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Finding the Competitive Edge: Good Candidate vs. The Best Candidate

June 28, 2010 by Kristen Thane Clark

My husband, a natural athlete, finds competition in any situation.  Physical competition on the rugby field, intellectual competition playing Trivial Pursuit, and strategic competition through all of the Fantasy Sports Teams offered on ESPN.com.  His professional life is a series of beat-the-numbers logistical decisions, an environment which suits him perfectly.  This competitive spirit pushes him to constantly improve, constantly move forward.  He has an unmatched ability to rally his team (at work, on the field, and in his family) with this spirit, inspiring everyone to give all that they have for the cause: no one wants to let him down, as he always has the utmost confidence in his team’s ability to be victorious.  And, if he doesn’t win today, he will tomorrow.

I, too, am fiercely competitive, but my struggles tend to be more internal.  I compete with myself, trying to be better than I was yesterday.  I grew up playing the piano (not running plays on a field), and the annual judges’ panel that I faced was not assessing my skills against anyone else’s.  I was trying to deliver a more polished performance than last year, constantly reaching for that perfect score.  Once I reached that goal, I set my sights higher, earning the same perfect score for a far more challenging piece.  Always reaching, never satisfied with what I have achieved so far.  I rarely look at the accomplishments of others when setting my own goals; I know where I am now and where I want to be next week.  In this way, I act much like the typical job seeker…but it’s the wrong approach for the job market.

Since most job seekers do not come into contact with their competitors, it is difficult to remember that they exist.  Job seekers first look at the qualifications on the job description and then compare this list to their resume.  If they see a match, they assume that their chances of getting an offer are good.  Candidates will often ask “What could I have done differently to have been selected?”  The assumption is that their skills or experience are simply not presented well enough; if we truly understood what they are capable of, we would have selected them.  The honest answer to the common candidate question: “What could you have done differently?  Have this person’s background.  This person is simply the better candidate.”

So, how do you compete when you don’t know the competition?  First, understand that it is a competition and not a presentation.  When giving a presentation, you prepare your documentation, put together a fancy PowerPoint, stand before the audience and show off your knowledge of a certain subject.  This is great if you just need to relay information.  Remember, however, that in an interview or application, you need to prove yourself to be better than the candidate who interviewed before you.  You aren’t simply presenting yourself.  You need to feel that you are presenting the candidate with the most relevant experience, the strongest performance track record and the best understanding of the position’s priorities.

Second, use your competitive spirit to push yourself beyond the status of “qualified candidate” to “most qualified candidate.”  There is an enormous difference.  You have a degree in Finance and 5 years of experience as an Analyst.  That’s a great start, but we have 50 other candidates with the same credentials.  So, what do you have that they don’t?  Remember, this is a competition.  This is where firm facts and statistics can be very helpful.  Tell us the scope of the projects you have led and the size of the budget you were working with.  Let us know that you increased revenue, but be sure to include the percentage of the increase and what steps you took to effect this change.  You could even throw in data from your most recent Performance Evaluation, as long as there were clearly defined goals and you can show how you met those goals and asked for more.

Recognizing that each application and interview is an attempt to be the victor will change your perspective and, hopefully, your approach.  There are no shortcuts, there is no such thing as “good enough.”  There is only the will to win.

In this case, I must admit (although it pains me) that my husband is right…

Posted in HR, application, interview, job search, recruiting, resume | Tagged , , , , , , , , , , , , | Leave a Comment »

Keep the Momentum Going: Don’t Ruin a Good First Impression

June 4, 2010 by Kristen Thane Clark

It is a beautiful morning in Keene, NH. I heard the birds outside my window as I was waking up, the air is light and warm, and the early-season blooms are vibrant in the sunshine. It’s the kind of morning that makes me want to sit on the front porch with my coffee and then stroll downtown.

It is also the kind of morning, however, that hints at the heat and humidity in the forecast. I can feel it coming. There will be thunderstorms this afternoon, which means that midday will be hot…and sticky. It will be the type of day when I am grateful for my air-conditioned office, and I will avoid going out at lunch. Why can’t it stay just like it is right now? This is perfect.

Today’s first impression is beautiful, couldn’t be better. But, Mother Nature is going to ruin it for me. I wish that I could tell her to stop right here. I wish that I could show her how much I like what we have going on this morning. She wouldn’t listen, but at least I can hope that the light sunshine will return tomorrow morning.

This is not the case when a candidate ruins a good first impression. The initial interactions are exactly what we are looking for, making us feel that we have found “The One.” And, then at some point in the process, it all falls apart. There is very little that can be done at this point to recover, so let’s discuss how to keep the positive momentum going.

  • Be yourself from the beginning. Don’t try to be bubbly or serious or funny if you aren’t. Unless you are Robin Williams, it is only a matter of time before you won’t be able to maintain that persona any longer, at which point you will appear phony. It is much better (and easier) if you show your true self throughout the process.
  • Treat each interview like the first interview. You will likely meet with a number of people who will all contribute to the hiring decision, so you will want to give each person the same positive impression. Even if you are meeting with the same person several times, each interaction will affect the final decision.  Be prepared, be on time, and be confident.
  • Stay in touch but take it easy. I want to know that you are still interested and answer any questions that have come up since the last time we spoke. But, just like today’s sunshine, don’t come on too strong. And, remember that most office phones have caller id, so I can see that you called eight times while I was at lunch.
  • If you are still interested, stay curious. Each position, company and department will have multiple facets that cannot be discussed in one meeting. This leaves plenty of room for follow-up questions. Many candidates will ask several thoughtful questions initially (great first impression) but then leave the conversation up to me once we progress further into the interviewing process. This can lead a recruiter or hiring manager to feel that you are no longer invested. Think of questions that show you want to know more about the company, the industry, the local area, or the lunchroom.
  • If you are not interested, let me know. This position may not be what you expected from the job description. You may have felt that you would not work well with the hiring manager. If I think that you are a good candidate, I will want to find the right place for you. This is much more likely if you are honest about your feelings and expectations during the process rather than rejecting the offer after I have jumped through hoops to present it to you.

The first impression, just like the start of the day, sets the tone. You work hard to be sure that you are positive and prepared and confident for the initial meeting; keep the momentum going!

Posted in Keene, interview, job search, recruiting | Tagged , , , , , | 1 Comment »

Self-Promotion vs. Marketing: How will you sell…you?

May 11, 2010 by Kristen Thane Clark

Imagine this scene: a room full of Recruiters who spend their days on the phone, email, LinkedIn, Twitter and Facebook asking probing questions of other professionals…struck silent when asked to describe and promote themselves. Our Talent Acquisition Team recently had the pleasure of meeting with Jenny DeVaughn (Director of Social Strategy for the Bernard Hodes Group) to discuss optimizing our use of LinkedIn for recruitment. Everyone was fully engaged when hearing about ways to connect with others, which settings we should use and how we would best highlight company information. There was such an uncomfortable pause, however, when we were asked to talk about ourselves that we had to promise to revisit those sections of our profiles later (preferably in the privacy of our own homes where we would be able to have someone else write it for us).

This is an intriguing double-standard. We feel embarrassed when asked to talk about ourselves, yet we expect for others to present themselves confidently. Our culture looks down on shameless self-promotion, yet we react positively with our wallets to this type of marketing. When we are acting on someone else’s behalf (our company, our clients, our candidates, our cats) it is incredibly easy to push and sell and promote. But, don’t ask me what value I bring…I might be wrong…

Okay, so if the industry-experts are struggling with how to present themselves, how does the job seeker toe the line between showing their areas of expertise and feeling like a braggart?

• State the Facts: Rely on your track-record to speak for you. Stats and figures offer concrete information about your work experience. Be sure to provide some context since each organization has a different structure, a different budget and different expectations. For example, saying that I completed the peak-season staffing for a manufacturing facility doesn’t mean nearly as much as saying that I completed the peak-season staffing for a 350-employee facility within 2 months.
• Pretend you are someone else: I will often ask candidates how their coworkers and supervisors would describe their work experience, since it is easier to see yourself from someone else’s perspective. Prior to writing your resume, applying for a position or having an interview, think about your previous performance reviews, awards or recognitions, recommendations, or even comments made after the completion of a project. What has stood out to your peers and managers in the past?
• Remain humble: Yes, you should walk in with confidence. Yes, you should present yourself as the best fit for the organization. Yes, you should be proud of your accomplishments. But, remember, each team is interviewing a potential colleague…

In the end, promote yourself in a way that feels comfortable and genuine to you. It’s not easy for most people…and it seems to be far too easy for others.

So, how are you presenting yourself? I would love to connect with you on LinkedIn. This is not shameless self-promotion. It is actually the opposite. I don’t care if you know that I can speak Hungarian; I want to know what you can do!

Posted in Facebook, HR, LinkedIn, Social Media, Twitter, application, interview, job search, recruiting, resume | Tagged , , , , , | 1 Comment »

Food = Love

April 15, 2010 by Kristen Thane Clark

Directly in front of my desk sits the HR Department’s coffee station. On most days I bask in my good fortune. My mug is always full, and I get to enjoy that coffee-house aroma while sitting in the office. Put some smooth jazz on my iPod, and I have the full effect. This must be some sort of reward for stellar performance, right? And then comes…snack time.

The coffee station is also the communal snack zone. A box of donuts from a generous manager, leftover bagels from a morning meeting, home-baked goodies from a colleague’s kitchen, a basket of cookies from a grateful vendor. All of this taunts me, right under my nose. You may remember that I listed among my New Year’s Resolutions that I would resist the office snack table. I hate to admit that I have failed spectacularly.

Here at C&S Wholesale Grocers, we are an important piece of the grocery supply chain. We bring food into communities, into the stores and into the food pantries. We supply this basic necessity to our neighbors. In a previous life I recruited hourly staff for a Frito-Lay manufacturing facility. I was surrounded by food on a daily basis, and we were always the most popular table at job fairs because we brought snacks to share.

Do we focus on food because we are in the food industry? Is this why we equate food with caring and community? This is a theory that is mentioned in our office on a regular basis, but this is clearly not the answer. We live in a food culture, a culture that places values on food that have nothing to do with nutrition.

I was fortunate enough to grow up in a talented “food family.” I can’t think of a single relative who cannot produce a fabulous meal. Meals are always a family event, all social get-togethers include a carefully crafted menu (no chips and dip in this house), and the presentation shows the amount of care that has gone into the preparation. My mother learned from her mother that good company deserves good food and that flowers on the table make even the most simple weeknight dinner into an important time to come together as a family. And to this day, I cannot walk into my grandmother’s house without hearing “Are you hungry? Let me fix you something.” Through all of this I learned that preparing and sharing a meal with loved ones does more  than satisfy a physical need.

In an effort to care for those in our communities, C&S Wholesale Grocers continues to put great focus on eliminating hunger. Through extensive donations and volunteerism, C&S and its employees work side-by-side with Feeding America, Share Our Strength and the Congressional Hunger Center, as well as numerous local food pantries and kitchens. In a time when 37 million Americans are relying heavily on these organizations, these efforts are a vital priority. Organizations such as the Community Kitchen in Keene offer a place for a family to sit together to share a meal. Alleviating food insecurity (not knowing where one’s next meal will come from) does more than fill an empty stomach. Therefore, the meals donated not only provide nourishment; they provide a sense of emotional security and connection to one’s community. This is how we care for our neighbors.

To learn more about our Community Involvement, visit http://community.cswg.com.

Posted in C&S Wholesale Grocers, Corporate Social Responsibility, Keene, community involvement, food, hunger relief | Tagged , , , , , , | Leave a Comment »

Bring Something to the (Job Fair) Table

April 2, 2010 by Kristen Thane Clark

I am amazed at the impressive heap of resumes on my desk. The resumes, collected at the Monadnock Region Job and Information Fair held this week, showcase a wide variety of skills and experiences. My colleague, Ali, and I could barely keep up with the line of people standing in front of our booth, and we truly appreciate that so many were interested in employment at C&S Wholesale Grocers. As hopeful candidates filed through the ballroom of the Best Western, presenting themselves to employer after employer, I saw a great number of tactics that worked (…and some that didn’t). Let’s talk about the winning job fair strategies:

Come Prepared

In advertisements and publications for each job fair, there is generally a list of the companies who will be participating. Look over this list, go to the companies’ websites, and review the positions currently available. Those people who approached me, job descriptions in hand, asking about specific positions showed that they were truly interested in bringing value to my company. They had researched our needs and wanted to show me how they could meet those needs.

Dress for Work

Dress as though you will be coming back to the office with me to begin your new job. You will want to be comfortable (heels are not recommended), but be sure to dress professionally. There will be a wide variety of dress codes represented, ranging from casual to conservative to uniform-required. For this reason, I feel, some are tempted to wear whatever they choose. As always, I recommend that you match the most conservative dress code in the room.

Make the Quick Sell

A job fair is similar to speed dating: you have a very short window of time to make a positive impression, and you will be making the same “pitch” as you make your way through the maze of booths. The night before the event, write down one or two sentences that describe your work experience. Memorize these lines and use them in your introduction at each booth. Example: “Hello, I’m Kristen. [shake the recruiter’s hand, provide them with your resume, and wait for them to introduce themselves] I have six years of experience working in HR, including field HR and corporate recruiting.” Then, mention an open position you saw on their website or, if you did not find an applicable open position, talk about how your experience would relate to their business.

Gather Information

Job Fairs are made for the candidates. We are there to tell everyone how fabulous it is to work for our company. We want to tell you about our business and our industry, our strengths and our recent growth, the things that make our workplace unique. We have prepared for this, so put us to the test. Think of interesting questions ahead of time so that you don’t freeze and blurt out “So, what does your company do?” As an added benefit, you will give us something new to talk about. It’s tiresome to repeat our application process several hundred times in one day, so variety is appreciated (and we will remember you for that). Most importantly, however, you will leave with meaningful information about the companies represented at the job fair.

As I pour over the stack of resumes on my desk, I will be remembering the way that the people represented on these pieces of paper approached me. I’ll be honest, I won’t remember each person: some will have left a positive impression, some will have left a negative impression, and some will have left no impression at all. Which would you rather be?

Posted in interview, job fair, job search | Tagged , , , , | 1 Comment »

The Madness that leads to a decision

March 18, 2010 by Kristen Thane Clark

I just completed my March Madness bracket in 5 minutes, which is usually the amount of time that I devote to this project. My husband and his friends love to have me compete in their online ESPN group. Even though I am inundated with college basketball information each season, I rarely retain any of this knowledge. Therefore, they see me as the control in their long-running experiment to determine if studying the stats can actually lead a person to correctly identify the outcomes of 72 successive basketball games. I chose the winning teams based on the following criteria:

  • School Location
  • Mascot
  • Team colors

These may seem unrelated to the game, however I have been a fierce competitor in this group of Sportscenter junkies for years.  In fact, I was the only person in our group to correctly choose the winner of the 2003 tournament.  For those of you who don’t remember (or weren’t living in Central NY at the time), Syracuse won the title over Kansas, led by superstar Carmelo Anthony.  How can anyone resist Otto the Orange?!

All decisions, including those affecting your career, require a certain set of criteria.  The key is, though, that these criteria are different for each person.  When deciding to stay with a current employer, accept another position, or create a new career path each person will weigh the variables in their own way.  I have attended trainings in which the presenter has given statistics on the most important factors for a jobseeker.  It seems that when answering an online survey, most jobseekers will say that they first consider the location of the position, then the salary, and then the stability of the company.  These are all tangible aspects, however, that can easily be assessed and quantified.  I know that we could each write a list of features we look for in an ideal employment situation, and the results would be unique for each person.  Here are a few of the items on my list:

  • Location: proximity to both home and quality childcare/school
  • Corporate Social Responsibility
  • Opportunities for training and growth
  • Salary & benefits
  • Environment (I refuse to use the phrase “corporate culture”)
  • Overall employee retention
  • Ability to make a valuable contribution
  • Flexible work schedule
  • Supervisors who support the process, not manage the appearance of the outcome
  • Likable co-workers
  • Access to coffee
  • Big windows in my work area

This is in no particular order, however, I wrote them as they came to my mind, so I believe that the stream of consciousness is revealing.  In addition, it would not be absolutely necessary to include each of these in every situation; the combination of likable coworkers and coffee can outweigh an unruly boss.  You will notice that many of the items would be inappropriate topics for an interview.  I would not be able to find statistics related to office windows on a company website.  Many of these aspects would need to be assessed based on how I felt throughout the hiring process.  How has each member of the team approached me?  What types of questions seem to come up again and again?  How responsive have they been to my questions?  And, really, how bright is the office?!

Much like my March Madness methods, my natural inclination is to choose an environment that feels closely aligned with my interests and values and to choose Otto over a Wildcat.

Posted in work/life balance | Tagged , | 1 Comment »

To Tell You the Truth…

March 9, 2010 by Kristen Thane Clark

I am an honest person, sometimes to a fault. I lived in Kentucky for nearly three years of my adult life, and I quickly learned that there are a great number of people who see open honesty as a negative and decidedly Northern trait. So, for nearly three years I stayed remarkably quiet…and crafted a fairly native sounding accent. There are times, however, when it is universally expected that everyone should be honest:

• When speaking to your parents
• When in court
• When applying for a job

These are also the times when you will be most tempted to lie, given the potential benefits. Because recruiters understand this temptation, we now take the information on a resume with a bowl (not a grain) of salt. We look for gaps and inaccuracies to question. Every line has become suspect because the resources available to people who want to mislead us are readily available. They range for “tips and tricks” that professional resume writers will use to mask a poor work history to purchased diplomas and paid references. We know your game, and we now have to assume that anyone could be deceiving us.

If you are trying to deceive me, then you are not a candidate I want to consider, so please continue. If you would, however, like for me to seriously consider your resume, then you need to remove the veil. By this I mean that you need to strip your resume of all of the typical “tips and tricks” and present yourself as clearly as possible. No smoke and mirrors.

Include all dates
Month and year. Professional resume writers will tell you to only include the year (or, worse, no dates at all) if you have had a large gap of employment. This has become so widely used and abused that I now assume you are hiding something if you provide vague dates.

Explain yourself
Now that you have included your dates of employment, you may be worried that your resume will be thrown away when recruiters see that you have been unemployed for the last six months or that your last three positions ended within a year. Don’t leave anything to the imagination. I covered this in a previous post, so I will summarize here: tell me what happened. Tell me why you left those positions. Tell me what you have been doing for the last six months. Don’t try to gloss over or hide these things. You may add a simple line on your resume or include this information in a concise cover letter. If you do make it to an interview, I will ask for clarification on these points, since it looks like you are hiding something. It is better to be upfront from the beginning.

Focus
When listing the responsibilities of your position, focus on the responsibilities that occupied 75% of your time. You probably were inundated with various tasks throughout your time in that role, but I want to know which tasks you did so frequently that you could now do them in your sleep. I want to know how you spent the majority of your days in that role. When I see a list that rambles on for half of the page, not only do I lose interest, but I am also pretty certain that you are simply listing everything that ever touched your desk. I know that you did not perform all of those tasks all of the time, so it now appears that you were not able to specialize in any one area. Is this because of your skill level? Or, are you trying to inflate your level of responsibility? Either way, your credibility is damaged.

Tell the full story
I wish that I could find the person who created the “10-year rule.” I would like to know what they were doing 12 years ago. I’ll bet that it was important and probably relevant to what they are doing today. Even if it was not directly related, it was part of the path that brought them where they are today. Making a sharp cut-off 10 years ago when you were the HR Manager at a large manufacturing facility leaves your story unfinished. I want to see how you got there. Be sure that you include a summary of responsibilities for your most recent positions, and then if you feel that your resume is becoming too lengthy, create an “Additional Experience” section in which you simply list employment by company, job title and date. I understand that in most cases this is done by candidates who feel that they are “too experienced” (read: too old), but this trick really only calls attention to the fact that you are trying to disguise your age. [Obvious Note: it is illegal to make employment decisions based on age.] There are not many people who enter the workforce as an HR Manager. Kudos to those who do, but this is not usually the case. This smoke and mirrors act doesn’t have the intended effect, and it causes candidates to leave valuable experience off of their resume.

Don’t create something out of nothing
If you did not complete your degree, don’t pretend that you did. If you were an analyst, don’t say that you were a manager. Please do not go so far as to purchase a degree online. If you are asked for references, give real references, not your cousin. Again, these tactics have become far too common, so recruiters are suspicious. Background checks and education verification will uncover the truth.

Include verification
As mentioned in a recent post by Kris Dunn, LinkedIn has become a wonderful verification tool, as candidates are less likely to lie in a public forum. To move one step further, LinkedIn has now given its users the ability to fact-check their current and former colleagues, adding even more credibility to the profiles listed. Therefore, providing a link to your (public) LinkedIn profile can speak volumes. I want to believe you, I really do, and it will be much easier for me to do so if you are telling the rest of the world the same thing.

The consequences of being caught in one of these lies can range from an uncomfortable bump in the interview to proving yourself an unfit candidate for the company. I wouldn’t recommend taking these risks. We are not simply hiring a set of skills; we are hiring a person who will sit among us and represent our company.

So, I ask, please remove the cynic in me: tell me the truth!

Posted in job search, resume | Tagged , , , | 1 Comment »

Dividing the generations: who should stay and who should go?

February 25, 2010 by Kristen Thane Clark

My mom recently posed a question on Facebook that drew some incredibly passionate responses. I generally avoid the generational workforce debates (I still don’t feel I should be allowed at the adults’ table), but I can’t keep quiet as the responses to this question highlight the building tension between the generations. The question was written specifically for the education field, so I will generalize it: “Are recent graduates justified in their frustration with experienced workers who are not ready to retire, and are therefore not vacating potential positions?”

I jumped to be the neutral, GenY voice of reason in this debate saying that the economic crisis has created a great imbalance for the Boomers and the Millenials, which will take several years to self-correct. My voice was quickly stifled by Boomers (and one GenX-er) defending their position within the workforce. I am not going to begin to argue with them (mostly because I agree that they have a right to stay where they are, but also because I have known them all for far too long). But, I’m also not going to tell the Millenials to “wait their turn.” Anger and frustration is being misdirected, and as an HR professional, I see how this imbalance will affect both sides. (Note: some would say that Millenials and GenY are the same age group; however, I am making a distinction in this case as there is a definite difference in the unemployment/under-employment rate between those 22-27 and 28+…which is where I fall).

Boomers
You have been working for 30+ years, having built your career from the bottom up. You followed the Greatest Generation, who had suffered through two World Wars and the Great Depression, and made sure that you learned your craft by paying your dues. You watched your parents struggle to make ends meet, caring for them at the end of their lives, and you prided yourself in being the best prepared for retirement of any previous generation in US history. You thought that you were nearing your “ride off into the sunset” moment when you would leave a legacy of success at the organization you had devoted yourself to for most of your adult life. And, then the bottom fell out. Now, your retirement funds have been slashed and paychecks reduced or taken away completely. You are planning to stay in the workforce longer than you expected to make up for this loss, postponing the traveling/visiting grandchildren/home renovations/relaxing by the lake for which you have spent years scraping and saving (conversation for another day: the effect this will have on leisure/entertainment industries). So, you dig in your heels when anyone suggests you should “move on” to make room for the next generation. Early retirement incentives will not cut it, and really, how dare these “young folks” try to push you out while making it look like they are helping you? You have worked hard to arrive at this position, and you are still able to do the work successfully. They will just have to wait their turn.

Millenials
You have had the benefit of career counseling from an early age. You understand the value that internships, volunteer programs and leadership positions bring to your resume. You have attended the campus career fairs, gone through mock-interviews and collected letters of reference from your professors and your shift manager at Chili’s. And…now what? Through advancements in technology and automation, the industry-related entry-level grunt-work positions that previous generations used to cut their teeth no longer exist. Positions that should be considered entry-level are still being held by GenY (sorry) as we wait for GenX to move up, so these positions now “require” experience (because companies can find GenY-ers with experience who are willing to do the work). In industries such as education, the exact positions that you want are still being held by Boomers who now cannot afford to retire, despite the retirement incentives that school districts are desperately offering. Even if you have been working for a couple of years, you know that you will be the first to go if there are budget cuts…which there will be. You have just spent an enormous amount of time and money (money that you now need to pay back) on an education that currently seems to be wasted. You do not want to have a gap of employment on your resume, and you need income quickly, so you return to your job at Chili’s. And, you resign yourself to the fact that your resume is no longer competitive within your industry. Career path: derailed.

I write this not to add doom and gloom, and I will not even attempt to offer a naive solution to this enormous imbalance. I only hope that we can recognize that each group is suffering different but related consequences. My generation is stuck in the middle, perhaps a lucky place to be, but the tension is rising, and no one knows what the future will bring. Tense, nervous employees are not productive employees. Entitled, battling employees are even less productive. We’re pointing fingers at one another and creating further divides. Experts try to quantify the effects of this economic crisis on a daily basis, but it is clear that many of the effects will not be measurable for years to come. We will all just have to wait together.

Posted in Boomers, GenY, Generational divide, Millenials | Tagged , , , , , , , , | 3 Comments »

So, how are we doing?: The State of our Business

February 1, 2010 by Kristen Thane Clark

Let me set the stage for you:

The historic Colonial Theatre on Main Street. A blues band in the orchestra pit (hey, those guys look familiar…do they work in IT?). People hurrying in from the cold, filling every seat. Premier of the latest blockbuster? Comedian on tour? Opening night of a new play? No, this is the morning of the quarterly C&S Wholesale Grocers State of the Business meeting.

Sitting in the ornate theatre, sipping coffee with my coworkers, we listened as the company’s Executives gave presentations on recent innovations, operational changes, and the quarterly and annual P&L. We saw a video documenting the creation of a family legacy: one generation learning the business from the previous generation, expanding that business for the next generation. Rick Cohen, our CEO, presented awards to employees celebrating their 35th, 40th, and 43rd anniversaries. These employees have been with C&S since Mr. Cohen was working in his father’s warehouse, and the company headcount totaled 150 (now 19,000). The change and growth that these employees have witnessed is unfathomable to me, as I hear projections of $20Billion in sales for this fiscal year.

We then heard reports from our Director of Community Involvement on our Stand With Haiti campaign. C&S sent emergency aid of food, water and medical supplies to Haiti following the earthquakes that devastated the island nation, and we are currently collecting monetary donations from employees which will be matched by the company. We heard the inspiring story of our Aviation Team transporting medical staff in and out of Haiti. And, we saw our CEO humbled by the praise he received for facilitating these efforts, giving credit to our Aviation Team and Community Involvement Department.

Standing center stage, hands in pockets, Mr. Cohen then began as he always does: “So, how are we doing?” He proceeded in his matter-of-fact, no-frills-needed manner to answer that question for his employees. He spoke to the audience of several hundred as one would expect he approaches dinner conversation, simply reporting the news of the day.

Then, the lights go up. Now it is our turn. Microphones are circulated throughout the room so that we, the employees, may ask questions of our leadership. Some questions are logistical, some are out of curiosity, and some…well, some strike a nerve. The answers to the questions come straight from the decision-makers. Mr. Cohen takes most of them, but defers to his Executive Team when the question is related to a specific project they may have worked on. Most importantly, all questions are answered.

In the end, we feel as if we really are a part of the family, invited to the table to share the news of the day.

Posted in C&S Wholesale Grocers, Corporate Social Responsibility, Keene, employee engagement | Tagged , , , , , , , | Leave a Comment »

C&S Wholesale Grocers Aids Victims of Disaster in Haiti

January 20, 2010 by Kristen Thane Clark

Media Release: C&S Community Involvement Department

C&S WHOLESALE GROCERS AIDS VICTIMS OF DISASTER IN HAITI
Company Reaches Out to Humanitarian Organizations

January 19, 2010 Keene, N.H. — C&S Wholesale Grocers, Inc. is bringing urgently needed resources and expertise to Haiti after last week’s earthquake. The company’s humanitarian commitment includes donations of funds, food and medical supplies.

“C&S and our employees feel tremendous compassion toward the people of Haiti,“ said Rick Cohen, Chairman and CEO of C&S. “It is a tragic and horrific situation and C&S is reaching out to help as quickly as we can, with food, water and funds.” He added, “We’re using our plane to get medical teams into and out of the country today.”

Medical Relief and Supplies
C&S is planning to transport on its corporate jet, a team of eight disaster response professionals into Port-au-Prince on Tuesday, January 19 in conjunction with CARE (Corporate Aircraft Responding in Emergencies). On the return flight, a group of volunteers from Keene, N.H., where C&S’ corporate headquarters is located, will be brought home. The group had been on the island of Ile a Vache assisting at a clinic before the earthquake occurred.

A donation by C&S of medical supplies (medication and items for wound care) is also being prepared for donation for response and trauma teams in Haiti. Items being donated include analgesics, bandages, gauze, medical tape and hydrocortisone cream.

Food and Water
Nearly 115 tons of food and water are ready for donation, in concert with the United Nations’ efforts. Items that will be airlifted or sent by sea to Haiti include bottled potable water and other high-demand items such as canned fruit and vegetables, SPAM®, juice and cereal.

Funds
Within days of the earthquake, C&S made financial contributions to two well-respected nonprofit organizations in support of immediate disaster relief efforts in Haiti: Partners in Health and Oxfam America.

To inspire employees to make personal financial commitments toward urgent needs in Haiti, and to leverage their gifts, C&S will provide a dollar-for-dollar match on donations made through payroll deduction. The selected nonprofit organizations each focus on different, but critically important, areas:
• Partners In Health: health care provider for the poor
• Oxfam America: reconstruction and water/sanitation infrastructure
• Heifer International: self-sufficiency/anti-hunger educational programs focused on raising livestock and farming

For the next few weeks, the company’s retail business units, Grand Union Family Markets and Southern Family Markets expect to conduct an at-the-register fund drive to collect donations from customers.

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