Banking, Financial Services, Lending Services, Placement Annoucements

Jon Burkhart & TRG Commercial Bank Successfully Complete Senior Commercial Lender Search

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RICHMOND, July 11th, 2016 – Jon Burkhart and the Commercial Banking Team of The Richmond Group USA (TRG) are pleased to announce the successful conclusion of a Senior Commercial Lender search in Norman, OK for a well-known and established OK-based bank.

At the beginning of the 2nd quarter, one of our best clients in OK reached out to us with an urgent need to backfill a very seasoned commercial lender role. As we were already engaged with them on multiple opportunities throughout the state, they reached out to us immediately. They needed a very seasoned commercial loan officer who was well-versed in both C&I and CRE, had formal credit training, and could hit the ground running immediately with new and existing relationships.

Due to our deep, already-existing relationships in OK, we were able to immediately identify, qualify and attract the right candidate who met and exceeded all expectations. As the candidate was a well-known and well-respected individual within the Norman banking marketplace, our client and candidate relied on our years of experience to successfully and carefully navigate the hiring process confidentially and without raising any eyebrows.

With this new exciting opportunity, the Senior Commercial Lender has the opportunity to lend a much greater amount to his existing clientele, and has already developed a pipeline of over 5MM in new loans. The bank now has a Senior Commercial Lender within a difficult-to-penetrate marketplace, who has the knowledge and leadership skills to help continue to grow the bank’s Norman presence for years to come.

As your business continues to grow, so does your need for talented individuals. What are you doing today to secure the future talent needs?

Should you desire additional information about this successful search or about our firm please contact Jon Burkhart and the Commercial Banking division at 804-285-2071 or email Jon at jonb@richgroupusa.com

Central US, Contract Staffing, Engineering, International News, Manufacturing, Marketing, Midwest US, North America, Northeast US, Pacific US, Sales & Marketing, Southeast US, Southwest US, Transportation, US News

Employment Stays Strong in June

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Summer’s here and so are new jobs for 287,000 Americans.  This is the largest single monthly job gain since October 2015.  After taking into account the Labor Department’s slightly downward revision of the estimates for April and May, these numbers brought the three-month average of monthly job gains to a respectable 147,000.  The labor department reported that new claims for unemployment benefits have stayed at “rock-bottom levels through June, consumer spending is strong, the manufacturing and service industry indexes have jumped, and the number of unfilled jobs, 5.8 million in April, is at a record since the survey began.” Manufacturing is still expecting a strong second half of 2016.  It is difficult to properly project the global impact of Brexit, and election year hesitancies as we get closer to November.  The ISM also reported positive news as there were increases in new orders and employment in June.  Expectations are that as more retirees leave the workforce we will continue to experience a very shallow pool of talented engineering and management professionals to take their place.  The war for talent wages on!

 

Bruce Peacock
Vice President of Business Development
The Richmond Group USA

Chemical, Engineering, Green Tech, Manufacturing, Metals and Minerals, Mining, Monthly BLS Report, Plastics

How Analytics Improve Productivity

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As a sports fan I find it fascinating when a sportscaster discusses the metrics underneath the headlines of winning and losing.   With only a minor change or adjustment the impact on scoring or productivity can be the difference between average and great.  For example, if former Chicago Bulls guard Derrick Rose connected on one more basket per game with the same attempts, he would statistically be one of the greatest shooters in the modern era.  One of the most recognized examples of statistics backed strategy is Billy Beane‘s Oakland A’s story.  The book Moneyball, and movie starring Brad Pitt, documents how Bean strategically manages the Oakland A’s through an evidence based, analytical approach..

Statistics can be used to get the most possible efficiency from players/employees, build the right team, assign the right batting order, gauge player’s contributions, and improve productivity to pick up a few more wins per season.  Productivity is a huge issue because the absence of it costs money.   Whether you manage a staffing firm, lead an HR department, or manage a business, similar metrics can be applied to your staffing process in order to substantially improvement decision making.

Most staffing firms apply delivery metrics, such as fill rate and time-to-fill.  These are basic and a good starting point.  To take a deeper look, managers must recognize strengths and weaknesses of the recruiter and understand if problems arise due to insufficient information.  However, with sufficient information at hand, going beyond these basic ratios to understand activity ratios is imperative.  Take a deeper look at the quantity of candidates screened and sourced as compared to the number presented, interviewed and ultimately hired.  This along with your fundamental time to fill ratio will provide managers the intelligence needed to coach, direct and set expectations for future staffing projects.

Over time metrics will mitigate risk by streamlining future search projects, catch wasteful mistakes, improve understanding of client processes, and provide a snapshot on the health of a business.  HR departments and staffing firms that apply analytics will improve productivity and recruiting processes, improve the quality of candidates, and allocate the proper resources for each assignment.

Banking, Financial Services, Lending Services, Monthly BLS Report, US News

Retaining your Millennial Bankers

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In an often-sited 2014 retention study from the Bureau of Labor Statistics, the median tenure of workers ages 25 to 34 years is 3.0 years. If the numbers still work in 2016, which there is every indication they do, this means that the 27 year-old or 36 year-old you just hired is more likely to come on board and stay for no longer than 3 years.

While this may be problematic on its surface, a deeper dive into this subject can actually present a unique opportunity to set your team apart from the crowd. Think about what you’ve heard from most established media outlets: millennial workers are often vilified as a narcissistic and whiny group who hate to work. Thus, they will inevitably move on every few years because they just can’t get it together.

What if there was a way to incentivize your new millennial hires? We know that most millennials are not primarily motivated by money, so where do you even start? While we could exhaust this topic in posts for the rest of the year, the best way to get to the heart of the matter may be to look at your hiring process.

Have you articulated to your prospective millennial bankers how they are able to positively impact the trajectory of your organization?

According to a Jan 2014 article in Forbes, “64% of millennials say it’s a priority for them to make the world a better place”. If we take this mindset to the work place, it stands to reason that the best way to retain your millennial talent is to show them how they can make an immediate and positive impact on your organization. Even before you hire them, show them step by step how and where their actions will change the company, and by extension their world, for the better.

Once millennial workers have this road map, you may be surprised to see how many buck the trend and stick around much longer than 3.0 years.

Uncategorized

5 U.S. counties experiencing fast job growth

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A new report from the Bureau of Labor Statistics showed that job growth increased in 308 of the 324 largest counties in the U.S. between December 2014 and December 2015.

Employment increased in all 308 counties, but advanced the fastest in five specific areas, according to the BLS. The town of Williamson, Tennessee, saw the largest percentage advance with a job growth rate of 6.8 percent over the year – well above the national rate of 1.9 percent.

The professional and business services sector saw the biggest gains, adding 3,185 positions over the year.

National powerhouses Mars, Verizon and Nissan have large operations in Williamson, reported MarketWatch. Also contributing to such strong employment growth is that Tennessee does not have any income tax and Williamson itself has the lowest tax rate of any county in the state.

Utah County, Utah, also saw a 6.8 percent increase from the fourth quarter of 2014 to the fourth quarter of 2015. As a hub for transportation, construction and extraction of natural resources, Utah County is ideal for non-degree holders.

Attracting businesses in two of the fastest-growing U.S. industries – technology and communications – employment in Loudoun County, Virginia, grew by 6.3 percent during the reported time period. Coming in at No. 4 and No. 5 for job growth was Chesterfield, Virginia, and Lee County, Florida, with growth rates of 6 percent and 5.9 percent, respectively.

Job growth increased in 308 of the 324 largest counties in the U.S. from the fourth quarter of 2014 to the fourth quarter of 2015.

Central US, Contract Staffing, Engineering, Healthcare Services, International News, Life Sciences, Managed Care, Manufacturing, Marketing, Midwest US, Northeast US, Pacific US, Placement Annoucements, Quality Assurance, Sales & Marketing, Southeast US, Southwest US, US News

Bruce Peacock & TRG Manufacturing Division Announces Successful Director (Class II Medical Device) Search

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Richmond, VA June 2016 – Bruce Peacock and The Manufacturing Search Division of The Richmond Group USA (TRG) are pleased to announce the successful conclusion of a Director of Quality Assurance search for a Class II medical device startup. This is an exciting time for this medical startup because they are part of a new business venture formed by a multi-billion dollar global manufacture, who is investing heavily into this new business at their state of the art facility. This person will be responsible for providing strategic direction and leadership to the team in developing and managing the quality assurance program (supplier quality, supplier scorecards, product development, internal/external auditing processes, etc.).

 

Working closely with their leadership team, we took on the challenge of finding a Director of Quality Assurance who is passionate about quality systems and capable of providing strategic direction and leadership for a Class II medical device startup. A comprehensive national search was conducted to uncover and attract a pool of qualified candidates.

 

We identified a dynamic Quality Leader with a well-rounded quality assurance, process, product development and leadership background. This placement will provide our client company with a well-rounded Director of Quality Assurance, who spent the last 13 years in quality leadership for a world class medical device manufacture, to join their leadership team. Our client is very excited about her ability to take on this new challenge of developing the quality assurance program for their medical device startup. Should you desire additional information about this successful search or about our firm, please contact Bruce Peacock & TRG Manufacturing Division at (804) 285-2071 or email Bruce at Brucep@richgroupusa.com.

 

Bruce Peacock
Vice President of Business Development
The Richmond Group USA