I have recently joined a group and new blog page called Nuclear Talent. If you have an interest or background in nuclear power, then perhaps you would like to check this site out.

Click the link below or go to:

http://nucleartalent.ning.com

View my page on Nuclear Talent!

Erin Demshar is an executive recruiter for Power Generation Field Services & Engineering and has a personal interest in the development of renewable energy projects and energy independence.

In summary currently we are seeing the predicted shortage of qualified technical people in the industry. We are starting to see the baby boomer retirements, combined with having lost numbers of people to competing industries, as well as simply not enticing and graduating the numbers of students.

The salary levels have changed:

Competing specialty chemical companies are offering and hiring technical support people –minimum $90K and many for $95K range. Two other competitors are flexible on locations. We called a candidate yesterday to see if we might be able to bring him on board for a current position. He has 25 years of specialty chemical experience-combination of both mill and supplier side. An “A” candidate-he just accepted another position 3 weeks ago for $95K and did not need to relocate. We had another candidate we tried to entice but he was at $93K –20 + years experience with paper manufacturers and he wanted to stay in his home area-he was downsized but picked up within 2 months –by another paper manufacturer for a competitive salary and did not have to relocate.

This year alone we have placed a 10-year specialty chemical salesman for $85K base. We placed a 15-year equipment/chemical salesman for $88K. The mill people have gone for anywhere from a 5 year process engineer for $73K and an 8 year for $75K. to 20 year veterans with manufacturing and supervisory experience for $100K +.

Up until this year, the mergers and downsizings and acquisitions had left many people without positions. These people needed to work and would move and accept lower rates of pay. This is no longer the case. Almost every candidate I am working with today has multiple offers. They accept an offer because it is an improvement for them. Although our clients have many fine things to offer and I sell them all the time, in today’s market it isn’t netting the best talent.

Relocation is a major issue. Not just to certain areas, but also help in selling a house. We always say that a relo should keep someone whole and that is not currently the case. Competitive packages offer payment of all closing costs. That is the big one. They also offer temporary living. I now have two companies that have started buying houses-this is extraordinary but it is coming back due to the difficulty in getting people.

The people who are most interested in coming to the supplier side these days are mill people. Perhaps they are tired of the rigidity and tough economic times. The people we have the best chance of bringing to your company is the 20-25+ year people. They are knowledgeable, credible and have excellent work ethics. Their families are grown and it is easier to consider either relocating or travel schedules. However they will come with industry years of vacation-i.e. 4-5 weeks. This is very important to people and flexibility in these areas will help net the “A” candidates.

Gilly Hitchcock, Pulp & Paper Recruiter
FPC Bangor

Here’s an article from CNN today- discussing T. Boone Pickens (billionaire oilman) and his financial backing of a billion dollar wind farm project in Texas. The article states that by 2015 the wind farm will be generating 4,000 MW of electricity a year and produce approximately $20,000/year in royalty income per turbine, for the landowners who are also backing the project.

Take a look at the rest of the story here:

http://www.cnn.com/2008/US/05/19/pickens.qa/index.html

Blog post by Erin Demshar- an Executive Recruiter for Power Generation Field Services & Engineering clients nationwide. She specializes in gas and steam turbine, power boiler, wind turbine, and renewable energy engineering & management searches.

 I came across a “Top 10 Interview Mistakes” article on CNN this morning. It has some good pointers for candidates to consider prior to interviewing.

I recently had one of my hiring managers give me a “list” of 4-5 things the interviewing candidate did wrong during the interview…..reading this article reminded me of that list. Believe me, you don’t want to come out of an interview with a list of mistakes you made…..hopefully this will help all of the mis-guided interviewees out there.

Here’s the link-Enjoy!:

http://www.cnn.com/2008/LIVING/worklife/05/12/cb.interview.misakes/index.html

Please feel free to share any of your personal interviewing mistakes…

Blog posted by Erin Demshar, Executive Recruiter for Power Generation Field Services & Engineering, with F-O-R-T-U-N-E Personnel Consultants of Bangor.

There is so much discussion these days surrounding the high cost of fuel, energy management, renewable energy, conservation, and the distressed economy, that it makes me wonder what kind of foresight and effort the state of Maine is putting forth in order to shape our future.

After reading an article from Power Magazine on the topic of wind power and current renewable energy legislation that is being passed by other states (see below), it made me question what kind of work our own state is doing to not only be a leader in renewable energy efforts, but possibly generate economic benefits. Why can’t we support wind turbine, solar panel, or alternative fuel producers and manufacturers and the potential business they could bring to the state of Maine? Aren’t we equipped with many of the resources necessary for such a partnership?

Instead of lagging behind the country in so many areas- why not be an innovative leader in something?

I would love to hear some feedback…especially from Maine business leaders, government officials, or politicians on what our state is doing in the area of renewable energy and business development related to this topic.

Posted by Erin Demshar, Executive Recruiter for Power Generation Field Services & Engineering, with FPC of Bangor.

ARTICLE from POWER Magazine:

Wind industry asks Mich. governor to make “fresh start”
The American Wind Energy Association (AWEA) and seven of its members sent letters on Tuesday to Gov. Jennifer Granholm (D) and Senate Energy and Technology Committee Chairman Bruce Patterson (R) saying that recent Michigan House legislation would jeopardize at least $2 billion of new investment in wind energy projects under development in the state. The letter to Granholm asked her to veto the legislation if it reaches her desk in its current form.

In the letters, the industry expressed appreciation to the two leaders for their efforts on behalf of renewable energy legislation so far but sought support for a “fresh start” with annual renewable energy requirements of 5% by 2010, ramping up 1% per year to 10% by 2015, and said such legislation would create a “nationally significant” market.

According to the wind representatives, the bills recently passed by the Michigan House require less than 0.5% of additional renewable energy by 2014. The bills also contain “toothless enforcement provisions” as well as other provisions that potentially undermine cost-effective procurement. The House legislation purports to create a renewable market but actually does not do so, an AWEA release said.

AWEA, joined by seven members—including Babcock & Brown, BP Alternative Energy, Iberdrola Renewables, Mackinaw Power, Noble Environmental Power, TradeWind Energy, and Vestas American Wind Technology—stated that because the House bills fail to create a market of any significant size, they also fail to provide any incentive for manufacturers to establish production facilities or create jobs in the state. Vestas is the largest producer of wind turbines in the world.

“Last week Ohio Gov. Ted Strickland signed legislation creating a real market for renewable energy in Ohio and aggressively positioning Ohio manufacturers to compete in the growing wind energy market. It is not too late for Michigan to do the same,” said Hans Detweiler, AWEA manager of state legislation.

Does your employer deserve you?

Almost all companies claim that ‘people are our greatest asset,’ but how many really treat employees that way? A talent-management expert tells how to find one that does.

By Anne Fisher, Fortune senior writer

(Fortune) — It’s a paradox: Even with growing numbers of people unemployed and a slowdown in hiring, U.S. companies complain of a talent shortage.

In fact, worries over finding enough of the right people now surpass even the cost of health care among HR managers’ top concerns, according to a survey last month by Deloitte & Touche (www.deloitte.com).

After all, experienced Baby Boomers are getting ready to retire (or embark on second careers elsewhere). Meanwhile, the nature of work and the skills required to do it keep changing, and in an increasingly global job market, even when a candidate who is the perfect fit comes along, he or she may not be located where the job is.

In this environment, the best employers take “a holistic approach, where every part of the organization, and every individual in it, is connected and animated by the need to foster talent,” says Peter Cheese, head of the human performance practice at consulting giant Accenture (www.accenture.com).

I recently spoke with Cheese, who is co-author of The Talent-Powered Organization: Strategies for Globalization, Talent Management, and High Performance ($39.95, Kogan Page), about the implications for job seekers. After all, you want to work for a company that attracts the best and brightest employees. Some excerpts from our conversation:

Q. What are some of the signs that you’re working for a “talent-powered” company?

A. They’re not difficult to spot. There should be a lot of upward mobility, and lateral movement as well, within the ranks. Talent-powered organizations give their employees frequent, constructive feedback on their performance. They also present people with regular, planned opportunities to learn new skills and develop their abilities. If you aren’t being offered those opportunities, and if no one around you is either, it means your employer isn’t making talent management a real priority. And a talent-powered company is one where people know that excellence will be recognized and rewarded, which is sadly not the case in too many companies now.

Q. Let’s say I’m a middle manager, in charge of a relatively small department of a big company that isn’t walking the talk. Anything I can do to change that?

A. Certainly. Line managers can develop their own skills at mentoring and developing people. A big part of this is making sure you are giving people clear direction and helpful criticism. It’s not rocket science, but some managers do it instinctively while others don’t do it at all. You can also be on the lookout for opportunities for the people under you - chances for them to learn what they’ll need to know in order to move up. This part is harder, because it includes being willing to let your best people go if a great opportunity for them arises somewhere else in the company. The upside is that, if you’re good at this, you’ll be noticed, and your own influence in the organization will increase over time.

Q. I often hear from people who feel “stuck” in their current job, who aren’t being rewarded or promoted despite strong performance. Supposing these folks look for new jobs elsewhere: How can they avoid a repeat of the same situation?

A. Well, nowadays thanks to the Internet, lots of resources exist for getting a pretty good idea of what a company is really like before you go to work there. Vault.com, for example, will give you a great deal of information from current and former employees that you can use to gauge how well you would fit in. But you also have to pay close attention to how much information a prospective employer gives you directly. Are they open about describing how things are done? Will they let you talk with potential colleagues?

To identify a truly talent-powered company, what you want to look for is a regular structure of support: Are there performance evaluations at regularly scheduled intervals, and a culture that encourages day-to-day feedback in between? Is there a clear career path for people who excel? Is formal training available to you? Is there a widespread, systematic mentoring effort going on within the organization? You should certainly ask job interviewers about these things, but it’s also a matter of networking and fact-finding on your own. The more current and past employees of the organization you can speak with, the clearer the picture will be.

Often people feel let down because they are led to believe, before they’re hired, that the company wants to develop and promote them - but then, once they start work, the structures are simply not in place to make that happen, or they’ve fallen victim to cost-cutting. That disconnect can be extremely disappointing, especially to Generation Y new hires, who have little patience for what they see as hypocrisy. It’s unfortunate, because that young, entry-level talent is often the kind that companies most want and need to keep.

Readers, what do you say? How good is your company at developing talent? Have you ever felt “stuck” in a going-nowhere job (maybe your current one)? If so, what did you do about it?

Since relocation is becoming such a hot topic lately in the recruiting world, or at least mine….I figured I’d try and get some feedback on what hiring managers and candidates believe a “GOOD” relocation package is.

I have a client right now, who is offering their relocation candidates a lump sum in the range of $8,000-$10,000 for house hunting expenses, closing costs up to 7% of the sale of an existing home and purchase of new home within two years, and all moving expenses through a reputable moving van company. From what I have seen…alot of companies only provide extensive relocation packages to VP level or higher candidates. Would this be an accurate observation?

I believe that this is an EXCELLENT relocation package and welcome any ideas or comments on what others are seeing in the industry.

Written by Erin Demshar, Executive Recruiter for Power Generation Field Services & Engineering with FPC of Bangor. Specializing in gas/steam turbine and boiler field engineering placements nationwide.

Top Cities For Relocating Singles

Released Date : 1/1/2007

A recent survey conducted by the Employee Relocation Council and Sperling’s Best Places identifies the top cities for relocating singles. 1. Nashville, TN 2. Austin/San Marcos, TX 3. Atlanta, GA 4. New York, NY 5. Houston, TX 6. Raleigh-Durham, NC 7. Charlotte, NC 8. Portland, OR 9. Dallas, TX 10. Seattle, WA 11. Harrisburg, PA 12. Memphis, TN 13. Jersey City, NJ 14. San Diego, CA 15. Orlando, FL 16. San Francisco, CA 17. Phoenix, AZ 18. Louisville, KY 19. Jacksonville, FL 20. Omaha, NE The survey balances concerns specific to single transferees with traditional influences on all relocation decisions. The rankings factored in: percentages of unmarried population; balance of single men and single women; affordability of quality higher education; number of newcomers to the area; commute times; tax rates; temporary housing costs; quality/quantity of collegiate and professional sporting events and fun venues.

One of the biggest obstacles in today’s recruiting efforts is the RELOCATION of highly-qualified candidates. As recruiters, the most important thing that we can do to prevent fall-outs due to relocation issues is to talk early and often with our candidates. Are they willing to relocate? If so, what are their concerns about making the move? What do they need in order to feel comfortable about moving? How do we get around the flat real estate market? What are clients doing to meet the relocation needs of candidates?

In an effort to improve the relocation process and relieve any potential stress (especially when you know you have received an outstanding job offer), FPC of Bangor and many other offices within the F-O-R-T-U-N-E recruiting network have partnered with a company called Recruiter Relocation. They provide an outstanding, free service to candidates considering relocation and offer support in areas such as Move Consultation, Home Selling Analysis, Community Search Assistance, Home Sale Assistance, Home Purchase Assistance, Move Management, and Interim Housing.

When you begin your career search or start talking to our recruiters here at FPC of Bangor, we will be sure to work with your relocation concerns and utilize Recruiter Relocation services to make the efforts seamless and stress-free. Imagine having your very own Relocation Coach….to assist you in everything from city and education statistics to managing the home sale and moving process. You will be able to focus on your new career path and highly-enticing job offer, without worry!

The housing market is tough, but amazing job opportunities are still available all across the U.S. Don’t let relocation be a deal-breaker. Work with FPC of Bangor and their relocation support services to make your career aspirations a reality. Where there is a will, there is a way! Invest in your future…..make the move.

Erin Demshar is an Executive Recruiter in Power Generation Field Services & Engineering with FPC of Bangor. She specializes in gas/steam turbine and boiler field engineering positions nationwide.

Here are a few ideas on travel tips that I found while reading an article on CNN. I’ve heard of “tethering” your cell phone connection to your laptop, but don’t understand what you need to do to make it work? How about cell phones? What kind of cell phone does your company provide you with and how is the connection/service with international travel? How do you utilize frequent-flier miles? Read the article briefs below and let me know what you are doing as an international business traveler!

Boost your browsing

If your mobile Web browsing experience leaves something to be desired, you’re not alone. Unless you own an Apple iPhone, which many experts say offers more user-friendly Internet capability, small screens coupled with tiny keyboards can make Web surfing frustrating.

But if you have a laptop and a phone, you may be able to use them together to the best advantage, says Chris Silva, analyst for Forrester Research, a technology and market research firm.

Tethering — or plugging in — your laptop to your mobile device will allow your computer to use the phone’s connection for the Internet.

Save cash overseas

Wondering if you need to get a new phone for an overseas trip? It’s not necessary if you’re an AT&T or T-Mobile subscriber, says Ryan. Those services use the GSM (Global System for Mobile Communications) standard, while carriers such as Verizon Wireless and Sprint use the CDMA (Code Division Multiple Access) standard.

GSM phones — but not CDMA phones — use SIM cards, which carry your user information. Rather than renting an entirely new phone abroad, you can rent a SIM card and stick that into your existing phone, Ryan says. But he warns that you will need a new card for every country you visit because roaming agreements vary. And with each new card, you’ll get a different phone number.

Without GSM, you would need a world phone to keep your existing phone and number while you’re abroad. The world phone can roam on both the GSM and CDMA networks, allowing CDMA carriers to work around the technology’s limitations, Ryan says.

To curb your roaming costs, try to turn off your smart phone’s data connection whenever you can, Ryan says.

You’re charged by the kilobit when you’re roaming, so receiving a slew of e-mails or a stream of information from the Internet can rack up a hefty charge, he says.

Become a Frequent-Flier: By Alexis Lipsitz Flippin Elite status on its own doesn’t guarantee an upgraded seat, but you can work your way up the elite-status ladder by flying more miles. “The higher your status, the faster you can rack up bonus miles and the more chance you have of getting upgraded,” said Ashley.

Plus, the more miles you collect, the better your chances are of gaining entrance to airline clubs and lounges, enjoying priority check-in and, with some airlines, getting in a fast lane at the airport security line.

Feel free to comment on “Travel Tips for the Road Warrior” and how you are utilizing technology, frequent-flier miles, or any other company-sponsored benefits to improve your business travel experiences.

 

This blog was written by Erin Demshar, Executive Recruiter in Power Generation Field Services & Engineering for FPC of Bangor. Content for this blog highlights a special segment covered on the CNN website and comments are solely for the purpose of group discussion.