by Jason Nemoy

For those that are in transition, there’s a lot coming at you. Be present with the people you’re with. Ask questions, engage, listen, look for something new that you haven’t considered before. How about reaching out to some of your previous vendor relationships as well? Think about where you’ll be today, and have your business card (mini-resume) ready! Capture the moment. Be creative.

 

by Jason Nemoy

For those that are in transition and might sense an offer on the way, avoid “buyer’s remorse” by kicking the tires on the potential employer. (If you’re buying a car, kick those tires too.) Don’t hesitate to get any and all questions answered. Request a RJP (Realistic Job Preview) if appropriate and it makes sense. Collaborate with your colleagues. Know what you’re getting into, and get in the mindset of thinking long-term. Be creative.

Black recognized as Very Important Professional Successful by 40 

Baltimore (July 20, 2021) — Chesapeake Search Partners (CSP) today announced The Daily Record has named Johnny Black, Co-Founder and Partner at CSP, to the 2021 VIP List — Very Important Professionals Successful by 40 awards. The award recognizes professionals 40 years of age and younger who have been successful in Maryland. Winners, chosen by a panel of judges including the previous year’s winners and representatives of The Daily Record, were selected based on professional accomplishments, community service and the impact of their achievements. 

“It is an honor to be named to the Daily Record’s VIP List alongside some of the top professionals in the region,” said Johnny Black. “Since co-founding CSP in 2013, I’ve focused on doing what I truly love — growing relationships, valuing employees, and giving back to the community. To be recognized for that is truly humbling. I look forward to continuing to make an impact here in Baltimore and supporting career growth for professionals throughout the region.”  

“The 2021 VIP List honorees are inspirations to many. Their ideas, energy and creative spirit strengthen companies across Maryland and beyond,” said Suzanne Fischer-Huettner, senior group publisher of The Daily Record. “In addition, they are full of optimism and passion for helping others in their communities. The Daily Record is pleased to recognize these talented young leaders and looks forward to what the future holds for them.”

The VIP List honorees will be recognized at an online celebration on Sept. 22 from 6 to 7 p.m. Each of the winners will be celebrated for their achievements through video storytelling. Guests will have the opportunity to participate in the program with their congratulations and cheers using social media platforms from their homes or offices. For tickets, visit https://thedailyrecord.com/vip-list/. The event hashtag is #TDRevents.

A VIP happy hour for honorees and sponsors will be held on Sept. 23 from 5:30 to 7 p.m. at Gertrude’s at the Baltimore Museum of Art, 10 Art Museum Drive in Baltimore. Winners will be profiled in a special magazine that will be inserted into the Sept. 23 issue of The Daily Record and will be available online at TheDailyRecord.com.

 About Chesapeake Search Partners 

Chesapeake Search Partners (CSP) is a professional search and consulting firm that focuses on placement in Accounting and Finance, Human Resources, Real Estate and Financial Services, and Sales, Marketing, Engineering and Operations. Focused on client growth and planning for the future, CSP’s unique, relationship-driven approach leverages industry experts who understand the process of identifying the right skill set for each position. The result is matching talented professionals who have the ability to meet and exceed a client’s organizational needs. For more information, visit https://www.chesapeakesearchpartners.com.

About The Daily Record

Celebrating 133 years of journalistic excellence, The Daily Record is a multimedia news source that publishes a print and online edition five days a week and breaks news daily on its website, TheDailyRecord.com. In addition, The Daily Record publishes more than 30 special products a year including Women Who Lead, Doing Business in Maryland, Way to Be and Expanding Opportunities. The Daily Record also honors leading Marylanders through nine annual awards events including Maryland’s Top 100 Women, Influential Marylanders and Most Admired CEOs. Its Digital Marketing Solutions helps customers with social media, search engine marketing and optimization, retargeting, email marketing and more. The Daily Record is part of BridgeTower Media, one of the country’s leading business-to-business media companies with more than 40 print and digital publications in more than 25 U.S. markets

 

 

Hiring volumes are back to pre-pandemic levels, leaving a high level of competition for great candidates across a variety of industries. Believe it or not, one of the deciding factors in landing a great hire is your hiring process. What may appear to be small missteps can result in companies losing out on top talent to the competition.

Take a look at the following common mistakes and our tips to help avoid them and land that next hire.

Dragging your feet

Taking too long to engage in or continue the interview process can result in candidates moving forward with other opportunities. Always assume they are fielding multiple opportunities at once.

Keep the dialogue going. Schedule interviews promptly–don’t wait a week or two in between steps if you are interested in the candidate.

Outlining the interview process in advance is helpful. This allows candidates to know what to expect and how much time will be needed to round out the process.

Lowballing the offer

Offering a candidate below what they need to see in compensation shows that you don’t value their experience. It’s like asking them to walk away.  If compensation is going to be a key factor in the offer, have an open dialogue about it in advance and see if other benefits can be added that are attractive to the candidate.

One-way Evaluation

Today’s market is candidate-driven. Candidates are evaluating you and your company just as much as you are evaluating them. Prolonged interview processes and slow communication will reflect poorly on your organization.

Murky Expectations

Set clear expectations about what the interview schedule will look like for candidates. Outline a simple interview process and stay consistent (whether the steps are a phone, video, or in-person interview). If it is in person let candidates know what your COVID protocol is so they are prepared.

Also, be ready to speak to expectations around the role being remote, hybrid, and/or in-office as well as part-time or full-time.

By following these steps, you will immediately strengthen your hiring process and ultimately support your team in landing the ideal candidate. If you’re looking for assistance as you upgrade your process, CSP can support every step of the way–from outlining the interview process to sending qualified candidates, managing both candidate and client responses, interview scheduling, maintaining relationships with candidates as they navigate other opportunities and offers, all the way to the delivery of offers, negotiation processes, and onboarding.

Contact us today for help with your hiring needs – info@chesapeakesearchpartners.com

 

Some would say the first hire for a startup is often the hardest–there is a fair presumption of risk on both sides. Looking back more than six years ago, we’re so glad we took the “risk” of hiring Patrick, our first full-time hire at CSP. And we’re honored he took the leap with us and continues to elevate our company as he takes on the new role of Senior Search Consultant.

Recently we sat down with Patrick to reflect on his time with us and what his vision is for the future of CSP.

What drew you to a position here at CSP? 

I had recently graduated from Towson University with a degree in Communications and completed my collegiate baseball career. With no set job in mind, I was a “free agent” so to speak.

One day in the fall of 2014, John Geraghty reached out to me for a sales position he was recruiting for a friend of his. After learning about the sales role, I realized I was not interested in moving forward with it. However what stuck with me was the connection I had with John–we shared similar interests, and he seemed to really love his new role, working to grow CSP alongside Rick and Johnny.

Soon after, I approached John and asked if they would be open to hiring me, despite me not having any recruitment experience. They invited me in for a shadow day and I got to see what a typical day was like. The passion, the hustle, dedication, and camaraderie drew me in. I was offered the role of a Junior Search Consultant and the rest is history.

What was the process like — training under three founders of a professional search “startup” firm? 

The strategy was to enable me to learn by doing and absorbing everything I could from Rick, John, and Johnny. I would bring a pen and paper with me everywhere, listen to how they talked with candidates and clients, and learn how they built and nourished relationships. Eventually, I was able to start calling candidates myself to help update our contact lists and begin to make connections.

This built up my confidence tremendously. I improved my communication skills and got more comfortable on the phone sparking conversations and relating to people I had not met before.  I was making about 10 new connections a day.  The process came with rejection too but that’s a valuable lesson in and of itself in this business.

When you describe what it’s like to work at CSP to your friends or family, what do you say? 

Chesapeake Search Partners is a professional search firm located in Towson. I was their first full-time employee, and have been there about six years. The work environment is fun and feels like family–the owners truly care about their team. We have a work-hard, play-hard mentality–the owners treat us often to happy hours, lunches, and events. Today, my bosses are some of my closest friends and mentors. I couldn’t be happier.

What does the future have in store for you? 

As a team, we are growing, which is exciting to say after a challenging 2020 due to the pandemic. We are hiring Junior Search Consultants who I will get to oversee. I’m really excited about the opportunity to mentor and manage a new hire.

I will continue to support Rick and John with the growth of the Accounting & Finance practice. I’ve found the more I am involved with the industry, and key companies and talent within it, the better I am at my job. It’s motivating for sure, and I appreciate the ability to focus here in a smaller firm. Similar to my days playing baseball, the more you train and practice, the better you are.

And beyond CSP, I’m excited to get married next year to my fiance.

What advice would you give someone thinking of starting a career in professional search? 

No matter what, if you put in the time and effort, you will be successful.

Prepare yourself mentally for losses. They will happen, but you need to come back the next day ready to move on and win.

Look for a firm that cares about your career and growth. Part of this is reflected in compensation. Ideally, a firm will not make you lean solely on commission. To grow, you will make mistakes and you need to feel comfortable making them and learning from them.

Lastly, look around. Absorb what is working for your team around you. Everyone has their own method that works well for them. Take pieces of what works and make it your own. At CSP we’re a bit of a melting pot of expertise, but we all ladder back to our core values and relationships.