World of Concrete

Posted ago by Jaime Morton

Rick Latas, president of Michael Latas & Associates, will be attending the World of Concrete Convention January 17- 20th. Contact our office to schedule a time to meet with him to discuss solutions for your staffing needs. You can reach him at 1-800-280-7811, or latas@latas.com.

What motivates a candidate to make a change?

Posted ago by Jaime Morton

There are a number of factors that motivate candidates to make a job change. This applies to all candidates whether they are recruited or not.
Major studies have been conducted over the years by various organizations to get a better handle on this subject. They take a two-fold approach. First, they questioned the companies asking them to rank in order of importance the key factors they feel will keep their employees happy and challenged. Next, they surveyed the employees and ask them to rank those factors that will keep them happy. Surprisingly, the lists are very different.

Management’s View:
1. Good Wages
2. Job Security
3. Promotion and growth potential
4. Good working conditions
5. Interesting work
6. Management loyalty to workers
7. Tactful discipline
8. Full appreciation for the work done
9. Sympathetic understanding of personal problems
10. Feeling ‘in” on things

Employee’s View:
1. Full appreciation for the work done
2. Feeling “in” on things
3. Sympathetic understanding of personal problems
4. Job Security
5. Good Wages
6. Interesting work
7. Promotion and growth potential
8. Management loyalty to workers
9. Good working conditions
10. Tactful discipline

Types of Talent Pools

Posted ago by Jaime Morton

1. The unemployed– people who were fired, laid off or resigned. These are the active job seekers who respond to want ads, mail out resumes, Internet, registering on job boards like and simply beat the bushes looking for work. Most are highly motivated and do a pretty good job of selling themselves to companies. Very few, if any, will meet  your needs.

2. The gainfully employed but occasionally or always looking. This group will speculate from time to time or go all out to find a new position because they may not have gotten the raise, bonus, promotion they felt they should have, or they simply do not like their jobs; time for a job change.

3. The gainfully employed and not looking. By far the largest potential pool of top talent. These are the people doing their jobs daily without regards to what is going on in the job market. They make up the core of most organizations. However, if approached confidentially with an opportunity that could potentially leverage their career, or address whatever may be lacking at their present place of employment, would be open to sitting down to explore your opportunity on a confidential basis.

Discuss your Expectations

Posted ago by Jaime Morton

One of the many questions we are asked concerning interviewing is what to talk about?  This question comes from clients and candidates equally!  I have written several lengthy articles on this subject, however, today I want to talk about what we refer to as the expectations point of the interview process.  Clients should know what potential employees’ expectations are, short term and long term.  Candidates should know what their future employers’ expectations are concerning their performance and how they will be evaluated.  Asking each other questions concerning expectations will greatly enhance the chances of hiring the right person and/or accepting the right position.

Rick Latas

President, Michael Latas & Associates

We listen.

Posted ago by admin

Almost every company we meet has had some kind of experience with an executive search firm.  We would like to know what your experience – good or bad – has been.  Your colleagues will be grateful for a practical education of “what to watch out for” as well as “what to look forward to” when engaging a search firm.