Posts tagged hire Chicago

HIRE: First Fire

HIRE: First Fire

Is there that one person on your team that causes more stress to you than all the rest combined? The one that continually needs checking up on? Or maybe the one that is just the “weak link”?

It might be time to say “adios” to the ones sucking time and life from you and your business.  They might be productive, but at what? Carrying out the mission and vision of the business or productive at planning the next office happy hour meet up?

It’s never easy to decide when is right to let the ones you originally hired go. Business owners will go to every extreme to ensure they don’t bring on the wrong hire in the first place, but perhaps good hiring actually starts with smart firing.

These two people should be nixed ASAP from your office:

1. The Avoider

Conflict is inevitable in any situation that multiple human beings with multiple personalities and opinions are present.  Conflict comes and goes – it can refine us and build our awareness and ability to develop if handled correctly.

The one in your business that flies out the door to a sudden doctor’s appointment or work meeting at the rise of potential conflict is the avoider.  Starting to get a gage for who this may be in your office?

Conflict resolution takes a time to learn. If hiring millennials they may need extra coaching for what’s the best way to handle themselves and others on a daily basis- so offer it. But after a period of grace, it might be time to let the avoider go if they cannot grow through and develop the ability to handle and resolve a conflict.

 2. Mr. & Mrs. Drama

Need we say more? Did their dog die for the 10th time this year and that’s why they’re late to the staff meeting, again? Did the Starbucks barista flop their late causing a bad attitude all through the morning?  The drama has to go.

If you’ve yet to have Mr. or Mrs. Drama then consider yourself one of the lucky ones. But brace for it, they will come.  They will believe their daily life is E’s newest reality TV show and all other co-workers are their petty extras in the cast.  You’ll see after time they are the source of gossip, arguments and a general force for breaking down the team you’ve worked endlessly to build.

Cut the drama. Cut the lack of productivity. Cut the useless time spent solving a crisis.

Employee management can be a full-time job all in itself, let alone trying to run your business.  Hire right, but know when it’s right to fire off too.

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JOB OPENING: Architectural Sales

Candidate will work with the sole industry leader who is using technology to revolutionize engineering and design.

This company keeps client satisfaction as their key priority and is deeply committed to excellent service from sales pitch to contract work completion.

Recognized for their technological expertise and experience, their success with developing tools and processes for clients needs is what drives their success.

Candidates will be hard working and willing to complete all projects efficiently.

A company with deep work ethic and culture, they are continually noted for completing accurate project quotations and providing timely distribution which is time-saving for all clients.

A young team of committed and formally trained sales professionals drives this company forward.

JOB DESCRIPTION             

  • Present and promote our company’s services to industry professionals including architects and interior designers, mechanical designers, plumbing specifies, as well as encourage the use of new plumbing and architectural product development and tools.
  • Host seminars at these design offices to introduce or update on our company’s free tools and services.
  • Use Customer Relationship Management systems (CRM) for reporting, maintaining and expanding the customer base.
  • Liaise with manufacturer’s factory representatives and wholesalers to generate plumbing and architectural specification packages.
  • Build and maintain rapport with key clients; identifying new opportunities.
  • Work with multi-faceted teams to provide the most up to date product information to industry professionals.


  • A university/college degree or equivalent practical experience.
  • A good understanding of architectural or mechanical practices, regulatory guidelines and rules, safety measures and standards.
  • The availability to travel when required and be located within the territory or region required.


  • The ability to interpret construction documents and specifications with knowledge of local Building Codes and Americans with Disabilities Act
  • Superior client relations, negotiation, and closing skills
  • An outgoing personality with exceptional communication skills, both written, verbal & presentation skills
  • An outstanding work ethic and organization
  • Professional demeanor and appearance
  • Computer proficiency and working knowledge of Microsoft products
  • Formal sales training
  • The availability to travel when required and be located within the territory or region


  • Base salary, car allowance, expenses, laptop, cellular phone,
  • Target based bonus



We are currently recruiting for a New Opportunities Development Liaison-someone with knowledge of (an Actuary).  This is a nontraditional sales role; this position will be more of a marketing position.

This successful candidate will promote features and benefits to companies who may utilize the benefits of using Actuaries in other areas of their company.This person will lead efforts to expand opportunities for actuaries to apply their skills in more varied roles within and outside of traditional insurance and employee benefits roles.

This position will be a full catalyst to explore and develop currently untapped opportunities for growth of a profession that is often rated as one of the best in which to work.Candidate will work to collaborate with internal skate-holders to identify potential opportunities to create marketing and communication programs that will interest new opportunities.

Candidate will also work as main contact for board members and volunteer force to accomplish the key goals of development and expansion.    

As the daily monitor of activities within this non for profit environment, solving problems, determining priorities and the quick ability to take action to ensure high quality support for related growth opportunities is a must.



-Bachelor’s Degree Required in Marketing or General Business

-Master’s Degree in Business is preferred.

-At least 5 years’ experience in association management or experience in marketing or business development in the insurance industry or employee benefits and insurance consulting.

-Experience and demonstrated success in customer relationship management and networking.

-Excellent people skills and communications.

-Public speaking and ability to deliver presentations to various audiences.




Perhaps it’s not about what’s directly on each resume you see, but what’s beyond the resume. Do they have international experience? Have they worked in a vast amount of industries? Was their education a quick or lengthy process? There’s much more to learn about each job candidate if you just “read between the lines” of each resume.


Check and evaluate their level of risk taking – what projects/ jobs have they held that were the “odd one out” to the rest? What was that job and was it a risk worth taking? Perhaps they’ve learned an extremely valuable set of skills during that risk and fail.


Similar to what risk have they taken, what expanded horizons have they reached?  Any international work experience? Has this candidate gone beyond the average job expectancy to complete a specific project that would advance the company? What kinds of things have they possibly done to be above the rest of their colleagues at a previous position?


There are hundreds of professional development trainings and events held each year, what ones has each candidates been part of and how has that helped to develop themselves? Study the extras of each resume and evaluate.


It’s lastly important to come to realistic conclusions on each candidates.  Just because there is more to their resume than a listing of jobs held, does not mean they are automatically your new top sales person – possibly, but it’s always best to hold realistic expectations even if they have a stand out resume.


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College finals are just around the corner.  With a little luck and some quality studying, there will be a fresh batch of new grads seeking employment after the holidays.  Though they might not have a resume packed with work experience, new graduates are actively pursing things they are passionate about.  Recent grads bring an essential skill set when they enter the work force.  When interviewed for a Fast May 2013 article , Mike Steinerd, a veteran director of recruiting, placed great importance at looking beyond the resume and “into the face of the candidate.”


Past performance is usually a good indicator of future success.  In some cases, resumes may be void of an impressive work history.  Don’t focus on what’s missing, take the opportunity to ask questions that will reveal the persons character.  Questions such as: What have they done in the life to make a difference?  Why did they choose one path versus another? Have you had experience volunteering? are a great starting point.  Often these questions will reveal a potential employees thought process and personal drive.  Listen closely to a candidates answers.  How they answer questions could show creativity, determination, tenacity, leadership, relationship strengths, etc.  It is also vital for you to understand their aspirations and interests.


Lydia Dishman, a business journalist for Fast Company, brings attention to companies want for “whole self” workers.  When hiring, this means employers must take their eyes off the resume and look up to see a more “holistic view” of a candidate, says Dishman.  New grads hold a desire to succeed and potential for innovation.  They only need opportunity.


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