As we gear up for a great 2011, we are adding key people to our team. I would like to introduce three team members that joined us most recently:

Robert Walker joined as a Business Development Manager. He is located in Dallas and has extensive creative staffing experience both in DFW and nationally. Broad experience across multiple industries including healthcare, finance, pharma and retail. - Robert.Walker@paladinstaff.com

Pam Maret is our new Regional Manager for Paladin NYC. Pam was a top producer for a competitor before relocating from Charlotte to New York. Prior to entering the staffing industry, Pam was a Manager and sales executive in corporate advertising. - Pamela.Maret@paladinstaff.com

Don Schneider has joined as an Executive Recruiter. He will focus on senior level direct-hire roles in Marketing, Creative and Communications fields. He has over 15 years of experience in marketing managing account, creative and production teams on both the client and agency side. - Don.Schneider@paladinstaff.com

We are excited to provide Robert’s, Pam’s and Don’s expertise to you, the Paladin community. We believe that they will be invaluable partners to clients and candidates.

Please join us in welcoming all three to our team. And look forward to more new talent to join Paladin as we grow in 2011.

You know that the time will come when the “employer market” will change back to a “candidate market”.  My friends, that day is fast approaching!  For those of us who went through this cycle in the 90s (yes, I was there), it was a great time for qualified talent to make a change but not so good for companies who had invested thousands of dollars and years into cultivating the talent.  Firms were often in bidding wars over candidates and many times there would be 2-3 offers up for consideration.  Sign on bonuses, relocation packages and stock options were commonplace, not the rare exception.

There are some basic steps you can take as an employer to solidify your relationship with your employee so you don’t find yourself looking for help when you didn’t see it coming.

1. Make sure your employee knows where they stand in your business.  Tell them how you feel about them.  Show them they matter in their pay, benefits and involvement in the decisions of the business.
2. Be flexible with things like time off, work hours and virtual work when possible. Today’s workplace has changed dramatically and employees are juggling much more in their schedules and the employers who offer the most flexibility will grab more of the top talent.
3. Don’t try to play the bidding game with an employee who is already looking on the outside.  If they matter to you, counter quickly and decisively if necessary but be willing to let them go their own way.  If their decision to leave is all about more money, the desire to get more will continue to be there.
4. Promote your best people and give them a clear career path that is set in your firm.  People who have been patiently waiting through the Recession for those long ago promises will not be so patient moving forward. 

As a candidate looking to make a change there are also key factors for you to keep in consideration.

1. Have your resume always up-to-date and references available.  Some jobs will appear out of the blue and you don’t want to keep a potential employer waiting.
2. Keep your social networks open and always looking for new potential matches.  Remember, other people will have the same idea as you.
3. Don’t just “kick the tires” to see what is out there.  While as a candidate you might have the upper hand, you can burn bridges and get a bad reputation with recruiters and clients that will spread like wildfire.

The bottom line is that things are improving and the market will be much more competitive for the top talent and keeping the people you already have in place.

Now is a good time to do some “soul searching” and make sure you haven’t capitalized too munch on the current market and irreparably strained the staff relationships that your business needs to continue to be successful.

Relocation is a BIG issue in today’s workplace. Many people who haven’t considered it as a viable option in the past now see it as the only recourse to surviving in their career path. There is a lot to consider. Take the time to ask the questions, consider all options and go for it when it makes sense.

First- Is the target market I would be relocating to a better market, i.e. - more job openings, reasonable cost of living, practical housing options, and realistic property/income taxes? If you are moving from a smaller work community to a larger one your job options increase, salaries increase and alternative jobs (in the event things don’t work out) are more plentiful. It you are moving from a large city to a smaller one there may be less competition for your individual skills and the tax advantages may equate a pay increase in just the savings you get.

Second- How solid is my personal and professional network there? Some people are very capable at life without personal interaction of other people. I’m not one of them. You need to ask, “Do I have friends or family close to this market?” What types of professional organizations are there and how large are they? What type of social entertainment is around:  clubs, churches, and restaurants? Whatever is important to you in your daily life should be considered.

Third- Is the relocation expense covered by the hiring company? It may take thousands of dollars to move your home from point A to point B. Do you have the financial resources to shell out those funds? If the company is paying, how is it to be handled? Do you submit bids, receipts after you move, or do they have preferred vendors with negotiated rates for transporting belongings? What is the process? ASK BEFORE ACCEPTING ANY OFFER! Many firms today will have you sign a separate promissory document upon your hire that if you leave prior to a certain time, you will be liable to repay all or part of the relocation expense.

The excuse of “We just bought a home and can’t go anywhere at this time” may not hold water today. If the house goes into foreclosure because you can’t pay the bill, you may have no choice. KEEP ALL OPTIONS OPEN! You are not only more desirable by many employers by being willing to relocate, but the job options you will have to consider will grow immensely.

If you have a specific relocation story (good or bad) that you would like to share it, please offer your comments here so others can benefit from the experience.