government contracting

Government Contracting, the Defense Production Act, and How to Help Bridge Supply Chain Gaps

By | Blog
government contracting

Government contracting may not have been top of mind in the past, but could it be in your future? Can your business help fill gaps in the supply chain?

Government contracting is probably not something you’ve considered for your small to mid-sized business unless you are already engaged in it. However, now that COVID-19 has led to an economic shutdown for many companies, is it time to reconsider? Many businesses are capable of manufacturing items that are needed to win the battle against this coronavirus in 2020 and beyond. Today there is need where there was none before. Can you repurpose your plant quickly? And, is it even worthwhile?

Many of the markets for products in healthcare and grocery supply do not need to go through federal agencies at this time. Nevertheless, they may still require that your company enter an entirely new market. Where do you begin? Manhattan Resources, as well as other business solutions firms, can help you take a quick look at the big picture to see if the move will be sustainable.

Hand Sanitizers

Distilleries are hard at work making hand sanitizers. Source: Instagram/oldfourthdistillery and Twitter/audreytweil

Is Government Contracting the Way to Go?

Maybe you have the perfect setup to produce large quantities of ventilators or surgical face masks and you just don’t understand why the government doesn’t contact you. If this is the case, chances are they can’t find you. Or, on the other hand, this is not an item you are known for. The first question to address is whether or not you really want to step up to do this work. If the answer is yes, then you need to move fast.

As coronavirus continues to spread in the United States, and south of the equator, it is increasingly painful to see the lack of critical supplies such as soap, toilet paper, bottled water, face masks, ventilators, bleach, alcohol, hand sanitizer, disinfecting sprays, laundry detergent, perishable foods, non-perishable foods, and so much more. These shortages are affecting all populations around the world.

Determine what product your company can supply quickly and easily. Working with an internal or external expert, develop a strategy to determine the quickest route to market. If your goal is to go for a government contract in the U.S., visit the federally-funded website USAgov for step-by-step instructions to help you win government contracts. A faster path to help in the current COVID-19 pandemic might be a direct-to-distributor approach.

government contracting

Test kit swabs 3D printed by Formlabs.

Understanding the Defense Production Act and Its Role in Government Contracting

On March 27, President Donald Trump invoked the Defense Production Act on General Motors Company to prioritize the manufacturing of ventilators. The Defense Production Act, passed in 1950, authorizes the President to requisition property, force industry to expand production and the supply of basic resources, impose wage and price controls, settle labor disputes, control consumer and real estate credit, establish contractual priorities, and allocate raw materials towards national defense.

While all other businesses are closed down, this could be a nice bonus if your business is able to meet some of the government needs during this time. However, to date, the President has been avoiding using the powers of the DPA unless absolutely necessary. For now, it has fallen to the individual states and hospitals, grocery stores, drug stores, and other providers to sources their own needs in a very competitive market. As a result, the story changes at a rapid pace and it is hard to predict what will happen.

It is true, many businesses are ramping up now to fill growing gaps in the supply chain. One good example is distilleries filling the gap for hand sanitizers in grocery stores and hospitals. Similarly, clothing and athletic-wear manufacturers are now making surgical masks and gowns.

government contracting

Sports apparel maker Fanatics is using its 360,000 square-foot manufacturing plant in Easton, Pennsylvania to make protective masks and gowns for healthcare workers. Source: Fanatics

Some Business Changes Will Be Dramatic, Long-Lasting, Even Permanent

As a company owner, you understand that change is part of doing business. However, this shift is more dramatic than many have experienced in a lifetime. Entrepreneur magazine reports that we are already seeing a shift in the way consumers and businesses behave. In addition, they point out that pandemics and recessions are fuel for innovation which drives new business ideas and startups. Expect to see entirely new categories of business spring up.

If you have not started thinking about your business from new perspectives, this is the time to do it. Try not to get too hung up on what you were doing. Think about what you would like to improve upon given the chance — because now is the chance. Consider what was working and why. Are the things that made you successful over the past few years likely to be in place when you return? Or will the dynamics be shifting? Can you get ahead of shifting dynamics now?

“This is not the time to panic or let fear dominate your mindset. You were strong enough to build a successful business in the first place, you are strong enough to steer the ship and make this transition now,” said CEO Chris Schoettelkotte of Manhattan Resources. “Stay focused on what you want, not on what you don’t want, and work toward those positive goals and the longer-term destination. For many small to mid-size companies that look for emerging opportunities now, the next 6-12 months could present surprising opportunities.” If you are considering solutions and need to talk through your options, you are invited to contact Chris or a member of his team.

supply chain gaps

U.S. businesses have an opportunity to prevent future supply chain shortfalls.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

How to work effectively from home

How to Work from Home Effectively and Maintain Your Focus

By | Blog
How to work effectively from home

How to work from home and be effective can elude even seasoned remote workers during trying times.

How to work from home effectively and stay focused might be a bit challenging for you right now. You are not alone. There are plenty of things going on to keep you distracted. Let’s face it, most of us have never experienced a pandemic. Certainly, this is the biggest crisis in the lifetime of most people living on earth today, but you can do this!

Stress and anxiety make it hard to focus on your work. There are many local, state and federal online resources to help with good advice but be wary of those websites that are out to take advantage and play it safe by checking the URL or address line. Stick to known websites especially those belonging to the government, like this one from the CDC on coping with stress and anxiety during the COVID-19 pandemic.

“Chances are, you always dreamed of working from home — but that dream never included the entire family being home with you. That adds another layer of complication,” says Margaret Simonson, research analyst for Manhattan Resources. “How do you manage to be an attentive parent and get office work done? The key is setting a daily routine for every member of the family, even the little ones, and sticking to it.”

How to work effectively from home

Avoid distractions by being intentional about your work.

Refining The Routine to Work from Home Successfully

But for this blog, we are going to focus on the work routine — whether you are a working couple at home or a working single, here’s how to get the most out of your workday. If you are working from home as parents with children, you will need to coordinate your calendar with your spouse/partner including meetings. If you are a single parent working from home without help, engage the children with a matching calendar for school work and a nearby desk.

Working from home is great when you get it right, but it’s important to be intentional about how you use your time. It’s way too easy to get distracted and lose your motivation. When you do, you lower your productivity and create frustration for you and your family. At Manhattan Resources, we are experts at remote working and we are here to help you make the transition.

Meditate to ease stress

Your morning roadmap should help you set a positive frame of mind for the day.

Start the Day Right with a Morning Roadmap

This is a critical rule. At first, you will be tempted to get up right away and check the news and your email while you have coffee. Stop right there. Attitude is everything when you work from home and the news is not encouraging right now. Anyway, the news will be there when you are ready. Tend to your frame of mind first thing in the morning to get the most out of your day.

  • Start your morning with an attitude check. Get up early, preferably before pets and kids. Use an alarm if needed and resist the temptation to hit snooze.
  • It helps many people to start with morning meditation. This only needs to be 10 minutes. Make it a positive, mood-enhancing meditation from an app like Calm, 10% Happier or Headspace. Since these apps have a small charge associated with them, you can also go to YouTube and search for guided meditations there.
  • For an extra boost, especially if isolation goes on for a long period, add an affirmation or gratitude session. This typically means writing down 5-10 positive things or things you are grateful for and why. Keep these in a journal.
  • While exercise is recommended at noon, this is also a preference for many people first thing in the morning. A stationary bike ride, treadmill run, rowing machine, or 30 minutes of yoga is a great way to start the day.
  • Breakfast and coffee with family, news or social but limit your time to 30 minutes to stay on schedule.
  • Off to the showers, dress comfortably, no makeup needed (yay)!
remember to take a break

Set your alarm and remember to take a 17-minute break every 52 minutes to be most productive.

Desk Time and Breaks

Recent research shows that the most productive people take a 17-minute break every 52 minutes. This can vary from person to person but working from home can be dangerous for your health if you don’t force yourself to move around. Of course, much also depends on your own body and level of fitness. For instance, if you have bad knees or restless legs syndrome, you may need to move around more often. The same may be true for people who suffer from sleep disorders.

Set the alarm on your phone and force yourself to get up and walk around in the backyard when it goes off. Look out to the distant horizon. This is very good for resting the eyes. Take a short walk if you are in a remote area where it is safe to do so or walk around the house.  While up and moving, drink a full glass of water and take another back to your desk.

While sitting at your desk, trade out your chair every hour for your exercise ball. This will prevent aches and pains especially if you have an older desk chair or one that is not very ergonomic. Plus, it has the added benefit of being fun to sit on and strengthening your abs and lower body.

Small Rewards

Set small goals and give yourself little treats for your accomplishments.

Rewarding Good Behavior Helps You Work from Home Effectively

Treats are going to become especially important over the next month or so. Let’s come up with a few special ones. Maybe everyone in the household starts with movie tokens and when they show good work-oriented behavior these go into a popcorn box. Don’t have one? Make one with cardboard, printer paper, and crayons! When these add up to the right amount, the family can purchase a new movie release on demand.

Or make ice cream the old-fashioned way (find a recipe online). Maybe you can make topping tokens for good behavior and these can be cashed in at the ice cream sundae bar.

And who says bribes are just for kids? Reward yourself for good behavior by doing something you enjoy. Promise yourself that you can make a latte or have two delivered to the house if you just get your budget finished by 5 p.m. or file your quarterly report by the end of the day.

“The idea of a treat not only gives you the motivation to keep moving, but it also helps you work faster,” says CEO Chris Schoettelkotte of Manhattan Resources. “We often motivate ourselves in big ways, like taking a trip when we get a bonus. Why not enjoy a few small indulgences while working in isolation?”

How to work effectively from home

Turning off social media during the work hours keeps you focused.

How to Work from Home Effectively Begins with Turning Off Social Media from 8-5

Unless your job is working in social media or driven by changes in social media, you do not need to be checking social media while you are trying to work from home. If you are using social media to collaborate on a project, then that is a different story.

Of course, anyone following the 17-minute walkabout every 52 minutes, can utilize this time to peek into their messenger account if they wish but don’t forget to give your eyes that all-important rest.

If you cannot trust yourself to break away from social media during the day, you can use the tool called ColdTurkey to block you between certain hours.

Work Effectively from Home

When its time for lunch, take time for lunch and get a bit of exercise in the process.

Enjoy a Healthy Lunch and  a 30-Minute Workout

The best way to re-energize your work for the afternoon is to take a lunch break. If you are home alone, be sure to make this a healthy choice. Take the time to prepare something special and colorful with vegetables and fresh fruit. Get plenty of protein to help you think during the afternoon.

It is well-documented that exercise helps enhance immunity, improve mood, and increase energy. All of these combined have the added benefit of boosting your productivity, too. Exercising just 2.5 hours a week at a moderate pace results in fewer illnesses, increased intelligence, improved memory, and higher levels of satisfaction and engagement.

Work effectively from home

Set quick reasonable deadlines to stay motivated.

Set Reasonable Deadlines to Work from Home Effectively

Remember, even though you are virtually officing, you are still on your own. Don’t take on more than you can handle. Most people work well with deadlines. It gives them a purpose and a goal.

Try to set deadlines comfortably behind one another. Do not stretch them out. Make each project begin and end quickly so that you can move onto the next one. Be clear about the start and completion dates when you accept a project.

Tight but realistic timeframes will ensure you get the task done quickly. Besides, it will help you weed out distractions by allowing laser focus.

Remote Communications

Be sure to set up a strong communications network with your team and a meeting calendar.

Work from Home Effectively by Setting Up a Communications Network

Do you know how to reach all of the people on your team and do they know how to reach you? Set up a communications sheet early and maintain it. You will likely be adding to it as the weeks progress so keep it open or handy and update as you go.

Also, set regular meetings on your calendar, especially if you need to meet with several teams each week.  Coordinate these with your spouse or partner to ensure there are no disruptions.

Unlike office work, it is difficult to address topics when they come to mind. You can text or email questions but you will soon be inundated with information. It is best to keep a log of questions and make one phone call or send one email each day to address all items on your list. This will make it easier for your boss to reference everything at once, and to recall issues at a later date if needed.

How to work effectively from home

Set your working hours and make sure everyone is aware of them.

Set Your Work Hours and Make Sure They are Known

It is way too easy to work around the clock when working from home. You have to draw the line, especially if you are a parent. If you and your spouse are co-parenting and sharing office space at home, divide up the workday. Let your boss know how this will occur so that your hours are known and agreed upon. Try to make it easy to remember for the sake of your co-workers.

Staying organized in this manner will help your motivation because it lets you look forward to an end to your workday and brings some normalcy.

Work effectively from home

It makes it much easier for your family to understand that you are working when you are in a dedicated workspace.

Dedicated Spaces Will Help You Work from Home Effectively

Even if you live in a small space, it is important to set aside a dedicated area as a workspace. Make sure all family members quarantined at home with you recognize and respect this office area. This means, when you are in this area, you are not available.

Use a desk or table and a comfortable chair. Other options, such as taking a laptop to bed or the couch, will not work effectively. Having a clear space to arrange your work items and easily write, take notes, use the phone, and simply back away from the screen to think is important.

Creating proper boundaries and setting clear expectations will help reduce blockages and improve your ability to focus.

Work tools matter

Be sure you have the right tools to enable your work.

The Right Tools Help You Work from Home Effectively

Your office will likely give you a list of software tools to load and use while working from home. any additional efficiency tools that you discover can be shared with your team during weekly meetings. Keep track of these ideas on your notepad and add them to your daily wrapup for discussion later.

Take inventory of any physical tools that you might need in addition to your computer, internet connection, and cell phone. These might range from sticky notes to a wastebasket. Find replacements if you cannot order what is missing.

Video call to isolated grandparents

Keep your human connections by engaging in video calls.

Reconnect With Clients, Coworkers, and Family Using Video Conferencing

Maintaining human connections is critical. So much can be resolved simply by communicating. Often when we see one another, we remember to connect as people. This is more important now than ever. We are all going through this pandemic together. Be patient and try to be understanding. Be solutions-oriented.

Focus on what you want, not on what you don’t want. This is easier said than done. The things we worry about will try to slip in and occupy your mind. It is your job to turn it around. When a negative thought enters your head, try to picture your outcome if the opposite occurs. Stay focused on how you can bring about positive outcomes on small things. As the little wins add up so does your confidence and overall well being.

Let’s not forget networking with co-workers and friends. Remember those after-hours drinks. Do it on Facetime and share a glass of wine. And don’t forget the grandparents who are isolated, too. Share a virtual family dinner on Facetime or Google. For fun, both families can cook the same family-traditional meal.

quarantine

It’s a big thing you are doing by staying in quarantine and you are doing it for humanity. Thank you.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

banking recruiters

Banking Recruiters Play an Important Role in the Growth of Communities

By | Blog, Client, Hiring Tips
banking recruiters

Banking recruiters assist banks in finding the leadership to grow their business and the community.

Banking recruiters are critical when it comes to finding the right leadership for your community banks which are central for building local communities. Manhattan Resources is committed to assisting the financial industry when it comes to leading, innovating and adapting to the requirements of today’s talent landscape.

In keeping with this commitment, we work diligently to place board members, C-suite executives, management, line business leaders, technical and skilled workers in all banking and financial disciplines. Our clients span a range of assets and community influence including commercial banks, savings and loan facilities, credit unions, and investment firms.

Manhattan Resources has deep experience providing key leadership and technical experts as retained finance and banking recruiters. In addition, our candidates drive economic growth by leading and managing financial institutions and organizations that invest in and grow businesses in the communities they serve.

banking recruiters

Banking recruiters work to attract individuals who connect the dots between technology and business.

Retained Banking Recruiters Ease the Process of Locating Leadership Talent

At Manhattan Resources, our banking recruiters cultivate relationships with exceptional financial executives across the industry. These relationships help us locate the right position for the right candidate at the right time.

In the banking and financial technology (FinTech) arena, we help our clients identify talent and manage new competitive threats. We help them build teams (permanent and interim) to get ahead of evolving cyber threats and regulatory requirements.

In the private equity arena, Manhattan Resources helps source the specific leadership needed for interim and long term positions and provides project consulting experts for turnaround and growth expertise. Private equity succeeds by building outstanding leadership teams that can take a business and drive profitability and results. Our finance and banking recruiters provide the talent to fuel your success.

payment convenience

Fintech is what makes new forms of payment and banking conveniences possible.

Fortify Talent Base to Better Handle the “New Wave of Disruption”

The 2020 Banking and Capital Markets Outlook, published by Deloitte Insights in December 2019, predicts a new wave of disruption in banking “more forceful and more pervasive than what we have seen in recent years that will likely unfold in the next decade.” However, the report also states that with this disruption, comes endless opportunities. One important recommendation entering the new decade, the report suggests that banks should fortify their core foundation on four dimensions. These are technology infrastructure, data management, risk management, and talent.

Disruption in banking is expected as a result of political and global economics, among other issues. You can also expect extreme technological disruptions as a result of sweeping changes to the nature of work, demographic shifts, climate change, and possible Japanification. Deloitte experts see these potential impacts as having serious implications for the banking industry.

For example, these forces create more open, transparent, real-time, intelligent, tailored, and secure banking. In addition, they make banking more seamless, and deeply integrated into consumers’ lives and institutional clients’ operations.

It is interesting to note, that even while banking processes change, bank roles are not likely to change. Despite what happens, banks should remain true to their core identity as financial intermediaries: matching demand with the supply of capital.

Human Side of Finance

The role of bankers may evolve but technology allows more for the human side.

Banking Recruiters Focus on the Human Side of Transformation

To take full advantage of technology, banks, and other financial firms should focus on redefining and redesigning jobs to empower the higher-order work (requiring intuitive, creative, interpretive, and problem-solving skills) that humans can best handle. As a result, these new super jobs that result from a redesign could then require a change to the workforce, especially to attract individuals who can connect the dots between technology and business.

In most cases, there are two options: talent acquisition or re-skilling. Banks already have a strong appetite for talent acquisition. Yet, the closely regulated nature of the financial services industry limits the use of alternative talent models (gig talent). In addition, the current low unemployment rates and tight labor markets further complicate the picture. As a growth imperative, banks should, therefore, consider reskilling (and in some cases, upskilling) their internal talent pool when possible. Manhattan Resources can assist through its business solutions practice.

Banking recruiters

It is critical to train leaders to keep up with the rapid pace of change in banking.

Leading an Augmented Workforce through Rapid Change

Bank leaders need to understand changes to the nature of work, the workforce and the workplace because all are interrelated. This brings us to a critical question, what type of person is needed to lead these augmented workforces?

According to research, more than 80 percent of financial institutions surveyed believe their organization is not effective or only somewhat effective in developing leaders that can keep up with work’s rapid pace of change. Many highlighted the importance of skills that balance traditional expectations and new competencies.

Therefore, the profile of tomorrow’s banking leaders likely needs to evolve to include essential core attributes. For example, an aptitude for balancing business knowledge with tech fluency and managing complexity. Banking leaders will also need strong interpersonal skills and the ability to facilitate change with an inspiring, forward-looking vision. And, they also should possess the ability to empower a diverse and inclusive workforce across multiple locations and virtual environments. By working with banking recruiters, like Manhattan Resources, banks examine the context in which future leaders thrive. In this way, they can hire the right leaders and begin to cultivate them today.

banking recruiters

One of the most important areas of our lives that is impacted every day by new technologies is our finances.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

 

 

Talent Solutions

Talent Solutions and Why Retained Recruiting is a Smart Move in 2020

By | Blog

Talent solutions mean different things to different people ranging from recruiting strategies to tools that help manage internal talent and external candidates. Just as talent is a wide-reaching umbrella term for the diverse pool of candidates for a particular job opening, talent solutions can also include a diverse set of features and functions for talent management and reporting.

talent solutions

The supervisor inspects a greenfield site.

Let’s face it, finding, engaging and retaining the best talent is a fast-growing challenge as we enter the second decade of this millennium. It doesn’t help that there are many approaches to talent solutions today, and the options are expanding. We all know it is critical to deploy the ones that best suit the needs of the organization. But who has the time to study them all and make those decisions? One thing that is certain, no business owner is ready to jump on a single solution to meet the complex needs of their operations without looking at the options.

Where Brand, Business, and Talent Solutions Intersect

Every organization has its own unique design and fabric. When you are building on a heritage of success, it is critical to stay true to these roots and respect the past while at the same time discovering the importance of disruption. All brands must evolve and improve if they are to retain their good standing with respect to progress and trends. Unfortunately, although trends may seem fleeting and unimportant at times, they can swiftly make or break a brand. How does a business owner find balance?

Talent Solutions

Four warehouse team leaders work on a schedule.

Your strategic approach to talent solutions begins with a deeper understanding of your company culture. It also benefits from your expertise in assessing the skills, leadership style, and cultural fit of all candidates. In fact, this is even more critical at the leadership level where there is an immediate and direct impact on culture and strategic decisions. Engaging the right executive recruiting firm can improve the success rate of search, and even guarantee candidate placement as we do at Manhattan Resources.

Whether you are filling mission-critical leadership roles, building short-term teams of professionals, or tackling your organization’s most significant challenges, Manhattan Resources has the agility, innovation and business acumen to boldly take your business to the next level. Likewise, our experts help today’s business owners customize talent solutions that advance their organization in a competitive environment.

Seeking Expertise When Examining Talent Solutions

Manhattan Resources is a retained search and business solutions firm. As a result, we provide dedicated time and superior expertise in your industry through the lens of the most critical aspect of any business — your people.

Finance Recruiting

Oil traders deep in a discussion.

A retained recruiting firm with expertise in business solutions is a valued partner when planning for the future. While you go about daily operations and keep your organization on track, your retained recruiter and business consultant can handle talent acquisition, management and retention strategy, and attrition planning. Their team of experts can help you plan and fill your talent pipeline virtually eliminating fire drills when it comes to replacing key leaders and professionals.

Retained search is usually the first choice for those looking to replace senior-level roles but so often this model is overlooked for some of the other critical needs mentioned above. Many companies attempt to do these jobs internally with slow results if any at all. That is because they call on individuals with fulltime job responsibilities. The assignment becomes an afterthought: “After you finish everything else you are working on, please work on our talent solutions project.” No one tracks the progress and suddenly, when it is needed, everyone is surprised to learn the project has not been completed.

The Benefits of a Consulting Relationship

Surprisingly, retained recruitment is more affordable than you think when you factor in all the benefits. In retained search, depending on the firm you choose, the fee for placement is usually about 30% of total annual compensation for the position.

Utility Recruiter

A lineman supervisor is in the field on an inspection tour.

But more important are the added benefits associated with hiring a consultant such as a retained recruiter.  For example, you benefit from external observation to identify the problem, cause, solution, and implementation. In addition, you expand on subject matter expertise, add an unbiased project manager, and increase the bandwidth of your team.

Typically, payments are made in three parts. One is a retainer to initiate the search. The second is made at an agreed-upon time during the search or strategy project. The final is due upon placement of the candidate, or completion of the project. Manhattan Resources provides a guarantee to replace a candidate should that person leave before a specified time. Therefore, we stay closely connected to ensure that the transition into his or her new role goes smoothly.

Getting Started on Your Talent Solutions

So how can you know if a retained recruiter and business solutions consultant is right for your business? In fact, you need a consultant when you become aware that you can use help from outside to move your company from where you are to where you want to be.

Talent Solutions

Three attorneys work through a corporate contract.

Building a strong, talent-based foundation for strategic workforce initiatives enables long-term growth. Manhattan Resources provides a collaborative, insight-driven approach from planning to talent optimization.

“Our process starts by spending time with our new clients in their environment, meeting with their leadership team to ensure thorough technical and cultural understanding,” says Chris Schoettelkotte. “This time spent with the client organization might seem unnecessary to our competition, but we believe it to be critical.”

We Take Talent Solutions Personally

Manhattan Resources conducts a comprehensive evaluation of the position and where it sits in the organization. In addition, the company evaluates any nuanced skills necessary in the right candidate. These might extend to team relationships, historical expectations, and less clearly defined aspects of the business. Dedication to finding the right professional for the technical and cultural needs of our client at the right stage of the professional’s career is how we provide our placement guaranty. “Moreover, it is how we provide candidates that have an extensive runway for future opportunities within the organization,” Schoettelkotte adds.

Talent Solutions

Programmers are in high demand in the market. Now that is something to smile about if you are a programmer.

Talent pipelines are especially valuable for companies trying to hire in competitive markets. Certainly, every company benefits from a pipeline of relevant candidates. These can be internal and upskilling or passive candidates that engage through your retained recruiter’s network. With this engaged pipeline in place, no searches start from scratch and organizations dramatically reduce costs and time to hire.

Talent solutions provide customized resolutions for interrelated aspects of your organizational culture. These can range, for example, from recruitment, retention, interim professionals, leadership, team planning, project management, attrition, and more. Find out how the experts at Manhattan Resources can help.

Talent Solutions

Upskilling manufacturing employees, in this case, means teaching 3D printing skills.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

Pinnacle Society

Manhattan Resources is a proud member of The Pinnacle Society for more than a decade.

Employee Experience

Employee Experience and Why It Matters Now More Than Ever

By | Blog
Employee Experience

Employee experience is impacted by the small moments and deeds at work.

Employee experience is the result of a worker’s observations and perceptions about his or her employment at a company. Most often, it is often influenced by physical workspace, work-life balance, and the technology that enables their own productivity and success.

Those involved in designing employee experience often borrow from what we have learned in customer experience management. using design thinking strategies to optimize the company’s work environment, culture, HR services, and events. Just as marketers work to understand the total customer experience at touchpoints across the entire customer journey, companies are creating employee journey maps that outline the steps employees go through in their lifecycles in order to address the goals, pain points and required actions at each step, or “moments that matter.”

An increasing number of HR titles include terms such as employee experience — for example, chief employee experience officer or employee experience leader. Often in the past, these roles were considered part of internal communications. But that is changing and today we see these positions occurring more in HR.

Employee Experience

Employee perceptions and experiences positively affect all aspects of your company’s processes.

The Impact of Employee Experience on Your Business

Your employees’ experience impacts all — from company culture to bottom line. Successful organizations attract and retain top talent knowing that as the economy improves, competition for these individuals increases. As a result, the need for effective talent acquisition and retention is always an important balance. Creating a positive memorable employee experience can help stabilize the see-saw effect created by economic fluctuations.

In order to create a prosperous business with a strong workforce and happy customers, you must first ensure that your employee perceptions and experiences positively affect all aspects of your company’s processes. Employees who perceive their work experience as good are more engaged, effective, and efficient in their role. Furthermore, retention rates are better and employees share their positive experiences with others, leading to better referrals for your organization.

Finally, employee experience is also important because it affects worker engagement. Higher engagement levels improve company culture and increase productivity, ultimately creating a positive impact on the company’s profits and revenue.

Mature Workers

Consider all interactions with leadership, software, teams, tactile and non-tactile aspects of the office environment.

Employee Experience vs. Employee Engagement

While employee experience may sound very similar to employee engagement, it is not.  Employee engagement is the level or degree to which employees feel passionate about their job. Studies show that engagement often equates to perks but this does not equate to developing a long-term strategic approach to loyal, productive employees. When working with employee experience, consider all interactions with leadership, software, teams, tactile and non-tactile aspects of the office environment. Examining the full spectrum of employee experience throughout the organization gives you a complete picture or a holistic view of what everyone experiences. Use the journey map as you would with customer experience, replacing the customer touchpoints with employee touchpoints. Every experience influences attitudes and behaviors, and ultimately outcomes.

How Important is Employee Experience?

In a study by Deloitte University Pressalmost 80% of executives worldwide rated employee experience as important or very important. This is not surprising. When the employee experience is good, employees are happy, engaged, and able to get their work done efficiently. The bottom-line results improve.

Employee Experience

Gathering continuous employee feedback can yield important information.

Create a Great Experience for Your Workforce

To develop a positive employee experience, stakeholders and designers define employee personas and segment different groups’ needs. Surveys, people analytics and talking to employees one-on-one or in small groups can boost the accuracy and effectiveness of a company’s employee experience map. Employers should not make assumptions about what their workers might want or need. Instead, they should hear from the employees directly. The only people that will clearly know how to elevate the employee experience are the employees themselves.

Gathering continuous employee feedback yields important information, such as:

  • why and when candidates make a decision to work for a company;
  • how effective the onboarding process is;
  • what changes will benefit the culture as the company grows;
  • new ideas for improvement; and
  • ways management can network with employees and one another.
Diverse Workers

Workers should be celebrated when they hit their key performance indicators.

Celebrating Strong Work Performance

Performance management can also create a strong employee experience. Go beyond performance management software. Engage with the employee, not just their work and goals. For example, t optimize performance with:

  • Alignment. Sync your employees’ personal and career goals and values with the business purpose, values, and mission. This helps create strong employee experience where workers feel fulfilled both personally and professionally.
  • Engagement. Focus on finding ways for employees to unleash passion and creativity through their work. This creates a sense of fulfillment that strengthens the employee experience.
  • Capabilities. Give employees the new skills and knowledge necessary to complete their work and excel in their performance.

Similarly, recognition impacts employee experience. Celebrate workers when they hit their key performance indicators (KPIs) or sales goals. Recognize hard work and appreciate them. This creates a sense of value, making employees recognize that they are an essential part of the company and what they are doing really does matter.

Teamwork

Delivering a great employee experience must involve a holistic approach and recognize all touchpoints in the business.

These Four Things Can Improve Your Employee Experience

1. Good Technology

Good technology enables you to streamline communication and processes thus improving company culture and engagement. It will help you join together the entire work experience and approach it holistically. If you want more details, check out how intranets improve employee engagement.

Still, good technology can’t do all of the work. Once you’ve laid the groundwork for positive employee experience, the rest relies on the human equation. Whether this means communicating through chat, recognizing others publicly for good work, or simply keeping files updated and available, it’s up to the users to improve the employee experience through technology.

2. Honest Open Talk

Open channels for communication encourage dialogue. This can be done through technology or with more traditional methods. Regardless, everyone in an organization should know how to connect with each other and who to connect with on specific issues. For dialogue to be honest, employees also need to feel safe to share their true thoughts and feelings, without negative repercussions. Obviously, this requires trust and respect throughout the workplace. There are many excellent ways to build trust in the workplace.

3. Be Genuine

As mentioned earlier, organizational culture is holistic. It’s not simply about following processes that have been previously laid out. Interactions with employees should be empathetic and thoughtful, regardless of where you are or what you’re discussing. Your employee experience should be genuine and you should take every opportunity to deliver an excellent experience for all.

4. Positive Empowered Leadership

Leadership and management teams have a large influence on the culture. If you’re an executive, ensure that the leaders reporting to you are empowered to take positive action and know what’s expected of them. For example, consider a move from command-and-control managers to high-performance coaches. Manhattan Resources helps your business achieve its goals through our business solutions practice. In this custom practice, our firm supports your complex business needs to provide you with insight and execution to meet difficult challenges.

High-Performance Teams

Leadership and management teams have a large influence on the culture.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

Pinnacle Society

Manhattan Resources is a proud member of The Pinnacle Society for more than a decade.

Talented Scientists

Recruiting Trends to Learn, Embrace, Activate and Lead in 2020

By | Blog, Hiring Tips

Recruiting trends are evolving rapidly for everyone involved. Candidates, hiring managers, and recruiters are already experiencing these changes, primarily because they are the product of new technologies. As a result of new technologies required in all industries, both recruits and recruiters must be knowledgeable enough about the skills required in the role to be able to discuss them.

Now lets step into the recruiter’s world. There is a level of knowledge and technical complexity for every role. In addition, there is a wide array of technical tools now required by recruiters to manage job descriptions, openings, classifications, candidate networks, client networks, regulatory requirements, and so much more. It is no wonder that recruiters are more strategic and savvy than ever before. Adding to these recruiting superpowers, recruiters get a supercharge from technologies when it comes to matching candidates to roles.

Without a doubt, measuring up to the rapidly advancing role of the recruiter is a challenge in itself. Ideally, recruiting and the continuing education that goes along with this field are a full-time job that often leads the client to outsourcing options such as retained recruiters. So what are some of the trends that recruiters are tackling for 2020 and beyond?

Recruiting Trends

Recruiting trends are influenced by a growing skills gap and increased competition among employers to hire and retain top talent.

Improving and Managing the Candidate Experience

As of Nov. 2019, the U.S. unemployment rate was at a pre-recession level of 3.5%. This means there are currently more job openings left vacant longer than the volume of job seekers required to fill them. As demand exceeds supply by about 4.4 million job openings, this creates increased competition among employers to hire and retain top talent.

Candidate experience is the best way to broaden your pool of talent. Candidate experience covers every touchpoint and engagement applicants will encounter throughout all stages of your company’s recruitment campaign — otherwise known as the candidate journey. Candidates who have a good experience during the candidate journey are 38 percent more likely to say yes to a job offer, according to a survey from the Talent Board.

The Impact of a Great Candidate Journey

It turns out that applicants who are satisfied with their experience are more than twice as likely to recommend the hiring organization to others, compared with those who are not satisfied (62% vs. 28%). In addition, 87% of candidates say a great recruitment experience can change their mind about a company they previously had no confidence in. On the other hand, 83% of candidates say a negative experience can change their mind about a company they had interest in.

One of the easiest ways to improve your candidate experience is to begin to look at your approach to recruiting the same way you might look at your approach to customers, consumers or clients. Show your company at its best to ensure that your candidates experience first-hand your organization’s culture, values, mission, vision, and goals. Also, if you plan to group candidates together at any point, be sure they are on similar journeys because they will talk and mixed messages would only create confusion.

Recruiting Trends

Soft skills are an essential consideration in recruiting trends.

Soft Skills are Essential in Recruiting Trends

According to a survey conducted by LinkedIn, 92% of responding employers said that they value soft skills as much or more than hard skills in new hires. But most agree soft skills difficult to assess. Only 41 percent of the 5,000 respondents report having a formal process to measure soft skills. Meanwhile, 68% of respondents judge soft skills through observation during interviews.

Former business management guru Peter Drucker often said skills are the currency of the future. Today, we are in the midst of a national skills shortage. According to the Deloitte report, “The Path to Prosperity: Why the Future of Work is Human,” that’s predicted to grow to 29 million skills in deficit by 2030. The bulk of these missing skills are soft skills such as communication and empathy.

From 2020-2030, the McKinsey Global Institute report also suggests the demand for social and emotional skills will grow across all industries by 26% in the United States and by 22% in Europe. While some of these skills, such as empathy, are innate, others, such as advanced communication, can be developed and improved.

The Human Touch Enhances Recruiting Trends

AI and automation are re-shaping traditional roles. McKinsey estimates that 23% of current work activities in the U.S. could be automated by 2030, and hard skills are most susceptible to automation. Meanwhile, 39 million workers could be displaced, while 13% of the workforce may need to switch occupational groups as automation takes over their current one.

The good news is there are many innate soft skills that give people a competitive edge over AI and machine learning in the future. These are inherently human skills like communication, relationship building and empathy – skills that machines have not yet mastered. As Duncan Wardle, former vice president of innovation and creativity at Disney observes, “The foremost employable skill sets we should be looking for are the ones we are born with: creativity, imagination, intuition, and curiosity.”

Recruiting Trends

Analytics is an emerging tool for recruiting but it is critical that HR representatives learn to use the data properly.

Using Analytics to Influence Strategy

The use of data-driven metrics is one of today’s hottest recruiting trends. These powerful tools are new types of recruiting strategies where HR makes hiring plans and decisions based on data.

Today analytics are used to measure and assess skills and gaps, workforce planning, performance, engagement, and retention. These HR analytics are further optimized with talent management software solutions to develop better strategies.

As companies become more advanced in the way they apply analytics, HR plays a more influential role in shaping corporate strategy. According to Deloitte, 71% of companies see people analytics as a high priority, but only 9% believe they have a good understanding of which aspect of talent management drives performance in their organizations.

Analytics isn’t a core skill set that recruiters have had in the past, so proper training is required to build confidence in their ability to surface analytics and present them at a strategic level. Even so, HR professionals are getting better at identifying the metrics that matter. Organizations are holistically looking at analytics across the entire talent lifecycle – from performance to retention, engagement, assessment, workforce planning, and skill gap analysis to inform their recruitment strategy. But there are roadblocks – many organizations still lack the technology and skills required to surface meaningful people analytics.

recruiting trends

Recruiters must closely follow technology to stay ahead of trends.

Embrace the Changing Role of Recruiters

With a growing list of responsibilities and a dynamic hiring environment, the role of recruiters is one of the fastest-changing roles in the world of business. More tech-enabled than ever, recruiters are supercharged in their ability to engage with stakeholders including hiring managers, candidates, and employees. They are able to move rapidly from reactive recruitment to proactive sourcing from internal and external talent pools. The benefit is a great experience for everyone involved in the recruitment process, thanks to easy to the use of technology that facilitates accelerated workflows.

Technology helps hiring managers and recruiters maintain a closer relationship. Hiring managers can flag risks and recruiters can help build bench strength in a transparent, streamlined workflow. This visibility removes barriers to great talent pool management and internal mobility. In addition, a strategic recruiter can look outside and within the organization to strategically move those identified for leadership and refill roles for career paths.

Recruiting Trends

Employer brand is crucial to attracting the best candidates.

Develop your Brand to Lead Recruiting Trends

In today’s competitive talent market, a compelling employer brand attracts the best candidates. Companies with great employer brands receive 50% more qualified applicants and see a 50% reduction in cost-per-hire, according to LinkedIn research. With 75% of job seekers considering an employer’s brand before even applying, an attractive brand may be the difference between finding the perfect person for the role – or losing them to a competitor.

So what goes into a great employer brand? Perceptions about what makes a top employer are changing. Candidates aren’t just focusing on monetary incentives, perks or corporate prestige: they also want culture, values and ethics alignment. A study of workers in the UK found 42% of the workforce wanted to work for an organization that has a positive impact on the world.

Share a Consistent and Realistic Brand Story

Employer brand encompasses every touchpoint a person has with your organization. What is the perception of your organization online? Do you have a positive social media presence? The endorsements of employees? The challenge is not just projecting a great employer brand, but maintaining authenticity across certain touchpoints.

Identify what your candidates see and feel when they experience your candidate journey. What are the specific advantages of working for your company? Think about the role and how it fits within your company culture, mission, vision, values, and goals. What is the candidate’s perception of value when it comes to your company’s attributes? What is the most compelling thing they will take away from their introduction to your business?

Talented Scientists

The joint work of talented scientist keeps research and development moving.

Develop an Internal Talent Pool

A talent pool is critical to meet the growing needs of your organization. Your organization’s talent pool should include high potential and high performing employees. These individuals are runway ready for senior roles. Manhattan Resources can help you plan your talent pool and resources, adapting them to the appropriate windows for succession.

In addition, talent pools provide a database of people who effectively fill the boots of any of the current employees that decide to move on. This talent pool can source from both internal and external networks. This is your contingency plan and is an essential way to reduce the cost and time to hire. As a result, it helps ensure that your business productivity is not heavily impacted by resource and skill shortages. Also, having adaptive talent resources available allows organizations to react to change with greater reach and flexibility.

Many essential and soft skills may be unique to humans and not duplicated in AI.

The Strengths and Limitations of AI

Among recruiting trends, artificial intelligence is both the answer to recruiter’s problems and their biggest competition. The truth lies somewhere between these two extremes. Recruiters learn more as AI matures and early adopters gain perspective on its strengths and limitations. AI is currently at work in HR to automate repetitive, low-value tasks and increase the focus on strategic work. AI tools automate common HR tasks like benefits management or handling common questions or requests.

Therefore, AI also serves to enhance the role of the recruiter – but not replace them. Unlike humans, artificial intelligence does not bring biases to the candidate screening and selection process. This does not mean that AI makes wholly unbiased decisions. The machine learning algorithms are subject to programming choices of people building them and existing biases in datasets.

Despite the great promise of AI, 23% of HR professionals surveyed in recent IBM research were concerned that AI in HR could perpetuate or even increase biases in hiring and talent development. Given recent headlines about bias in AI tools, their concern is understandable. It is essential to continuously test datasets and model outcomes for bias and make adjustments as necessary.

Recruiting Trends

The future of recruiting will be radically different over the next decade as we adjust, accommodate and optimize new technologies.

The Journey Forward in Recruiting Trends

It’s easy to be anxious about technology and the role it plays in an uncertain future. But, you can be proactive and avoid the worries. Let technology playing a supporting role behind the scenes. Unless you are selling technology, there is no need to let it take center stage in your business. Technology is a tool we all use to keep our edge. It does not change the end goal. In the end, we all want to attract the right people by creating a positive, memorable candidate experience.

Just keep in mind, technology is here to enhance all stages of the recruitment journey. It does so by eliminating manual processes and freeing up the recruiter to focus on the human aspects.

Manhattan Resources

Manhattan Resources helps you take your business to the next level of retained recruiting excellence.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

legal recruiter

Six Simple Steps to Ensure the Right Legal Recruiter for Your Business Legal Needs

By | Blog

A professional legal recruiter maintains a vast network of contacts that may save your company or firm time and resources when it comes to locating the best candidates to fill legal positions. Rigorous bandwidth and attention are often required to maintain these business and legal networks. As a result, this places considerable value on the results achieved through a third-party consulting relationship when it comes to recruiting.

For that reason, in most cases, recruiters such as Manhattan Resources are an important option for mid and larger law firms and corporations. They can expertly and professionally locate available candidates who closely match the required qualifications and experience for a position.

Depending on the arrangement with the firm, the engagement may be contingent or exclusive based on a retainer agreement.

Legal Recruiter

A retained legal recruiter works exclusively for you as opposed to a contingent recruiter who will work first on what promises the best return.

1. Determine Whether a Retained or Contingency Legal Recruiter is Best

In a contingent engagement, the recruiter is one of several being used to locate talent for this position. However, with an exclusive engagement, the recruiter is the only one being used by the employer. In both cases, it is usually the employer, not the candidate, who pays the fee.

A retained legal search consultant, such as the team at Manhattan Resources, invests time and resources to understand the client’s industry, company culture, and individual needs. They find candidates with diverse backgrounds and also access candidates who are not actively seeking new positions.

Retained recruiters engage in all aspects of the recruiting process, from defining the search through candidate integration. Yes, they charge a consulting fee or retainer for the assignment that is consistent with their in-depth advisory work. However, in return, they deliver high-quality service, a slate of highly qualified candidates, and also develop long-term relationships built on trust.

Legal Recruiter

Interview several firms that you like to ensure you have the best fit.

2. Identify a Few Legal Recruiters You Like and Meet with Them

It’s important to explore your options. Once you have, your gut will tell you who seems to be the right fit for you. Avoid recruiters who talk about themselves the entire time. Make sure the recruiter is listening to your desires and goals, seems responsive and shows a willingness to enter into a true partnership. The right recruiter will be focused on your business and industry, not just a specific opportunity they want to fill at that particular time.

Legal Recruiter

Ensure that your legal recruiter is familiar with your market and industry.

3. Learn What the Legal Recruiter Knows About Your Market by Industry and Locations

Choose a recruiter who works in your market or industry. Recruiters are in a relationship business. They develop very strong client relationships by attending meetings and staying in regular communications with firms and companies in a particular market or industry. Recruiters will receive information about potential opportunities or positions from firms and companies — often unpublished. A legal recruiter must follow local legal news and industry legal news.

legal recruiter

Learn what makes your retained recruiter successful in their field.

4. Ask Your Legal Recruiter About Their Successes

Ask the legal recruiter about their recent placements. You want to work with a recruiter who understands your business goals and can help you achieve them. By asking for recent placements, you confirm whether or not a particular placement is truly working out with a particular client.

recruiting firm

What experiences have other clients had and how have their needs compared to your own?

5. Be Sure to Get References from your Recruiter Selections

Ask for references. Your retained recruiter should be able to provide recent candidates who can validate their work. Find out how proactive the recruiter is as well as how quickly they respond to requests. For example, ask yourself if the recruiter follows up regularly with the company, the candidates and regularly initiates communications? Does the recruiter listen to the company’s wishes, and marry them to the candidate’s goals, or submit any candidate for any open job? Knowing the experiences of past candidates will only help you set expectations for working with that person.

Legal Recruiter

The culture of every business is a critical consideration when it comes to narrowing down the field of candidates.

6. Should Your Retained Legal Recruiter Consider Culture?

What does cultural flexibility mean? Cultural competency is fast-evolving in law-firms as seen in discussions from legal forums and training over the past two years. Meanwhile, it is clearly in a much better place in most corporate and company environments due to a significant focus over the last decade. But culture may be more about flexibility and adaptability than it is about force-fitting people in a corporation like the pieces of a puzzle.

Regulatory requirements have helped bring equality and diversity to the forefront in culture. However, the Manhattan Resources team realizes that the culture of every company and firm is also a unique product of its location in the world and its individual history. Plus, while diversity and equality are critical aspects of culture, we have learned that the subtleties of culture go way beyond these foundational needs. They can be influenced by the family ownership of a business, local politics, former acquisitions, groupthink, and so much more.

For this reason, we spend time at each company that we represent. While there, we get to know the environment and the people. “This ensures that every candidate has an optimal runway for growth and upward movement within the organization,” said Manhattan Resources CEO Chris Schoettlekotte. “It is also the right thing to do for the organization because it honors the right to benefit from an investment in training and grooming of all managers for the future betterment of the organization and all the people it employs.”

Retained Recruiting

Manhattan Resources can help you with your legal recruiting needs.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we’re there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>.

gratitude

Gratitude is the Key to Assessing the Success of 2019 and Starting 2020 Right

By | Blog
gratitude

Gratitude completes thankfulness. It is good to say thank you, even better to show it through our gratitude.

Psychology research shows us, according to Harvard Medical School, that gratitude is strongly and consistently associated with greater happiness. On a personal level, gratitude helps people feel more positive emotions, relish good experiences, improve their health, deal with adversity, and build strong relationships.

At Manhattan Resources, we know that gratitude distinguishes companies from the competition. On a business level, expressing gratitude is one way to help your company thrive. In fact, even small acts of appreciation help solidify professional relationships. “Showing appreciation can create a connection that becomes the basis for a powerful alliance,” said Manhattan Resources CEO Chris Schoettelkotte.

Family Holiday

Gratitude turns what we have into enough. Photo by Nathan Anderson, Unsplash.

“Gratitude makes sense of our past, brings peace for today, and creates a vision for tomorrow.” – Melody Beattie

Harvard’s Healthbeat newsletter explains that gratitude is thankful appreciation for what an individual receives, whether tangible or intangible. With gratitude, people acknowledge the goodness in their lives. In the process, people usually recognize that the source of that goodness lies at least partially outside themselves. As a result, gratitude also helps people connect to something larger than themselves as individuals — whether to other people, nature, or a higher power.

During the holidays, people feel and express gratitude in multiple ways. Regardless of the level of someone’s gratitude, it’s a quality that individuals can successfully cultivate further.

Joyful Holiday

An attitude of gratitude. This is not only a great rhyme but a great way to live. You should always be grateful for the things you have. Thankful for everything – big and small – that fills your life and makes it special.

“Joy is the simplest form of gratitude.” – Karl Barth

Gratitude quotes help us gain perspective when it comes to preparing for the Thanksgiving holiday. That is because this is the time of year that the world focuses on all the things that made us successful over the past 12 months. At Manhattan Resources, when we count our reasons to be grateful they include you!

That is why, as we approach Thanksgiving Day, we enjoy letting our clients, recruits, and friends know how important you are to everyone on the Manhattan Resources team.  We truly enjoy being part of your successes throughout the year and we look forward to helping you reach new goals in 2020.

Gratitude

Gratitude brings joy and laughter into your life and into the lives of all those around you. Photo by Daiga Ellaby, Unsplash.

“It is not joy that makes us grateful; it is gratitude that makes us joyful.”David Steindl-Rast

How can we accommodate your holiday schedule? We know the holidays can be extremely stressful, but we are in a position to help you handle the added pressure in your business. Whether you are accommodating vacation schedules or ramping up to meet deadlines for the start of the New Year, Manhattan Resources can help relieve the pressure.

As always, your business and scheduling needs are important to us. While preparing your team for the holidays and completing business for 2019, let us know how we can help. Our team of experts helps you accommodate end-of-year needs and plan for immediate orders in 2020. Let us help you take your mind off of business issues so that you can focus on different matters that might arise during this hectic holiday season.

Father and Son

The more you use gratitude, the stronger it grows. To be grateful is to find blessings in everything — for there are. Photo by Blake Barlow, Unsplash.

“We often take for granted the very things that most deserve our gratitude.” – Cynthia Ozick

The benefits of practicing gratitude are endless. People who regularly practice by taking time to notice and reflect on the things they’re thankful for experience more positive emotions, feel more alive, sleep better, express more compassion and kindness, and even have stronger immune systems. And gratitude doesn’t need to be reserved only for momentous occasions. You can also be thankful for something as simple a convenient parking space or a delicious meal.

Research by UC Davis psychologist Robert Emmons, author of Thanks!: How the New Science of Gratitude Can Make You Happier, shows that simply keeping a gratitude journal—regularly writing brief reflections on moments for which we’re thankful—can significantly increase well-being and life satisfaction.

Gratitude

Through the eyes of gratitude, everything is a miracle, according to author Mary Davis.

“No one who achieves success does so without the help of others. The wise and confident acknowledge this help with gratitude.” – Alfred North Whitehead

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we are there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>

Gratitude

No matter where you go to celebrate, we wish you a happy Thanksgiving Day. Photo by Tyler Nix, Unsplash.

Recruit Engineers that are in High Demand and Retain Them Longer

By | Blog, Business, Client, Hiring Tips, News, Retained Recruiting, Technology, Trends
Recruit Engineers

Recruit engineers easily when you make them part of your story.

Recruit engineers and retain them longer than your competitors. It is not easy to do, but that is the goal of most companies that require engineers, especially those engaged in technology, civil engineering, petroleum, environmental, and energy solutions. Engineers are the most in-demand professionals in the US.

Only 1-in-100 engineers are unemployed. Engineering roles can be among the hardest jobs to fill. These high tech jobs often require years of study and for a time fewer and fewer students graduated with engineering degrees. But times are changing. Enrollment in undergraduate engineering programs reached its highest point in 10 years with 619,095 full-time engineering students in 2017.

recruit engineers

An IT engineer installs a server design at a data center.

Begin the Process to Recruit Engineers In Advance of Need

The Bureau of Labor projects 140,000 new jobs in engineering by 2026. As a result, those who are ready to work in areas such as automation and robotics will find low unemployment and high demand. In addition, engineers change jobs more frequently. In fact, 50% of all software developers report they plan on switching jobs in the next year. These statistics make one thing obvious. Great engineers have the luxury of picking which projects they want to join. This presents an opportunity and a challenge.

The challenge is obvious. Competition is intense. There are always companies needing talent. To have a chance at attracting engineers, you need to know what an engineer wants beyond compensation. For example,

  • Opportunity. Engineers need to know they’ll be making an impact and move forward in their careers in terms of skills and finances.
  • Challenge. Top engineers want to be working on challenging problems that help them grow. They especially want projects they can point to as achievements.
  • Community. Engineers want to work in a supportive environment where their thoughts are valued by their teammates. More than 50 percent of engineers say they would take less compensation to work for a company that has a fantastic culture or brand.
Recruit Engineers

A civil engineer works on the foundation of what will soon become a skyscraper.

Recruit Engineers to Be Part of Your Company Story

A strong brand appeal will make it much easier to recruit. Be sure your company’s mission, vision, and culture are clearly communicated.  Tell the story and share it in social media using simple video story-telling software like Lumen 5.

Let potential engineers know what your company is collectively passionate about so that the individual you are interviewing can imagine what it would be like to work with your team. As a result,  they see themselves as part of your brand story and integral to completing the company vision.

Need branding help? Try these questions:

  • What do your customers see and experience when they use your product or service? These are your brand traits.
  • What are the specific advantages of your product or service? These are your brand attributes.
  • What is the customer’s perception of value when it comes to your product or service? That is your brand equity.
  • What do you say you will do as it relates to your product or service?  That is your brand identity
  • What is the most compelling thing you can say about your product or service? That is your brand essence.
Recruit Engineers

Manufacturing engineers run 3-D print tests on products.

Manage Contacts Now, Recruit Engineers Later

“It just makes sense to consistently expand and nurture your contacts on professional and networking platforms and in person,” said CEO Chris Schoettelkotte of Manhattan Resources, Houston. “Networking is important across all areas of business, but especially for recruiters. If you are in a position to rely on a retained recruiter to do this work for you, then you save many hours. This is networking time you can now focus on other important aspects of HR.

Networking is defined by the Oxford English Dictionary as ‘interacting with others to exchange information and develop professional or social contacts’. This networking definition suggests that it’s about creating an ongoing relationship with people. Keeping track of engineers is important because we are never sure when a particular need may open, and who may be available. That ongoing relationship helps the recruiter gauge their level of fulfillment in their current position. Therefore, it also removes the awkwardness of a blind inquiry when an opportunity arises.

recruit engineers

Petroleum engineer does field tests on land-based rig.

Planning to Screen an Engineer? Try a Warm-Up Meeting First

Nothing puts the strain on screening like jumping into it cold. Try spending 30 minutes in person or on the phone a day or two in advance of the screening just to say hello. This will help the candidate warm to you and also give you a bit of insight into their personality that you may not get otherwise. Jumping straight into screening is a bit like a cold call. Set the rules for the introductory call and keep it to a minimum. Even if its just 15 minutes, it will be time well spent.

After the introduction, set the screening call. If all goes well, advance taken to interview #1. You will find it more enjoyable for you and the candidate next time you recruit engineers.

Recruit Engineers

Electrical engineers inspect high-voltage lines at sub-station.

Finally, Recruit Engineers by Giving Them Realistic Problems to Solve

When you bring your engineers onsite for their final interview, it might be a good idea to give them a taste of a challenge they might experience on the job. Of course, there are liabilities in assigning a non-employee a project that too-closely resembles a real one you are encountering on the job. However, modeling a challenge to be similar to a hot button issue that you are currently experiencing is a good way to see if an engineer is up to the challenge.

Have the prospective engineer work on a project that reflects a problem they’ll solve on the job. Ensure it will not take long to complete. Also, pick one that gives the candidate an opportunity to work with someone from the team. Be sure they explain their decision-making process.

agro engineer

Agro engineer inspects the greenhouse test environment.

Recruit Engineers by Closing Quickly

If your team agrees that the engineer would be a great fit, you need to send an offer as quickly as possible. Offering quickly is a big win since many larger companies often drag the offer out for weeks due to the amount of paperwork they must complete.

You can speed up the process by discussing compensation openly. Try to avoid vagueness and posturing for negotiations. Also, move as quickly as possible, and stay responsive in your communication. Finally, showcase your passion for the brand by reminding the candidate of your company’s story, and why they should be excited to be a part of it.

“Despite all of your best efforts, there is still a chance the candidate says no,” Schoettelkotte said. “That is business. The important thing is that you don’t take it personally. Protect the relationship – you might hire this engineer in the future.”

pipeline design

Pipeline engineers check project materials before delivery to the site.

Culture is Critical When You Recruit Engineers

The importance of culture is a big topic. At Manhattan Resources, our process starts before the search, by spending time with our new clients in their environment and meeting with their leadership team, to ensure thorough technical and cultural understanding. This time meeting with the client organization might seem like an unnecessary extra step to our competition, but we believe it to be critical to ensure we can appropriately assess candidates.

We conduct a comprehensive evaluation of the position and where it sits in the organization. We also evaluate any nuanced skills necessary in the right candidate that might extend to team relationships, historical expectations, and less clearly defined aspects of the business. As a result, this dedication to finding the right professional for the technical and cultural needs of the client, at the right stage of the professional’s career, is how we can provide our extended placement guaranty. Moreover, it is how we provide candidates that many times have extensive “runway” for future opportunities within the organization.

We visit each new client on-site anywhere in the country before starting their search, meeting with top leadership and the position’s direct peers. To our competition, this may seem as unnecessary step; but our personal understanding of the client culture and objectives for the role, assessed from face to face interaction, drives our ability to provide true fit among the company, candidates, interim professionals, and consultants.

re-engineering

Industrial engineers optimize a major hospital’s cooling unit to minimize the spread of infectious diseases.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we are there to help you fill mission-critical leadership roles, build high-performance teams, and tackle your most significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>

c level executives

C Level Executives for Companies that Need to Disrupt the Status Quo

By | Blog

c level executives

C level executives today are not measured against the standards once used to select traditional C-suite candidates. The pace of change is so rapid in certain businesses that past wins have less relevance to future business requirements. On the flip side, it is also difficult to project competencies to deliver business strategy five years in the future because rapid change reduces predictions to little more than well-intended guesses.

Furthermore, the traditional catalog of traits shared by most C-suite leaders — such as a boardroom presence and the ability to deliver P&L performance — is not as likely to carry new C-suite candidates as far or even make them stand out as leaders in times marked by disruption across all sectors. In fact, delivery against an organization’s strategy demands clarity of focus as well as the alignment of everyone in the organization. This generates the pace to successfully drive transformation.

simplifying complexity

Successful C Level Executives Simplify Complexity

Today’s leaders must have the ability to simplify complexity and operationalize it. Even when the endgame is unknown, as is true with many new and evolving technologies. A leader must be clear about the challenges the organization will address now. While positioning for current needs, he or she must also guide the organization in flexible planning for future business challenges

Disruption and rapid change often result in layers of complexity that can give a sense of chaos to any business caught up in it. A strong leader should be able to simplify needs to a few strong priorities. Once these priorities are identified, a strong leader will develop clear, impactful communications for a strong, role-specific operational narrative that delivers the strategic objectives. They will adhere to this narrative, delivering it through action and story, allowing it to penetrate the hearts and minds of their organization until it becomes a driving force in the organization’s identity.

Also, a great leader will also be comfortable operating outside of their area of expertise. As a result, they leave the silo mentality behind and look to the overall performance of the entire enterprise. It is more than how one team performs against others in the same organization. It is how everyone is performing, and how teams work together to help each other innovate and achieve new goals in the business environment.

C Level Executives

C Level Executives Lead by Recognizing the Expertise of Others

In addition, a strong leader plays well on teams they don’t lead. Effective leaders learn to step back and let experts take the lead. This places the emphasis on the importance of leadership, both individual and collective, as a means of delivering on strategy, and the focus of team contributions on the strategic rather than tactical maneuvering.

Also, look for a leader’s ability to groom effective leadership in others. This is a strong measure of self-awareness and an indicator of a leader’s ability to develop individuals whose perspectives differ from his or her own. Also, the people a leader chooses to promote are an indicator of the ability (or lack of ability) to create team diversity. The variety of teams, including in the C-Suite, improves strategic execution and rapid exploitation of emerging opportunities. It also promotes the healthy disruption of the company’s traditional ways of thinking and working.

C Level Executives

Successful C Level Executives Exercise Their Intuition

We all have some level of intuition. Today, in this era of disruption, our ability to harness our intuition effectively and leverage it convincingly are more important than ever before. Great leaders sense what’s going on. No one needs to spell it out for them. They have been using their intuition to accurately judge character all of their lives.

Intuition is most highly credible when associated with intelligence. Therefore, the more intelligent others perceive a leader to be, the more likely they will be to respect an intuitive decision.

Of course, decisions that have a greater degree of ambiguity will require more intuition in the decision-making process. For leaders whose background is in engineering, for example, ambiguous decisions can be more difficult to make because these fields are highly analytical and therefore based on data-driven responses. Critical thinking, as opposed to analytical thinking, might be the preferred leadership trait in businesses that lack proven methods or existing markets.

Quite often effective leadership depends on what traits are most critical to the organization’s effective delivery of its goals. When it comes to guiding clients through the exploration of change dynamics, the Manhattan Resources team excels in organizational strategies, techniques and leadership succession.

“In October, we just celebrated 20 years in the business of executive placement and building high-performance teams,” said Manhattan Resources CEO Chris Schoettelkotte.  “Over the past two decades, we’ve refined many business practices for today’s specific technical and organizational needs. You might say we are masters at assembling teams that provide the insight and execution our clients need to be at their competitive best.”

C Level Executives

Transparent Communications Make Successful C Level Executives

Transparency is the new gold standard in the connected world. Fast emerging companies are building a strong economic and reputational presence by sharing everything, from how much money leaders make to how diverse their staff is to where and how they source their materials.

But what do organizations and C level executives have to gain by opening themselves up to scrutiny and competition? A study from employee-feedback company TINYpulse that surveyed more than 40,000 workers found that transparency was the number one factor contributing to their overall happiness.  Also, a poll from Label Insight found that 94% of consumers surveyed said they’re more loyal to transparent brands. Additionally, 73% said they’d even pay a little extra to support an open company.

C Level Executives

Innovation Leadership — Bottom Up or Top Down?

What makes a business stand out is innovation. Whether it is innovation in delivery, production, process, product attributes, or something else. When we fail to evolve and innovate, we quickly lose our relevance. Everyone involved in innovation recognizes that it proceeds through one of two complementary modes: top-down or bottom-up.

Top-down innovation, as seen with Elon Musk’s Tesla and Space X, is launched and fueled by a strong vision. This vision most often is that of the company founder. Of course, it is ambition-driven and implemented by senior leaders who organize the process from vision to reality. It happens with the support of the company’s employees who buy-in and align with the vision.

Bottom-up innovation, for example, is best illustrated by Google. Here innovation is inspired through many ideas initiated by employees. It is driven by internal entrepreneurs and is supported by an organic emphasis on creativity and a can-do culture.

Both of these modes require dedicated leaders, but they have very different characteristics and behavioral modes associated with them.

In order to foster a bottom-up innovation culture, a leader must channel creativity throughout the organization. They must also support innovation champions to challenge the status quo and pioneer new ways of doing things. In addition, they attract and develop entrepreneurs to take risks and make things happen. Plus, they understand the nature of a can-do climate, discern its vitality, monitor changes, and consistently work to improve it.

young executive

Some Traditions Potential C Level Executives May Still Want to Hone

In all business cultures, some traditional skills remain predictors of success in the executive ranks. These tried and true attributes are important assets in prospective candidates for leadership, especially in the C-suite:

  • The ability to think strategically and create direction — Potential C level executives should show the ability to think strategically as opposed to tactically. If you have your eyes on the C-suite, work on a cross-functional project with a major strategic component to demonstrate these capabilities.
  • The ability to develop talent — Promising leaders will demonstrate the ability to build a strong management team. In addition, they will place emphasis on developing talent. This provides the bandwidth to think strategically, identify innovations and work with peers.
  • The ability to drive innovation and manage change — C level executives will identify and allow opportunities for a quantum leap change. These game-changing innovations empower people across the organization.
  • The ability to manage laterally — It’s important to work for leaders to work well with peers across organizational boundaries. Senior executives not only manage teams and organizations, but they also influence peers and build support for their initiatives.
  • The ability to project executive presence — C level executives project self-confidence and are able to deal with conflict rather than avoid it.

Business leaders today have a nonconformist leadership style and emotional intelligence. But even more important to success, they think like an entrepreneur. In doing so, they consistently monitor trends, manage rapid change, adapt organizational culture, and leadership style when necessary. Finally, C-suite leaders must also show resilience and the ability to fit into the corporate culture and manage politics effectively.

c level executives

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience assisting our clients in building high-performance teams. We specialize in oil & gas, retail energy, power & utilities, petrochemicals, manufacturing, distribution, and engineering. For this reason, Manhattan Resources invites you to experience an executive search and business solutions partner like no other. As always, we are here to help you fill mission-critical leadership roles, build high-performance teams, and tackle significant challenges. We measure our success the same way you do. Making sure your team is exceeding corporate objectives and measuring how much our people move the needle for your company. Manhattan Resources has the agility, innovation and business acumen to assume a bold approach. As a result, we will help you take your business to the next level. Find out how the experts can help. Contact Us >>