Current Talent Alerts

CURRENT JOB TITLE: Manufacturing Engineer
CURRENT LOCATION: Southwest Missouri
INDUSTRY: Wire & Cable
EDUCATION: BS Chemical Engineering May 2004
University of Missouri @ Rolla
RELOCATION PREFERENCE: OPEN
CURRENT SALARY $55k
ACCEPTABLE SALARY + $60k
EXPERIENCE: 3 years Manufacturing Engineering and Process Improvement experience in a lean manufacturing environment with the same company since earning Engineering degree in 2004. Advanced AutoCad & Solidworks skills. Single/Renter, easy relocation.

CURRENT JOB TITLE: Project Engineer
CURRENT LOCATION: NW Arkansas
INDUSTRY: Tier I Auto Metal Fabrication Manufacturing
EDUCATION: BSME 12/94
University of Arkansas
RELOCATION PREFERENCE: Arkansas, Oklahoma, and SW Missouri
CURRENT SALARY: $70k
ACCEPTABLE SALARY: + $70k
EXPERIENCE: 7 Years Project Engineering experience in a manufacturing environment including oversight of all phases of Capital Equipment Projects from conception to build to implementation. Design, specify, fabricate and install manufacturing machinery and equipment. Plus 4 years Facilities Engineering experience including establishing proactive and preventative maintenance programs. Familiar with Forging Operations, Pressure Vessel Permitting, Finishing equipment including Electrostatic, High volume low Pressure (HVLP) and conventional spray of liquid paints as well as application of powder primers, paints and clear coats. Strong understanding of pneumatic and hydraulic systems and controls.



CURRENT JOB TITLE: Continuous Process Improvement Manager
CURRENT LOCATION: Memphis, TN
INDUSTRY: Manufacturing
EDUCATION: Bachelor's degree 1994 from James Madison University
MBA 2002 University of Memphis
RELOCATION PREFERENCE: Middle South US
CURRENT SALARY: $70k
ACCEPTABLE SALARY: + $70k
EXPERIENCE: Certified Six Sigma Black Belt, +5 years Plant Continuous Process Improvement Development and Implementation experience. 1 year experience as Manufacturing Manager in Auto Tier I metal fabrication plant. 1 Year experience as materials Planner/Scheduler in manufacturing. Strong background in Supply Chain Management and Logistics. Excellent documented metrics performance improvements in production output, on time delivery and dollar savings.

CURRENT JOB TITLE: Manufacturing Engineering Manager
CURRENT LOCATION: Indiana
INDUSTRY: Auto Tier I (Injection Molding and Metal fabrication)
EDUCATION: BSME (GMI) Kettering University 1983
MS Engineering 1991
RELOCATION PREFERENCE: Indiana, Kentucky, and Tennessee
CURRENT SALARY: $90k
ACCEPTABLE SALARY: ~$100k
EXPERIENCE: + 20 years Continuous Progression Engineering experience; Manufacturing Engineering, Manufacturing Manger, Project Manager, Engineering Manager, Heavy experience in Capital equipment, Lean implementation, scrap and cost reductions, FMEA, Automation, US/Mexico operations and much, much more.

CURRENT JOB TITLE: Human Resources Manager
CURRENT LOCATION: New England
INDUSTRY: Manufacturing
EDUCATION: BSBA 1998
University of Arkansas
RELOCATION PREFERENCE: New England or mid south US
CURRENT SALARY: $100k Base
ACCEPTABLE SALARY: + $100
EXPERIENCE: + 10 years HR experience in a manufacturing environment with Fortune 100 companies like Weyerhaeuser, Sara Lee, Lear Corporation, both Union free/avoidance and Labor relations experience including labor contract negotiations and grievance procedures, safety and employee health experience and Six Sigma Certified. Single/rents - Easy relocation.

CURRENT JOB TITLE: Plant Manager
CURRENT LOCATION: Memphis, TN
INDUSTRY: Manufacturing (Injection molding, Extrusion, Hi-speed assm.)
EDUCATION: BSME from Vanderbilt University
MBA from Vanderbilt University
RELOCATION PREFERENCE: Mid South US
CURRENT SALARY: $130k Base
ACCEPTABLE SALARY: + $130k
EXPERIENCE: Steady career progression over last 15 years with top Fortune 50 US Manufacturing company; Production Supervisor, Manufacturing/Process Engineer, Project Engineering, Manufacturing Manager, Plant Manager with multi site responsibilities, strong MRP and scheduling process and implementation. Full P&L responsibility. Managed facilities with + 300 employees and + $200 Million in revenues. Developed over $500k in cost reductions last year and managed + $5 Million in capital equipment and installations.

Best Practices Tip of the Quarter

by Al McEwen

COUNTEROFFERS!!!
That's one of the dirtiest words in our office! I'll bet you've had it happen to you too. You spend countless hours interviewing and thousands of dollars checking out dozens of candidates for a critical position on your staff. This has gotten you desperately behind on your work. But, you've finally selected your next superstar whom you are absolutely confident is going to save your department and your company and make you look like the manager of the year. Then a day or two before this superstar is supposed to show up on your doorstep you get an email from him (he won't have the guts to call you personally) after he's accepted your most generous offer to say he's decided to stay put at his current company.
Maybe you've been the recipient of a counteroffer at least once during your career. I was once, very early during my career. If you were a young, up and coming professional, like me, you were very flattered. I was lucky that I was working with a very good recruiter at the time, Amy Wood from Memphis, TN. She told me that she "wasn't surprised that my current employer would make a counteroffer to a bright, young up and comer such as myself. But if I was that important to them, why weren't they paying me that amount of money already? Apparently, they had been taking advantage of my good nature and would probably do so for the duration of my career with them." That did it, off I went to my new job! And I'm glad I did. I had a great career with my next employer. Amy continued to be my friend and mentor for many years after that. She retired a few years ago.
Unfortunately, the points Amy used on me don't work as well today as it did back in the early 80's. And even more unfortunate, we've seen counteroffers to departing candidates SKY ROCKET during the last 2 or 3 years. This is due to the escalating war for talent in the US as baby boomers begin to retire in record numbers and as technology and the need for new skills sets shift. Another key reason is because Gen X'rs and Gen Y'rs are far more career mobile than their Baby Boomer counterparts ever were. Thanks to job boards like Monster and Career Builder for that. But another major reason is due to corporate "downsizings" of their baby boomer colleagues since the early 90's. Gen Y and X'rs saw this happen to their parents and older brothers and sisters and they don't feel nearly as much of a sense of loyalty to their employer. The point is, professionals in their 20's, 30's and early 40's are much more likely to accept a counteroffer. They know current statistics say that the average college graduate today will change companies about 10 times during their working career.
So what can we do? Like I said, I hate it as much (maybe more) than my clients. So we are always looking for ways to keep this from happening and trying out new techniques. Let me give you one that we started trying with our clients and candidates at the end of last year that seems to work very well:
When you're interviewing a candidate that you like, near the end of the interview say to him or her, "I don't believe honorable people accept counteroffers. Do you?" Then shut up and let them answer. Unless they don't want you're job, they are going to say "no". Then when you make your offer and your new hire accepts and goes to his current boss to give his notice and gets the counteroffer, they have to be a dishonorable person to call you back and renege on their acceptance of your offer. This will drive the point home with most good candidates that accepting a counteroffer is as bad as a company who would rescind a job offer after it has been extended and accepted during the candidates 2 week notice period.
This doesn't work as well if I say this to the candidate. The candidate might perceive that I'm just saying this as a way to save a sale. (We have a lot of other key points to discuss with the candidate on why they shouldn't accept a counteroffer that I don't have room to type and you don't have time to read). But if you say what I described above to them as their new boss and mentor that going back on your word is dishonorable as a professional, it carries much more weight.
Give it a try and let me know if it helps you keep more candidates that you make offers to in 2008. Also, don't forget to check out our website (www.mrirogers.com). We have more free tips for our favorite clients like you on there. And as always, feel free to call me any time with questions like this or anything else (479-621-0706 ext 305).
Have a GREAT '08!

Laugh of the Day

Two friends are out hunting. As they are walking along they see a huge hole in the ground. They approach it and are amzaed by the size of it. The first hunter says, "Wow, that's some hole; I can't even see the bottom. I wonder how deep it is." The second hunter days "I don't know. Let's throw something down and listen and see how long it takes to hit bottom." The first hunter says, "There's this old transmission here, give me a hand and we'll throw it in the hole. They are standing there listening and looking over the edge and they hear a rustling in the brush behind them. As they turn around they see a goat come crashing through the brush behind, run up to the hole and jump in headfirst. While they are standing there looking at the hole and each other trying to figure out what that was all about, an old farmer walks up. "Say there", says the farmer, "you fellers didn't happen to see my goat around here did you?" The first hunter says, Funny you should ask, but we were just standing here a minute ago and a goat come running out of the bushes and jumped headfirst into this hole here!" And the old farmer said, "Why that's impossible, I had him chained to a transmission."

About Management Recruiters of Rogers, Inc.

Management Recruiters of Rogers, Inc. is an executive and management search firm providing staffing services to companies seeking top-caliber talent.

Because of our industry experience, professional consultants and unparalleled commitment to our clients and candidates, we have successfully fulfilled thousands of assignments since 1996. Our office has been ranked among the top 25% of MRINetwork^TM for 3 of the last 5 years. We enjoy long-term relationships with the great majority of our clients because of our unrelenting efforts to provide them with the highest possible level of service.

Management Recruiters of Rogers, Inc. is an independently owned franchise of MRINetwork, the world's largest executive search and recruitment firm. We offer MRINetwork's state-of-the-art tools and resources for all searches.

PHONE: (479) 621-0706
EMAIL: user@example.com

MANAGEMENT RECRUITERS
OF ROGERS, INC.
102 N First Street
Rogers, AR 72756
PH (479) 621-0706
FX (479) 621-9753
Email: user@example.com