According to the Employee Benefit Research Institute’s Retirement Confidence Survey (as reported by Workforce.com):

• about 36 percent of respondents cite the poor economy;
• 16 percent say their lack of faith in Social Security is forcing them to postpone retirement;
• 13 percent claim they simply can’t afford to stop working.

As a result, workers say they are more than twice as likely to work up to age 70 or older – a 25 percent increase from just a decade ago.

Rising numbers of older individuals remaining in the workforce creates both challenges and potential benefits for employers.  On the one hand, workers delaying retirement adds pressure to companies already struggling to reduce payroll as profit dwindles.  A glut of older workers also threatens to clog the talent pipeline for organizations who want to bring in new employees – at lower salary levels.

On the other hand, companies for which knowledge loss is a concern stand to gain a welcome benefit from a more mature workforce – less “brain drain.”  Key managers have more time to plan for the departure of older workers, and therefore can be more strategic in retraining or transferring institutional knowledge.

As older workers continue to delay retirement, HR needs to respond by reevaluating the way they manage human capital.  Instead of paying older workers to retire, HR should look for creative ways to take advantage of the shift in workforce demographics:

• Create cross-mentoring relationships. In a traditional mentor relationship, older, more experienced workers share knowledge with their less experienced counterparts.  When it comes to technology, however, younger employees are often more savvy.  Organizations can foster reverse mentorships, in which younger workers share their knowledge in areas like online social networking.
• Find new ways to attract younger workers. In a time when career advancement is likely to become more difficult, organizations should focus on new ways to bring top performers on board.  When HR can’t necessarily offer rapid upward mobility to new talent, they can offer lateral movement.  Lateral moves can help younger employees broaden their knowledge bases, become more valuable to the employer (increasing job security) and become more marketable overall.

Kinsa Group can help your organization proactively manage its professional and executive human capital needs as our workforce changes.  We provide recruiting and professional placement services with a specific focus on the food & beverage industry.  Serving companies throughout the United States since 1985, we are able to recruit and assess candidates for positions in:

• Executive Management
• General Management
• Sales
• Marketing
• Operations & Plant Production Management
• Research & Development
• Food Science
• Quality Assurance
• Food Safety
• Human Resources
• Engineering
• Maintenance
• Supply Chain and Purchasing
• Warehouse Management
• Finance & Accounting

How will your food & beverage organization address the shifts in workforce demographics?  We at Kinsa would like to know.  Please leave your comments below.

It would be easy (and logical) to use this question as a launching pad for a sales pitch.  The true answer, however, is more complex.  What’s right for one employer, under a certain set of hiring, employment and market conditions, is not necessarily right for another.

So how do you decide if you should hire on your own, or partner with a recruiter?  Here are a few critical questions to consider:

Evaluate Your Current Hiring Practices

• How do you typically hire personnel?  Have you always done it yourself, or do you have a good working relationship with a recruitment firm?
• How much do you really spend hiring staff on your own? Be sure to consider HR time, legal costs, management interview time, opportunity costs, vacancy costs and the cost of a bad hire – in addition to the cost of advertising.
• Do your DIY recruiting methods yield enough qualified candidates?

Conduct a Needs Analysis

• Do you have the time and resources available to properly recruit, screen, interview, assess, reference check and follow-up with candidates on your own?
• How much would it cost you to replace a bad hire in this position (i.e., do you need a guarantee)?
• Does your hiring situation require confidentiality or anonymity?
• How quickly do you need the available position filled?

Consider Current Market and Employment Conditions

• What is the current unemployment rate – not just in general, but specifically for the level/type of professional you need?
• How desirable is your location?  Have you had difficulty attracting candidates to work there in the past?
• What are the emerging industry trends which could impact your ability to hire the talent you need?

Consider the Advantages Recruiters Offer

With budget constraints remaining a key concern, you may lean toward a DIY approach for recruiting.  But before you start posting to job boards, remember these key advantages Kinsa can provide:

1. Improved focus. We free you to focus on your key priorities.
2. Specialization. We know how and where to find the high-caliber talent you require.
3. Contract labor. If your needs are short-term or project-oriented, we can provide access to the skilled professionals you need without adding to your headcount.
4. Access. We maintain robust candidate databases and relationships with passive job seekers.
5. Simplification. We save you considerable time and stress, while ensuring that correct selection and screening procedures are utilized.
6. Guarantees. We reduce the stress, expense and risk involved with hiring and/or replacing a new employee.

When working with a recruiter makes the most sense for your organization, Kinsa is the ideal choice for your professional search and assessment needs. With over 25 years of experience, a dynamic, team-oriented staff and a focus on the food and beverage industry, we are uniquely qualified to deliver the A-level talent you need.

We’d love the opportunity to help you analyze your recruiting needs and determine if our services could help you hire more quickly, accurately and at a greater cost savings.  Please contact Kinsa today.

This is one of the questions posed in a poll by the Society for Human Resource Management titled “Challenges Facing Organizations and HR in the Next 10 Years.” The survey responses, gathered from 449 HR professionals, show that:

Getting and Making the Most of Human Capital is a Key Priority

• Nearly half of the respondents (47 percent) cite obtaining human capital and optimizing human capital investments as the top investment challenge for businesses over the next 10 years.
• 29 percent of the respondents list obtaining financial capital and optimizing financial capital investments as the top challenge.
• Obtaining intellectual capital and optimizing intellectual capital investments comes in third at 12 percent.

To Attract, Retain and Reward the Best Talent, Organizations Should:

• Allow flexible work arrangements. According to 58 percent of HR managers surveyed, providing flexibility for employees to balance their life and work responsibilities is the most effective way to attract, reward and retain top performers.
• Cultivate a culture of trust and fairness. 47 percent of respondents say that creating an organizational culture where trust, open communications and fairness are emphasized and demonstrated by leaders is a key priority.
• Provide meaningful work opportunities. 40 percent of HR managers say that designing jobs to provide employees with meaningful work that has a clear purpose in meeting the organization’s objectives optimizes the organization’s ability to engage and keep top talent.
• Demonstrate a commitment to employee development (29 percent).
• Offer a higher total compensation and benefits package than organizations that compete for the same talent (23 percent).

While these survey results aren’t earth-shaking, they do serve to underscore an important point.  As businesses like your food & beverage organization emerge from the recession, they should get ready to compete for talent.

Kinsa Group can help you prepare.  We’ll develop and execute a proactive strategy to recruit the top professionals and senior-to-executive level management candidates – from warehouse and supply chain managers to C-suite executives – you need to succeed.  Contact Kinsa today to learn more about our recruiting and assessment services for food & beverage organizations.

VP of Finance and Administration

Rapidly growing, integrated Food Company (#1 in its category) is seeking to grow substantially over next several years.  They are seeking a confident, driven individual to fill this newly created position and help build a world-class organization.

Job Responsibilities

• Develop and implement financial and operational strategies, plans, projects, policies, procedures and controls.
• Define, develop and lead finance, accounting, information systems and HR functions.
• Identify opportunities and areas for change and growth.

Ideal candidates will possess the following:

• BS/BA in Accounting, Finance, Economics or equivalent.  MBA or CPA preferred.
• 10+ years of relevant experience.  Substantial accounting, finance, IT and HR experience is required.
• Prior experience in high volume food or agricultural company preferred.
• Knowledge of federal and state taxation, as well as automated financial and accounting reporting systems is required.

Beautiful Northern California location!  Enjoy recreational activities afforded by surrounding mountains, hills and rivers.  Relocation assistance will be provided.  Discover more about the VP of Finance and Administration (#4992) position and apply online.

Multi-Unit Restaurant Operations Consultant

Our Wisconsin-based client is seeking a Quick-Service Restaurant Franchisee Consultant to provide leadership and coaching to franchisees and operations team, in order to achieve short and long-term company and operations objectives.  The Restaurant Operations Consultant will utilize knowledge of restaurant operations and staff resources to provide counsel, advice and assistance to franchisee owners/operators to positively impact and improve sales, profits, operating standards and operating systems while maintaining or exceeding customer expectations.

Essential Functions:

• Effectively implement and execute the company’s worldwide business plan (rolling 1, 2 and 3 year plan).
• Develop and implement a district wide business plan (i.e., integrated marketing, operations, training, development and supply chain plan).
• Establish and implement effective business plans with franchise owners in the district.
• Provide necessary counsel and assistance to ensure the plans include specific objectives and strategies in support of company’s Operations and Marketing Plan.
• Provide leadership in developing and managing marketing performance through effective partnerships with appropriate departments, vendors and franchisees.
• Implement strategies to assist franchisees in executing human resource, training and professional development plans and programs, where appropriate.
• Consistently strive to meet or favorably exceed operating budget for department.
• Perform timely annual performance reviews.

Qualifications and Competencies:

• Bachelor’s degree in business, restaurant management or a related field.
• 4 or more years of restaurant management (multi-unit/high volume) and/or franchise operations management.
• Clean driving record is required.
• Thorough knowledge and familiarity with the Restaurant Industry (QSR preferred).
• Proficient knowledge of marketing, finance, training, human resource and development.
• Ability to provide excellent customer service to both internal and external clients.
• Relationship building skills with the ability to create mutually beneficial relationships with both internal and external clients.
• Ability to work quickly in a fast-paced environment with frequent interruptions.

Find out more about the Multi-Unit Restaurant Operations Consultant (#4984) position and apply online.

To search our comprehensive list of Food and Beverage Industry Jobs please visit www.Kinsa.com.

When it comes to your food & beverage job search, which is better?  Job board technology is certainly efficient.  With a few clicks you easily can apply for several jobs in under an hour – all from the comfort of your own home.

But that same efficiency can work against you.  Jobs that are available to you are also available to literally anyone else with an internet connection.  When you submit your résumé, you may be one of dozens, hundreds or even thousands of applicants.  As the number of job posting applicants increases, so does the chance of your résumé being completely ignored.  How efficient is that?

Job boards do serve a purpose in connecting job seekers to employers.  But if you’re serious about your food & beverage career, here are several reasons why experienced, professional recruiters beat job boards – hands down:

Reach the hiring authority – 100% of the time. A good recruiter has the ear of prospective employers and will proactively market you directly to key hiring decision makers.  Recruiters keep your best career interests in mind and ensure your skills, experience and personal brand are presented in the best light possible to potential employers.

Access the “hidden” job market. Many food & beverage employers know that they have greater hiring success when working with a recruiter.  These companies rely on search professionals to handle the time-consuming legwork associated with finding the best candidates and skip the job board route altogether.

Get inside information on employers and their hiring practices. If you are interested in a particular employer, a recruiter can use his knowledge of an employer’s hiring processes (including interviewers’ personalities and interviewing styles) to help you successfully navigate obstacles.  Likewise, he can provide valuable insight on a company’s corporate culture, helping you more accurately evaluate career opportunities.

Maintain job search control. A top performer who plasters his résumé all over every job board may suffer unintended (and unwanted) consequences.  Unethical staffing services may find your résumé on a job board and submit it without your approval or begin hounding you with phone calls.  With a good recruiter on your side, you can maintain control over your résumé and work with a single point of contact.

Manage job search anxiety. For many, finding a new position is extremely stressful.  Recruiters are experts at the process and can help guide you through the nerve-wracking process of interviewing.  By working with a recruiter you also enjoy peace of mind, knowing that you have someone else on your job search team.

Get a personal advocate and partner in your job search. In most cases (retained searches being an exception), recruiters aren’t compensated unless they actually place candidates.  Unlike a job board, we have a vested interest in ensuring the success of your job search.

Protect your privacy. If you think your current employer won’t find out you’re actively seeking another job, think again.  Many employers set up automatic search agents on major job boards which notify them if their employees are preparing to make a move.  When you work with a recruiter, you can rest assured that you will be represented anonymously, and that your job search will remain confidential.

Access contract opportunities. If you are out of work and open to contract work, recruiters can place you in project-based opportunities that get your foot in the door and may even lead to direct employment.

The Kinsa Group – The Human Touch in Food & Beverage Recruiting

Technology is an important component in your job search, but nothing replaces the human touch.  To us, you’re more than just a résumé or an application.  You’re a critical component of our success.

We listen and take a real interest in matching you with an opportunity that suits your unique skills, needs and interests.  Contact a Kinsa recruiter today to learn more about executive and management career opportunities in the food & beverage industry.

As a nationwide food & beverage industry recruiter with over 25 years of experience, we at Kinsa Group provide a full complement of technology tools and resources to facilitate your job search.  Here are some of the best:

• Twitter. Looking for a Business Development Manager opportunity?  Searching for the latest VP Plant Operations positions?  Be the first to know about new job postings by following Kinsa on Twitter.
• Facebook. If you’re on Facebook, Search Kinsa Group and Like our Fan Page.  We post select positions on our Wall, which will show up automatically on your Home Page.
• LinkedIn. Connect with our recruiters by becoming part of Kinsa Group’s LinkedIn network.
• Website. Kinsa Group’s website contains a full complement of technology tools to facilitate your job search.  You can learn about our services for food & beverage job seekers, upload your résumé, search open food & beverage jobs.  Once you’re registered with us, you can update your profile and track your interview schedule right from our website.
• Blog. Kinsa’s blog is updated weekly and contains valuable career advice, job search tips and trends impacting the food & beverage industry.
• Kinsa CareerEdge.  Kinsa CareerEdge™, powered by Kinsa Group, is our FREE online career resource that enables you to: access over 1,000 Job Boards on one site; prepare a résumé or receive a résumé critique; participate in weekly webinars covering job seeker “hot topics,” receive job search advice, and more.
• iHobnob. iHobnob, a niche job board for the food and beverage industry elite, provides an objective medium for you to establish relationships, grow professionally, manage and enhance your career.
• National database. As a Kinsa candidate, our Recruiters across the nation have instant access to your profile.  We actively maintain our database to rapidly match your skills, experience and career interests with potential employment opportunities from coast to coast.

At Kinsa Group, we’re dedicated to making your food & beverage job search search faster, easier and more effective than ever.

“Tell me a little bit about yourself.”

Sounds innocuous enough, but in reality this is an extremely important question.  Interviewers ask it for a number of reasons:

• to get a sense of what you feel is most important about yourself;
• to see how well you’ve prepared for the interview;
• to find out why you think you’re the best candidate for the job;
• to see how you handle yourself in an unstructured situation;
• to see how articulate you are;
• to find out what type of first impression you make.

There is a lot riding on your response to this question, so make sure you knock it out of the park.  Here are a few quick tips for answering the “tell me about yourself” interview question the right way:

• Be brief.  Keep the answer short – no more than two to three minutes.
• Develop and include your USP.  Your Unique Selling Proposition, also known as a personal branding statement, is a one-sentence description of who you are, what you greatest strength is and the major benefit that a potential employer will derive from this strength.  Plenty of help for developing your USP is available online.
• Practice, practice, practice.  Write your answer out, then rehearse it until it’s second nature.  The better you know your pitch, the more poised and confident you’ll sound.
• Cite examples.  When you develop your answer, include one or two examples that best demonstrate why you’re well-qualified for the available postition, or highlight your most important accomplishments.  Quantify these results whenever possible (e.g., cost-savings, market share, measurable process improvements, increased revenue, etc.)
• Stay focused.  Make sure your response clearly focuses on the experiences and accomplishments most relevant to the available position.

The “tell me about yourself” interview question offers a great opportunity to set yourself apart from your job competitors.  So don’t waste it.  Take advantage of your time in the driver’s seat by selling yourself, creating a great first impression and setting a positive tone for the rest of the interview.

The Kinsa Group is committed to the success of your career search in food & beverage.  With over 25 years of experience placing high-level executives and managers with top employers in the food and beverage industry, we have the resources and connections to match you with the ideal opportunity.  Contact us today or Search Jobs online.

And according to a recent telephone survey by the not-for-profit health and safety group NSF International, many American consumers could benefit from some additional education on the subject. 

Here are a few key findings from the survey, which was conducted with a nationally representative sample of 1,000 respondents:

• In general, people are doing either too much or too little when it comes to safe food handling and preparation.  For example, 78% of respondents knew the right way to safely defrost meat and poultry, while only 20% bother to use a meat thermometer to verify adequate cooking temperatures.
• A full 90% of consumers wash their hands after handling raw meat or poultry, but roughly 20% aren’t using soap and warm water – the most effective combination – to do so.
• Few respondents (31%) are aware that they can safely refreeze foods that were thawed in the refrigerator.
• Over half (60%) of consumers surveyed consistently re-wash pre-packaged fruits and vegetables – even produce that is in a sealed container and labeled as prewashed.
• Food safety habits vary significantly among income levels, education levels and age groups.

Why?  According to Cheryl Luptowski, Home Safety Expert for NSF International, “Many of the food safety practices we learn at home when we’re young are carried with us through life and passed to the next generation.”  Luptowski further states, “Learning, understanding and changing food safety behavior through simple everyday practices will make a substantial difference in reducing the incidence of foodborne illness in America.”

Want to learn more?

Follow this link for more food safety survey results, as well as NSF International’s recommendations for basic food safety practices.

The Kinsa Group:  In Step with Food & Beverage Issues and Trends

As leading recruiters for the food and beverage industry, the Kinsa Group stays on top of issues, like food safety, that impact your business.  Contact us today to learn how we can deliver the highly qualified professional and senior- to executive-level management candidates through our unique food & beverage recruiting process.

But even when you can’t offer a job applicant the position, you can still end the interview process on a positive note.  Here are some quick tips for writing candidate rejection letters in a constructive way, to build good will with candidates and position your company as an employer of choice:

• Send out the rejection letter promptly.  If you’re certain you will not be hiring the individual, let him know that he was not selected as soon as possible.  Even when the news is bad, your timely follow-up will convey a high level of professionalism.
• Always use formal company letterhead for a rejection letter and never handwrite it.
• Address your candidate by name.  Further customize the letter with the position for which he applied, as well as a supportive comment about the applicant’s qualifications, experience or enthusiasm.  Although a rejection letter is basically a form letter, your candidate shouldn’t feel as though it is.
• Be direct, but gracious.  Make it clear that there were other candidates more qualified for the job, but do so in a respectful way.
• When appropriate, encourage further action.  If the candidate is a good culture fit, and may be qualified for other openings with your company, say so.  Encourage him to stay in touch and apply again.
• Always end on a positive note.  Thank the candidate for applying and interviewing.  Wish him good luck in his career development.  Remember, this may be the final impression this individual has of your company – make sure it’s a favorable one.
• Close the letter formally with “Sincerely,” or “Best wishes,” and sign your name.

Don’t want to write rejection letters? 

Call Kinsa national food and beverage industry recruiters with your professional placement needs.  We’ll handle every step of the process – from recruiting to assessment and initial interviews - and only present you with the most qualified candidates.  If you decide not to hire an individual we refer, just let us know and we’ll take care of the rest.

Whatever the reason, something about the way that product was marketed created a strong attraction in you – strong enough to make you act.

In many ways, job postings are a lot like the impulse items we all buy on occasion.  As a manager, you must ensure that the announcements you write compel the top food and beverage industry professionals you seek to take action – even if they aren’t actively seeking new jobs.

To help you in this arena, use these tips for creating irresistible job postings that are magnets for talent:

1. Tell a story to stir emotions.  Rather than beginning with dry job requirements, focus on the ways your company’s products or services impact customers’ lives, or draw from client testimonials.  Write about the way your business makes people feel, and use this to create a compelling image of your company and the available position.
2. Approach the posting from the job seeker’s perspective.  Top candidates are more interested in what a position offers them personally – high earning potential, intellectual challenge, recognition, etc. – than in your company’s business strategy.  Ensure your job posting addresses these needs by first highlighting the rewards of the position.
3. Emphasize your company’s strengths.  Everyone wants to work for a successful organization.  Put your company’s best foot forward by identifying strengths such as: organizational growth, industry track record, competitive advantages of your products/services, positive corporate culture, financial stability, awards and/or recognition.
4. Convey a sense of optimism.  Potential candidates are quick to form judgments about your company based on the tone of your listing.  Use positive language to turn downsides into opportunities (e.g., a decline in profits signals a need for innovation).
5. Keep it short.  Details are great, but a passive job seeker won’t take the time to read a lengthy listing that drones on and on like Charlie Brown’s teacher.  So as a general rule, limit job postings to two or three pages.
6. Avoid overused buzzwords and transparent euphemisms.  For the savvy job seeker, buzzwords do little to differentiate your company – so use them sparingly (balancing the need for SEO when postings are online).  Likewise, steer clear of inflating job titles (e.g., listing a coffee gopher as a Beverage Production Manager) that will only rob your company of both clout and credibility.
7. Use your in-house writing talent.  A job posting is a marketing piece.  If you’re not a Twain or Grisham by nature, enlist your marketing department’s help.  Provide them with the nuts and bolts of the job (as well as this post) and let them craft a compelling posting for you.

Attracting top talent is both time-consuming and expensive – so why do it on your own?  Call Kinsa with your job specifications, and allow us to find the best food and beverage industry professionals for you.