Recruiters in Heavy Equipment & Wind Energy Industries.
Posted by Ben on March 19, 2009 under Editorials, Recruiting & Hiring | 
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We realize that many construction equipment distributors and their OEM suppliers are in the midst of economy-driven “rightsizing”. So why pick this time to make a case for hiring “older workers”…those of us past 55 or even past 60?
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First Published January 2009
Posted by Ben on under Editorials, Management | Be the First to Comment
We will all agree that 2008 and 2009 will be aptly described as “challenging times”. Let’s consider some appropriate HR moves aimed at rightsizing a company (dealer or manufacturer) so they are positioned for long-term sustainability.
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First Published November 2008
Posted by Ben on under Editorials, Recruiting & Hiring | Be the First to Comment
Now, you might wonder why on earth the principals of a 30-year-old executive search firm would present scenarios where we do not recommend employing outside recruiting expertise. Yes, we will weigh-in on some instances where we believe a good search firm can add value, but first let’s explore the situations where an AED dealer or a construction equipment manufacturer may be best advised to do their own management recruiting.
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First Published August 2008
Posted by Ben on under Editorials, Recruiting & Hiring | Be the First to Comment
All progressive companies would love to have a stable full of genuine difference makers, assuming their personalities and ethics are compatible. (That’s a big “if” but not a topic for this article.) In the short space available, let’s examine a few factors to consider when attempting to recruit positive change agents…
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First Published June 2008
Posted by Ben on under Editorials, Recruiting & Hiring | Be the First to Comment
How will your company deal with the loss of half its senior managers by 2010? That’s a staggering thought, but we recently read that a Caliper study reported that surveyed companies expect to lose 50%, or more, of their senior leadership in the next three years. Hopefully your dealership’s percentage is much lower; but what if it is even 25%? Think about the impact of having to replace excellent, effective, proven and loyal leaders in: Finance, Sales, Parts, Service, Marketing, and Branch or General Management roles. That’s a lot to ponder – for sure.
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First Published February 2008
Posted by Ben on under Editorials, Management | Be the First to Comment
Since many successful dealer executives, as well as a host of effective sales and branch managers, started as sales representatives, there are obviously techniques that will enhance the odds of successful promotions.
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First Published January 2008
Posted by Ben on under Editorials, Relocation | Be the First to Comment
Relocation is a common occurrence in today’s highly mobile marketplace. Managers often move their families, across the state or the country, to accept a promotion or to join a new employer in a key role. Years ago, most equipment dealers could rely on promoting from within, or hiring from the area, to fill vital slots. However, as many job requirements get more specific, recruitment of new leadership talent often entails a major relocation.
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First Published November 2007
Posted by Ben on under Editorials, Recruiting & Hiring | Be the First to Comment
It is all too common to see a hiring process launched without any real agreement on the job description, which we call the position specification. A hassled and shorthanded dealer executive calls Mary in HR and says: “We have a crisis, our top product support manager is leaving. Get me 2-3 strong candidates by month’s end”. You might say – “we’d never do this” but it happens all the time, and often with key positions.
First Published September 2007
Posted by Ben on under Editorials, Resumes | Be the First to Comment
Many AED senior managers remember the TV game show – “Truth or Consequences”. In this column we’ll explore resumes from a fact versus fiction perspective, to help you avoid the consequences of a bad hire. Our objective is to help managers optimize their hiring processes, and the resume is one of the key elements in the selection of ideal future leaders.
First Published July 2007
Posted by Ben on under Editorials, Interviews | Be the First to Comment
The two most important days in your newly hired manager’s career are his/her first visit to your dealership and first day on the job. Think about it…since the initial interview typically provides the first impression, hiring authorities should make the interview experience positive, while gaining necessary information to determine if the candidate merits further consideration. If that answer is “yes” then optimal interviewing requires: selling your company, selling the opportunity, and gathering sufficient input to aid your selection decision process.
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First Published May 2007
