“The Big Swing” highlights business strategies that transformed the Chicago Cubs

(April 2017) – A new baseball season is underway. And after the Chicago Cub’s historic season, they’re back and ready to fly the “W.” But there is much more to breaking a 108-year-old “curse,” and author Dr. Russ Riendeau reveals how the Cubs’ leadership created this winning formula in his newest book “The Big Swing.”

The Big Swing —with a thought-provoking Foreword written by the longtime radio voice of the Chicago Cubs, Pat Hughes, and endorsed by best-selling author of “Drive” and “To sell is Human,” Daniel Pink – sets the tone for a different kind of professional development book, not just a book reminiscing on the World Series, but one that analyzes the key steps that made it happen.

Riendeau pinpoints the business best practices utilized by “The Wizards of Odds”—the Chicago leadership team—to design, implement and execute the strategies that led the team to the championships. Delivering ideas and examples that teach capitalism, commitment and culture, “The Big Swing” dives deep into goal-setting, leadership, sales and marketing prowess, accountability, mind time management, health & wellness, sleep management, game plans and practice routines – all part of the plan that worked to transform a sports franchise and an organization.

“The Big Swing” ($3.99 on Kindle) features checklists, action plans and creative storytelling that ties sports and business competition and analysis into a cohesive field guide for business.

Riendeau is the author of 11 books, a behavioral psychologist and partner with Jobplex, a DHR International company.

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Teising Joins Jobplex as Partner

NASHVILLE, TN (April 7, 2017) – Jobplex, Inc. is pleased to announce that Kara Teising has joined the firm as Partner. She was tapped by President Justin Hirsch to join the firm and focus on scaling its nonprofit practice.

Teising recruits nationwide in the nonprofit arena with special attention to values and mission driven searches in the private and nonprofit sectors. She has experience recruiting for a broad range of clients that work to affect positive change, including Earthjustice, PAI, BoardSource, KaBOOM!, and Make-A-Wish®.

Prior to joining Jobplex, Teising served as Partner and Nonprofit Practice Lead of ThinkingAhead Executive Search, and specialized in recruiting talent for C-suite and Director-level roles in development, communications/media, program and senior leadership.  Before ThinkingAhead, Teising spent six award-winning years as a sales person and sales manager with their parent company, Southwestern.

“We saw a unique opportunity to help build our nonprofit focus by leveraging Kara’s experience and abilities in the space,” said Hirsch. “She is a great fit for Jobplex with the ability to work collaboratively to enhance the sector.”

Teising is an honors graduate from James Madison University with a Bachelor of Science in Speech Communication, concentrating in Conflict Resolution.  Actively involved in her community, Teising is an alumnus of the Young Leaders Council and a past Board member of the Nashville Repertory Theatre.  Teising is an active Board member of the Sonoran Institute, based in Tucson, AZ and chairs the Nominating and Governance Committee.  She is a Certified Personnel Consultant (CPC) and Certified Employee Retention Specialist (CERS) through the National Association of Personnel Services. She is also a member of the American Society of Fundraising Professionals (AFP).

Established in 1996, Jobplex leads the recruiting industry in offering diversified search services for your company’s next generation executive leader. Our customized search offerings and performance-based fee structure provide solutions from a Single Search to Project Recruitment. For more information on Jobplex, visit www.jobplex.com.

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Jobplex and Microsoft Extend Commitment to Hiring Veterans

Jobplex, the Chicago-based partner company of DHR International, has renewed a contract with Microsoft to lead the placement of U.S. military veterans who graduate from the Microsoft Software and Systems Academy (MSSA).

The MSSA program prepares active duty U.S. service members with job skills to meet the IT industry’s high demand. Graduation from MSSA is planned so that it coincides with service members’ discharge dates, allowing them to begin a job immediately after completing the 18-week course. Jobplex is the only company Microsoft has partnered with to place MSSA graduates.

More than 150 candidates have graduated from the MSSA program and either found employment in the tech industry or gone back to school for a tech degree. With this renewed contract, Jobplex is expecting the number of candidates who graduate from the program and be placed into jobs to double in size over the next year.

Transitioning to Civilian Life
“Jobplex leads emerging leader level executive search, dovetailing with the VP / C-suite level where DHR typically operates,” said Justin Hirsch, Jobplex’s president and HR executive search lead. “Our pay for performance / hybrid-retained model and capacity for project search has allowed us to partner with Microsoft in HR, sales, and IT related search with a focus on diversity talent pipelining as well as supporting the MSSA program.”

Jobplex is also leading efforts to involve other Chicago-based companies with the program and educating them on the benefits of employing MSSA graduates.

Partner Patrick Bulmer and Mr. Hirsch have been at the forefront of the partnership with Microsoft. They both recently sat down with Hunt Scanlon Media to discuss the alliance and the challenges and advantages in hiring veterans.

Patrick, can you explain the Microsoft Software and Systems Academy?

Bulmer: MSSA is part of the company’s commitment to help service members gain the critical technology skills required for today’s high paying IT STEM careers prior to transitioning to civilian life. The 18-week program prepares active duty U.S. service members and veterans in high-demand IT areas such as, server and cloud administration, database administration and business intelligence, cloud application development, and cybersecurity administration. Graduates can also earn up to 18 college credit hours toward a degree program with learning partners Embry-Riddle Aeronautical University, Saint Martin’s University and test for a variety of Microsoft certifications.

Justin, where does Jobplex come into play?

Hirsch: Students complete professional development exercises with Jobplex and other select resources. Upon completion, graduates are guaranteed an interview with Microsoft and have the opportunity to work with Jobplex to potentially interview with one of our over 170 hiring partners. While Microsoft endeavors to hire MSSA graduates, we also see this as an opportunity to help fill the hiring gap within the IT Industry. Jobplex is one of the companies leading outreach services and maintaining relationships on behalf of MSSA graduates and we recently renewed a second contract to continue to support MSSA in the summer.

How many candidates has Jobplex helped Microsoft recruit?

Bulmer: Over 450 veterans have completed MSSA. Ninety six percent who completed the course and utilized career and job search support services with companies such as Jobplex obtained employment within 60 days’ past program completion, or they opted to complete their college degree.

What are some challenges in recruiting veterans?

Hirsch: There are many challenges to recruiting veterans. Simply translating skill sets from a military role on a resume to civilian terminology is challenging. Some transitioning service members and veterans do not hold traditional four year degrees. While many companies are comfortable evaluating candidates based on technical ability and cultural fit alone, some are still unable to waive degree requirements. In addition, finding hiring managers who are willing to invest in military / veteran talent, especially if the recruiter is unable to translate military experience effectively, can be challenging.

Bulmer: A job search environment where lack of responsiveness is prevalent can intimidate qualified candidates from persisting in their job search, often times leading to veterans underestimating their worth in a corporate role. Hiring managers and recruiters also often think the structure and hierarchy associated with the military is too rigid for veterans to deal with the ambiguity in today’s matrixed enterprises, when in fact they are faced with challenging, ambiguous situations on a regular basis.

What are some advantages for companies to bring in veteran talent?

Hirsch: Service members and veterans are exactly the type of talent to evolve the face of IT beyond the traditional four-year degree.  Most candidates have a military relocation package, and are able to relocate themselves for the right opportunity. In addition many have a Secret or Top Secret Clearance.

Bulmer: Veteran candidates also bring a level of maturity and well-developed soft skills to the table that set them apart, including ability to work well under pressure; ability to meet aggressive timelines; ability to communicate with the most junior to the most senior level executives; ability to deal with ambiguity; and maintaining a “failure is not an option” attitude.

What can companies do better to hire veterans?

Hirsch: They can focus on technical assessments relevant to the job the candidate is being interviewed for, in addition to focusing on cultural fit, and be willing to look past requirements like certifications and degrees. Companies can also create internal veteran resource groups, allowing veterans to build organic communities within the organization.

Bulmer: They can also proactively keep track of the veterans within their organizations to help create communities of support and connection. Companies can also work with current veterans in their organization to find out what made them successful, and other ways companies can assist in their success. Lastly, they can be willing to talk to and interview veteran candidates to learn about their experience first-hand and the skill sets they possess, and how their skills can transfer to civilian career opportunities.

For additional information on Jobplex or how to get involved with the MSSA program, send an email to Patrick Bulmer (pbulmer@jobplex.com) or Justin Hirsch (jhirsch@jobplex.com).

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Four out of 10 families are sustained by women

Ana Paula Montanha is featured in Brazil’s Jornal A Tribuna discussing an increasing number of wives supporting a stay-at-home husband.

Ana Paula sheds light on an important diversity aspect: as women’s careers advance, many of them are now able to be their family’s sole support, which facilitates escaping from an abusive relationship.

“With the advancement of women in their careers, many of them felt confident about getting out of abusive relationships. As women grow professionally and as women acquire financial muscle, relations between the sexes tend to accommodate a new balance of power. Women, then, empower themselves to be the family’s primary source of livelihood. With this, a woman can even get a divorce, if she wants, because she no longer depends financially on the man”.

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