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Candidate Information 2017-03-30T17:11:47+00:00

WHAT IS AN OUTSTANDING CANDIDATE?

Our clients represent a broad range of transportation, logistics and distribution organizations. Some are global, many are national or regional in scope and still others focus on specific local markets. Their sizes range from a few million dollars in annual revenues up to multi-billion dollar corporations. Each one of these companies is unique and they all have their own very special cultures. However, they do have one very important thing in common… They pay us to bring them outstanding candidates!

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WHAT TO KNOW BEFORE SELECTING A SEARCH FIRM

High Road Partners (HRP) specializes in identifying, evaluating and recruiting management and executive talent for transportation, logistics and supply chain positions throughout North America. HRP is one of the largest specialty search firms serving these markets. Click here to read staff bios.

HRP has successfully filled positions ranging from front-line supervisor to company President. We work a broad range of functional areas and related positions commonly found in transportation, logistics and supply chain organizations. Most of our candidates are experienced industry professionals (5+ years experience) whose salary requirements are in $75-250k range.

HRP is truly a national search firm. We have filled positions in all 48 states in the continental US as well as Mexico and Canada.

Our client base is very broad and diverse. Most of our clients are “service providers” (trucking, warehousing, ocean, air, rail, intermodal, 3PLs and 4PLs). We work with some of the largest companies in these sectors as well as very small, niche companies. Typically we make 100-125 placements per year. HRP currently has service agreements in place with over 500 client companies. We also have a very aggressive marketing program targeting literally hundreds of potential new client companies and are constantly adding to our active customer base.

The old adage is true: “The best time to look for a job is when you have a job”. And the best time to develop a relationship with a search firm is BEFORE YOU NEED ONE. If you only take one piece of information away from this website it should be this: SEARCH FIRMS DO NOT FIND JOBS FOR PEOPLE…THEY FIND PEOPLE TO FILL JOBS WITH THEIR CLIENT COMPANIES. Clients (employers) pay for our services. They use firms such as ours to find people to fill positions they cannot otherwise fill on their own.

So, when should you consider developing a relationship with a search firm? The answer is: When you have made “The Decision” about your career. “The Decision” includes a commitment to the industry, a projected career path and goals, personal decisions with respect to relocation and/or travel and most importantly, a high level of motivation for advancement. Once you are committed to an industry or a profession, it really makes sense to start building relationships with search firms that can help you reach your career goals. Even more importantly, if you value confidentiality and desire to remain “under the radar”, a professional search firm is your best option.

First of all, you can expect that we know what we are doing. We are professionals and we know more about this process than you do. We know the job market. We know how to evaluate your candidacy and the job opportunities for which you may be qualified. We know how to prepare you for interviews. We know the prospective employer better than you do. We know how to handle job offers, salary negotiations, resignation and relocation issues. If you expect less or want less from a search firm, we are not for you.

Secondly, you can expect confidentiality. This is a big industry, but a “small world” when it comes to who knows who. We never submit candidate information to an employer without first having a signed confidentiality agreement in place with that employer. We will not contact references or conduct background checks without your permission.

Third, you can expect honesty. We will provide an honest evaluation of your potential as a candidate for specific opportunities. We tell the good, the bad and the ugly about job opportunities. We also tell employers the good, the bad and the ugly about candidates. There are no perfect candidates and there are no perfect jobs. All we can do is our best to represent things as they are or at least as we understand them to be. We will provide honest feedback from interviews. We will give you honest, well-informed advice with respect to job offers and salary negotiations. We will advise you not to accept a position if we believe it’s not in your best interest or in the best interest of our client. Likewise, we will advise an employer not to offer a candidate a position if it’s not in the best interest of both parties.

We recommend that you contact one of our recruiters via email (staff bios) regarding your interest in our services. If you have a resume, please attach it with your email inquiry. In addition, we ask that you complete a brief questionnaire and return that to us as well. Assuming your experience and qualifications are consistent with the types of client positions we fill, your information will be added to our candidate database. If you are a match for an existing opening or we determine it would be worthwhile to present you to select clients who have expressed on-going interest in candidates with your background; we will schedule time for a telephone interview with one of our staff.

When a client engages our firm to fill a position for a fee, they expect us to know a lot more about the candidates we present than just a resume and a short note. They are paying us to do a “deep dive” on candidates.

They also expect us to manage the interview process.  Here are some things that are expected of you to help us provide our clients the service they deserve:

Compensation, Work History, Motivation

Be prepared to fully disclose the details of your current compensation  including base salary, bonuses or incentives, car or car allowance, and benefits ( to include vacation days and PTO).  You will also be required to provide your prior compensation history.  Be prepared to give a full and honest explanation for any prior job changes.   Be prepared to provide a clear motivation for your decision to look for a new career opportunity.  Provide a clear definition of your relocation flexibility i.e. will not relocate or states and locales that you are willing to consider.

Communication

You will need to provide a confidential phone number and a confidential email address where we may contact you. You will need to respond to messages to your phone or email in a timely manner.

Potential barriers to placement

You will be required to disclose any information that might prevent you from getting an interview or offer from a client.  This includes non-solicitation agreements, non-compete agreements, severance agreements, or other commitments, restrictions, or obligations.

Interviews

You will need to advise your recruiter of any current interviews you are involved with and your status in those processes.  You will need to be available for a prep discussion with our recruiter prior to any interviews we schedule for you.  You will be required to provide a timely and detailed report of the results of an interview. Your recruiter will have multiple questions for you about the interview process, what was discussed, your assessment of the success of the interview, and your interest level in continuing the process.

References

If initial phone interviews are successful, clients will likely ask candidates to travel to their corporate location or an otherwise specified location for a personal interview and the client will pay for that travel.  Before money is spent on travel, our clients request that we complete professional reference checks on the candidate.  Be prepared to sign a reference release form and to provide a list of references with contact numbers, both peers and supervisors, who can attest to your personal performance.

KEYS TO POSITIONING YOURSELF AS AN OUTSTANDING CANDIDATE

This is the most important key. If you have not accomplished positive results that are meaningful and relevant to the client, you have limited value to that client. It’s just business, not personal. However, most candidates have more accomplishments and achievements than they give themselves credit for. Include these on your resume and on the questionnaire you receive from our firm. Be prepared to discuss them with us and with our client. What did you do? How did you do it? What was it worth to your company?

Results matter. They are keeping score out there.

Even in this unstable economic world, clients value a history of stable employment. If you have had frequent job changes you are suspect in the client’s mind. What are “too many jobs”? It varies among clients. But, generally speaking, if you have had more than 3 positions in the last ten years, it is cause for concern. Be prepared to discuss the job changes with us as well as with the client. Be honest with us, the client and with yourself. The reasons behind the moves may be explainable and even positive, but they always plant a seed of doubt with the client which must be addressed.

You may have an outstanding record of accomplishments and a Grade A employment history, but if you are limited on relocation your opportunities will be limited. Remember, search firms do not find jobs for people, we find people for jobs with our clients. The greater your flexibility, the more likely it is that we will have a client opportunity that fits. And flexibility extends beyond relocation. If you are hung up on job titles or the size of company or whether they are public or privately owned, etc etc… you have limited flexibility. Make no mistake, these are legitimate issues and you should be selective about the company and the position. (If you aren’t, you may end up with an “unstable” employment history.) But, just remember: lack of flexibility = fewer opportunities.

Frankly, if it’s all about the money, then you are not positioning yourself as an outstanding candidate. Money is important. We understand that and so do our clients. But candidates who are just out for the money today tend to end up with unstable employment histories tomorrow. Career moves need to be about more than just money. That said, let’s talk about money. First and foremost, know what you are worth in the marketplace. If you are at the “top end” of the pay range for your position, don’t expect a substantial increase unless you take on a higher-level position. And if you are at the “lower end”, don’t expect a new employer to make up for it and take you to the top end. Secondly, if you are moving up to the “next level”, don’t expect to go in at the “top end” of compensation for that position. Third, look at the total package including incentives, benefits and the potential for increases and promotions in the future. Consider the cost of living for the job location. Look at the big picture. Think long-term.

If you’re employed, stay employed if at all possible. What they say about the best time to look for a job is true. It’s when you have a job. It’s the best position to be in and certainly the best position from which to work with a search firm.

If you’re unemployed, be prepared to explain why? Be honest. But never badmouth your former employer. Have references available. Include supervisors, peers and customers who have positive things to say about you and your achievements. If you are working with a search firm, again remember, search firms do not find jobs for people, we find people to fill jobs with client companies. And, above all, remain patient. You can still be positioned as an outstanding candidate, even though unemployed. Emphasize your accomplishments, be flexible, stay realistic about money and look for the “right” job. (You don’t really want to go through this again in six months, do you?)

These are the hot buttons. Ideally, everyone is looking for the candidate with a great record of accomplishments, stable employment history, open to relocation, reasonable expectations regarding compensation and currently employed. Realistically, there aren’t many of those out there. There is no such thing as the perfect candidate or the perfect job for that matter. Your challenge, as well as ours, is to make the most out of what you have to offer to the marketplace now as well as in the future.