Careerbuilder, Indeed,. Monster, Linked In,. Facebook, etc. 1. Job seekers spend on average 76 seconds reviewing a job p
THEANTHONYMICHAELGROUP Helping Executives, Hiring Managers, HR, & Talent Acquisition Leaders in Food & Beverage Manufacturing Companies to Hire the Top 15% of Leadership Talent across the USA
We posted the job on job boards and social media outlets, sent emails and Linked In messages, but we aren’t getting response from qualified food and beverage manufacturing leadership candidates.
AS A USA FOOD & BEVERAGE MANUFACTURING EXECUTIVE, HIRING MANAGER, HR OR TALENT ACQUISITION LEADER DOES ANY OF THIS SOUND FAMILIAR? PAGE / 2
We are working with other recruiters, but none of the resumes we have seen meet the qualifications we are looking for (lack of proper education, years of relevant experience, track record of measurable outcomes). Food and Beverage Manufacturing Leadership Recruiters call us about our job posting saying they have the perfect candidate, but when we finally speak with them it turns out they don’t have a candidate after all. We find a candidate we like, but when it comes time to make an offer we end up losing them to factors that could have been vetted out ahead of time like not being able to relocate or not being able to meet their salary requirements. We’ve hired someone through a recruiter before, but when the candidate only lasted a few months the recruiter wouldn’t, or wasn’t able to, resolve our issue.
Not enough qualified candidates to interview Candidates don’t have the combination of technical skillset and leadership acumen Candidates have the skillset, but don’t fit the organization’s culture
COST TO HIRE The cost of a mishire, can be close to
13 TIMES A LEADER’S SALARY
(direct/indirect costs)! Wasted time, money, effort, and resources interviewing unqualified or undeliverable candidates Monetary costs associated with recruitment tools (Job boards, Linked In Memberships, Networking Events, Search Firms) that don’t deliver the right candidates
SPEED TO HIRE
LACK OF QUALITY CANIDATES
U.S. FOOD AND BEVERAGE MANUFACTURING LEADERSHIP RECRUITMENT CHALLENGES
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The longer a leadership position sits vacant, the more strain it puts on existing team Increased risk of higher attrition from putting too much responsibility on existing team members Delayed time to market with new products Greater risk for quality and safety issues Worry about keeping the business afloat vs prospering
TRADITIONAL FOOD AND BEVERAGE MANUFACTURING LEADERSHIP RECRUITMENT METHODS
BUT…TRADITIONAL RECRUITMENT METHODS ARE FAILING AND IT’S NOT YOUR FAULT!
METHOD
PROCESS
SEARCH FIRMS
1. Post the position on job boards 2. Call candidates with resumes posted on job boards 3. Send mass email to database 4. Send Linked In messages 5. Cold call 6. Often, unknown end-to-end, step by step recruitment process
1. Linked In Inmails have a response rate of approximately 17-26% 2. Email “open” rate is 14.37% in Manufacturing space 3. Cold calling, especially by a rookie can have success rates of less than 5%
1. Post the job on company website & job boards 2. Send mass email to database 3. Utilize social media outlets (e.g. Facebook, Linked In)
1. A mere 3% of people who visit a careers page end up applying 2. Only 32% of the marketplace is considered “active candidate” status 3. Not fair to expect domain expertise given volume of reqs (forced to only present candidates that apply; lower urgency to fill position given volume of jobs to fill for company)
INTERNAL RECRUITMENT
JOB BOARDS/ SOCIAL MEDIA OUTLETS
Careerbuilder, Indeed, Monster, Linked In, Facebook, etc.
RESULTS
1. Job seekers spend on average 76 seconds reviewing a job posting before submitting resume 2. Food & Beverage Manufacturing Leadership candidates with resumes posted are bombarded by so many people calling them about opportunities, hard to get your company’s opportunity to stand out
IMPACT ON FOOD & BEVERAGE MANUFACTURING EXECUTIVES, HIRING MANAGERS, HR, & TALENT ACQUISITION LEADERS 1. Wasted time, energy, effort interviewing the wrong candidates (recruiters rewarded for speed to present resumes vs. accuracy) 2. Lack of confidence you are interviewing/hiring the top 15% of talent based on recruiter’s need to screen very quickly and go after low-hanging fruit, up to 68% of untapped talent you will never know exists 3. Risk of damaging your company’s brand with multiple/mixed messages in marketplace
1. Frustration by lack of volume of qualified candidates and time it takes to fill a critical leadership role leaving more stress and responsibility on you and your team 2. Lose candidates to competitors who have a faster hiring process 3. Lack of confidence you are interviewing the top 15% of Food & Beverage Manufacturing Leadership talent (gap of up to 68% of untapped talent) 1. Online job board tools and social media recruitment memberships can be thousands of dollars often offering NO GUARANTEE of success & very little ROI 2. Huge time investment of sorting and screening, scheduling, interviewing, and negotiating 3. Lack of confidence you are interviewing or hiring the top 15% of leadership talent (gap of up to 68% of untapped leadership talent not reachable via these outlets 4. Lose candidates to competitors
Meanwhile, your search continues to sit open causing more angst and stress on the team. You’re either spending hundreds of thousands of dollars on contract services or
THIS MEANS THAT ANY GIVEN TIME UP TO 68% OF THE POTENTIAL CANDIDATE MARKET REMAINS UNTOUCHED! PAGE / 5
you are putting more responsibility on the team to pick up the slack internally. If the latter is the case, you run the risk of increased turnover and decreased morale. The talent acquisition/recruitment team believes they are doing everything they can to attract the right leader and the Hiring Manager is trusting HR’s recruitment processes, but yet progress seems painfully slow to both parties.
DON’T WORRY, WE CAN HELP
IDENTIFY, ATTRACT, QUALIFY, AND HIRE THE TOP 15% OF US FOOD & BEVERAGE MANUFACTURING LEADERS PAGE / 6
15%
THE TOP
THE SOLUTION
IDENTIFY ATTRACT QUALIFY AND HIRE
OF US FOOD & BEVERAGE MANUFACTURING LEADERS
We at The Anthony Michael Group recognize that while leadership recruitment plays a vital role in the vitality of your organization it is not your only responsibility. However, it is ours day in and day out. To help you solve these challenges you need a system that:
• INCREASES MARKET VISIBILITY AND THE ABILITY TO ATTRACT THE TOP 15% OF FOOD & BEVERAGE MANUFACTURING LEADERS (QUALITY) • DECREASES LEADERSHIP RECRUITMENT COSTS • INCREASES SPEED TO HIRE NEW LEADERS
QUALITY:
SNAPSHOT OF U.S. FOOD & BEVERAGE MANUFACTURING LEADERSHIP MARKET:
Increases market visibility and the ability to attract the top 15% of US Food & Beverage Leadership talent: 1. A market map that provides a gateway to over 92% of the candidate target market. 2. Define Success. Rather than focusing on a job description, create a performance profile. What previous experiences and success stories can help predict future success at your organization? The performance profile will attract the top 15% of candidates while simultaneously excluding the bottom 85%.
OPERAT I ONS
17,09 6
WAREHOUSING, LOGISTICS, DISTRIBUTION, TRANSPORTATION, PURCHASING, PROCUREMENT
COST: Decrease Food & Beverage Manufacturing Leadership recruitment costs: 1. The top 15% of candidates are motivated to make a career change based on four fundamental factors (other than money). Offering a higher salary doesn’t necessarily guarantee a stronger candidate. 2. An agency partner that functions as a trusted advisor versus a salesperson will help you attract the right talent for the right reasons. Your agency partner will also give you the peace of mind that you are hiring that person at the most competitive rate taking into account cost of living, market compensation, skillset, and internal equity at your organization. Further, in partnership with you, measures should be taken to improve retention rates saving substantial mishire costs.
SPEED: Increase speed to hire US Food & Beverage Manufacturing leaders: 1. By mapping the entire candidate market and utilizing various strategies to create authority in the marketplace (e.g. podcasts, webinars, 24/7/365 value-add content/branding strategies. etc.) you will increase your visibility, credibility, and engagement with the top 15% of US Food & Beverage Manufacturing leaders. 2. Once visible, the speed to identify, qualify, attract, and ultimately hire leadership talent significantly increases.
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19 ,6 24
HOW MANY OF THESE POTENTIAL CANDIDATES ARE AWARE OF YOUR ORGANIZATION AND AVAILABLE OPPORTUNITIES?
5,421
S UPPLY CH AI N
4,6 05
ENGI NEERI NG
15,182
ENGINEERING (NON-MANAGER)
11,542
QUALI T Y-F OOD S AF ET Y
6,013
M AI NT ENANCE
T
OD SAFETY & QU O F D E OV ROI, FASTER TIME ALITY R P TO M , IM R&D O ER P OF UP T 68% OF ARK T T BE , GA HIRE BOTTOM 85% AVAIL E CH
TTR REA S IVE I T I O NE D T E A M RY ON COM PANY OBJE CTIVES
ER OUTPUT
, HIGH
COST TO HIRE
T RE A N D R A , WAS IN DIRECT TS, GREATEYR L L T E D TI C O S E N ERG COS M E, EFF O RT, T
EA DR
L I MI T E
SPEED TO HIRE
T,
QUALITY: TOP 15% OF FOOD & BEVERAGE MANUFACTURING LEADERS
ALEN LE T
C DE T Y, A L O S T P R O D U C T I V I G H E R DEL ID E A M O R A L E , H I , FAST L CA N D I DATE, LESS TRAINING
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AB
AM G FOOD-BEV TALENT DELIVERY SY STEM RESU LT
EC I R I D IS H E R E HIGISHK OF M R OV R
E W O L
US FOOD & BEVERAGE TALENT DELIVERY SYSTEM STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
STEP 7
TRIAGE CALL
ATTRACTION and AUTHORITY
CANDIDATE ENGAGEMENT MAXIMIZER
FILTER FOR SUCCESS
PUT ON THE BRAKES
SEAL THE DEAL
ATTENTION ON RETENTION
AMG conducts Evidence Based Assessment Interviews based on 7 key factors which weeds out bottom 85% of
This crucial step is why our final interview: hire ratio is so low (2:1). We ensure that there is 80% certainty that a successful placement can be made prior to scheduling final interview. This step includes four elements of due diligence.
The Anthony Michael Group maintains an offer acceptance rate of 98% or better. By this stage, 98% of the offer pre-work will have already been completed. Candidates view us as a trusted advisor vs. a salesperson allowing our team to ensure your offer will be accepted prior to extending it and to ensure you don’t overpay.
Just like you strive to provide outstanding product quality, our job after the placement is to help you and your team retain this leader. You have a head start because this 7-step talent delivery system helps hire leaders based on intrinsic motivations vs compensation.
Collaboratively develop performance profile which will target top 15% of food and beverage manufacturing leaders.
AMG deploys AMG receives aggressive up to a 70% 24/7/365 and 1: response rate many digital from inbound marketing candidates strategies which based on provides our established clients a direct trust in the pipeline to the marketplace as additional 68% of a result of the in-demand, results driven food and constant output of value-add beverage content and 1: manufacturing many in-bound leaders not marketing reached by strategies. antiquated 1:1 strategies (job postings, cold calls, email blasts).
food and beverage manufacturing leaders
while honing in on top 15%. Present the most qualified and deliverable candidates based on this interview.
OUTCOMES ACHEIVED FOR YOUR MANUFACTURING ORGANIZATION • Identify, attract, qualify, and hire the top 15% of food and beverage manufacturing leadership talent while excluding the bottom 85% • The right hires made for the right reasons (intrinsic motivating factors vs. money) • Final interview to hire ratio of 2:1 with at least a 98% offer acceptance rate • Stronger retention rates based on the candidate filtering process
AMG GUARANTEE
As your trusted advisor, we are here to ensure our client’s satisfaction just like you are there to ensure your customer satisfaction. We are so confident in our recruitment system that we offer a candidate onboarding guarantee of up to 1 year. Inquire today for more details.
If you are an Executive, Hiring Manager or HR/Talent Acquisition Leader at a US Food or Beverage Manufacturing organization
IGNITE YOUR FOOD & BEVERAGE LEADERSHIP RECRUITMENT STRATEGY PAGE / 10
who is struggling to land the top 15% of USA food and beverage manufacturing leadership talent, those results-focused candidates who have a track record for improving return on R&D investment, quality/food safety, time to market, market share, and/or financial performance you are not alone. Many of our clients, prior to partnering with us, experienced the same set of frustrations. By helping our clients successfully hire over 120 results-driven leaders, our founder Mitch Robbins, has consistently ranked in the top 2% of leadership recruiters worldwide. Mitch and his team can lend this expertise to you as well.
ABOUT OUR FIRM PAGE / 11
The Anthony Michael Group is a search firm that focuses its efforts on helping Executives, Hiring Managers, HR, and Talent Acquisition leaders in Food & Beverage Manufacturing companies within the U.S.A. who struggle to identify, qualify, attract, and hire the top 15% of leadership talent. These leaders help the Food & Beverage Manufacturing companies they work for by improving R&D return on investment, quality, food safety, speed to market, overall market share, and financial performance. The primary emphasis of The Anthony Michael Group’s efforts is centered around leadership roles from the Manager level up through the Executive President level.
FOR MORE INFORMATION ON HOW OUR TEAM CAN HELP YOU IMMEDIATELY, SIMPLY CLICK ONE OF THE OPTIONS THAT IS BEST FOR YOU BELOW. Show Me How to Land the Top 15% of USA Food & Beverage Manufacturing Leadership Talent Now!
Download the Free Report 7 Killer Mistakes that STOP Top Leaders from Joining Your Food or Beverage Manufacturing Organization
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Click Here to Get my Free Copy
CONTACT US THE ANTHONY MICHAEL GROUP 300 E. MILLER COURT #1193 CASTLE ROCK, CO 80104 720-961-1800
[email protected] WWW.THEANTHONYMICHAELGROUP.COM
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FOUNDER MITCH ROBBINS Our founder, Mitch Robbins, has an extensive background in the recruitment and staffing industry. Prior to founding The Anthony Michael Group, Mitch worked for two of the most prestigious, nationally recognized search firms Spherion and Management Recruiters International (MRI). Mitch achieved a ranking as high as #12 out of over 3,500 recruiters within MRI and consistently ranks within the top top 2% of recruiters in the USA. He was the recipient of multiple achievement awards for excellence in recruiting. These included the Southwest Region Rookie of the Year, and MRI’s Pacesetter distinction. Mitch has been the choice of the experts to deliver training to both rookie and seasoned recruiters across multiple disciplines on numerous occasions.
