http://asgteam.com/blog/Angott Search Group - Blog en-ushttp://asgteam.com.com/rss/blog_rss.xmlFri, 04 May 2012 11:05:14 CST - The full report can be seen here: http://www.bls.gov/news.release/empsit.htm. According to the Labor Department, total employment grew in the United States by 115,000 positions in April, the 19th straight month of job growth. The unemployment rate dropped from 8.2 to 8.1 percent and from 10 percent two years earlier. Revisions to March's numbers showed 153,000 jobs added, up from the 120,000 jobs previously reported. The professional, managerial, and related occupations unemployment rate, which reached as high as 5.5 percent in 2009, fell to 3.7 percent in April. Retail trade added 29,000 positions, countering a loss of 32,000 positions reported last month. However, there has been no significant trend in that sector, which has only added 19,000 jobs in total since December. Professional and business services added 62,000 jobs in April, a third of which came from temporary staffing firms. Architectural and engineering services and computer design services both added a little more than 7,400 positions. The only significant decline in the report was a loss of 16,600 positions in transportation and warehousing, 11,000 of which were from transit and ground passenger transportation. The unemployment rate for those with a bachelor's degree and higher fell from 4.2 to 4 percent in April, bringing that sector to less than half the average unemployment rate of all other levels of education, 9.1 percent. April, though, saw improving numbers for those with lower levels of academic achievement. The unemployment rate for those with a high school diploma, but no college, has fallen from 9.7 to 7.9 percent from a year earlier, almost equal to the 7.6 percent rate of unemployment among those with either some college or an associate's degree. April's employment report failed to meet the expectations of economists, who were expecting more than 160,000 jobs to be added. Yet, the report is more positive than some predicted following the ADP report released in advance of the Labor Department's numbers, which showed a strong deceleration from March's employment growth. Fri, 04 May 2012 11:05:14 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=795Wed, 18 Apr 2012 08:04:11 CST - On behalf of Lighthouse of Oakland County's Board of Trustees, volunteers andamp; staff, Angott Search Group has been selected to receive the 2012 Beacon Award given in recognition of exceptional dedication to further the mission of Lighthouse Community Development. Mark Angott formally accepted this award on April 17, 2012. The Lighthouse Volunteer Celebration luncheon was hosted at the Goldner Walsh Garden andamp; Home Nursery in Pontiac, Michigan. Angott Search Group is honored to have received this recognition and looks forward to continue their efforts with Lighthouse of Oakland County. Wed, 18 Apr 2012 08:04:11 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=794Mon, 16 Apr 2012 08:04:50 CST - Mark Angott andamp; J.T. Westendorf attended the Bankers Education Summit and Trade Show (BEST) on April 13th. This event is coordinated by the Michigan Bankers Association and is located in Traverse City, Michigan. This conference provide annual updates for CEOs and Michigan bank officers on hot topics, emerging trends, current and pending legislation, new products and services and innovative ways to enhance profitability and reduce risks. The BEST Conference provides an invaluable opportunity to network with peers and stay current on important issues affecting our rapidly changing industry. Mark lead one of these sessions on the topic of Succession Planning. We would be happy to share our knowledge on this topic with you. Contact Mark for more details. Below is a link where you can find more information on Marks succession planning presentation. Succession Planning Presentation Mon, 16 Apr 2012 08:04:50 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=793Thu, 12 Apr 2012 06:04:29 CST - Think the promise of promotion into management would motivate most employees? Not so, according to a survey by staffing firm The Creative Group, which found 71 percent of workers surveyed would not want their managers job. A manager needs to get to know his or her employees, says Carol E. Gilson, vice president of human resources and client services for EMPO, a human resources services firm. By being genuinely concerned about each employee, the manager will learn what motivates each individual. Some workers respond to private compliments on their work, while others thrive on formal recognition, Gilson explains. Still others andmdash; particularly salespeople andmdash; work hardest when a generous commission program is offered. And some want to work on special projects. Study these guiding principles to become a more effective motivator. Six Big Motivators to Remember Sharon Jordan-Evans of Jordan Evans Group and coauthor of Love andlsquo;Em or Lose andlsquo;Em: Getting Good People to Stay cites a revealing job-satisfaction survey of more than 15,000 people. All of them named at least one of the first three of these six big motivators: Exciting work and challenge Career growth Learning and development Working with great people Fair pay Supportive management/good boss So while fun matters most to one talented employee, another is motivated more by autonomy and yet another by flexibility, Jordan-Evans says. Motivation andmdash; engagement and retention too andmdash; is therefore largely an individual activity between the boss and employee. Individual Attention Pays Dividends Jordan-Evans recommends going to lunch with team members individually to help understand them better. What does each one enjoy most and least about his job? What does he want to learn next, and how would he like to learn it? Ask what you can do as a boss to make their jobs more enjoyable or satisfying. If Sally would be pumped by learning desktop publishing and taking a crack at the company newsletter, send her to a class. If Jose wants exposure to the senior team, invite him to the next staff meeting. Watch their performance soar as workers get involved in what they really want to do. Gilson says effective managers all seem to have one thing in common: They invest in their employees psychologically. They truly believe in them and spend quality time finding ways to raise their level of personal and professional self-esteem. Most employees will spare no effort to achieve recognition from someone who truly appreciates their work. Motivate Every Day Managers should remember to practice motivational tactics on a regular basis, not just once a year at a team-building seminar, Jordan-Evans advises. Tracey Turner, executive director of The Creative Group, says, Its especially crucial to keep motivation high during times of change, such as when a company is expanding or downsizing. Businesses that wait until morale is tangibly lagging to address motivation suffer the costly consequences of reduced productivity and increased turnover. Its much easier to maintain high motivation than rescue a demoralized or unhappy team. Copyright 2006 andndash; Monster Worldwide, Inc. All Rights Reserved. This article first appeared on Monster. Thu, 12 Apr 2012 06:04:29 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=792Thu, 12 Apr 2012 06:04:21 CST - You may feel that two short interviews and a three-page resume are not sufficient for you to make an important hiring decision. Perhaps you should consider the kinds of questions you are asking the candidate in your interviews. Behavioral interviewing is a very good technique to help you identify the right person. What is behavioral interviewing? It is a style of interview that forces candidates to answer questions which demonstrate their competencies (knowledge, skills and abilities) by giving specific examples from their past experiences. The focus on the interview is less about what they can or could do (ie, hypothetical situations), and more about what they have done in specific situations in the past. Behavioral interviewing is based on the assumption that a persons past performance (in previous roles) is an excellent predicator of their future performance. How to prepare for a behavioral interview To prepare for a behavioral interview, take the following steps: Make sure you have clearly defined the competencies for the role. General competencies include: Enthusiasm Knowledge/skills Problem solving Team building Personal attributes Leadership Communication Flexibility Decision making Develop a series of questions that will enable you to find out if the candidate has these competencies. Questions might take the form of: Give me an example of how you haveandhellip; Tell me about a situation where youandhellip; In the past, how did you deal with a situation whereandhellip; Given your past experience, how would you best deal withandhellip; What should you look to evaluate in a behavioral interview? There are three types of competencies you should look for: Content competencies andndash; which are work/role specific. Functional/transferable skills andndash; which are used generally with people, information or things, regardless of the specific environment. Adaptive or self-management skills andndash; which are personal characteristics. Thu, 12 Apr 2012 06:04:21 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=791Thu, 12 Apr 2012 06:04:46 CST - Every generation has been grumbling about the same thing for eons: The younger generation. Heres a sampling of what some of the complaints in the workplace might sound like these days: Used to be that when I needed something done, Id ask someone face-to-face. I remember the days when people started a conversation, they finished the conversation. Once upon a time, people would come talk to me rather than shoot me an instant message. Frustration with Younger Coworkers Many professionals feel there is acute tension between generations. I hired a recruiter who is 28 years old, explains one 45-year-old senior HR generalist from the Pacific Northwest. Since arriving, my colleagues and I have noticed that he frequently bypasses the chain of command to do what he thinks needs to be done. Although we meet with him to discuss the importance of communicating regularly through the proper channels, its as if he just doesnt get itandhellip;. Oftentimes, hell up and leave right in the middle of a discussion after coming to me for information. Its like hes got what he needed out of the meeting and leaves, because he doesnt see a need to be there anymore. What he doesnt see is how insulted I feel by him leaving like that. Indeed, those in their 30s and older can find their younger counterparts frustrating to deal with. These more seasoned workers often lament younger workers tendency to be curt, blunt, irreverent and impersonal. Too Much Information But the tension between generations goes both ways. David Chermak is a 31 year-old cost accountant. Working in the manufacturing industry, he reports that his team, comprised of Baby Boomers, has a tendency to overexplain concepts when troubleshooting issues. Even very specific questions seem to require long, drawn-out answers, laments Chermak. It is like asking a cook if there is rosemary in the chicken, and the answer not only encompasses the entire recipe but also what store has the best price on chicken, why white meat is better than dark, and explains how buying locally produced food saves fossil fuels andmdash; oh and yes, there is rosemary. Our workplaces are changing. Technology has revolutionized the workplace. The younger generation, particularly Generation Y (born 1977 to 1989), thrives in a fast-paced technological world. They grew up with nanny cams, cell phones, video games, voice mail, PCs and the Internet. Their constant exposure to technology has even caused some to speculate that their brains have developed differently. The familiarity of so many different technological media has enabled them to process a huge amount of information in a short amount of time. Sometimes referred to as the CNN Generation, this group of workers often only want bits and pieces of information andmdash; the parts important to them andmdash; to accomplish their tasks. In some circumstances, these individuals may never have learned effective face-to-face interpersonal communication skills, due to the fact that so much of their social interaction has been over instant/text messaging, cell phones and email. Adapting to a Project-Based Workplace As technology continues to be integrated into the workplace, outside factors also are impacting the way generations communicate. In the Generational Shift, What We Saw at the Workplace Revolution whitepaper released by Rainmakerthinking in 2003, one of the primary findings was that the employer-employee relationship has become more project-based, as opposed to the traditional chain-of-command structure. This phenomenon resulted from the mass layoffs, downsizings and offshoring that occurred in the 1990s. As businesses stepped into a more volatile global economy, they adopted the do-more-with-less mantra and began using a more short-term approach to managing business. Effective communication is imperative as businesses shift to this new fast-paced paradigm. Striking a balance with both generations can be difficult. Younger generations are geared to working in a fast-paced environment and getting information on a whim. Short, abrupt communication may occur and leave out important details that others may need to know in order to provide adequate responses. Older generations may overinform, causing confusion or extra work in sifting out pertinent information. There is no doubt that words, actions and sometimes behavior can be misconstrued in the workplace and even across generations. Business and human resources professionals need to be able to recognize how these changes are impacting the work environment and the relationships within them. Understanding what makes each generation unique is only one piece of the puzzle when it comes to managing employees. Copyright 2006 andndash; Monster Worldwide, Inc. All Rights Reserved. You may not copy, reproduce or distribute this article without the prior written permission of Monster worldwide. This article first appeared on Monster. Thu, 12 Apr 2012 06:04:46 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=790Wed, 21 Mar 2012 08:03:22 CST - Wed, 21 Mar 2012 08:03:22 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=789Tue, 06 Mar 2012 06:03:55 CST - The executive search industry experienced continued momentum in 2011 with a nine percent yearly increase according to data released by the Association of Executive Search Consultants (AESC). "It is encouraging to see how strongly the search industry has come back from the deep recession of 2009, and that clients continue to actively employ executive search to combat the underlying talent shortage, said Peter Felix, AESC president. Tue, 06 Mar 2012 06:03:55 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=788Fri, 02 Mar 2012 12:03:27 CST - It's almost that time of year again. A leading professional services organization that supports executive recruiters and hiring executives has just about completed their data and research collection for their 20th annual issue of the Executive Job Market Intelligence Report. The full report won't be out until early spring, but already some new trends have emerged that wed like to share with you, so that you can put them into action ahead of the crowd.Here is what Executives said: They now anticipate spending 5.7 months on average looking for their next position. They expect a 13% increase in salary when taking a new position. 52% of executives surveyed said were considering leaving their current position in the last year. Only 30% of employed executives foresee their current organizations will experience high turnover in the coming year. Fri, 02 Mar 2012 12:03:27 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=787Tue, 21 Feb 2012 06:02:28 CST - Tue, 21 Feb 2012 06:02:28 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=783Thu, 09 Feb 2012 01:02:35 CST - Strong hiring signals are coming from the energy market. Lately, there has been plenty of above the norm activity in the market, which has caused me to take notice. Since the beginning of January, the number of open positions that I have on my plate is way above normal and is continuing to grow. There is no real geographic pattern as I am presently working on searches in Texas, Pennsylvania, Massachusetts, California, Michigan, Hawaii, and New York. Additionally, some clients have already prepared me for up-and-coming searches in Texas and California. The only pattern I see is that the many of these roles are Business Development related. I have also worked on or am currently working searches in Transmission, Project Finance, Construction/Project Management and Power Marketing. Although I feel that 2012 will be a difficult year for renewable businesses because of the expiration of incentives and because of regulatory issues - I am still seeing strong hiring activity in the Wind, and Solar space. Thu, 09 Feb 2012 01:02:35 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=782Mon, 06 Feb 2012 01:02:28 CST - The CareerCast.com/JobSerf Employment Index, which measures managerial recruitment activity online, fell 0.1 points from December 2011, and is 8.7 points lower than the January Index. San Diego made significant progress, with a 14 percent increase in hiring over last month. The cities with the most per capita hiring gains in 2011 included: Nashville (+19 points), Memphis (+13 points) and Houston (+10). The biggest losers in 2011 were San Diego (-11), Washington, DC (-eight), New York City (-seven) and Milwaukee (-seven). We expect the job market in 2012 to remain very competitive for job seekers, said Tony Lee, publisher, CareerCast.com. Job hunters should determine which positions are the hardest for employers to fill, then learn new skills, if necessary, to qualify for those jobs. Many companies are waiting for the economy to improve before ramping up new initiatives. Mon, 06 Feb 2012 01:02:28 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=781Mon, 30 Jan 2012 09:01:04 CST - This is great news for the Michigan economy! For the first time in six years, Michigan went from a state where people headed out of more than they headed in, to a state with a split between inbound and outbound relocaters. Study shows people are moving to ... Michigan? Mon, 30 Jan 2012 09:01:04 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=780Thu, 26 Jan 2012 12:01:48 CST - View Beth's segmentwith Murray Feldman on the Job Shop. Thu, 26 Jan 2012 12:01:48 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=779Mon, 23 Jan 2012 06:01:25 CST - ASG is again the cover story of this month's edition of the Michigan Banker magazine. The article speaks of our outlook on 2012 and recognizes our 30th anniversary in business. Cover Story in Michigan Banker Magazine Mon, 23 Jan 2012 06:01:25 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=778Sun, 06 Nov 2011 04:11:00 CST - The full report can be seen here: http://www.bls.gov/news.release/empsit.htm. According to the Labor Department, 104,000 private sector jobs were added to the U.S. economy in October, while state governments were largely responsible for a loss of 24,000 positions in the public sector. Nonfarm payroll employment rose 80,000 in October and the unemployment rate fell from 9.1 to 9.0 percent. While the total job gain was lower than that of the last few months, there have been substantial upward revisions in recent months. September's private sector gain, for example, was originally reported at 137,000 and was subsequently revised up to 191,000 in the Labor Department's most recent report. October's job growth was concentrated on service-providing industries with specific gains in food service and drinking establishments, healthcare facilities, and administrative and support services. While less substantial, a gain of 10,000 general merchandise retailer positions is an additional positive indicator for an industry closely affected by consumer confidence. After significant gains in recent months, non-residential specialty trade contractor employment fell by 22,500 positions, the largest loss of any industry during the month. The unemployment rate for those who hold a four-year college degree and higher rose sharply from 4.2 percent to 4.4 percent. While the gain is attributable to an increase in unemployed candidatesandmdash;up 73,000 during the monthandmdash;total employment of such degree holders also increased, albeit at a slower rate of just 20,000. The unemployment rate for those working in management, professional and related occupations fell from 4.5 to 4.4 percent year over year. Meanwhile, the unemployment rate among sales and related occupations, which spiked early in the recession, has fallen from 9.1 to 8.2 percent year over year. A slight decline in the duration of unemployment in October may indicate a positive shift that will hopefully continue. The mean duration of unemployment fell from 40.5 to 39.4 weeks while the median fell from 22.2 weeks to 20.8. Both of these measures have been steadily rising for more than three years, and these drops pull them back to their levels of more than six months ago. Even when factoring in continued losses in the public sector, the last three months have seen total average job gains in excess of 110,000 a month, a rate exceeding U.S. population growth. On the whole, the most recent employment measures show a labor market that is holding its own with pockets of growth, pockets of stability, but just one consistent area of declineandmdash;the public sector, which is the only substantial source of job losses. Sun, 06 Nov 2011 04:11:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=772Sun, 16 Oct 2011 05:10:00 CST - As caution continues to dictate the economic climate, many companies are recruiting top talent to navigate uncertainty and maintain a competitive advantage. Twenty-three percent of employers expect to hire for executive-level positions over the next six months, according to CareerBuilder's new nationwide survey of more than 2600 hiring managers and HR professionals conducted from August 15 to September 8, 2011. The survey is in conjunction with CareerBuilder's launch of HeadHunter.com - a job search and recruitment site for management and executive-level candidates. Consistent with hiring expectations for all workers, IT companies are leading the way in executive hiring, with 35 percent reporting they will fill top positions over the next six months. Other areas expecting to recruit executives include healthcare (25 percent), sales (24 percent), professional and business services (23 percent), financial services (23 percent) and leisure/hospitality (23 percent). "Companies have a perpetual need to attain competent, agile senior leadership. At no time is this more important than during an uncertain economic recovery," said Brent Rasmussen, president of CareerBuilder North America. Sun, 16 Oct 2011 05:10:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=770Thu, 06 Oct 2011 05:10:00 CST - The full report can be seen here: http://www.bls.gov/news.release/empsit.htm. According to the Labor Department, total employment growth beat economists' estimates in September, rising by 103,000 positions overall and 137,000 in the private sector. The public sector cut 34,000 positions, mostly from local education. The unemployment rate in September stayed flat at 9.1 percent. Job growth in August has been revised up from an initially-reported zero to a gain of 57,000 positions. Of the private sector gains in September, 37,000 positions came from the telecommunications sector, which recorded a loss of 47,300 the month before as a result of a work stoppage at Verizon Communications' landline division. Since the return of these positions had already been known to be a near certainty by economists, the gains in excess of the projections become even more dramatic. The four-year degree unemployment rate fell from 4.5 percent a year ago and 4.3 percent in August to 4.2 percent in September. The management, professional, and related occupations unemployment rate remained flat year-over-year at 4.4 percent. Outside of telecommunications, a few sectors saw meaningful levels of growth. Commercial construction saw a jump as nonresidential building construction added 13,200 positions and nonresidential specialty trade contractors added 10,700 jobs. Additionally, heavy and civil engineering construction added 6,200 jobs for a net growth in the construction industry of 26,000 positions. A variety of retailers saw modest employment gains, including food and beverage, health and personal care, and general merchandise stores. In total, retail trade added 13,600 positions, a relatively small gain on its 14.5 million workers, though the types of stores that are seeing gains is telling. The rate of hiring of temporary and contract labor also increased, adding 19,400 postions in September. September's numbers may be tepid, but they are an improvement over the general mood during much of September. They indicate an economy where companies are investing in construction and retailers of non-durable consumer goods are seeing reasons to add staff. Thu, 06 Oct 2011 05:10:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=767Sun, 25 Sep 2011 05:09:00 CST - Brian Rhonemus, Managing Director, and Beth Grossman, Director, are pleased to announce the placement Mr. Michael Gheen into a VP Retirement Planning Manager role with Peoples Banking andamp; Trust, a $2 billion regional community bank in southeast Ohio. This diversified financial products and services company offers a complete line of banking, investment, insurance, and trust solutions to over 45 locations in Ohio, West Virginia, and Kentucky. Sun, 25 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=743Sun, 25 Sep 2011 05:09:00 CST - Tom Blackwell, Director, successfully completed a search for an Information Security Manager for Midland States Bank. Bradley Schaufenbuel has accepted this position and he is excited to be joining this $2bb bank located in Effingham, Illinois. Sun, 25 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=746Sun, 25 Sep 2011 05:09:00 CST - Brian Rhonemus, Managing Director, teamed up with Mark Angott, President, to successfully complete the placement of Mr. Rich Russo with Isabella Bank. Mr. Russo has accepted the role of Division President and he will be based in Greenville, MI. Sun, 25 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=750Sun, 25 Sep 2011 05:09:00 CST - Quentin Burchill, Managing Director of the Energy Practice, pleased to announce the placement of Kevin Shiau with First Solar, Inc. (FSLR) in New York City. He has many successful achievements throughout his career and is excited to be joining the team as he assumes an Analyst role in First Solar’s project finance group. Sun, 25 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=753Sun, 25 Sep 2011 05:09:00 CST - JT Westendorf, Executive Search Consultant, is pleased to announce the following placement with Credit Union One: Tamara DePonio as Branch Manager for the Traverse City, Michigan branch. Credit Union One has 19 branches located throughout Michigan with 117,000 plus members. Sun, 25 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=761Mon, 05 Sep 2011 05:09:00 CST - The full report can be seen here: http://www.bls.gov/news.release/empsit.htm. According to the Labor Department, gains of 17,000 positions in private sector employment were offset by a loss of 17,000 public sector workers in August, mostly from local education. The approximately 45,000 union workers who participated in a work stoppage in August contributed to a total of 47,300 telecommunications positions lost during the month—jobs that are expected to return in full in September's numbers. The unemployment rate remained at 9.1 percent. Industry-specific job losses were broad-based with telecommunications the only space seeing a significant loss. The countering job gains, however, were more concentrated. Computer system design and related services added 7,700 positions, temporary help services added 4,700 positions, and healthcare added 29,700 positions. The numbers are unlikely to provide the shot of confidence that global markets need, yet, as is often the case, the top-line figures belie some of the details. The management, professional, and related occupations unemployment rate fell year-over-year from 5.1 to 4.9 percent. Meanwhile, total employment for those with a four-year degree rose by 131,000 in August and by more than 1 million in the last year. While many industries did see losses in their total employment, it would be unwise to consider it an indication of the return of large-scale layoffs. The decrease in many sectors could be attributed to employers simply not filling many positions that became open during a month where uncertainty seemed to loom around every corner. In fact, the increase in four-year degree employment points to the willingness of employers to fill their more highly skilled and educated positions, even while leaving other roles unfilled. Mon, 05 Sep 2011 05:09:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=730Wed, 17 Aug 2011 05:08:00 CST - Warren, MI andndash; Aug. 15, 2011 - It takes a clear commitment to quality human resources initiatives for a company to be named a "Metropolitan Detroit's 101 Best and Brightest Companies to Work For." These select companies will be honored by the Michigan Business and Professional Association (MBPA) on Thursday, Sept. 29, 2011 at the Dearborn Inn Marriott. This year's winners practice innovative strategies and represent best practices in human resources in industries as diverse as automotive, insurance, hospitality, communications and nonprofit organizations. Angott Search Group is pleased to announce that they have been selected as a "Metropolitan Detroit 101 Best and Brightest Companies to Work For." This is the first time Angott Search Group has been selected to receive this nomination. An independent research firm evaluates each company's entry based on key measuresin various categories. They include Communication, Community Initiatives, Compensation and Benefits, Diversity and Multiculturalism, Employee Education and Development, Employee Engagement and Commitment, Recognition and Retention, Recruitment and Selection, Small Business and Work-Life Balance. "It's a tremendous honor to be selected by the Michigan Business and Professional Association for this award," said President Mark Angott. "It's really a testament to the talent and quality of the people at Angott Search Group. Without a doubt, it's our employees who make this such a great place to work." "This year's 101 award recipients stand out from most businesses in that they have exceeded traditional human resource practices to recruit, develop, motivate and retain their employees. They acknowledge the value their employees have on affecting the success of their company," said Jennifer Kluge, MBPA President. "We are very impressed by the commitment that they have demonstrated to their employees." Contact the Michigan Business and Professional Association at 586-393-8800 or visit www.101bestandbrightest.com to register or for more information. Sponsors of the "Metropolitan Detroit's 101 Best and Brightest Companies to Work For" include WDIV Channel 4 News, WXYZ TV 7 News, Corp! Magazine, Blue Cross Blue Shield of Michigan, Davenport University, DTE Energy, A T andamp; T Michigan, Harvard Drug Group, Detroit Athletic Club, Staples, McGraw Wentworth, Atlas Oil, Strategic Staffing Solutions and Companion Life and HRAGD. ### Based in Rochester, Mich., Angott Search Group (ASG), (www.asgteam.com) has been identifying, qualifying and delivering top talent to our clients since 1981. Our team of recruiters has decades of hands-on experience and specializes in several different industry niches. Our goal is to positively impact companies and enhance careers with a business approach that embodies the principles of honesty, integrity, and professionalism. It is this belief coupled with our mission that has made Angott Search Group one of the leading executive search firms in the nation. Based in Warren, Mich., the Michigan Business andamp; Professional Association (MBPA) is the largest business organization of small to medium-sized businesses in Michigan, representing more than 20,000 members who employ over 200,0000 persons. Members include attorneys, physicians, architects, accountants, construction companies, banks, retailers, wholesalers, manufacturers and the like.Member businesses receive numerous benefits including free legal and financial consultations; discounted technology, automotive and office products; employee training and recruitment assistance; and competitive insurance rates. The MBPA is a sister association to the Michigan Food andamp; Beverage Association (MFBA) with more than 3,400 members. Visit them online at www.michbusiness.org or www.michfood.org. Wed, 17 Aug 2011 05:08:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=714Sun, 07 Aug 2011 05:08:00 CST - The full report can be seen here: http://www.bls.gov/news.release/empsit.htm. The Labor Department has reported a gain of 117,000 jobs in the United States during the month of July, the largest gain since April. Additionally, the unemployment rate dropped a tenth of a point to 9.1 percent, its first decline since March. During the month, private employers added 154,000 jobs while state and local government shed nearly 37,000 positions. While still slower than the rate of population growth in the U.S.—150,000 a month over the last year—July's gains were significantly more positive than many observers were expecting after Thursday's 500-point drop in the Dow Jones Industrial Average. The unemployment rate for those holding a Bachelor's degree or higher fell to 4.3 percent in July while the management, professional and related occupation rate remained flat year-over-year at 5 percent. The average length of unemployment, however, continued to trend upward, reaching more than 40 weeks. Prior to 2009, the average length of unemployment had only twice exceeded 20 weeks since records started being kept in 1948. Across industries, job gains and losses were insignificant, with some exceptions. Motor vehicle manufacturing added 12,000 jobs and mining support activities added 8,400. Ambulatory healthcare services added 14,100 positions, while hospitals added another 14,000. Administrative and support services, excluding temporary staffing firms, posted 12,200 new jobs in July, while temporary staffing firms added just 300. June's deeply disappointing 18,000-job gain was revised to a gain of 46,000, and May's gain of 25,000 was revised to 53,000. Between July's gains and revisions to previous months, job growth appears mildly stronger than had been thought after last month's report. Initial unemployment claims have also trended downward over the last few weeks, falling by 22,000 from July 16 to July 30. Yet, total claims, just like total unemployment, remains at record highs—further highlighting that, while total employment continues to grow, its growth remains slow. Sun, 07 Aug 2011 05:08:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=707Mon, 01 Aug 2011 05:08:00 CST - Executive search professionals gave a 66 percent positive prediction for their industry in the second half of the year with the greatest optimism coming from consultants in Asia Pacific and the Americas, according to a report released by the Association of Executive Search Consultants (AESC). Executive search consultants predict that China, Brazil and India will see the greatest shortage of executive talent in the second half of 2011, while the energy/natural resources sector is set for the biggest growth in senior hiring. The general management/CEO/COO function is expected to see the greatest shortage of talent worldwide in the second half of 2011, recruiters surveyed reported. In order to keep up with the demand, over half the search firms in the study plan to hire more consultants. Mon, 01 Aug 2011 05:08:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=701Sun, 31 Jul 2011 05:07:00 CST - Megan Uphoff, Director, and Mark Angott, President, are happy to announce the placement of Ms. Kathryn Pothier into a SVP, Market Manager for Commercial Lending role with Flagstar. Ms. Pothier will be based in metro Detroit, Michigan. The Banking team of Mark Angott and Tom Blackwell recently announced that Daniel Dierlam has accepted the position of Branch Manager also at Flagstar. Mr. Dierlam will be located at a branch in Indianapolis, Indiana. Flagstar is a community bank with 162 banking centers in Michigan, Indiana and Georgia. Chartered in 1987 as a federal savings bank, today Flagstar has assets in excess of $12.7 billion. Sun, 31 Jul 2011 05:07:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=683Sun, 31 Jul 2011 05:07:00 CST - Charlie Tudor and Brian Rhonemus recently teamed up to place Mr. Bill Gossett with Horizon Bank. Mr. Gossett has accepted the role of Senior Vice President of Lending andamp; Collections and he will be located in Michigan City, Indiana. Horizon Bank is a community bank serving Northern Indiana and Southwest Michigan. Sun, 31 Jul 2011 05:07:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=687Sun, 31 Jul 2011 05:07:00 CST - Peggy Dunn, Director of the Information Technology practice at Angott Search Group successfully completed a search for an Account Manager of Physical Security Systems for a long-standing and premier provider of enterprise communication systems in the Metro Detroit area. The successful candidate brings with him many years of expertise spanning the telecommunications industry’s array of service offerings. Sun, 31 Jul 2011 05:07:00 CSThttp://www.asgteam.com/refresh/templates/blog_entry.php?blog_id=689