Kinsa Group Blog

Today’s food supply chains are undeniably complex.  And in recent years, factors such as manufacturing efficiency improvements, increased product diversity and sheer volume have contributed to an increased risk for large scale food safety incidents, which can reach across countries and even continental boundaries.

I recently read a fantastic whitepaper entitled “Ensuring Food Safety and Brand Protection Through Supply Chain Traceability” which covers, among other things, the importance of developing an automated approach to traceability to ensure food safety. 

Here are a few of the whitepaper’s guidelines for food processors to implement effective product traceability practices:

• define and apply consistent product and process standards across facilties and departments;
• document all supply chain activities that involve the handling, processing and storage of food products, ingredients, packaging, processing equipment, etc.;
• implement a system that facilitates transparent, rapid and complete ”source to sale” auditability;
• consistently collect activity reporting information, and be able to quickly retrieve quality information after-the-fact for up to two years after a product is sold;
• create processes that fit well with existing supply chain business operations.

When it comes to ensuring the success of your food safety and traceability initiatives, having the right professionals on your team can make all the difference.  Kinsa is here to help.  We can deliver the talented food and beverage professionals your business needs.  Contact us today.

Most of us today are conditioned to look for the best possible price.  In most cases, this makes good economic sense.  But when it comes to recruiting services, the company offering the lowest prices isn’t necessarily going to deliver the best value.

Here are a few good reasons why shopping around for the lowest-priced recruiting services might not be the wisest choice:

• Quality of recruiting.  To offer you the lowest price, a recruiting firm may be forced to cut back on the quality and amount of service they provide.  They may not be able to afford the same depth of recruiting and screening.  As a result, they may have more difficulty finding the right candidates for your specific needs.
• Specialization and experience.  Most recruiting firms can find a “warm body” to fill your position.  But unless the firm specializes in recruiting food and beverage professionals, they may not have the depth of knowledge and industry connections needed to rapidly recruit and assess the ideal candidate.
• Bad placements.  For senior management positions, hiring costs can easily add up to tens of thousands of dollars.  Obviously, not getting the right professional for the job can have very costly ramifications.  Consider the following costs of a bad placement:
  • the salary, benefits and overhead of the bad hire for the duration of his/her tenure
  • training costs which you must incur again when the recruiting firm replaces the employee
  • the negative impact on co-workers’ productivity and morale
  • lost business opportunities resulting from errors and poor performance
  • unemployment compensation, severance pay and/or legal fees (in cases where the new hire stays on-board beyond a recruiting firm’s guarantee period)

The bottom line is, many things in business aren’t worth risking.  The quality of your human capital is definitely one of them. 

Kinsa Group:  the Best Recruiting Value for Food & Beverage Industry Employers

The Kinsa Group delivers exceptional value through our comprehensive 8-step search and assessment process.  This process ensures that the candidates we present are qualified, able to perform in your organization, and also likely to accept the position should it be offered to them.

When it comes to specialty recruiting services, you get what you pay for.  Trust the Kinsa Group to deliver the talented food and beverage industry professionals your business needs.

As a manager, you know that empowered employees:

• have the authority, and take the initiative, to make sound business decisions;
• are energetic, passionate and committed to doing a great job;
• are creative and innovative problem solvers;
• continually strive to improve quality, productivity and morale;

all because they feel personally rewarded for doing so.

But while the benefits of empowerment are clear, the steps to creating an empowered workplace may not be.  Use these quick tips to get your business started on the right path:

1. Understand what empowerment really is.  Empowerment isn’t something you do to people.  It’s an environment you create by giving employees goals, information, feedback, training and positive reinforcement.
2. Identify an opportunity for empowerment.  Start small.  Create a work team by selecting a few key employees who have the right skills, knowledge and resources to complete a small test project.  This project should be challenging enough to allow your staff to grow and take on additional responsibilities.
3. Set clear expectations.  Let your employees know what to do and how to do it.  Factors to consider include:  deadlines, channels for sharing information, methods for delegating authority, and ways to check progress / measure success.
4. Provide decision-making guidelines.  Provide clear instructions for when and how to make good decisions.  Explain when it’s okay to the take initiative and when employees should check with team members first.
5. Encourage open communication.  Information sharing is a critical component of an empowered workplace.  Create an atmosphere in which employees feel comfortable expressing concerns and sharing new ideas.
6. Establish accountability.  Provide the advice, perspective and guidance your team needs, but require them to create and manage their own solutions.  If mistakes are made, do not step in and fix them – use them as opportunities for employees to learn.
7. Let go.  Tough as it may be, don’t micromanage.  Once you’ve established clear expectations and guidelines for the project, it’s time to take your hands off the wheel.
8. Provide positive reinforcement.  For empowerment to permanently take hold in your organization, your employees have to want to do it.  So celebrate the successes (however small) your employees have while working on the test project.  Provide the feedback they need to feel respected and valued in their efforts.
9. Review results, then take it to the next level.  Once the project is complete, assemble your team for a debriefing.  How did the group do?  What worked?  What didn’t?  Use the lessons learned to develop a more comprehensive plan for getting your whole company on the road to empowerment.

An Empowered Workplace Starts with Great People

Kinsa can deliver the talented food and beverage industry professionals you need to create an empowered workplace.

A leading global manufacturer of specialty ingredients for baking and confectionary applications is seeking a Dairy Procurement Manager.  This is a solid company with diverse product offerings, continuing sales growth, and a rich tradition and history.

Job Responsibilities

Develop global sourcing strategies for production facilities throughout the U.S., Canada, Mexico, and Brazil.  Utilize your negotiating skills and knowledge of domestic and foreign import regulations to secure cost-effective solutions.  Build upon your relationships with domestic and foreign vendors in the Dairy and Butter Fats markets to foster reliable partnerships.

Job Requirements:

• Bachelor’s degree (preferrably in Business, Procurement, or Food Science)
• Minimum of 5 years procurement or trading experience in Dairy and Butter Fats markets within the U.S. and Americas
• Expertise with domestic and foreign trade and import regulations
• Willingness to travel up to 50%

Compensation:

Salary range is $80,000 – $110,000.  Generous compensation and benefits package with Great Chicago location.  Relocation supported.

Apply for the Dairy Procurement Manager job here.  Or search for other Food and Beverage industry positions here.

Complaints.  Conflicts.  Crises.

As managers, we all have days when we want to just close the office doors and shut ourselves off from our employees.  But as tempting as it sounds, adopting a “do not disturb” management style comes at a price.  Over time, isolating yourself from your staff can lead to disconnected and resentful employees, lowered productivity and a toxic corporate culture.

Fortunately, you can easily avoid management pitfalls like these by staying approachable.  Use the following quick tips to keep your team happy, motivated and working for you:

• Leave your door open.  A manager who does most of his or her work behind closed doors can leave employees feeling alienated and cut-off.  So even if it means additional distractions, try to keep your office door wide open whenever possible.
• Chat up your staff.  Create an environment where workers feel you take an interest in them beyond the work they do.  A simple “Good morning, how was your weekend?” will make employees feel like you care.  If they believe you care, they’ll regard you with more respect and perform better for you.
• Set your staff up for success.  As much as possible, give employees sufficient lead-time to complete projects or tasks.  Ensure that all assignments are explained carefully.  Specify what needs to be done, by whom and within what time frame.  Make yourself available for guidance when needed, and answer employees’ questions in a way that will help them accomplish the goals you have set for them.
• Don’t punish the messenger.  Let your staff members know that they can come to you with potential problems, as well as suggestions on how to improve their processes.  Show them you realize that because they’re the ones on the front lines, doing the day-to-day work, they have valuable insights into what’s really going on.

Our Door is Always Open

Do you have a recruiting question or concern?  Contact Kinsa Group today.  We’re experts in food and beverage industry recruiting, and you can always approach us for the professional advice and information you need.

“Here we go again…”

“Why does everyone else seem to have all the luck?”

“What else could possibly go wrong today?”

Admit it.  At one point or another, you’ve had thoughts like these.  I know I have.  But while it’s perfectly normal to occasionally fall prey to negative thoughts – especially after losing a job or some other stressful event - you must guard against falling into a pessimistic mental rut.

When you’re stuck in a mode of negative thinking, you miss out on opportunities to improve your day and your situation.  Negative thoughts drain your energy and can even threaten your health.  So if your attitude could use some improvement, try some of these tips to eliminate negative thinking:

1. Recognize when you’re thinking negatively.  Pay attention to your internal dialogue and send up a mental “red flag” when you’re thinking pessimistically.
2. Realize that negative thoughts breed more negative thoughts.  Remember, you attract what you focus on – whether it’s what you want or don’t want.
3. Remind yourself that the negative thought is only that – a thought.  In fact, what you’re thinking may have little basis in reality.  Instead, your thoughts could be the result of projected fears about situations that rarely end up manifesting.
4. Find a positive thought replacement.  Rather than fighting against negative thoughts, try to replace them with more positive ones.  Picture a different scenario; affirm something to yourself that’s positive and self-supporting; remind yourself of a recent positive experience.
5. Use humor and fun.  Negative thoughts stress you out.  Change the energy of the situation by thinking of something funny or doing something enjoyable.  The key is to not let your negative thoughts have power over you.
6. Try creative visualization.  When something goes wrong, close your eyes and visualize a positive outcome.  Let yourself see what you want to happen like a movie playing behind your eyelids.  You’ll stop negative thoughts in their tracks and focus your mind’s energy on potential solutions.
7. Take a break.  Even if you’re up against a deadline, take five minutes to stretch, take a brief walk or talk to a friend.  Any respite, albeit brief, will help you reset your attitude and tackle your problem from a more positive perspective.

One More Tip…

If you’re stuck in a negative mental rut because of your job circumstances, Kinsa Group can help.  As experts in food & beverage industry recruiting, we specialize in matching experienced professionals with rewarding career opportunities. 

A small positive action like registering with our recruiting service can break your cycle of negative thinking and start you on a better career path.  So take control of your situation by envisioning yourself in the job you really want – then contact us to turn that vision into reality.

Implementing a faulty or sloppy employee review system can put your company at risk.  One misstep can lead a disgruntled employee to “pull the trigger” on a hairy lawsuit.  So as a responsible manager, how do you keep your company out of the crosshairs?

Here is a quick list of best practices for ensuring your performance reviews are legally defensible:

1. Develop adaptable appraisal forms.  Use flexible forms evaluators can change to suit the type of position available.  The forms should allow evaluators to: incorporate specific job criteria; weight and prioritize attributes and job responsibilities; easily keep accurate, detailed annual review records for all employees.  Should you need to protect your company in the case of a dispute, this standard documentation will provide valuable evidence that evaluators conducted all appraisals in a consistent manner.
2. Train your evaluators.  Provide written instructions on the purpose and mechanics of your review system.  Teach evaluators to base appraisals upon observed evidence – never “gut feelings” or other subjective criteria.  Include information on potential EEO problems and emphasize the importance of accuracy.  Supplement written instruction with role playing, and require evaluators to sign a statement saying they’ve received and reviewed the instructions.
3. Clearly communicate the review process ahead of time.  When review time comes around, make sure employees know:  the purpose of the reviews; the impact they’ll have on employees’ work; how the reviews will be conducted; what to expect during discussions.
4. Require employees to agree to primary job duties.  During the evaluation, ask each employee to review the job duties on which he has been rated.  To prevent later debates, require each employee to sign a statement that the list provided constitutes an accurate and complete list of his major job duties.
5. Safeguard against inaccuracy and evaluator bias.  Emphasize the importance of avoiding stereotypes based on race, sex, age or any other characteristics.  Monitor evaluators and develop a system of cross-checks to ensure evaluators do not go too easy on employees, or consistently rate a particular group lower than another.
6. Summarize and distribute reviews.  Have evaluators write up salient aspects of each employee appraisal and distribute copies to all relevant parties.
7. Have each employee review and sign his evaluation.  After being given the opportunity to review and write in his own comments, require each employee to sign and date the evaluation.  This will discourage employee attempts to dispute the evaluation down the road.
8. Keep a regular review schedule.  Like any other inconsistency in employment actions, failure to provide timely reviews can become the basis for an EEO charge or other frivolous lawsuit.
9. Provide for appeals on grievances.  Give employees the right to appeal performance reviews to a higher level supervisor.  In addition to being a goodwill gesture, this process will also undermine the case of any employee who later attacks the evaluation in an EEO or wrongful discharge claim.

Make it Easier on Yourself

Remember, our temporary employment services save you the risks, time and hassles associated with performance reviews.  Contact us today to learn more.

You probably know that Facebook is a great tool for keeping in touch with friends.  But did you know it’s also a great business tool?  Used properly, this social networking sight can help you market your products, connect with current and potential customers, and enhance your business image.

 
If you want to use FB as part of your marketing/media strategy, but are unsure just how to get started, you’ll appreciate this quick article I found onWebWorkerDaily.com about using Facebook to enhance your business.

Looking for other ways to enhance your business?

Remember, Kinsa Group provides recruiting and assessment services to help you find the experienced food and beverage industry professionals your organization needs.  Please visit our website to find out what we can do for you.

One of the only constants in our industry is change.  How will your business adapt to changes in consumer buying habits?  How will the radical changes that occurred in 2009 impact the future of your organization?

Tony Perazzo, a partner in the San Francisco office of Grant Thornton, LLP, recently contributed his thoughts on the new ways food and beverage industry organizations will be doing business in 2010 and beyond.  Here are his article’s highlights:

• The economy has dramatically changed the way people shop.  Consumers are looking to spend less, making price and value key priorities.  Private label SKUs are becoming more profitable, forcing many retailers to reduce the number of SKUs across the board.  Offering fewer SKUs lowers carrying costs, reduces the likelihood of shortages, and gives retailers more leverage to “squeeze” vendors.
• The recession will likely have a lasting impact on how consumers spend their grocery money.  Price and value lessons will stay with shoppers long-term, fueling the demand for private label products.
• Private labelers, contract manufacturers and even retailers will need to pursue aggressive and novel product development to compete for shelf space.
• Smaller brands and emerging food and beverage companies will have unique opportunities to partner with retailers in producing private label products, and create innovative and higher-value product offerings.  Those companies that best capitalize on emerging consumer trends will win the battle.
• Emerging and middle-market companies should focus on: regaining access to credit to keep pace with product development; streamlining operations; and enhancing operating efficiency.
• Bottom line, higher-value, less expensive product offerings are here to stay.  As a result, innovation, efficiency and strong relationships should be key priorities for food and beverage industry companies.

To view the entire article, follow this link to Food Industry 2010:  Priorities for the New Decade.

Kinsa Group can help you quickly and cost-effectively access the talented professionals your organization needs to capitalize on these trends.  Please visit our website to find out what we can do for you.

“If it weren’t for the last minute, I wouldn’t get anything done.”

“Two rules of procrastination:  1.  Do it today.  2.  Tomorrow will be today tomorrow.”

Although I can’t tell you who came up with these gems (authors are unknown), I can tell you this:  the quotes may be funny, but the consequences of habitual procrastination are decidedly not.  Over time, chronic procrastination leads to a guilty conscience, excess clutter, inefficiency, and has the potential to completely derail an individual’s career.

If you’re the type who occasionally puts off important tasks, you’re not alone.  In fact, most of us procrastinate at some time or another – especially when presented with the option of doing something that’s more enjoyable or comfortable for us.  But while procrastinating may provide some immediate gratification, those effects are only temporary.

The next time you’re tempted to put something on the back burner, try using these tactics to stay on-task, manage your time and get your work done:

• Examine your attitude.  Do you think the world is just too complicated?  That you’re constantly hindered by everyone else’s incompetence?  These are self-defeating, avoidance-producing attitudes and beliefs.  Recognize them as such and try to replace them with more productive, self-empowering beliefs and attitudes.
• Choose the right environment for getting your work done.  You will accomplish much more in an area that’s free from distractions and interruptions.
• Break the project into a set of smaller, more manageable tasks.  If you create an action plan of simpler tasks, you can transform a seemingly overwhelming project into something you can realistically accomplish.
• Do something to work toward your goal every day.  Start with a small task, even if it’s not the most important one or logical first step.  When you complete it, set another goal for yourself.  Once you get on track, you’ll feel affirmed and ready to tackle the next step.
• Reward yourself.  Promise yourself a latte, or some other small reward, if you’ve completed a tough project on-time.
• Ask someone else to check up on you.  Being accountable to another person can make a tremendous difference in your motivation and help you develop more productive routines.
• Do your tasks in the reverse order of pleasantness.  Try starting with the thing you want to do the least.  Once you cross that off your list, the items that follow will seem easier and more enjoyable.
• List the unpleasant consequences of NOT doing the work.  If you see the problems that procrastinating will create written down in black and white, it may keep you on-task.
• Accept yourself.  Give yourself time to change.  Remember, it takes at least 21 days of repetition to form a new habit.  Forgive yourself if you backslide, and praise yourself for all your accomplishments, however small.

Get Your Career On Track

Looking for a better opportunity in the food and beverage industry?  Kinsa Group can make finding the ideal career opportunity easy for you.  Don’t put it off.  Take the first step.  Contact us today.