CSP Human Resources Practice

Good morning. Our HR Solutions (consulting) team is currently working very closely with a wonderful client of ours, and we could use some additional immediate HR support at this time. A lot to discuss, here are a few details: strong Generalist-level background needed with an emphasis in employee relations, 5 days a week on-site please in Howard County, 4-6 month engagement, excellent support from both the organization’s leadership team and consultant currently partnering with our client. Interested, qualified and immediately available HR professionals can contact Practice Director Jason Nemoy, PHR directly at jnemoy@chesapeakesearchpartners.com. Thank you. 

Good Morning. Quick share as our colleague Jackie Obrecht is taking the lead regarding a new exclusive search for a Director of HR. This is a wonderful client of ours located in Howard County, MD (non-profit). Lots to discuss as the role will encompass all facets of HR and require a truly hands-on practitioner. Compensation respectfully in the $100k-$105k range. The incumbent will be working very closely with the leadership team and requires full-time onsite presence. Interested and potentially qualified candidates can learn more here, thank you: https://lnkd.in/ez2H448Z

“Hope This Helps” (#14): Fridays and establishing momentum -Jason Nemoy, PHR For those that are in transition, when it comes to successfully executing your search “game plan” for the week, hit the ground running as hard as you can on Friday. Reflect and follow-up on all of the activity from the week. Conduct more research, list out your calls, emails, meetings, and job opportunities/organizations that you want to pursue so that come Monday morning you’re ready to roll. You’ll have a strong-hold on your search efforts, and you’ll be able to set the tone for the week. It’s all about momentum. Be creative.

Our HR Solutions arm of our practice is currently working very closely with a wonderful client of ours… and they could use some additional immediate HR support at this time to help move projects downfield. A lot to discuss, here are a few details: Director-level needed, 5 days a week on-site please in Howard County, 2-4 month engagement, excellent support from the organization’s leadership team. Interested, qualified and immediately available HR professionals can contact Jackie Obrecht and Jason Nemoy, PHR at hr@chesapeakesearchpartners.com. Thank you. 

Very quick outreach, and good morning. We currently have an HR Solutions team member supporting one of our clients, and we could use some additional immediate Generalist support. Open enrollment and a ton of other stuff on the way. Fully on-site please (Howard County), 2-6 month engagement, $35-$50 per hour, very good opportunity here to make things happen! Please email Practice Director Jason Nemoy directly at jnemoy@chesapeakesearchpartners.com if immediately available and would like to jump in. Thanks! https://lnkd.in/e7GShCWb

Our philosophy around Outplacement Services. To learn more: https://lnkd.in/erT5Scny

Good morning. A wonderful client of ours could use some immediate help recruiting for the next 60-90 days. Healthcare experience would certainly be a plus, this is a fully on-site opportunity in Sparks, MD as the incumbent truly needs to work in lock-step with our client's Talent Acquisition team. If interested and available to jump right in, please reach out to our team at hr@chesapeakesearchpartners.com. Thank you!

Good Monday Morning!

“Monday Morning Play Call” - #6: Building Candidate Confidence with a Proactive and Structured Interview Process -Jason Nemoy, PHR The structure and timeliness of an interview process provides candidates their first “sneak peek” behind an organization’s curtains and sets the stage for their overall first impression. So, when possible, outline and clearly communicate what the interview process will look like with candidates from the get-go. That might include the number of interviews (and interviewers), the types of interviews (phone, video, in-person), when candidates will receive feedback, and if applicable any assessments. Also consider pulling availability from everyone on a consistent basis so that scheduling is done proactively. (Doing so could really help limit the waiting period in between interviews.) Overall, the goal is to create a seamless and hopefully enjoyable experience for candidates, ultimately building confidence in their decision to consider the organization long-term. 

Good Morning and it's Friday... “Hope This Helps” (#17): the waiting period can be agonizing at times, but keep at it! -Jason Nemoy, PHR, Partner & Practice Director - HR   For those that are in transition or in career search mode, you WILL land interviews (phone and in-person). And we will all experience the waiting period after that initial interview. It might be a call back from the recruiter or hiring manager saying “not a fit”, or the message might be “Your next interview is in a week.” (ugh) It might even be an offer that takes what-feels-like forever to receive. The key here is to keep moving forward and keep at it. Try not to dwell. What else are you doing to move the proverbial chains downfield? It might be tough but compartmentalize and continue the focus, effort and energy to address your search. Especially during the waiting period. Be creative.