Make the Best of the Holiday Season!

The Holiday Season is upon us as 2021 rapidly comes to a close. It’s been a crazy year but thankfully, not as much as 2020. Business is bouncing back. Those furloughed in 2020 are probably back at work. And, our children are back in school. That is not to say that we haven’t faced continued challenges created by the pandemic. There is a lingering imbalance in the supply and demand equation for labor. Supply chains are struggling to recover, and inflation is driving up prices. It is safe to say that we are in a better place than last year. I think next year will be better still.

The holiday season isn’t necessarily an ideal time to close deals or land a new job. People are distracted by other matters. They are busy closing the books on the fiscal year, on vacation, or engaged in their social calendar. Typically, this is the time to reflect on the year to determine our progress and prepare for the New Year.I have learned that, like me, most of my colleagues have a year-end closing routine. It is what successful people do. They think in a systematic way, planning, evaluating and adjusting. Share on XThey are accustomed to setting goals and measuring their results. This year, I decided to check in with a few of my colleagues to gain insight into their year-end closing routines. I was interested to hear their ideas. I knew that I would learn something useful.

It came as no surprise that everyone I talked with has a year-end closing routine. My colleagues talked about taking stock of their results compared to their professional and personal goals. They all talked about taking inventory of their accomplishments and shortfalls. Lessons learned and things to improve are memorialized. It is their first step in preparation for a prosperous new year. They use this process to determine goals and priorities for the New Year.

I noticed a few differences among them, however, mostly related to areas of emphasis. Some talked about a final push to maximize revenue and minimize accounts receivable. Others spoke about pushing income into the following year. They all spoke about accounting for expenses in the current year. It makes sense, of course, as professionals understand the importance of accurate accounting.

Year-End Closing Routine

- Close the Financials
- Recognize Employee Contributions
- Evaluate Results/make plans to Close Gaps
- Express Appreciation to Clients, Vendors, Mentors

A notable difference in approaches to the year-end routine seems to be between corporate employees and their entrepreneurial cousins. Corporate employees seem more internally focused, whereas entrepreneurs have a broader perspective. Also, there is a different focus between employers and those in private practice. Employers spoke to showing appreciation to their employees with year-end celebrations and financial rewards.

Still, others talked about reaching out to their clients to express gratitude for their business and check-in with prospects. The most exciting feedback was from those keen on expressing gratitude to customers, vendors, and mentors. One of my colleagues, Barry, said that he makes a point to call each of his clients and vendors to express his gratitude. He also calls prospective clients to remind them of his interest in helping them. Another talked about reaching people who had made significant contributions to their success. Recipients of such calls have said the impact is powerful! I like a personal touch, especially in an age when it is easier to send a fruit basket or an email. A personal phone call is much more meaningful.

Year-end closing routines are an essential component of sound business administration. Accurate accounting for the year’s results sets the baseline for planning and budgeting. Additionally, it reduces the risk that a spotlight will illuminate your business by the taxing authorities. However, this time also presents an opportunity to focus on key relationships and networking. Jobseekers should continue their networking efforts at an elevated activity level, while employers should recognize their employees’ contributions. Business leaders could thank their vendors and customers. Strengthening relationships may be your most crucial year-end activity. We should express our gratitude to key constituents who have contributed to our success. Consider making a personal call. It will make an enormous impact.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

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October 31, 2021

I logged into LinkedIn but landed on Facebook!

I am a long-time LinkedIn user. According to LinkedIn, I was one of the earliest adopters. It is a powerful tool that I use extensively in my executive search business. I use it exclusively to promote my brand and to find candidates for my searches. It is an excellent product that is easy to use and has enhanced my productivity. It has become more valuable since the Microsoft acquisition, until recently at least. However, it’s not perfect.

Over the years, several distasteful trends have appeared on my LinkedIn feed. My favorite is the one I call the “Russian Bride Scam.” That was crude, comical, and so transparent. I almost miss that trend. Even now, I am approached by women allegedly looking for a romantic partner. At my age, those solicitations are more annoying than flattering. They are easy to spot as their profiles are sketchy and their photos are inappropriate. There is the “agent for an international corporation” scam. I am not clear how this scam works, but I am confident that the objective is to separate me from my money. I have had recommendations from contacts to become a mystery shopper for a legitimate company. Message to those scammers, I had extensive experience with mystery shopping programs during my corporate career. I’ve got your number! And, of course, the “Nigerian Scam” is still out there in one form or another. It is so sad that people still become entangled in these scams at a rate sufficient to keep the grifters in business. More recently, insanely aggressive appointment-setting pitches have bombarded my inbox. These pitches may not be a scam, but they are undesirable. During the 2020 Election Cycle, I found more political content on my feed. Political posts are particularly annoying to me.

Many solicitations are the result of someone hacking into the account of a legitimate user. Fortunately, most are obvious and ignored. However, dealing with unwanted solicitations consumes time, which one cannot recover. I do not appreciate distractions on my feed that cost additional time and energy better used for my goals.

Receiving messages better suited to Facebook, Instagram, or some other social media platform is frustrating. Share on X Now, don’t misunderstand. I appreciate compelling human interest stories. People that have beaten cancer give me great hope. I am a sucker for stories about your pet. I get a warm, all-over feeling inside when I see a video of veterans returning from overseas combat assignments. I am a military brat, after all. And, I enjoy seeing your accomplishments, beating the odds, ascending to new heights in your career. Notwithstanding suspicions to the contrary, I am a human being. Nevertheless, I believe one should post human interest stories on some other social media platform.

I am not the only user who has become increasingly annoyed by people using LinkedIn as if it were Facebook. I am not alone in my belief, as I have talked to many people, including LinkedIn gurus, who share my angst. Some say that the Covid-19 lock-down is partially to blame. I believe that to be true. In an article published in Inc. Magazine, Chris Dessi noted that LinkedIn is evolving, so I must adapt. That may be correct—I plan to adjust to this evolution by navigating around the not-so-professional aspects of LinkedIn. I have begun blocking people whose content is not relevant to me, and I have changed my Account Preferences to eliminate political content. Hopefully, LinkedIn will create new filters to make eliminating unwanted content easier.

I believe that LinkedIn is an important application that helps me achieve my career goals. I use LinkedIn to build my brand recognition. That is why I am a subscriber. I find it well suited to making new connections. It has improved my effectiveness in finding candidates for my search assignments. I don’t believe you should use LinkedIn to convey human interest stories. If you continue to use LinkedIn like Facebook, don’t be surprised if people begin blocking your posts. Your brand will suffer.

I recommend that LinkedIn creates more rules and filters so we can achieve peak productivity. That is the evolution I can embrace.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

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October 10, 2021October 11, 2021

Create a Job Search Management System!

While gainfully employed, we are comfortable using systems, processes, and procedures to accomplish our work. We use CRM systems to help us build and maintain our customer base. We have applications to help us with project management and to improve the quality of our teamwork. We use calendars to plan our work by day, week, month, and even year. We have systems to communicate with our customers and prospects, known as marketing. We are comfortable working in a structured environment for a paycheck. However, I find it interesting that many job seekers don’t have a system to manage their job search efforts. As you can imagine, they spend more time in a job search than their better-organized peers.

I am a big fan of Scott Adams. Surprisingly, many people don’t know that Scott Adams is the creator of the Dilbert comic strip. Those that know of Scott’s connection to Dilbert may not know that he earned an undergraduate degree in Economics from Hartwick College and an MBA from UC Berkeley. Scott is an author, an entrepreneur, and an investor. He has written non-fiction books on satire, persuasion, political commentary, and business. Before becoming a cartoonist, he worked for major telecommunications and banking corporations. Scott believes in systems. He has said that goals without supporting systems are useless. I agree. Achievers always use a system to deliver the results they seek. I like his message so much that I recommend his books to my coaching clients and those looking for advice on a job search. I recommend that you become familiar with his work too.

I assume that you know the exact parameters of the job you seek. You know what you want to do, where you want to do it, and your compensation requirements. You have an excellent resume, bio, cover letter, and business card. Your elevator pitch is exciting and provocative. You understand how to make a helpful connection using your conversational skills. You continue to receive referrals to people who can move you closer to meeting with a hiring manager. Now, how do you manage all of that activity and maintain momentum? Let’s consider the fundamentals of an effective job search management system.

Your Job Search System Tools

- - CRM Program – Gmail, Outlook, LinkedIn, etc
  - Email Marketing List – Your Network
  - To-Do List/Follow up assignments
  - Expense tracking/mileage

Your most relevant job-search tool is your email management program. Share on X Every personal meeting or phone call will result in follow-up actions that must be captured and tracked. There are many options to consider, but I am most familiar with Outlook and Gmail. Gmail or Outlook provides you with the CRM components you will need for your job search. Outlook offers all the power I need from a CRM system. In my business, I use the address book to categorize my contacts as clients, or search assignments, active prospects, and the candidate’s job function, among others. As it is a database, I can query my address book and print reports as needed. Job seekers may want to use a similar method. I make good use of the “Notes” block on each, and there are many additional data categories that you can use.

Secondly, to maintain contact with your network, I recommend a subscription to an Email Marketing Service (EMS). Services like MailChimp and Constant Contact provide you with a professional image while minimizing the risk of losing your email privileges. Most of these services are free until you have 1000 email addresses in their system. Most job seekers will not reach that limit. Use your EMS to check in with your network, at least every other week. Advise them of your progress. Remind them of your ideal situation and any additional information that will help them help you. Similarly, LinkedIn is a powerful application to use in tandem with your EMS.

Your calendar application is an obvious requirement to ensure you are always where you need to be. It helps record reminders and follow-up items. I synchronize my laptop to my iPhone and iPad, so my calendar is always with me, one way or another. I use the Calendly app to make it easier to schedule appointments. Calendly ensures that I do not waste time trying to schedule a meeting. It has proven to be an excellent productivity tool. Your calendar function has the additional capability to improve your productivity. Add links to your appointment to allow you to access files or pull up the LinkedIn profile for your meeting counterpart. I also use MileIQ, which automatically tracks and reports my automobile mileage.

While you are in job search, proceed as if you are gainfully employed, full time. Much of your effort will be communication with your network to expand your reach and eventually talk with hiring managers. Organize and structure your activities as you would if you were employed. Take full advantage of your email management program to keep track of your activities and plan follow-up actions. Use LinkedIn heavily, to enhance these efforts. Subscribe to an Email Marketing Service to keep your network abreast of your progress and remind them how they can be helpful. Track your progress and adjust accordingly. Plan your work and work your plan. Create a system to support your work and evaluate your progress. Enjoy becoming employed again.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

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October 3, 2021October 4, 2021

Why Network?

Reciprocity – “The practice of exchanging things with others for mutual benefit, especially privileges granted by one country or organization to another.” From Google’s English Dictionary provided by Oxford Languages.

Last week I wrote on the importance of conversation, especially for networking success. The genesis of that article was the recent dialog I had about networking. Many of the folks participating in those discussions were frustrated by their lack of success. They complained that their conversations were not leading to follow-up meetings. Some confessed that their conversational skills might be the problem. In my post, I spoke to the need to respect the other person in the conversation. I recommended that you listen intently and show interest in the other. I explained how to make a connection. The other issue was the need for an effective networking strategy. I inferred that they did not understand the foundation principles of networking. I will address that issue now.

So, why network? Because it works! Reciprocity is the foundational principle for networking. Most human beings are hardwired to repay a gift or kindness with something of similar value. It is a powerful concept that resides deep in the human psyche. It is fundamental to the development and maintenance of long-term relationships. Networking employs the concept of reciprocity to building new relationships. It is essential to expand the number of people whom you know and who know you. People you can help and who can help you, your network. Humans build their careers, businesses, and social circle by networking.

If networking is such a powerful concept, why do many people find it difficult and unfulfilling? My experience leads me to believe that these folks engage in networking activities only when they have an immediate need. They begin networking when they are under pressure to find another job. When they find their next job, they stop networking. Their mission is to find another job. Their orientation is on themselves.

Notwithstanding what they may say, reciprocity is not their guiding principle. It is easy for people to recognize and avoid purely self-centered networkers. Understandably, these people have an unfavorable opinion toward networking. If you seek continued success, networking must be a routine part of your life. When you find that next job, continue to grow and nurture the network you have created. Share on X

Your network is among your most valuable assets, but many don’t make that connection. Like most investments, it requires maintenance. One proven way to enhance the value of your network is to become an active member of a relevant group or organization. Many professionals benefit from membership in a professional association based on their job functions. These associations help you maintain your professional credentials while increasing your network. Organizations more generally focused on a specific industry segment can serve the same purpose while providing current information on the state of that segment. Memberships in extracurricular interest groups can be helpful too. Also, consider groups like college and university alumni associations, those supporting a particular hobby, or charitable organizations. College alumni associations are beneficial to young professionals working to build their careers. If you have the time and inclination, take a leadership role in one of your interest groups. It will enhance your reputation while generating new opportunities.

Taking full advantage of the resources available through LinkedIn is another powerful way to enhance your professional status.

- - Make sure that your profile is complete.
  - Post your material and comment on those of your connections.
  - Make endorsements and recommendations.
  - Participate in interest group(s).
  - Acknowledge Birthdays.

Summary and Conclusion

Networking is the process of generating new mutually beneficial relationships. Based on the principle of reciprocity, it is the primary method people employ to find new business opportunities and build their careers. The point is to talk with people willing to connect you to other people, eventually to a hiring manager seeking someone with your skills. The more people you speak with, the better. Those folks can amplify your activity, but you prepare them properly. Make it easy for them to introduce you. Remember, networking is a give-and-take process. If you are not helping others, they will not be motivated to help you.

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so; please leave a comment.

October 1, 2021

Announcing a New Search: Customer Experience Leader – DTC Home Meal Replacement Brand

My client is a subscription-based meal delivery service, is looking to expand its Marketing & Development team. Although their kitchen is in Upstate, New York, this opportunity is remote–the east coast time zone is a must.

This Brand is all about real food, made simple. Healthy, chef-prepared, 100% real meals that save you time, reduce food waste, and are farm fresh. The meals are vacuum-packed into food-safe, recyclable pouches to lock in the freshness, flavors, and nutrients of never-processed non-GMO ingredients. We are seeking enthusiastic talent interested in working in a fast-paced and rapidly growing environment.

We are looking for a Leader of our Customer Experience team — moving us from a service center to a sales and retention center. We want someone who has no desire to go along with the status quo and, instead, pushes themselves and others to challenge, reimagine, optimize, and innovate. This is the ideal position for someone ready to move to the next level in their career …. build the position into a critical part of the business operation.

For More Information, follow this link: https://wp.me/p5XzxG-N0

This document is presented to you in confidence. All communication, whether written, oral or electronic should be addressed to:

Jim Weber – President
New Century Dynamics Executive Search

James E. Weber, President
New Century Dynamics Executive Search
Johns Creek, GA 30022

Tel. 770-649-7051; Cell 770-354-2817; e-mail; jimweber@newcenturydynamics.com

September 26, 2021

A Useful Conversation

Last week I moderated two separate networking group meetings. That is not particularly interesting or noteworthy, except that they shared the same topic and presenter. The subject was “Freelancing and the Fractional Executive as a Career Option.” One group was primarily job seekers, whereas the other was composed of independent consultants and small business owners. I found it interesting that a major topic of conversation in both meetings was how to become a more effective networker. It is a fundamental issue worth further exploration. Relationships develop by expanding your network. It is how people find jobs and new customers. The ability to initiate and maintain a conversation is an essential skill in this regard. Even so, many demonstrate insecurity about their ability to have a meaningful discussion. If one cannot master this skill, your networking efforts will be frustrating. Share on X

If you spend your time watching national news broadcasts by the major networks or on cable news channels, you could easily conclude that the art of conversation is dead. Regrettably, much of what we see are professional propagandists talking over one another. It’s not much in the way of conversation. Those programs are challenging, even painful to watch, unless you are into train wrecks. They should never be confused with a thoughtful conversation or an exchange of ideas. Instead, we should seek out healthy conversations. It’s how we humans learn, transact business, and build relationships. It is fundamental to our survival and our ability to thrive. Even so, it is mysterious and intimidating for many. It seems like a lost art from our distant past. I have good news, however. Effective conversation is a relatively simple skill that anyone can master.

I spend most of my day in conversation, at work, and off, as you might imagine. Much of that time is helping professionals improve their networking skills. It is the one area that generates the most interest. Job seekers and business people trying to expand the reach of their brand know that they need help in this area. My contribution is devoted to asking questions and listening carefully.

So what makes for a compelling conversation, especially with people you don’t know and have recently met? An effective conversation is an exchange of information where both parties benefit. On a deeper level, it is a dialogue that develops and strengthens a relationship. The best way to establish a relationship is to show interest in the other person in the conversation. Ask relevant questions and listen carefully to their response. By showing interest in another, you begin to build a bond that can lead to a relationship. Wait patiently for an invitation to discuss your interests. Waiting to talk is difficult for many people as they are anxious to present their background. Networking Pros understand that they must help others first. All good conversations develop by a respectful exchange. Create goodwill with the other by asking thoughtful questions. Practice active listening techniques. Understand their motivation for the meeting so you can establish common ground and offer your help.

Key Factors for Effective Conversations

- Demonstrate a genuine interest in the other person
- Be respectful, don’t interrupt or overtalk
- Use your active listening skills, verbal and non-verbal, to understand nuances.
- Make the other comfortable; mirror, maintain eye contact,
- Ask an open-ended question to understand and keep the conversation going
- Ensure that the time, place, and situation is optimal
- Use non-verbal communication to convey interest and understanding

I am sure that these points are familiar to you. You have heard this before. So why is it that you are still apprehensive about your ability to hold a conversation? I suspect it is because you have avoided practicing these items.

If you want to become more effective as a networker, work on your conversation skills. A good conversationalist is considered exciting and sincere. You will experience greater success in building relationships that further your career and social life. Fortunately, like most things in life, the skills required to initiate and maintain an interesting conversation are easy to master.

For further reading in this connection, check out these articles.

https://www.fastcompany.com/3027801/5-ways-to-have-great-conversations

https://www.wikihow.com/Have-a-Great-Conversation

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so; please leave a comment.

September 19, 2021

Build for Success

This week I had an interesting conversation with a senior executive recently released from a major brand. Let’s call him John. He has the benefit of an Outplacement Program, which will be helpful as he has not had to look for a new job in a very long time. He reconnected with me to discuss his situation and to seek my help. John was interested in my opinion of his goals relative to the current market for his skill set.

John gave me the background on his separation, saying that it related primarily to the COVID-19 pandemic. His former company is restructuring to better adapt to the competitive situation, eliminating his position. He went on to say that their culture has deteriorated. He said it had reached a point where he no longer felt comfortable working there. He was upbeat about his prospects, however.

John’s recap surprised me as his company has executed a successful re-positioning program. It has been rocking the market. I was disappointed to hear about their current situation. I had thought their culture was far stronger given their recent success.

When I ask job seekers to describe the ideal situation they seek, I usually hear the same response. People are looking for a growing brand with products they respect. They want to join a company that is a good corporate citizen with a healthy culture that rewards excellence. You know, utopia. More precisely, a major brand like the one they just left, only better. John was not an exception. He is looking for the same thing. However, he will soon learn that his opportunity is with emerging brands, not established companies.

The demand for people like John is with companies that can only aspire to his ideal at some future date. Even before the effects of the pandemic, employers were more focused on maintaining their competitive position and profitability than building a culture for long-term success. These companies are struggling to remain relevant.

I do not mean to say that no one is trying to create a great work environment. I have several clients, albeit mostly startups and emerging brands, that are making an effort to build distinctive cultures. They are following established models that support standard management practices. I applaud their wisdom and enjoy helping them staff their team.

Other clients have become spectacular failures, in part because they did not make it a priority to create a culture supportive of their ambitions. In some cases, the culture was rotten at the very top of the organization. In one situation, the Executive Team was so out of sync regarding strategy and execution that they inadvertently created a chaotic environment. The result was Chapter 11 reorganization and, ultimately, liquidation of the business. I could write a book about that situation, but the short story is an excellent concept destroyed by incompetent leadership.

Maintaining a culture to support success through each stage of a company’s life cycle is not easy. Share on XOften, the people who helped you through startup, for example, are not viable as you move into rapid growth employing professional managers. Some people will be able to adapt to the challenge, but others won’t. How do you tell an employee that helped the brand achieve the initial success that they cannot go to the promised land? All you can do is make their separation as positive as possible, recognizing them for their contribution to the company.

Having completed a bit of research, I found a rich bibliography for your consideration. Much of what I found describes how to build a culture of excellence. I have provided links at the end of this article if you are interested in further reading.

Healthy cultures do not just happen. It requires a concerted effort. I have seen the powerful effect of a rigorous focus in this regard. Companies that build their cultures enjoy the benefits of sustained success, including a definite recruiting advantage. If you believe you have a competitive product and an effective strategy, ensure success by focusing on your culture. This effort will probably require the help of outside resources. There are many firms to consider that will enrich your process with credibility and expertise. Their experience will help you proceed at a quicker pace while avoiding common mistakes. If you want to build a culture of excellence, I suggest you get started immediately and reach out to professionals for help and guidance.

https://www.hrexchangenetwork.com/hr-talent-management/articles/7-tips-for-creating-a-culture-of-excellence

https://medium.com/@andrewsenduk/how-to-build-a-culture-of-excellence-c9689b852d30

https://www.firedupculture.com/culture-of-excellence/

https://www.fingerprintforsuccess.com/blog/culture-of-excellence

https://www.bizjournals.com/bizjournals/how-to/growth-strategies/2014/04/3-key-steps-for-building-a-culture-of-excellence.html

Thank you for visiting our blog.

Jim Weber – Managing Partner, ITB Partners

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so; please leave a comment.

August 30, 2021October 20, 2021

New Search – Director of Information Technology – Midwest-based QSR

Are you a restaurant GM who is savvy about restaurant management information systems and technology? Would you like to transition into an IT Leadership role? If so, my client wants to talk with you! Share on X

Job Description Summary

The Director of Information Technology will manage and direct the company’s information technology (IT) operations, ensuring the department provides efficient and effective technical support services. S/he will strive to always provide exceptional service to both internal and external guests and will be responsible for exemplifying the culture and commitment to guest satisfaction.

Essential Job Functions

- Oversight of technological systems, planning, implementation, storage, back-up, and maintenance of IT systems and processes
- Develops excellence at our corporate and franchise POS software and operations, is responsible for new installations, and makes sure that all help desk tickets are answered efficiently and communicated to the user.
- Ensure technology system controls are in place to comply with corporate policy and PCI standards
- Identify security vulnerabilities and recommend strategic solutions
- Develops and implements business continuity protocols to minimize disruption to business operations in the event of emergency situations or data loss
- Provide administrative access to POS files, tracking, reporting, and works with other departments
- Establishes efficiency and efficacy standards, providing recommendations for improvement of IT infrastructure
- Maintains Support Center hardware, software, and infrastructure
- Repair and replace hardware in stores or at the Support Center
- Analyzes IT infrastructure and systems performance to assess operating costs, productivity levels, upgrade requirements, and other metrics and needs
- Develop, manage, and track the IT department’s annual budget
- Oversees security of systems, networks, and enterprise information
- Facilitates IT security audits or investigations
- Develops and maintains relationships with external IT vendors and service providers
- Position may require after-hours coverage to include late nights and weekends
- Position requires oversight of the entire Information Technology team
- Provide direction, guidance, training to IT staff including hiring and handling employee concerns
- Performs other related duties as assigned

Experience and Education:

- Bachelor’s degree in Computer Science or equivalent experience required
- At least 5 years of experience as a Restaurant General Manager.
- Prior experience working in a Restaurant Corporate office setting is preferred but not required.

Job Requirements:

- Must be a United States citizen or possess a valid work permit
- Must have a valid driver’s license and meet company driving standards
- Must be at least 28 years of age
- Must have excellent leadership and coaching skills
- Must be a positive example for franchisees and team members
- Ability to work well under pressure
- Ability to accurately follow instructions, both verbally and written
- Must be highly detailed orientated
- Must have a strong working knowledge of office computers, hardware, and the internet.
- Working knowledge of SpeedLine Point-of-Sale equipment and software
- Working knowledge of SpeedDine Online Ordering System is a plus.
- Working knowledge of PUNCHH Loyalty and Guest Engagement Platform is a plus.
- Ability to work in a fast-paced environment
- Ability to travel overnight for a week at a time for new restaurant openings
- Possesses excellent listening skills
- Possesses excellent communication skills
- Must be professional in appearance and demeanor
- Always ensure a teamwork environment
- Ability to work a flexible schedule that may include evenings, weekends, and holidays
- Ability to deal effectively, interact well with our franchisees, guests, and team members
- Ability to resolve problems/conflicts in a diplomatic and tactful manner
- Passion for creating a “Best in Class” experience for our franchisees, guests, and team members

Working Conditions:

- Reports to the CFO and works with all departments regularly
- Has supervisory responsibility for direct reports
- Must be able to stand and walk throughout the shift
- Must be able to lift, and/or, carry up to 25 lbs. at shoulder height and push/pull up to 75 lbs.
- Must be able to perform simple grasping, fine manipulation; repetitive hand and arm movements frequently; squeezing and overhead reaching occasionally

Benefits and Perks:

- F&B Discounts
- 401K
- Paid Time Off from Day 1
- Medical Benefits
- Sick Pay from Day 1
- Vacation available from Day 1
- Bonus paid annually
- Base salary $60,000 per annum

This document is presented to you in confidence. All communication, whether written, oral or electronic should be addressed to:

James E. Weber, President
New Century Dynamics Executive Search
9370 Stoney Ridge Ln.
Alpharetta, GA 30022

Tel. 770-649-7051; Cell 770-354-2817;

e-mail; jimweber@newcenturydynamics.com

August 15, 2021August 15, 2021

How to Staff an Emerging Company

I work with many startups and emerging brands. They have become the core of my business. It gives me great satisfaction in helping them with their recruiting needs. When my colleagues and I created ITB Partners, our strategy was to focus on this sector. Companies in this phase of their life cycle face decisions that carry significant risk. One or two bad choices can sink an otherwise viable company, even if they have proof of concept. We believed we could help emerging companies achieve success by avoiding business-killing mistakes. Recruiting new employees is one of those high-risk activities.

A growing company will eventually need to increase its staffing level. They must approach this high potential risk with caution. For many of my clients, i.e., emerging brands, the first consideration is to find an outsourced solution. Many job functions can be outsourced, including accounting and human resources. A recent client had even outsourced most of their marketing function. However, a viable outsourcing strategy requires a strategic-level employee on staff to manage the outsourced function.

A good example is to hire a Controller or CFO to manage the outsourced accounting function and interface with the financial community and investors. Mission-critical job functions probably cannot and should not be outsourced. Early on, outsourcing non-mission-critical job functions may be a better use of a company’s resources. It is also a valuable way to reduce the risk associated with an expanding workforce.

Some Pitfalls.

- Adding too much staff too soon.
- Failure to use outsourced solutions
- Lack of prioritization of positions to fill
- Lack of processes for recruiting and selection
- Lack of training for interviewing and selection
- Lack of a coherent reason why someone should join your company

Recruiting for startups is different from hiring for a going concern. As I say, the risk is more significant. The costs for hiring a non-competent employee or someone whose behavioral issues negatively impact the culture may significantly affect a small company. Established companies have less difficulty attracting good employees. They have people, processes, and systems to ensure an effective recruiting and selection process and lower risk profile. They have an established culture and look to fill positions with people who reflect their mission.

Small, emerging companies have fewer resources, are less political, and have a bias for action. Speed rules! Entrepreneurs often have unconventional management styles. They can be chaotic. Employees working in these environments must demonstrate a high degree of flexibility and adaptability. Job roles have a wider scope, requiring employees to have a broader experience. It requires employees with greater self-confidence who are comfortable in an ambiguous, less-structured work environment. Many entrepreneurs lack training in recruiting, selection, onboarding, and retention. Job descriptions are challenging to create as ideal candidate profiles, and behavioral components may be more important than skills and experience. Finally, an emerging company may have more difficulty selling employment opportunities as their brands are unknown.

What to Do?

- Begin with a plan!
- Set staffing priorities w/timeline for hires
- Can function/position be outsourced?
- Establish processes for recruiting, selection, and onboarding.
- Determine training needs of key managers and decision-makers.
- Determine selection criteria (skills, experience, cultural fit)
- Determine employer’s Unique Selling Proposition – Why should I join this company?

Let’s assume that you have a process in place to determine if a function should be covered by a contractor, an outside resource provider, or to hire W-2 employees. You have determined that you need a significant addition to staff in one or more mission-critical areas. Your solution is to hire employees to meet this need. How should you proceed?

As with any initiative in business or life generally, a successful outcome usually begins with a plan. Actionable data is required to develop an effective plan. So, what is the information you need? First, understand the work to be done and the importance of that work to the current year P&L. In other words, a cost-benefit analysis for each position you need to fill. This information provides the priority for filling each position.

The second consideration is the capabilities of the people involved in this project. One of the most significant issues I encounter is the lack of training and development among the people managing the recruiting and selection process. Share on X Often, they do not have the skills and experience to create and execute an approach that works. It is a common problem among emerging companies. To compensate, I must devote my time to help the client build those skills. If recruiting and selection skills are in doubt, consider training and development and the use of outsourced resources.

To summarize, you have determined that increasing your company’s employment base is necessary for growth. But adding employees carries risk. You understand that minimizing this risk is critical to your company’s survival. Fortunately, you can mitigate this risk by improving the skills of those responsible for recruiting and selection. The solution is to find a consultant or a program that will give your managers the training and development they need. The cost of failure in this regard cannot be understated.

Announcing a New Operations Manager Search Assignment

New Century Dynamics Executive Search is pleased to announce that we have been engaged to find an Operations Manager for a Pizza Take-Out/Delivery Company in Central Ohio.

Operations Manager | Job Expectations

Reports to: Chief Operating Officer

Direct Reports:

- Multi-Unit Manager
  - General Managers

Schedule expectations:

- Variable shifts and days
- Evenings and weekends as needed
- 45-50-hour workweek

General Job Expectations:

- Autonomy to meet the goals of the role position and company, bring value, and process improvements.
- Create an economic system to meet labor profitability goals offsetting company overhead.
- Execute the company’s core focus – Proud to always serve unmatched quality in both pizza and experience – in all areas of responsibility.
- Review financial statements, sales or activity reports, or other performance data to measure productivity or goal achievement or to identify areas needing cost reduction or program/process improvement.
- Coordinate activities between all departments for smooth and efficient implementation of food and beverage initiatives, service initiatives, operational updates, and training programs.
- Direct and coordinate operations, service, menu, restaurant environment, cleanliness standards, management development service style/system, food safety, and internal marketing initiatives at the restaurant locations.
- Minimize security threats, shrinkage, and profit loss through regular audits, develop loss prevention procedures and hold teams accountable to security guidelines.
- Assist with planning and implementation of annual events and company meetings as required.

Core Areas of Responsibility:

Customer Retention

- Motivate all managers and team members to become knowledgeable, organized, and task-oriented so they may use their energy, passion, and drive to focus on the customer.
- Monitor guest feedback and take action on trends.

Supervision

- Lead manage and hold accountable direct reports using the EOS model.
- Coach, train, and develop direct reports.

Quality Control

- Ensure all product and customer service standards are met.

Process Management

- Approve Operational Manual edits (all processes used in food production, sanitation, and customer service) and update the Operations Manual.

Catering

- Prepare menus, budgets, and goals.

Vendor Relations

- Facilitate open discussions and communication with managers, team members, and other business or vendor partners to improve organizational efficiencies and practices.
- Implement or oversee environmental management or sustainability programs addressing issues such as recycling, conservation, or waste management.

For more information, contact Jim Weber.

Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@newcenturydynamics.com

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Some Pitfalls.

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Operations Manager | Job Expectations

Reports to: Chief Operating Officer

Direct Reports:

Schedule expectations:

General Job Expectations:

Core Areas of Responsibility:

Customer Retention

Supervision

Quality Control

Ensure all product and customer service standards are met.

Process Management

Catering

Vendor Relations

For more information, contact Jim Weber.

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