business Accelerator (PSBA)
2828 SW Corbett Avenue, Portland, OR 97201
So much to accomplish in so little time: deadlines to meet, investors to attract and please, regulatory hurdles to achieve and, hovering above it all, the unrelenting competitive and investor pressures to be the first to market.
If you are a member of the Biotech community, the screen image of your computer is barely faded from closing the last file you were working on before you have to ask yourself, “What’s Next?” – and then pivot both your body and brain to charge after it.
Having a great product is important; however, a top tier team to deliver and take the company to the next level is essential.
Suzanne and Karen will address how Biotech firms can secure funding while attracting and retaining the best and most talented players.
Topics covered will include:
Viewing your company within a 360 degree lens
Assessing talent gaps, team and synergy
The role of corporate culture
Vetting the best Attracting the best: the offer
Selling the best: the role of your corporate brand
Assessing your team building, recruiting and on-boarding process
Forward thinking – What’s next and the talent required to do it
This interactive session will help you think through critical items you may have been too busy or reluctant to assess and face. Join us for this supportive, informative and valuable presentation.
Maybe that new executive you just hired, the one everyone thought was so great – isn’t.
But, to be fair, you want to give him the benefit of the doubt, so you let him keep working on the critical new product initiative for which he was hired. Maybe he just needs a little more time. Maybe she is just misunderstood. So, you wait. Things will improve. Maybe.
Here’s the thing. Even if that executive does improve, perhaps you should consider how much their poor performance is really costing your business in the meantime.
Let’s delve deeper.
If your team is not functioning well, you are probably experiencing product or project delays. Product and project delays typically delay revenue, earnings and market share growth. The result is that where your company finds itself, is nowhere near where it would have been had you hired the right person.
Let’s look at the graphic below to illustrate the negative impact of a bad hire over a Product’s Life-Cycle:
Economic Impact of Product Delays
The green line is ideal. It depicts a product that is developed smoothly – without major delays. The product is introduced and grows to maturity quickly – capturing the good margins and market share it deserves for its innovative value.
Now let’s look at the impact of poor executive talent on that same product – the red line.
Slow development delays growth and creates frustration. Perhaps, forcing termination of the executive working on it.
That termination then delays growth further as development and product improvements are delayed during the re-recruiting and on-boarding process. During that time competitors grab market share that should have been yours if the product had been completed and released earlier.
That lost share is nearly impossible to recapture. The lost profits are gone forever. While you were dealing with your bad hire, your competitor wasn’t. They are now, for this product, permanently ahead of you and your reputation has been harmed.
There may be organizational damage as well. Employees, some of them talented, may experience frustration and burn out – resigning from the added stress of playing “catch-up”.
In addition to the economic impact, critical time is lost.
Initially, it takes 3 to 4 months to hire a person, another 3 to 6 months to admit this person is a bad hire and then at least a month of discussions to finally decide to let them go. Then it takes another 3 to 4 months to rehire, with another 3 to 6 months to determine if this person is a good hire. Overall, you are looking at 12-18-month delay to effectiveness.
A bad hire is something that your company may never recover from. Nobody wants that.
Preventing a Bad Hire:
Most important approach to improving the probability of success in finding, vetting and recruiting excellent executive candidates is to use a proven process.
By proven we mean, the process delivers candidates with:
A proven and vetted track record
A high probability of early integration
A high probability of long term retention
A close cultural fit
A strong complementary personality to the rest of the team
Partnering with an executive search firm that has demonstrated repeated success mitigates greatly the risks associated with the consequences of a bad hire.
Acumen Executive Search is proud to announce the successful placement of Avery Pickard as Executive Director for Oregon Economic Development Association (OEDA).
OEDA is a volunteer board, made up of members with other full-time jobs. When it came time to initiate a search for an Executive Director, the board members determined that they didn’t have time or expertise to devote to the challenges of a complex search process. They reached out to Executive Search professionals and fellow OEDA members Acumen Executive & Talent Search (Acumen) for help finding the right person for this critical role. Acumen stepped up to the plate, putting into action their unique, customized 9-step search process. Reaching into their deep candidate pool, Acumen quickly developed a list of 5 highly qualified candidates and presented them to the board. Ultimately, the board decided to hire Ms. Pickard, who not only had the right skillset for the job, but was a perfect cultural fit for OEDA. Sara Means, board member for OEDA said, “We at OEDA are thrilled to announce Avery Pickard as our new Executive Director. With Avery’s leadership, we look forward to the great things ahead for this organization. The experience we had with Acumen in the search for our Executive Director was superb. OEDA highly recommends Acumen to anyone looking for assistance with an executive recruitment.”
About Avery Pickard: Avery Pickard will be reporting to the OEDA Board of Directors. She will have the overall strategic and operational responsibility for OEDA’s programs, expansion, and execution of its mission. Ms. Pickard will manage the day-to-day details and will serve as the face of this organization. She will help develop and implement a new 5-year strategic plan for the merged organizations (AORA & AOI), now known as OEDA, helping bridge the urban/rural divide, and help launch a new professional development program in partnership with the professional development committee. “I am grateful to the board for the opportunity to direct this exceptional organization. OEDA will continue to strengthen its role providing advocacy, collaboration, and education for Oregon’s economic development professionals. I’m excited to work with the entire OEDA network, and to unite our distinguished membership as the primary champions for Oregon’s economy.”
About OEDA: OEDA is a statewide non-profit membership organization that works to support its members – the state and local economic development professionals who are on Oregon’s front line in diversifying and expanding the state’s economy. OEDA believes the success of Oregon’s economic development is accomplished through its core values of advocacy, education and collaboration. OEDA is newly created from merging the Association of Oregon Redevelopment Agencies (AORA) and Association of Oregon Industries (AOI). More information about OEDA can be found on their website at www.oeda.biz.
About Acumen: About Acumen: Since 2007, Acumen has been the premiere boutique, woman-owned Executive Search firm in Oregon with global clientele. Acumen works holistically and strategically with their clients to deeply comprehend their business and culture, to facilitate critical hires who can help solve meaningful problems. Visit www.AcumenRecruiting.com
Vistage Research Center conducted a survey of over 1300 SMB CEOs in December 2017. In their article “Five Ways the Best Companies Hire the Best People” they found that 71% of firms are planning to hire more people this year, up from 60% last year.
Hiring the right talent is the single most critical decision facing CEOs this year. Vistage said, in part “getting talent decisions right will play a major role in the success of any SMB in 2018”. In this tight job market, everyone is competing for top talent. Vistage had some insights for hiring the talent you need and retaining the talent you have.
Talent comes before growth. Having the right people in the right job is the basis for businesses. It’s even more crucial for SMB, where depending on one person is greater than for a large company. In fact, it’s crucial for survival. Whether you are trying to make investments in your company or increase business, not having the necessary people can cost you money/lost income/revenue.
Retain your current employees while looking for new hires. In addition to bringing on new people, you need to hold onto the ones you have. Other CEOs will be looking in your company to hire your people away. In a small business, the loss of a single employee can cause the collapse of your current processes; you lose knowledge and productivity.
Grow your employees. Invest in their professional development. It’s an easy way to help you retain your current workforce and will boost their productivity and improve their skills, increasing the likelihood they will stay with you.
Offer competitive wages to employees. It is top strategy in hiring talent. It’s also a smart way to retain talent as it keeps them feeling valued. If they are deserving, offering them a raise can keep them from looking for employment elsewhere. Don’t wait until they have an offer from another company. It’s too late then.
Offer great benefits to potential hires. It will give you a competitive edge. Don’t forget to offer those benefits to your current employees. It will help them feel satisfied and secure. They will be more likely to stay with you.
You can increase your chances of getting the right talent by hiring Acumen Executive Search. Cultural fit is our number one priority. We have a 100% success rate for retained searches, with a 93% employee retention rate that is triple the national average. Our searches are national. We don’t just pull a resume from a database. We go out and find you your next great hire.
If you’re looking to make a change, the outlook is very good. More than 30 companies, such as SolarWorld, Nike, Umpqua, and OHSU, are looking for hundreds of workers. Companies range from technology to apparel and footwear. Positions range from quality assurance engineers to medical assistants to account managers.
Salaries in Portland were ranked against the rest of the nation in twelve jobs, such as retail, registered nurses, and civil engineers. It was found that on average, Portlanders earned $25.94 to the nation’s $23.86 in those positions. Registered nurses, sheet metal workers, clergy, and retail workers, amongst others, all do better in Portland than the rest of the nation.
The PBJ noted some industries that experienced the most growth: construction, mining & lodging, and manufacturing. Some that experienced the least of amount of growth are information, government, and financial activities.
Overall, now is the time if you’re looking to make a switch.
Come see our very own Suzanne Hanifin of Acumen Executive Search at Bizwomen’s Mentoring Monday! On February 12, 2018, she will be available for “speed mentoring”, a 7-minute block of time where you get to pick her brain and ask her any business-related questions. Suzanne is excited by this opportunity to help fellow business women advance their careers and would love to see you there. 2018 is the year of the woman. Get it off to a great start by taking advantage of this amazing opportunity! Register now and use promo code MENTOR for 20% off the ticket price: http://bizj.us/1pgg8j.