October 31st, 2016

Halloween hiring tricksHalloween may be here but don’t “freak out” when a top performing staff member has left your company and you have big shoes to fill!

Here are a few tricks to help make the recruiting process “less scary.”

1.) Stay positive 

Finding top talent for your company is a process, so don’t get discouraged when finding the best person doesn’t happen right away. Also, be sure that you don’t settle for someone just to fill the role.

2.) Promote from Within

This is a great way to boost morale and to provide career pathing for existing employees. Career growth and development are top aspects that employees identify as factors they must have at work. According to RecruitLoop, internal recruiting can also save you time and money, reduce training time, improve productivity and morale, and facilitate succession planning.

3.) Write a Compelling Job Description 

It may be hard to replace top talent, but if you can clearly identify the traits, skills, and experience needed for a candidate to succeed from the get-go, it will make the process a lot easier to find the person who will meet your company’s needs. Also, make sure you put time and effort into a short description. Four times as many people read the short description than actually clicking through the ad itself.

4.) Turn to employees, they are great resources

Try reaching out to other staff members for referrals. They know your industry, company culture and may have contacts to network with.

5.) Utilize search services to streamline the process

If time and resources are scarce, using a search firm like Govig can help you  tap into a network you don’t have access to as a company. Typically, a search firm can reduce the time to fill by 50 percent.

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.

October 5th, 2016


Registration: Each team of two must pay a $75 entry fee that can be paid in the following ways:

1) Through this PayPal link
2) Directly to Be the Match – Please send confirmation of donation to Katie Hesselmann at katie.hesselmann@govig.com
3) Through cash or check given to Katie Hesselmann in person.

If you’d like to sponsor a silent auction basket or have any additional questions, please email Katie Hesselmann at katie.hesselmann@govig.com

August 25th, 2016

A recap on Govig’s Summer Internship Program

Govig Graduates seven interns from their Summer 2016 Intern Class

Govig graduates seven students from its Summer 2016 Internship program

Internships are not only a competitive process for students. Attracting top talent on the company side can be a difficult process as well. With internships sometimes looking the same on paper by presenting similar ‘real-life’ work, what can a company offer to set themselves apart?

Govig & Associates not only provided its first class of seven summer interns with ‘hands-on work’ experience with leaders in the executive recruiting industry, they also offered students extra ‘life learning’ through educational seminars, as well as additional opportunities for self-improvement and team-building.

Here are five tips on how to make internships stand out among the crowd and attract top talent.


  • 1.) Create an intern project program

Beyond working on daily tasks and projects in their respective departments, Govig tasked their sales, social media and human resources interns with a special assignment: a summer intern project.  The interns researched and developed their own projects on various topics. At the end of the summer, they presented their projects to the executive team with the opportunity of their ideas being implemented by the company.

Projects ranged from ideas to increase company brand awareness at Arizona State University to a proposal to enhance company social media through establishing Snapchat geofilters and creating more video content.

By tasking interns to draft their own project ideas, they are given the autonomy to express their ideas creatively. Knowing that leaders in the organization will hear their voice gives them a sense of pride in taking ownership of their projects. The extra responsibility of an intern project also teaches them effective time-management skills.

“Juggling an intern project and day-to-day work is difficult, but it prepares you for a real job, so it’s important,” said Alexa Pereda, a Govig summer sales intern. “It makes the internship more than just superficial learning, it is more applied and you get more out of it.”


  • 2.) Offer additional “life-learning” seminars
  • Govig interns learned about topics such as wealth management in their summer seminars

    Interns learned about topics such as wealth management in summer seminars

Hosting seminars on topics such as Corporate Do’s and Don’ts and Wealth Management shows interns that you care about their professional as well as personal learning.

Tim Crown, co-founder and current Chairman of the Board at Insight Enterprises, spoke to Govig interns on how to achieve success and happiness in their lives.

“I really enjoyed Tim Crown’s presentation on how to achieve happiness in your career,” said Melissa Schonberger, another Govig summer sales intern. “It’s very helpful to hear about how he got where he is today in (the IT solutions industry).”

It is not common for school curriculum to cover personal financial literacy. Social Media and Design Intern Francisco Diaz said that the wealth management classes from Kate Seastone of Simplicit Financial were really informative, especially the components on saving strategies, opening a credit account and managing debt.

By providing interns with worthwhile knowledge and handouts from experts in their field, they can start to connect the dots on what additional skills are needed to get them from college to a successful career.


3.) Host outings for interns/staff

Govig interns and staff bond over volunteer time at Feed My Starving Children

Govig interns and staff bond over volunteer time at Feed My Starving Children

Interns should feel like they are part of the team, even if it is only for a few months. Inviting them to staff meetings but also to other activities outside the office can create camaraderie.

Interns at Govig bonded over outings at an Arizona Diamondbacks baseball game, tested their teamwork at the Epic Escape Game Phoenix, as well as volunteered at Feed My Starving Children where they packaged meals for children in need.

“We wanted the interns to not only learn and become better team members inside the office but also provide them with other fun team building and volunteering opportunities,” said Todd Govig, president and CEO.


4.) Provide consistent check-in points with a mentor or supervisor

Weekly or bi-weekly touch base sessions with interns allows managers to give necessary feedback on what interns are doing well and what they could improve. When interns have a mentor or supervisor whom they can have an open conversation with, they are more likely to ask questions, be more involved at the office and ultimately produce valuable work.

HR intern Brittany Ater really enjoyed her one-on-one time with her manager and felt like the feedback she received gave her more confidence during her internship.

“I liked the hands-on experience and the trust I was given when screening candidates,” says Ater.


5.) Let the interns express their voices

At the end of the day, the internship should hopefully provide a great experience. Ask interns to fill out a final evaluation sheet to get a sense of what the interns enjoyed and what could have been improved about their experience, a Inquire about how their internship helped to advance them professionally, how helpful were additional learning sessions or seminars and what tips they would give to future interns.

Another tool to showcase an internship program is to highlight an intern’s experience or voice through a personal blog. Read about one intern’s summer in “10 Things I Learned During my 10 Weeks at Govig.”

Insights from an intern blog can be used to make adjustments and improvements for future intern programs but could also provide material for future company marketing materials.

Creating a successful internship program may take time, but by implementing a structure that offers students more a complete learning experience may set a company on its way to attracting top talent.

Are you searching for a hands-on business internship? Learn more about opportunities at Govig & Associates by checking out our LinkedIn Company Page or email hiring@govig.com and get in touch with a recruiter today.

July 26th, 2016

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

July 8th, 2016



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