Archive for July, 2016

10 Things I Learned During My 10 Weeks at Govig

Things I LearnedDuring My

As a Summer HR Intern for Govig & Associates, I learned the traditional and technical skills needed for internal recruiting such as phone and resume screening, interviewing, and using an applicant tracking system. More importantly, I’m pleasantly surprised to say I learned a great deal about myself both professionally and personally.


  1. A Resume is your first impression – make it count!

Learning how to screen resumes has confirmed that the “Six Second Rule,” the amount of time recruiters actually look at a resume, is definitely accurate. For better or worse, I’ve realized that a one-page document is sometimes all you get to make yourself stand out. Snap judgments often occur based on your employment dates and education alone.


  1. How to escape my comfort zone

For the first few weeks of my internship, the idea of conducting an independent phone screen was very intimidating. While reading a script and asking questions about a candidate’s job history seems simple, I initially resisted the opportunity to do so. Finally, when my manager asked if I could conduct a phone screen for her, I decided I was ready.  And of course, the preceding anticipation and anxiety was much scarier than the interview itself.


  1. Asking for help is okay & always beneficial

Each time I struggled with a screening a resume or conducting a phone interview, my managers happily gave me feedback, even going so far as to listen to my recorded calls and reviewing them with me. As a result, I feel that I’ve exponentially grown in my ability to efficiently and effectively screen candidates.


  1. My voice matters (even as an intern!)

I constantly felt like I had a say in various aspects of my day, what projects I wanted to work on, the internship experience itself, and even some larger company decisions – something many interns would not be able to say! For example, when I expressed interest in learning more about social media, my manager provided me with the resources and permissions to get involved with the company’s output and messaging.


  1. Govig & Associates encourages and inspires professional development

I’ve had the opportunity to attend seminars and focus meetings on topics ranging from the components of the HR process to negotiation and sales tactics, while also learning about wealth management and healthy living. It’s exciting to be working in an environment that inspires individual growth.


  1. An effective and involved manager makes all the difference

As an HR intern, I worked under not just one, but two managers who personally cared for my well-being and personal development. Our bi-weekly one-on-one meetings to discuss my progress and goals have become one of my favorite parts of the internship. After having this experience, I hope to continue cultivating similar open relationships with my future managers.


  1. Know when to speak up and when to listen

Listening is a skill that is both difficult to master, and consequently, not often practiced. I learned about the power of listening through an organized seminar on the topic, and more importantly, through my office relationships. When I restrained my knee-jerk reaction to share my thoughts and opinions when I didn’t agree with someone, my interactions went more smoothly (shocking!), and I was able to learn more about my coworkers and their interests.


  1. Time management

My managers at Govig provided me with a great deal of autonomy that cultivated my time management skills, and ultimately taught me how and when I work best. I was given projects to work on, as well as sufficient direction, but also had complete freedom to schedule my days in a personally efficient way.


  1. Take time for personal development and improvement

One of my favorite aspects of the internship was the structured reading plan. The books ranged in content from the best practices of Google’s HR team to the most effective methods to manage your money. Reading these texts reminded me how important it is to constantly be improving, learning and bettering yourself.


  1. It’s okay to trust your employees

My favorite part of interning at Govig has been the trust and freedom I’ve been allowed on a daily basis. Being treated like a valued and capable employee increased my desire to produce truly great results for my team, and ultimately presented itself as one of the outstanding aspects of the company.


Written by: Brittany Ater, HR Summer Intern

Four Ways Executive Recruiting can Help Offset Hiring Costs



When it is time to fill an executive position, hiring and recruiting managers may find themselves asking, “How much will hiring a new employee cost?”

It is natural to think of that question in direct monetary terms such as an employee salary, benefits, training, relocation costs and possibly a sign-on bonus. But there are other indirect hiring costs to consider when searching for that right employee, especially if a vacant position is being filled.

The total cost of hiring one new employee could be as high as $5,000 or more, varying by industry.

So how can some of these hiring costs be avoided? Perhaps more importantly, how can a bad hire be prevented? Here are four ways an executive recruiting firm, like Govig & Associates, can help offset those indirect costs.


1. Give back time

A candidate should no doubt be a good technical match for their position, but also be a good fit culturally within a company. After all, an employee can be a company’s biggest competitive advantage and brand advocate.  But finding that right fit takes time – even more so at the executive level.

The average time to fill a position could be as little as two weeks and as much as two months. It’s commonly known that time = money, so when staffing talent internally proves to be too time consuming it can be costly. Outsourcing the recruiting process could be the most effective method for hiring a quality candidate.


2. Provide sufficient talent intelligence

Positions listed on an employment website can be time consuming to monitor and update. They can also be ineffective in attracting the right person because the ideal candidate may be currently employed.

Many times the most qualified candidates may not be actively seeking a job, so a passive approach like a job board most likely won’t get their attention.

An extensive recruiting network of qualified talent in the right industry can be the key to locating the ideal applicant for the position. Bear in mind, it’s not about finding a long list of resumes that may fit the job description; it is about searching for those few potential candidates and then securing the right person for the position.

“The benefit of being hands-on within niches every day gives recruiters a great advantage of understanding and proactively reacting to changes,” said executive recruiter Jim Capelle. “Companies rely on recruiters to provide the highest level of talent to help build their companies and we strive to stay in tune with that pulse to continue to be the leader in a specific market.”


3. Reduce chances of turnover

Ultimately, a new hire should not only fill a position but also help a company move business forward. Recruiters look beyond the skills and qualifications bulleted on a resume. They assess the candidate holistically, ask the tough questions, take into account current and past jobs, references and behaviors to help predict whether or not the candidate will be the right fit and ultimately reduce the chances for turnover.

It is predicted that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. When you think about the time-to-fill being between two weeks to two months, the cost margin is huge!

 A study by American Center of Progress found that the average cost to replace a highly educated executive position could be 213% of their salary. For example, the cost to replace a $100k CEO is $213,000.


4. Foster relationships for future hiring success

Getting into a new relationship is always tough, but the information shared by utilizing the services of an executive search firm can build rapport with a firm’s recruiters to create a more streamlined experience the next time a company is in need of a new hire.

By the second, third and fourth hire, recruiters are more knowledgeable of the company, its goals, expectations and culture. A faster search and placement time can mean less hiring costs (both money and time) spent internally.

 Are you in need of executive recruitment services? Learn more about Govig & Associates by checking out our LinkedIn Company Page and get in touch with a recruiter today.


Executive Recruiting Blog Entry