FPC Executive Suite – Advice For The Hiring Executive

Is Your ‘Holiday Time’ Offer a Gift, or a Gag?

Improve your recruitment process with these best practices and industry insights with the FPC Executive Suite, Advice for the Hiring Executive.  We help hiring managers and human resources professionals on ways to improve their hiring and retention process. Read More…

FPC Calendar year


As we turn the page on the summer season and gear up for the final third of the calendar year, I wanted to re-share an article, The Two People CEOs Need Most In Their Life, According to McKinsey Chief Dominic Barton by Oliver Staley, that has generates a lot of buzz about which really captures the current business environment as it relates to hiring and retaining qualified employees. It’s no secret that top talent is hard to find for all types and sizes of companies – potentially harder than it’s ever been.…Read More
Employment Branding

Using an Executive Recruiter is the Best Employment Branding Tool

Employment brand by definition is the market perception of what it’s like to work for an organization. Having a strong employment brand is extremely important to the growth and development of your company. A strong brand is a tremendous help to your efforts attracting top talent to your organization. Relying on the internet alone to accomplish this is a tall task, because the internet is a very crowded place. A real powerful tool to help you build your brand and spread the word to your target audience is the use of an Executive Recruiter. Good recruiters are hungry, curious and driven. Their assertive nature and proactive approach will help your branding efforts succeed. Here are a few ways GOOD recruiters can help….…Read More

FPC Recruiter Interview

Does Anyone Care What the Recruiter Thinks? Part III

The recruiting industry has continued to evolve in a number of ways since its creation in the post-World War II era. Advancements in technology including artificial intelligence have changed the landscape and have forced both companies and Executive Recruiters to frequently adapt on the fly. In Part III of our new series entitled “Does Anyone Care What the Recruiter Thinks?” we had the chance to sit down with another industry expert who gave us her perspective on the state of the recruiting industry and some thoughts on how the specialists in her company have been able to thrive and remain relevant. After 20 years of industry experience in Pulp and Paper, Gilly Hitchcock has been the Owner/President of FPC of Bangor (Maine) for the past 20 years. She has leveraged her industry knowledge to become a trusted advisor to both her candidates and clients.…Read More

Recruiting Success

Do You Really Know How the Recruitment Sausage is Made?

What really goes on in a well-run professional recruiting practice? Most executives only see the finished product or hired candidate. In recruiting, just like an iceberg, only 10% is visible above the surface. The ‘magic’ really happens in the 90% you can’t see, taking place behind the scenes, or below the surface. The Executive Recruiter’s ultimate goal in this process is to provide the most talented candidates to the client company with the hope that a match is made and the candidate is hired. Sounds easy, right? Not exactly, here is a sampling of the steps taken by an Executive Recruiter throughout the hiring process…Read More

Opportunity Cost, or Opportunity Lost?

We are currently experiencing a fiercely competitive job market in the race for top talent.  The unemployment rate is at generational lows, and dropping.  This means that the post and pray method of identifying highly qualified candidates is not nearly as effective as it’s been in the past.  Companies are only as good as the people they employ, the team they assemble, the creative thinkers and innovators they hire.  If you aren’t keeping pace with your competitors in the industry, you’re falling behind.  It’s time to change how you view hiring in your organization.  Is the opportunity cost of not hiring someone greater than the cost of identifying the right person?  Here are a few items to consider…  Read More

Why Your Job Opening Will Never Get Filled…

Jobs, jobs, jobs, frequently a top story in the news, and more specifically on the first Friday of every month when the Department of Labor releases its jobs report and we anxiously await their findings.  From the unemployment rate, currently at its lowest levels since 2000, to the number of jobs created which has had gains for over 90 consecutive months.  We use this information as a barometer for the direction and state of the economy.  One thing is for sure, the job market is strong and the race for top talent has become extremely competitive.  If you’re currently hiring and have had trouble filling your open jobs, here are some things you may need to address… Read More




Does Anyone Care What the Recruiter Thinks? Part II

 The recruiting industry has experienced many changes since its creation in the 1940’s.  Advancements in technology have changed the landscape and have forced both companies and Executive Recruiters to often adapt on the fly.  In Part II of our new series entitled “Does Anyone Care What the Recruiter Thinks?” we had the chance to sit down with an industry expert who gave us his perspective on the state of the recruiting industry and some thoughts on how the specialists in his company have been able to thrive and remain relevant.  An Engineer by trade, Ben Gidwani has been the President of FPC of Orlando and formerly of FPC of Naples for over 15 years.  He has leveraged his industry knowledge to become a trusted advisor to both his candidates and clients. Continue Reading

Hiring Manager’s Guide to Recruiting!
You Have To Live With the Results, Not HR

FPC’s Executive Suite consistently strives to generate original content focused on providing advice to the hiring executive. Often we identify recently written articles that are relevant to the message we are passionate about. This month, a recent article by F. John Reh caught my eye, Hiring Manager’s Guide to Recruiting, You Have to Live With the Results, Not HR. It sounds like a simple concept, right? It’s also very accurate. We’ve always stressed the importance of having the ability to market our ‘top talent’ directly to the true decision maker – you, the hiring manager. It’s so important that you remember as a Hiring Manager that your influence and opinion is most important in the hiring process. Here’s some food for thought…… Continue Reading

Does Anyone Care What the Recruiter Thinks? Part I

The Executive Recruiting landscape is an ever-changing, dynamic industry that has been drastically impacted by the advent of the internet over the past two decades.  Most corporations have hired troves of talent acquisition representatives and have spent millions of dollars on internet tools and artificial intelligence.  These tools purport to replace executive recruiters and claim to find them the perfect candidate for every job opening.  Yet, in 2018 there are more working recruiters than ever before and they continue to enjoy a virtually endless supply of search assignments.

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5 New Year’s Re’cruit’ Solutions

The holidays are upon us and the clean slate of the New Year is looming.  Now is a great time to take stock of what worked well over the past year, and where you can make improvements to your hiring process.  I think we can all agree if you aren’t improving you’re falling behind.  The race to hire and retain top talent is relentless and never ending.  Here are a few resolutions or ‘recruit solutions’ for you to employ in 2018…

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I Thought I Hired a Superstar, I was wrong…

The interview process typically involves two parties, the hiring company and the candidate.  One thing they both have in common is that they are on their best possible behavior from the moment they are introduced until the candidate signs on the dotted line.  This is partly because they are coached by people they trust to act that way, and partly because let’s face it, it is widely considered the socially acceptable behavior in that forum.  So how can you really know if you have a long term match?  If everyone is so programmed to keep it ‘vanilla’, how are you ensuring that you truly have a fit?  The ultimate goal for everyone involved is getting it right.  Here are a few ideas worth incorporating into your hiring process.

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Recruit Yourself to Success

Whether you’re unemployed, underemployed or just looking for a change, you have options.  Professionals burn out and leave their industry all the time, sometimes to pursue a passion, other times they may not really be sure where their second act will lead them.  There is another career path you may not have thought of outside of your business that still has deep ties to your industry – connections and a baseline of knowledge that may give you an advantage over others.  You can become an executive recruiter.  Many of FPC’s most successful recruiters have, at one point in their career, worked in the industry in which they now run their recruiting desk.  As anyone will tell you, it’s a tough business where you eat what you kill, but if you’re good at it, you can make a really nice life for yourself.

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"Ultimately my decisions are based on logic."
Hiring is not an Individual Sport

The number one goal in any company’s recruiting effort is to fill their open position with the right candidate in a timely manner.  This goes for the hiring manager, the talent acquisition team, the executive recruiter, and of course the candidate.  Yet it often seems that some or all of these parties disrupt the effort rather than work in alignment to achieve the common goal.  Speed and accuracy are of the utmost importance, so here are a few things to consider, particularly when working with an executive recruiter.

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Job Offer or Job Awful?…Mistakes Companies Make

You’ve done a great job attracting top talent to consider your company for employment. You’ve had a stellar interview process thus far, but you still have one major hurdle to clear in order to finalize and complete the process…get an accepted offer. We’re living in a highly competitive market for top talent. The margin for error is very narrow; it only takes one slip up to cost you your choice candidate.
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Humility is the New Smart: Are You Ready?

Since its inception, FPC’s Executive Suite has been focused on generating original content based on real life, day-to-day issues we hear about from the offices around the country. This month, in the spirit of continuous learning, we decided to share an excerpt from the book “Humility is the New Smart – Rethinking Human Excellence in the Smart Machine Age” by Ed Hess and Katherine Ludwig that really spoke to us about the importance of evolving with the times.
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Is Your Recruiting Budget ‘Retaining’ Water?

When it comes to hiring a professional recruiting firm, many companies view their options through a very black and white prism. The perception is even more apparent when they engage with an executive recruiter. The two most common terms you’ll hear for types of searches are retained and contingent. What do they mean? What are the benefits of each? What are the drawbacks? Which is most effective? Is there a middle ground that can create a win, win, win for everyone – perhaps a ‘retingency’ or a ‘container’? Let’s take a closer look…
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When a ‘No-Hire’ Costs More Than a New Hire

Have you ever really taken the time to determine the cost of an unfilled position at your company? In many cases, it can be hard to quantify with an actual dollar amount. Sometimes you need to look beyond the financial impact, because there may be a psychological cost to your team as well. To really evaluate the impact of the vacancy, you need to consider these items and how they affect your organization…
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Does Your Company Have an Ego Problem?

For those of us who have been involved in the process of recruiting and hiring, we know it can be a very humbling experience.  Reflect back on some failed attempts at securing your prized candidate and you might find some obvious reasons why you couldn’t close the deal, Top 3 Reasons Why You’re Losing Your Best Candidates.  Here are a few of the usual suspects:…Continue Reading









Social Media is Only Part of Your Solution When it Comes to Recruiting and Hiring

We live in an age where hiring managers have more resources than ever before to try to identify talented people for their open positions.  Social media is one of those resources and has now become part of the new normal when it comes to recruiting efforts.  Corporations large and small are employing strategies to improve their social footprint.  However, if you are relying on social media to do the recruiting for you, you may be missing the boat.  Let’s start with some of the positives that social media offers….Continue Reading

5 Process Improvement Strategies to Shorten Time to Hire

By and large, companies just jump into their hiring process without a real plan. This often leads to a disjointed process that can take longer than necessary to complete. As anyone who has ever hired a decent amount knows from experience, time kills all deals. Companies that don’t have a well-defined process may find themselves losing out on the candidates they want to hire. These 5 tips will help you shorten the distance between candidate identification and start date….Continue Reading






Top 3 Reasons Why You’re Losing Your Best Candidates

As a hiring manager, your number one goal in the hiring process is to find the right person for the job.  This sounds like a manageable task, right?  It should be.  However, if you find yourself losing out on the candidates you desire most, maybe it’s time to look in the mirror and make some changes to your process.  Here are three items you are likely overlooking in your process…

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