Kinsa Group Blog

According to projections made by the non-partisan Pew Research Center, Hispanics will comprise approximately 29% of the U.S. population by 2050. 

The question is, how will your organization capture its share of this rapidly-growing market?

Over the past few years, research from a number of different organizations, including the Unilever Corporation a TNS study entitled the Hispanic Shopper 360, has critically examined Hispanic shopping behavior.  While the exact statistics vary from study to study, the research as a whole has identified a number of differences in the way Hispanic individuals shop. 

Here are a few recommendations from this research to help food and beverage companies reach this market segment:

• Put your products where they shop.  Hispanic shoppers frequent a wider variety of channels than the total population, and are much less likely than the general market to shop at supercenters.  Convenience stores are especially popular with Hispanic males.
• Use Spanish in your labelling and advertising.  Research has shown that the majority of advertising/labeling Hispanic shoppers notice is in Spanish or bilingual.  In addition, Hispanics show increased brand loyalty to manufacturers who use Spanish in their advertising.
• Key-in on their concern for health and wellness.  Heart disease, children’s health and diabetes rank among Hispanic’s top concerns.  They look for food and beverage products with the phrases such as “100% ,” “fresh,” ”real” and “healthy.”
• Think out of the box.  Hispanics are much more leisurely than the average shopper.  They are considerably more aware of and open to in-store tactics to drive purchases.  Consider novel ways you could use packaging and/or in-store displays to attract the Hispanic shopper’s attention as he browses.  Work with retail partners to brainstorm branding opportunities that encourage browsing and spending more time at retail.

From Brand Managers to Strategic Marketing Consultants, the Kinsa Group can recruit and assess the food & beverage industry professionals your company needs to capitalize on market changes.  Visit our website to learn more.

The results are in for FoodProcessing.com’s Fourth Annual Salary & Job Satisfaction Survey of over 1,600 professionals in the food and beverage industry. 

Here are some of the survey’s key findings:

• The average pay in the food & beverage industry declined by 6.3% over the past 12 months to $93,537 – the lowest average since the survey started in 2007.
• With the exception of Plant Operations, every job category tracked showed a drop in salary.
• Marketing and Sales people faced a 19% pay cut, dropping from a six-figure salary in 2009 to $84,726.
• 60% of respondents said they get a raise every year, down from 65% in 2009.
• Average hours worked per week went up 23 minutes from last year to 47.5 hours.

The survey results also contain plenty of respondent comments – both positive and negative – which describe professionals’ overall level of job satisfaction.

To find out more about salary trends in the food and beverage processing industry, or to locate the ideal candidate for an opening in your organization, contact Kinsa Group today.

Looking for ways to earn a raise or promotion?

Get on your boss’s A-List.  If you consistently show your boss that you’re doing a great job, you’ll progress further, faster.  Here are a few quick tips to get you noticed, separate yourself from the pack and create a lasting positive impression:

1. Communicate clearly.  When in doubt, err on the side of clarity and ask questions when things are unclear.  Provide your boss with regular updates about your projects and plans.  But be careful not to go overboard – ask him directly if you’re providing enough information or too much.
2. Honor your commitments.  Underpromise and overdeliver.  Don’t shy away from new challenges, but make reasonably sure you can hit an objective before taking on the additional responsibility.
3. Know what makes your boss tick.  Learn your boss’s pet peeves – and avoid them.  Find out what his priorities are – and incorporate them into your own (e.g., if your boss is a “numbers guy,” quantify all your results).  Anticipate his needs, by providing what you know he’ll want before he asks.  Show him you understand the issues he faces and you’re sure to make your mark.
4. Provide solutions – not just problems.  Everyone makes mistakes.  So if something does go wrong, view it as an opportunity to set yourself apart from chronic excuse-makers.  Own up to the problem and come to the table with potential solutions.  Your boss will appreciate your ability to think for yourself and manage a difficult situation.
5. Be positive.  When you celebrate a departmental success, send a congratulatory e-mail to those involved and copy your boss.  The gesture will draw attention to your success as well as your leadership skills.  During more stressful times, strive to maintain a positive attitude.  For every two complaints or suggested improvements, point out eight positive things.
6. Take a calculated risk.  A boss will notice a talented employee who demonstrates his desire for excellence by occasionally sticking his neck out.  So when the time is right, volunteer for a difficult assignment or challenge the status quo to improve a work process.  Your courage and enthusiasm will increase your visibility and earn the respect of your boss and co-workers alike.

The Kinsa Group:  Another Great Way to Further Your Food and Beverage Industry Career

The Kinsa Group provides access to diverse executive, management, research, food science, quality assurance, operations, sales/marketing, and engineering career opportunities in the food and beverage industries.  Contact us today to find out how we can help you further your career, faster.

The word “diva” no longer refers exclusively to a distinguished female opera star.

In recent years, the term has commonly been used to describe any difficult employee, male or female, who:

• is used to getting what he wants;
• thinks he needs no guidance or management;
• lives for drama in the workplace;
• is hyper-critical, sensitive and intolerant;
• is great at what he does.

If you have a diva on staff, you need to learn how to keep him in line without driving him out the door.  You need to find a way for your employees to co-exist peacefully and productively.  Here are some techniques for reigning in this high performing – albeit challenging – type of employee:

1. Nip annoying behaviors in the bud.  Discuss problematic behaviors immediately – before they develop into patterns.  This allows you to address issues without releasing a wave of emotional build-up.
2. Act based on facts – not gossip or rumor.  Too often, co-workers compound problems by spreading gossip.  So when drama unfolds, don’t assume what others tell you is true.  If you haven’t witnessed a diva’s inappropriate behavior yourself, look into it further.  Listen to both sides of the story, to be sure you get all the facts.
3. Keep open lines of communication.  Divas need to vent more than other employees.  Keep drama to a minimum by maintaining an “open door” policy.  If a diva has a chance to voice frustrations to you, he will be less likely to stir up conflict with other employees.
4. Keep your emotions in check.  Never stand around arguing with a diva.  Make your point once, clarify if necessary, and move on.  A difficult employee may get a rise out of seeing you lose your cool, so stay calm and positive.  If you need to, walk away from the situation and come back once you’ve regained your composure.
5. Make your diva part of the solution.  Give your problematic employee the opportunity to help develop a solution to the problem.  He is more likely to implement behavior change if he’s at least partly responsible for developing it.
6. Get outside help.  If sparks fly when you and your diva communicate, ask a neutral third party to step in.  With no ulterior motive or emotional ties to the situation, an objective individual may improve how you communicate and work together.

Of course, the best way to handle difficult employees is to avoid hiring them in the first place.  As experienced national food and beverage industry recruiters, Kinsa Group provides a range of recruiting and assessment services that identify potentially difficult candidates – and keep them out of your talent pool.  Contact us to find out more about our recruiting and assessment services.

According to a worldwide survey of senior managers, years of staff cutbacks have undermined trust in the workplace.

The Economist Intelligence Unit’s new report, titled “Companies at the Crossroads,” recommends that to restore that trust, companies must put their employees first  - or risk experiencing deep talent erosion and sustained underperformance as the global economy recovers.

Here are some key statistics from the December 2009 report:

• 29% of business executives surveyed said employee engagement is low – and that they expect to lose key people as talent demand grows.
• 41% of respondents cite a shortage of talent in their organization.
• 44% of executives surveyed said they find it increasingly difficult to recruit talented employees.
• 50% of respondents plan to ramp up recruitment in 2010, with only 18% freezing headcounts.

The survey found that while executives understand the need to focus on their talent, greater action is needed to develop sound talent management strategies for the future.  Low trust among mid-level employees, coupled with low graduate recruitment and an ongoing demand for senior executive talent, is creating a perfect storm for businesses:  the most talented employees may be headed out the door, with fresh talent not yet recruited.

Bottom line, these trends can have a serious impact on your business as the economy recovers.  The Kinsa Group is prepared to help.  We proactively recruit to ensure you always have immediate access to the top food and beverage industry professionals you need – especially when that talent becomes hard to find.  Visit our website to find out what we can do for you.

Ahhh, the young manager.  Better known as the newbie.  The greenhorn.  The tenderfoot.

As if these monikers weren’t burdensome enough, the young manager faces yet another challenge because of his youth – resentment.  You know your new manager has the skills and qualifications to handle his heightened responsibilities.  But too often, more seasoned employees view a fresh manager as a threat, or someone undeserving of high rank.

Help ease the transition for your promising management protege by using these strategies for success:

Give your manager a heads-up.  A less experienced manager may not be prepared for the wave of resentment he may face.  So make him aware of the possibility of hurt feelings or lost pride among his reports.  Remind him that he’s not alone in the challenges he faces and that you’re available to help.

Provide positive reinforcement.  Confidence can be in short supply for a new manager, so tell him regularly that you believe in him.  Bolster his confidence by telling him not to second-guess himself – he was the one you chose for this position.

Help him win over subordinates.  Because he’s newer and younger, advise your manager to initially adopt a “learning stance.”  If he acknowledges the expertise and experience of team members, they will feel less threatened by his new seniority.  Encourage him to recognize the contributions of his subordinates, to establish rapport and build trust.

Teach him to strike a balance.  While he needs to preserve subordinates’ egos, your new manager must also stand tall as a leader.  Make sure he asserts himself by guiding employees and offering opinions on their work.  In addition, remind him to praise team member’s efforts, but not to shy away from coaching them, too.  Help him to set high standards, then give employees enough room to complete the job in their own way – as long as they reach the desired outcome.

Trust Kinsa to Find the Talented Managers Your Organization Needs.

Whether you have an entry-level management opportunity, or require a seasoned industry veteran, Kinsa Group can deliver the right food and beverage industry professional.  Contact us today to discuss your recruiting and assessment needs.