Featured Candidates & Positions May 2017 Welcome Back, Spring is the season of change! In this month's newsletter, we talk about career changes, ho

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Featured Candidates & Positions

May 2017


Welcome Back,

Spring is the season of change! In this month's newsletter, we talk about career changes, how many jobs the average American will have in his or her lifetime and how this average has changed throughout history. But first, as always, take a look at our featured candidates and positions. Happy reading!


Featured Candidates

Advanced Sales Manager, Detroit

This candidate has an impressive record of aligning OEM product technology with his Tier One employer’s solutions. He has long-established and deep-seeded relationships with General Motors, Ford, and Asian OE’s. In the last four years, this candidate and his team of three have cultivated $250 Million in new business opportunities, which are converting to over $160 Million in annual revenue. He has product experience with interior systems and complete seats. Email information@tieronesearch.com
for more details or call 313-887-8300 ex.102.

China based, Plant General Manager

This candidate has multiple-industry experience including factory automation equipment, automotive systems and consumer products. He is currently heading up an operation of 600 headcount for a western-owned automotive parts supplier (OEM). The business has an annual turnover of close to $80 million which, under his leadership, has grown from $38 Million in 2013. He also has start-up experience from Greenfield and has broad process experience including assembly, machining, plastic injection molding, painting, rubber extrusion and more. Email information@tieronesearch.com for more details or call 313-887-8300 ex.102.


Featured Positions

Technical Sales Manager, Detroit area

The company is an outstanding organization that is very committed to its employees – during the recession in 2008 and 2009, there were zero layoffs globally. In this role you will be responsible for selling test systems to automotive Tier One Suppliers and OEM’s in the NAFTA region. This is outstanding technology and there are many technological advantages to sell. The company will provide full product training, but you will need previous experience in selling test systems or capital equipment. It is also helpful to have an understanding of automotive quality and safety requirements. Email apply@tieronesearch.com or contact Speranca Hurmiz for more details or call 313-887-8300 ex.101

Regional Manager of Technical Training and Apprenticeship

The client is a global leading supplier to the automotive, industrial and aerospace industries. This role will be responsible for the regional technical training framework and governance, as well as effectiveness evaluation of the training activities for the purpose of continuous improvement in qualifying manufacturing employees. The position will also be responsible for the Apprentice Program in the region and will coordinate activities of the regional training specialists. The successful applicant would have a BS, BA degree in Mechanical Engineering, Technical Training, Education or related field, and/or Apprentice Journeymen, experienced in apprentice programs design, implementation and on the job training. Applicants should have a minimum of 2 years’ direct experience in training and development in a manufacturing environment including demonstrated ability to deliver technical training courses, develop and continuously improve training content and delivery methods including traditional methods as well as electronic delivery methods (computer or web-based training, eLearning methods). Please contact apply@tieronesearch.com to apply or for more information.

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The Truth About Job Hopping

When seeking out candidates, one thing we consider in addition to qualifications is a person’s career timeline and how long they stay with each employer. Over and over again, this is something that our client companies name as an important feature of their ideal candidate: someone who has demonstrated solid commitment to a job.

The reasons for prioritizing those with fewer job changes are clear ones – hiring managers assume someone who moves to a new job every two years will also leave them in 2 years – requiring the company to refill the position. Short stints of employment also limit the amount of on-the-job skills developed and can be a red flag as to a candidate’s motivation and ability to work with others.

Of course, there are exceptions to this. Candidates can have very valid reasons for changing jobs whether it be a layoff, a closure or a relocation. Younger workers tend to have a higher average of job transitions as they try to get established and find what industries or functions work for them. Economic downturns also need to be taken into consideration.

So there does need to be a level of reasoning when considering someone’s career timeline. To better understand the current backdrop of tenure trends in the U.S. Labor market, we did some fact digging within the US Bureau of Labor Statistics. We wanted to find out just how often the average American spends at a job now compared to decades prior.

In January 2016, the median number of years that wage and salary workers had been with their current employer was 4.2 years.

To our surprise, the average number of years between job changes has been slowly on the rise for more than two decades. In 1983, the average number of years a worker stayed with their employer was 3.6 years (bls.gov). Articles exist from even as far back as the 1920’s that try to understand the causes of the high labor turnover they were experiencing (see: History of Labor Turnover in the U.S.).

One thing this indicates is an aging population of workers. Younger workers tend to switch jobs more often while older workers are more likely to stay with an employer for 10+ years (see chart below). We have large amounts of Baby Boomers at the heights of their careers and a younger, much smaller generation of workers entering and trying to find stability. This is shifting the average number of years a worker stays with their employer.

employee tenure

Contrary to the claims of many current articles, we also found that job hopping is not a trend that is exclusively characteristic of the Millennial generation. From every Labor report uncovered, the younger generation of workers has always made more frequent career changes than the older generations of workers.

At the end of it all, when interviewing candidates who have made quite a few career changes, the best course of action is to ask about those career changes and why they were made. This will give you and your client company a clear idea of the candidate’s motivations.


You can find us at TierOneSearch.com and connect with us on social media.

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