Celebrating 20 Years

Celebrating 20 Years in Retained Executive Search with Manhattan Resources

By | Blog, Business, Executive Leadership, News
Celebrating 20 Years

Celebrating 20 years in retained executive search, Manhattan Resources is building leadership teams for strong performance.

Manhattan Resources is celebrating 20 years as a leading retained executive search recruiter in the Houston area serving clients around the nation. Thank you for being our loyal friends and clients over the past two decades!

“It is amazing that it has been 20 years and we are still doing so many exciting things,” said CEO and Founder Chris Schoettelkotte. “We are every bit as excited about business today as we were when we opened our doors two decades ago. There are many astonishing things happening in business every day and it is an honor to help our clients adapt to changes, meet challenges in the present, and prepare for the future.”

Join Manhattan Resources as we examine these changes and how businesses and leaders are adapting. We plan to celebrate our platinum anniversary year with special blogs and an anniversary newsletters over the weeks and months to follow.

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 >>

Technology at work

Engineering Recruiters Connect You with Talent Across Industries

By | Blog, Hiring Tips
Engineering recruiters

Engineering recruiters locate highly specialized engineers for new technologies in all industries.

Engineering recruiters at Manhattan Resources give you access to the hard-to-find and highly specialized engineers your business needs to stay competitive. Our skilled candidates range from drafters, engineers, managers and more. We partner with every client and each candidate to ensure that a placement is a mutual fit.

engineering recruiting

Materials engineering is critical to ensure performance integrity.

Never wonder again how you will fill that unique engineering role that is a blend of mechanical engineering and software design. Manhattan Resources is your expert when it comes to finding the perfect engineer for all blended engineering applications in your business. In fact, we have spent the past 20 years placing cutting edge engineers into businesses and industries that rely on being leaders in technology to maintain their economic status.

Engineering fields that stand at the intersection of new technologies and more traditional fields are in high demand. For example, these include materials and structural engineering, biomedical engineering, aerospace engineering, chemical and biomolecular engineering, electro-mechanical engineering, 3D production engineering, robotics engineering, drone and UAV engineering, virtual and augmented reality engineering, and more.

Engineering recruiters

Robotics engineering is an emerging field of study at more universities.

The Future is Now When it Comes to Engineering Recruiters

Never has the future been closer than it is now, especially when you are a business owner. There is nothing more important than staying competitive and the best way to do that is by keeping up with changing technologies. It’s not easy considering the speed that new technologies are evolving. Having the right engineers on board to help with critical decisions regarding technology integration strategies can ease the burden for everyone.

Our team at Manhattan Resources is prepared to help you build a strong team of engineers to not only drive integration processes now but also help you with succession planning. Leading and driving change is a much better position for any business, especially one in a position of strategic leadership.

Technology at work

Technology and engineering meet to plan a competitive strategy.

How Engineering Recruiters Can Help You Avoid Costly Investments

Many companies believe they must make massive changes and large investments to reap the advantages of changing technology. This isn’t true. In fact, organizations that adopt unsuitable software solutions struggle to adapt and actually create a disadvantage for their company and employees.

Strategic business leaders use technology as a core tool to create competitive advantage. They understand that new technology is embedded in products, processes, and business decisions. It is an important consideration in every business decision.

Engineering Recruiters

Engineering students work with a 3D printer.

It may seem easier to continue doing things using the same processes that brought you to success in the first place. Unfortunately, a failure to transform your business when it matters most can allow your competitors to slip ahead. It is important to have engineers onboard that have experience with evolving technologies. This keeps you abreast of critical changes so that you can map out short-term and long-term plans for transformation.

Look for the best ways to make smart transitions in your business. Also, phase in technologies over pre-designated periods of time to allocate costs.

VR Engineer

Engineering in virtual reality.

What Are Some Ways Technologies Might Enhance Processes?

New technologies create digital platforms, speed order processing, and develop digital showrooms. In addition, they reduce translation times and costs. They also create real-time integrated digital ecosystems capable of matching products with customer needs. Engineered technologies can also help reduce maintenance burdens, build the brand experience, and manage digital assets. Finally, technology streamlines customer communications, aligns brand identity standards, improves search engine rankings, and maintains flexibility at the local level.

Digital transformation is the key to manufacturing, production, and fulfillment success. Leaders who invest in technology and engineering to adopt digital processes and experiences have a substantial advantage over their competitors. However, every business needs the right platform and strategy to make it work. And that starts with a strategic approach to technology and engineering recruiting to support smart changes. Contact Manhattan Resources today to learn how we can help support your competitive strategy.

engineering recruiting

Future aerospace engineer?

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 >>

Happy Labor Day

Happy Labor Day from Your Friends at Manhattan Resources

By | Business, Community, News

Happy Labor Day

Wishing You A Safe and Happy Labor Day

We salute the workers in America who make daily contributions to the strength, prosperity, and well-being of our country. Thank you for your dedication and hard work. In honor of our employees and the employees of our customers, Manhattan Resources will be closed Monday, Sept. 2. From everyone at Manhattan Resources, we wish you all a safe and happy Labor Day weekend.

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 >>

executive recruiters

Executive Recruiters Ensure a Good Fit for Your Organization in 3 Important Ways

By | Blog

Executive recruiters prioritize what is important to an organization’s success when identifying your next executive. In fact, when it comes to building the right cultural dynamic for operations, retained recruiting can help fill gaps. That is because this relationship creates a three-dimensional, objective view based on trust and knowledge.

executive recruiters

Executive Recruiters Protect Confidentiality

When recruiting for a leadership role, confidentiality is important for both the company and the individuals seeking an executive-level position. Utilizing a team of executive recruiters will keep the search active while maintaining privacy for the company. At the same time, you receive top-notch, hand-selected individuals who have been properly vetted based on established criteria.

Executive Recruiters Boost Confidence

Executive recruiters give you confidence knowing that a trained professional that focuses on your industry is on the job. Also, your executive recruiters have the network to locate key executives that are open to change.

Executive recruiters will partner with you as an extension of your team. In addition, they take time to learn and understand your organization’s key areas and deliverables. Above all, they vet the cultural fit and uncover the intangible assets each person has to offer.

CFO recruit

Executive Recruiters Ensure Cost-Effectiveness

Cost-effectiveness when recruiting and hiring is at the forefront of any senior executive’s mind. It is no different when engaging external help to augment or own with their recruiting process for key team leaders. Sourcing, interviewing, and qualifying candidates is really an 8+ hour a day job. Unfortunately, there are many other key responsibilities and deliverables on the internal team’s plates. Recruiting often is put on the back burner. That costs the company additional money by not having positions filled. The time saved by retaining an executive search partner is a value you really can’t put a number on.

Whether planning for succession, expanding leadership, or replacing a previous executive, using executive recruiters can move your organization forward. Identifying the right leader is crucial when moderating risk and navigating a complex economic environment. Manhattan Resources is here to help you build a great team as your trusted and knowledgeable partner in growth.

Hiring for Positions that Are Difficult to Fill

Hiring talent is something that affects every business and every level of management. The ability to recruit great talent is key to the ultimate success, or failure, of a business. However, there are certain roles that can be particularly difficult to fill. In these scenarios, there are times when it can be valuable for an organization to partner with a search firm.

The Harvard Business Review reports more than 80% of employee turnover is because of poor hiring choices.  Similarly, research from the US Department of Labor says the price of a bad hire is 30% of the employee’s first-year earnings. As the position becomes more impactful to the business, this number increases exponentially. Long term cost of a bad hire is as much as $211,000 based on a $95,000 salary. Take steps to avoid costly hiring mistakes and consider hiring professionals with a retained executive search firm.

executive recruiters

When to Hire Executive Recruiters

Here are some common scenarios that make working with a retained executive search firm smart and profitable for your company.

Time is Opportunity

The need to allocate internal resources to conduct a high profile search can prohibit a business from growing. Instead of running operations, handling employees, or building partnerships, business leaders are occupied with the job search. What is the cost of a missed opportunity for your company?

executive recruiters

The Role is Beyond Internal Expertise

Often times leadership roles are the toughest to recruit. Primarily, this is because there may not be an internal team member who fully appreciates and understands the role. If they don’t fully grasp the challenges of the role, it will make it difficult to define the parameters. Lacking background, it is nearly impossible to recruit talent and make a sound decision. Let’s say the role is outside the internal recruiter or business leader’s own knowledge base. In this scenario, it is difficult to fully assess a candidate’s answers in an interview. Therefore, it is also difficult to determine the right fit for the organization.

Limited Internal Resources

Not all companies have the luxury of having a dedicated talent acquisition department. Even if they do, this may not be an expansive team. HR departments do so much more than hiring. They are responsible for employee relations, benefits, compliance, training, etc. These responsibilities are absolutely vital to keep an organization running properly. With a finite amount of time and resources, HR departments stretch thin to try to do it all. Good talent can slip through the cracks.

Both from a time and a workload perspective, there are situations when the resources must be ruthlessly allocated. If the role has been open for a long time, or the internal HR department is at capacity, a difficult position to recruit will not receive the attention it needs.

Executive recruiters deal only with recruiting talent. They have mastered tools and strategies to hunt down the best possible talent for any position.

executive recruiters

The Role Needs to be Defined

New roles are particularly difficult to recruit for. That is because, typically, there is no benchmark to serve as a point of reference when determining the skills they need. This is also true for roles in which the predecessor was unsuccessful. Usually, the role will need to be redefined and the department rebuilt, etc. The need for guidance increases exponentially when the position falls outside the standard scope or target profile at other companies. Generally, successful companies find themselves in this position and quickly lean on the experience of executive recruiters.

The Role has a Big Impact

Logically, the negative impact of a poor hire increases with the level of influence a position has within a company. Finding a leader who will define strategy, work with other departments, and create processes should be carefully considered. The cost of a bad hire in this situation can be huge. In some cases, it can take years to recover. Conversely, making a great hire can have a positive ripple effect for years to come. The problem is that internal teams and business leaders aren’t able to search the same places an executive recruiter can access.

CEO speech

Confidentiality is a Critical Concern

When an internal search needs to be kept confidential from staff, partnering with an executive search firm is an obvious solution. What many business leaders tend to overlook is the need for the search to remain confidential to outsiders as well. Because they will be calling on behalf of the company, internal resources immediately alert any person they speak with that change is on the horizon at the company. Only a search firm will be able to speak with interested candidates who may currently be working in the industry, or possibly at a competitor, without divulging the identity of the company to every person with whom they speak.

So Why Hire Executive Recruiters?

The primary reason is that your company needs to win the battle for the most talented professionals.

  • Very often an internal team recruits with a limited field of view. They also lack tools and updated methods due to conflicting goals.
  • Statistics show that as much as 85% of professionals in today’s job market will consider taking another role for a good offer.
  • Because job boards were ranked least effective for finding high-quality candidates by HR News Daily.
  • And because search firms can view your company as either a client or a pool of talent. Better to keep them as a partner

business 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 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 >>

Leadership Roles

Leadership Roles Beyond 2020 and Key Changes from a Recruiter’s Perspective

By | Blog, Hiring Tips

Leadership roles are evolving in the 2020s. And with that evolution of roles, leaders are evolving, too. For instance, leadership is more about guiding not supervising. In contrast to routine task direction, managers and leaders understand what their employees want from their job. In addition, they understand how to achieve the best outcomes. And today, executive leadership knows how to engage and retain employees to get the jobs done right.

Leadership Roles

Talent acquisition is a critical component of business planning especially when it comes to leadership and professional skillsets. Manhattan Resources is prepared to help clients meet the challenges of talent shortfalls that will be felt in 2020. Planning is key to getting ahead and putting the right talent plans in place is crucial for every business. The next decade is right around the corner. Let us help you get started planning now.

Some of the clarifying ways that all leaders adapt are through the development and broadening of base leadership skills. Many of these are active leadership skills such as passion, action, selling a vision, and problem-solving. Of course, these will continue to strengthen in importance for diverse leadership roles in the 2020s.

Adding to the Skill Sets of Core Leadership Roles

Other key leadership skills that continue to be important in the next decade are flexibility, comprehensive thinking, and risk-taking. Leaders will also want to retain focus on humility, empathy, influence, cultural fit, authenticity, and openmindedness.

Leadership Roles

Future leaders and managers are experts at assessing the skill sets of candidates. Not only will team members need to be analytically competent, but they will also need to have soft skills. For example, employees need to demonstrate both creative problem-solving and people skills. Furthermore, managers that identify these competencies and leverage them are in a good position to build successful teams.

Beyond these skills, successful leaders demonstrate that they represent changing thought processes and use them to unite organizations. Similarly, their focus should be on moving groups forward toward a common cause.

Leadership Roles and Leaders Move Fearlessly Forward

Leadership Roles

Leaders that are Agents of Change

Successful leaders and managers in the 2020s step outside their comfort zone and welcome – even drive – change. These leaders have courage, strategic focus, and wisdom to take leaps of faith and find ways to achieve business goals. Above all, they support the evolution of their organization and teams to thrive in rapidly changing environments.

Leaders that are at Ease with the Unknown

The top leaders and managers are comfortable with chaos, uncertainty, and the unknown. They thrive and work well when things aren’t clearly defined or predictable, and they stay fast and nimble to respond quickly and effectively in a dynamic operating environment. These leaders are the ones who are best prepared to take their teams and organizations to the next level.

Executive Manager Traits

The Ability to Identify New Solutions

Similarly, as agents of change,  leaders and managers in 2020 and beyond are innovative and creative, with a demonstrated ability to come up with new solutions. Changing business landscapes and disruptive technology means capturing new opportunities and ideas. These leaders are successful at shaping the impact of disruptive forces of change, rather than being passive and reactive.

Create New Areas for Growth

The best leaders and managers successfully guide their organization and teams through the major cultural demographic shift already in progress. These leaders recognize it as a growth opportunity, and they leverage strategies like cultural fluency and intelligence, innovative team-building, and novel marketing strategies reflecting the new cultural demographics. Diversity is seen by these leaders as not a cost center, but a profit center encompassing the talent and market for strategic growth.

Leadership Roles that Take Action

Leadership Roles

Finding and Closing Opportunity Gaps Quickly

The successful leaders and managers are those who identify and close opportunity gaps in their market. In doing so, they effectively manage competitive threats as they arise and anticipate trends and solutions. Broadening observations to find opportunities, exploring new frontiers, and identifying timing and depth of opportunities are critical elements. In addition, they innovate to overcome opportunity gaps and find new ways of doing things and driving team to evolve to meet goals.

Leading and Managing for Results

The top managers of the future may be those who focus on results only, rather than the how and where of team members’ work. The best managers will act to create work environments where the emphasis is on results and output, rather than hours logged and processes. This reflects a workforce that’s becoming more autonomous and independent, and the impact could be greater job satisfaction and employee empowerment. Leaders will need to have exceptional communication skills and relationship-management ability.

Leadership Roles that Respect and Embrace Knowledge

New Leader Traits

Leading for the Wisdom-Based Economy

As industries move further away from traditional workplace models with top-down, siloed, and hierarchical structures, leaders and managers must support cultures and teams that reflect the wisdom-based, not knowledge-based, economy. Knowledge and information are ubiquitous, so to stay competitive you need to do more with what you know. Promoting diversity of thought, along with continuous evolution, are key.

The Importance of Being Technologically Savvy

Whilst the leaders and managers of 2020 and beyond won’t necessarily be coding experts, they will have a comprehensive understanding of technology applications, capabilities, and trends. They need to have the technical skills to be able to advise their teams, and this can mean IT and other types of technical skills.

As the role of technology in organizations shifts from support efficiency to driving effectiveness and strategic vision, companies will require tech expertise among their senior ranks. These leaders need to be able to delegate between technology and human resources to maximize both types of resources.

Leadership Roles

Leading with Emotional Intelligence

As we leave the top-down structures behind and shift towards flatter and less hierarchical organizations, managers and leaders need to be emotionally intelligent individuals who can understand and invest in their people in order to empower them to flourish. Traits like accountability, transparency, fairness, honesty, and an ability to design systems and processes for humans are unlikely to be replaceable by AI tools in the near future, so they’ll be invaluable in the future leaders of the coming years.

Dealing with Cognitive Overload

As technology tools continue to evolve and the pace of work intensifies, the top managers and leaders of the coming years will be successful at managing cognitive overload. They’ll effectively deal with data and information from multiple sources and continue to adapt to the huge volumes of information moving through organizations.

Leadership Roles that Identify and Adapt

New Leader Traits

Outcentric leadership

The successful leaders of 2020 and beyond will be those who are “outcentric,” as opposed to egocentric. In tight labor markets dominated by millennials, the traditional do-it-my-way approach might not be effective. Outcentric leaders and managers are focused on developing their teams. As a result, they encourage them to be active, valuable contributors and value their input. They empower their teams and don’t micromanage. These leaders focus on the overarching business goal and build and support their team from that reference point.

Self-Discovery in Leadership Roles

Leaders and managers of 2020 and beyond are open to self-discovery. They are willing to explore biases and how they impact their own decision making. By staying open to self-discovery, these leaders stay open to diverse points of view. In this way, they are effective at managing diversity and proficient at encouraging and building on employee input. Because of this approach, they experience more cohesive teams, better employee satisfaction, higher productivity, and enhanced organizational performance.

Leadership Roles

Charismatic Communicators

The leaders and managers are good at communicating in a personalized yet contextualized way. These charismatic leaders engage employees and drive change by sharing personal experience and practical examples. In addition, they ground their stories in the organizational context. Also, these leaders and managers use personal communications to create inclusive teams and demonstrate concern for success and well-being. The outcome of this meaningful narrative can be smoother change, quicker buy-in from team members, and a cohesive team or organizational culture that supports the organization’s evolution.

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 >>

 

executive search firm

Executive Search Firm Selection Tips to Help Pick the Best for Your Company

By | Blog, Hiring Tips

confidentiality

If talent is your most critical asset, how do you choose your executive search firm? It is true most C-Suite executives place recruitment, retention, and development of key talent in their top responsibilities. But what about choosing an executive search firm?

Attracting the most qualified executives and retaining this top talent is seen by many CEOs as a top business challenge. There is good news for busy leaders, executive search firms provide the expertise that positively impacts the success of your search and ultimately your businesses. The key is to ensure you are hiring the right firm for your company.

Confidentiality Matters in an Executive Search Firm

The truth is, the higher you go inside an organization to look for an executive candidate, the less likely they are to discuss their interest with a stranger. An executive considering change not only puts his or her own role at risk, he or she also endangers the value of the organization that is represented.

Executive search firms have a unique opportunity to engage successful candidates that are satisfied in their current roles. Experienced retained recruiters will have access to the highest-performing leaders in an industry. Confidentiality and trust are essential for these candidates. Often they are more comfortable with a search advisor who is not part of the hiring organization. This creates a more discreet relationship to explore a potential new opportunity.

Executive Search Firm

Trusted Executive Search Firm Partner

While confidentiality might be critical to the candidate, its relationship to trust is just one component of the multi-faceted relationship with the client organization. Organizations cannot afford to risk uncertainty about an influential executive’s standing with the company. Therefore, perceptions about uncertainty have a negative impact on organizational culture and the public view of the brand. That impact extends to customers, shareholders, and other stakeholders. Ethical search firms work hard to ensure that searches are conducted confidentially and discreetly.

Perspective and Objectivity

External counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market, and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

talent acquisition

Navigating a Suitable Talent Network

Today the quest is for innovation. As a result, more companies are seeking to attract top executive candidates that can deliver fresh perspectives. Executive search firms rely on their own expanded networks to identify top talent. Similarly, retained recruiters understand the importance of their own client brand and desirability as a target for leaders. They understand how to attract high-potential, high-demand talent. Strong cultural fit and an organization well suited for success are high on the agenda of potential recruits. Your retained recruiter will understand this and be able to navigate these waters.

The Broad Range of Industry Expertise

When you locate a quality executive search firm, they will have an experience-backed understanding of the market. In addition, they will understand your industry as well as the evolution of key functional leadership roles. Similarly, these trends are foundational in your search for leaders who can manage an organization through future transformations. For that reason, look for a firm with years of experience that understands how to assess for learning agility.

executive search firm

Deep Assessment Capabilities

A quality executive search firm will use their deep knowledge of the industry, the organization, and the role to assess candidates against the requirements. The goal is to ensure that a candidate not only looks good on paper but will be the right leader for the organization and its strategic focus. Therefore, an external consultant brings a unique perspective to the process that often includes years of experience across markets, industries, and functions. Their team combines the art and science of assessment to a critical process. Learn more about our assessment and how we learn in-depth about the role and finalist candidates that are presented to our clients.

Planning for the Talent Pipeline

When hiring leaders today, it is important to remember they are also the leaders for tomorrow. Is your organization developing a diverse group of leaders for the future? An executive search firm brings talent assessment and marketplace expertise to this critical process. Subsequently, it helps build a high-performance leadership team that excels now and in the years to come.

Executive Search Firm

Minimize Risk with an Executive Search Firm

Executive search firms reduce the risk of making an unsuccessful hire. Finally, selecting the right retained recruiter puts you in a position to execute proven procedures and aligns you for success.

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 >>

Fourth of July

Fourth of July Story Gives Us a Reason to Celebrate

By | Blog
fourth of July

Fourth of July is a time to celebrate the wonderful freedoms we have in the United States of America. Happy Fourth of July from everyone at Manhattan Resources. We will be closed July 4-5 to honor our nation.

July 4th is a very important holiday here in the United States and a welcome break for all of us in the heat of summer. Our families at Manhattan Resources are planning a long Fourth of July weekend. For that reason, we will be closed July 4-5 allowing all of our employees to enjoy a well-deserved break and celebrate our nation.

You are probably finalizing your Fourth of July plans right about now, too. Maybe you’re headed to a picnic with fireworks, or taking your family to a parade to mark this patriotic occasion. But do you know why we celebrate these July 4th traditions?

Few people do. However, each holiday tends to have a special meaning in our nation’s history. Take a look at just a few of the reasons we toast the July 4th, and how some of us celebrate across America.

Independence Day

The Importance of July 4th — The Date

Think the birth of America took place on July 4, 1776? Well, it’s not quite so simple.

According to James Heintze’s book The Fourth of July Encyclopedia, John Adams predicted we might celebrate our nation on a different day: “The 2nd day of July 1776 will be the most memorable in the history of America. I am apt to believe that it will be celebrated by succeeding generations as the great anniversary festival,” our future President of the United States wrote.

While the Continental Congress voted for independence on July 2, copies of the declaration weren’t circulated for two days — which is why we celebrate Independence Day on the fourth of July. In 1941, Congress finally made the date an official national holiday.

Fourth of July

Fourth of July Fireworks

Lighting up the sky with fireworks was first given the go-ahead in 1777. That was just one year after the signing of the Declaration of Independence. According to the American Pyrotechnics Association, 14,000 fireworks displays take place on the Fourth each year. Because of this enthusiasm, fireworks bring in about $930 million in sales in the United States alone. For instance, major displays take place each year on the Capitol lawn in Washington, D.C., Chicago over Lake Michigan, and in San Diego over Mission Bay.

July 4

Independence Day Foods

Today we have picnics and barbecues on Independence Day. These overflow with traditional summertime foods like hamburgers, hot dogs, salads, drinks, and more. It seems the spirit of excess has always been a July 4th tradition. General George Washington, for instance, handed out double rations of rum to his troops during the American Revolution to celebrate. The spirit of overindulging is still on display today. For example, during Nathan’s Famous Fourth of July International Hot Dog-Eating Contest in New York. At this event, participants try to consume as many franks as possible in just 10 minutes.

Fourth of July

The Parades on the Fourth

Often held in the morning to make room for fireworks in the evening, parades are a long-standing tradition. In fact, they take place across the country and in many major cities, including Washington, D.C. For example, this one begins on Constitution Avenue, featuring big floats, a marching band, and tons of balloons. Early in our nation’s history, these events were about publicly displaying loyalty to the United States over the British Empire.

Fourth of July

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 and build high-performance teams. We will help 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 acquisition

Talent Acquisition Strategies for Your Business and Why Planning Matters

By | Blog, Hiring Tips

Talent acquisition is a critical component of long-term business planning especially when it comes to leadership and professional skillsets. Dozens of studies and surveys have predicted major talent shortfalls that will begin impacting businesses as early as 2020. Planning is key to getting ahead of the talent shortage. Whether it’s determining what positions you need to fill or developing a more effective sourcing strategy, putting the right talent plans in place is crucial for every business.

talent acquisition

“Having a strong acquisition strategy for leadership talent has never been more important than it is today,” says Chris Schoettelkotte, CEO of Manhattan Resources.

However, hiring and retaining the best and most talented employees and leadership is a formidable task — especially when your HR team is already stretched. Putting a talent acquisition strategy in place will help eliminate worry and free up your team to focus on other business matters. While that may all sound like a smart move, how do you get started and what are the most important things to keep in mind when developing your unique talent acquisition strategy?

Outsourcing The Development of a Talent Acquisition Strategy

No doubt talent acquisition planning can be a challenge. For many reasons, it is a good business decision to reach out for assistance. Manhattan Resources has the experience to assist your team in examining the existing organizational structure of your business through the lens of culture and strategy.

“Our goal is a long-term resource approach to attract the best, most qualified people,” Schoettelkotte said. “We spend time on location with your team to experience first-hand what is required for success in your business environment. We then work with candidates to ensure fit and learn what they require to bring their unique skills to your company.”

acquisition strategy

What Makes Talent Acquisition Different from Traditional Recruiting

Unlike traditional retained recruitment to fill a specific job opening, talent acquisition attracts individuals for long-term planning. For that reason, it is ideal for succession planning. Of course, no planning can ever fully eliminate the need to recruit in times of rapid unexpected growth or when a critical leader or professional gives notice of departure. However, these can be covered with gap planning measures.

Talent acquisition strategic planning is a holistic, ongoing process.  Manhattan Resources goes deep into the complexities of your business and industry to ensure technical requirements are properly identified. This also allows the team to asses the ability of talent to meet and grow with your needs while flourishing in your culture. In addition, the Manhattan Resources team works to ensure talent is identified at the right stage of their career for the role. This combination of traits results in the selection and vetting of exceptional placements with significant “runway” or promotability within the organization. Strategic talent acquisition with Manhattan Resources helps organizations create talent pipelines and suitably forecast talent needs for the future.

The Benefits of Talent Acquisition

An effective Strategic Talent Acquisition program has a number of benefits. Most importantly, it helps organizations develop relationships with targeted talent, resulting in a critical professional network. Talent acquisition is a proactive approach with a long-term view that often leads to competitive advantage, lowered hiring costs, and improved quality of hires.

The benefits of talent acquisition can help your enterprise compete regionally and scale globally.

Whether your team operates in four counties or 40 countries, a global talent acquisition strategy can help you target top talent, regardless of where that talent is based. A flexible, border-fluid approach to talent acquisition enables the most creative enterprises to build and maintain position as market leaders.

As a talent executive or HR leader, you can add value by initiating a business conversation around this approach. To help spark the discussion, here are five key benefits of talent acquisition driven by a global focus.

talent acquisition

Improved Operational Efficiency

Especially in the case of more than one location, you are using a single talent acquisition strategy and accessing a talent pipeline that extends throughout your organization. This allows for the promotion of existing employees that have been hired, trained and prepared to advance within the organization. On-boarding investment occurs in less critical roles. Similarly,  workplace morale benefits from the availability of career development opportunities.

Strong Candidate and Employee Experiences

Strategic talent acquisition enables a strong message for candidates as they learn about the employer brand. When all locations use the same strategic approach to talent acquisition, potential employees get consistent brand stories in social media. The message is also consistent when engaging with various company representatives. In addition, your existing employees hear the same messages going out to candidates as what they received when they were candidates. As a result, they feel like a valued member of the company and the professional community. These essential ideas make it much easier to recruit permanent and contingent workers even when entering new regions.

talent strategy

Workforce Diversity Allows for Tangible Business Gains

Advanced collaboration technologies allow for ongoing collaboration with team members in different locations whether your operations are domestic or global. With strategic talent acquisition, you can bring together unique talents from business locations that might otherwise be difficult to tap. This allows employees in your leadership pipeline to broaden their understanding of the organization without long trips disrupting local operations. Effective collaboration in a diverse environment can benefit the bottom line. It also helps promote cultural, ethnic and gender diversity throughout the organization.

Local Insights into Other Markets

According to McKinsey & Company, the number of Fortune 500 companies based in global emerging markets may exceed 45 percent by 2025. Therefore, when expanding into new markets, companies must understand the local culture. This includes the economic climate, business practices, and effective sales strategies of each region. Of course, these can vary greatly throughout the world. Hiring local talent allows your business to integrate into a community quickly and effectively. In addition, it helps you avoid cultural missteps that harm business.

talent acquisition

Using Flexible Work Solutions to Win Key Skills

Flexible work incentives enhance competition for skilled workers. But a strong talent acquisition package lets you attract people who offer unique skills. A study released by International Workplace Group found 70% of employees work from home at least one day a week. In addition, more than 50% work remotely at least half the week.  Similarly, flexible work incentives can often be more enticing for candidates than a slight increase in pay.

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 >>

one overlooked interview question

One Overlooked Interview Question Can Make a Real Difference in Your Business

By | Blog, Hiring Tips

One overlooked interview question can really make a difference in your business. This interview question is not like the others. Why? Because most interview questions look at the past. They ask questions such as, what has the candidate experienced? What did he or she learn on the job? What was accomplished? Few people think to ask the candidate what the candidate can do for you.

one overlooked interview question

Photo by Amy Hirschi, Unsplash

In the end, isn’t that what matters most? Where hiring is concerned, the past is interesting but the future is most important.

So the one overlooked interview question you should probably ask is:

“What can you do in the first 90 days with our company that might make the biggest difference to our success?”

When you invest in a new employee, wouldn’t you like to know that there will be a positive return on his or her salary? After all, that is just smart business. Of course, we all know that some roles have a bigger impact on the bottom line than others.

overlooked question

Photo by Johanna Buguet, Unsplash.

But on that same token, every senior-level employee should understand how their role contributes to the overall productivity of the organization and they should be able to vocalize it. For example, someone joining your HR department might have an impact on lower training costs and improving retention rates. How would they measure the current impact of these factors? What tactics might they deploy to improve the positive impact?

Listen to their answer and go deeper. Ask how and why. After all, a goal without a plan is just a nice dream.

Asking follow-up questions is a great way to to learn more about the candidate’s preparation for the interview, their knowledge of your business, and their interest in the role.

Learn what the candidate really knows about your business.

For example, the candidate has to know enough about your business and your industry to know what truly drives results.

Learn whether the candidate wants the job…or just the job title.

Some candidates only seek the position. Perhaps it’s because the role is the next step on their career ladder, or it means more money, or they want to stop being an individual contributor and start working through others. Whatever the reason, they simply want the job title.

one overlooked interview question

Photo by Croissant Coworking, Unsplash.

Other people want the job. They want to do the work, and the title just makes it easier for them to do that work. For example, they want to be a sales director because they want to sell more. Or, they want to be an engineering manager because they want to design and build more products.

A candidate who wants the title will focus on what they’ve done in the past. A candidate who wants the job will tell you how their past will allow them to accomplish the things they plan to achieve in the future.

Learn whether the candidate intends to make an immediate impact.

Great candidates want to hit the ground running. They want to make a difference. Right away. Which is what you want, too.

Learn more about the candidate’s cultural fit.

Every organization is different and so are the key qualities of its outstanding employees. Finding out how candidates plan to impact your bottom line helps determine if they are a fit. It also lets you know if they have the potential to be an outstanding employee.

Interview Question

Waiting for the job interview.

What attributes does your organization value? Maybe your best employees work longer hours. Maybe creativity is more important than following best practices. Perhaps landing new customers in new markets is more important. Or maybe you place a higher value on building long-term customer relationships.

Or maybe there is a value missing from your organization that you are hoping to add with a new employee. It could be a work ethic, a perspective, a skill set or experience.

Give the One Overlooked Interview Question a Try

The next time you do an interview, give the unasked question a try. Ask your next candidate how they can impact your bottom line. The answers may be enlightening.

You may be surprised by how quickly a candidate you thought was great turns out not to be…and how a candidate you might have overlooked will immediately rise to the top.

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience supporting clients in varied industries. We have roots in oil & gas, retail energy, power & utilities, and petrochemicals, to manufacturing & distribution, legal, and engineering & construction, to name a few. 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 short-term teams, and tackle your most significant challenges. 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 >>

 

Retained Executive Search and Why It is Such a Good Investment in Your Business

By | Blog, Executive Leadership, Job Search Tips, Uncategorized

Retained executive search is one of the best investments you can make in your business, no matter how large or small. Why? Because the most important decision a company or organization makes is its investment in leadership. Well-placed leaders challenge the status quo, inspire people to maximize their potential, and lead your company with growth strategies.

retained executive search

At Manhattan Resources, we gain great satisfaction from seeing the success of our client companies thanks to strong, qualified leadership. Many of the leaders we have placed in client organizations have lead their companies to success. This is the beauty of a retained search in the executive space. It lets you hire leaders uniquely suited to lead teams for powerful results.

On the other side, poorly hired managers can harm a company. Because resources spent on talent recruitment are significant, identifying and applying effective search models are worth the time and effort.

Selecting the Best Search Model

Retained executive search and contingency search are the two primary search models.

Executive search firms often find candidates with diverse backgrounds and 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. Of course, they do charge a consulting fee (retainer) for the assignment, consistent with their in-depth advisory work. Similarly, executive search consultants deliver high-quality service, a slate of highly qualified candidates, and also develop long-term relationships built on trust.

Contingent recruiters seek to place as many candidates as possible in the shortest possible time. They tend to work with many assignments concurrently. If a particular assignment is not getting traction, contingency recruiters have little incentive to continue. Contingent recruiters offer their service with no money up front. Ultimately, they receive compensation for candidates hired from resumes they present. Fees may be lower, reflecting their limited scope of work, but this is not always the case. Contingent recruiters deliver broad access to “ready to move candidates” and a quick presentation of a large number of resumes.

A retained search consultant invests time and resources to understand the client’s industry, company culture, and individual needs. In comparison, contingency recruiters focus on pulling as many resumes out of their database as fast as they can.

Advanced Assessment Methods With Retained Executive Search

Executive search consultants use competency-based interviewing practices and advanced assessment tools to identify talent that best matches the business culture and needs for the client. Multiple interviews with candidates over time and various technologies such as telephone, video conference and face-to-face whenever possible are standard procedures. Also, pure search methods seeking the best talent, even those who are not in anyone’s database, are routine and required to find top talent. This is in direct contrast to the contingent recruiters who rely more on supplying resumes from their database as quickly as possible. Too often it is a matter of quality versus speed.

In contrast, contingent recruiters do not have the time and seldom interview candidates more than once to assess capabilities or do any type of formal assessment. They are all about database search and getting resumes to hiring managers.

What Makes Retained Executive Search the Most Effective Recruiting Method

Retained executive search professionals work with their clients on an exclusive basis. They are dedicated to best practices and doing the job right. Retained recruiters work closely with the client by developing a methodology, action steps, and timing that is realistic and matches client needs. They are truly management consultants. As a result, you are not working alone when you are working with a retained recruiter.

retained executive Search

The goal of the executive search consultant is to present four to five high-quality candidates with the skills, fit, salary, and more desired by you as their client. For example, the intelligence of the retained recruiter is provided through exhaustive research on the industry, competitors, and ideal candidates.

Retained recruiters consistently screen candidates and assess them using current assessment tools. As a result, they are pre-qualified to fit the position and your company culture.

Putting Your Investment to Work for Success

Retained executive search fees range from 25% to 35% with a pre-established amount payable on the front end. Typically, contingency recruiters charge a similar amount upon placement. However, they provide you with much less in return for your investment. The contingency recruiters model is a “No Win, No Pay basis.” Therefore, the dedication of the contingency recruiter’s actions is very limited. They are not set-up to provide the same level of professional services as a retained search model would provide.

With a retained search consultant, you always receive full briefings on the search process, competitors, the market, and the talent pool with regular updates

In conclusion, for best practices and most effective executive search service the retained search model for mid-to-senior level positions is the choice for winning companies.

retained executive search

About Manhattan Resources

Manhattan Resources is a retained executive search and advisory services firm with deep experience supporting clients in varied industries. We have roots in oil & gas, retail energy, power & utilities, and petrochemicals, to manufacturing & distribution, legal, and engineering & construction, to name a few. 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 short-term teams, and tackle your most significant challenges. 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 >>