DHR International and Jobplex places Chief Development & Marketing Officer, Humane Society of the United States

WASHINGTON DC (October 1, 2018) – Search firm DHR International successfully recruited the new Chief Development & Marketing officer for the Humane Society of the United States (HSUS), John Vranas. In his new role, Vranas will manage the Philanthropy, Communications, Marketing, and Business Development & Corporate Relations departments of the organization.

Partners Kara Teising and Debbie Graf ran the search for HSUS. Both partners have years of experience specializing in nonprofit recruitment, including previous searches for Juvenile Diabetes Research Foundation, Habitat for Humanity International, Earthjustice and The Wilderness Society.

“John brings the total package to a critical role like this one.  It’s very difficult to find a leader with a skill set that is equally strong in both development and marketing,” said Teising. “John has deep experience in both areas and has led teams up to 300.  This unique competency combined with his genuine passion for the HSUS mission brings us tremendous confidence in his ability to work effectively with the Board, HSUS leadership, staff and donor community to further HSUS’ long standing track record of being the nation’s largest and most effective animal protection organization.”

Since September 2016, Vranas was the Chief Development & Marketing Officer and Chief Strategy officer for Make-A-Wish International. In this position, Vranas led fundraising and marketing initiatives, served as global leader and strategy adviser to the President and CEO, and the International Board of Directors, and supported and assisted affiliates chapters in 50 countries. He joined Make-A-Wish America in 2014 as Vice President and Chief Marketing Officer.

Before joining Make-A-Wish, Vranas served as Vice President of Fundraising for Juvenile Diabetes Research Foundation (JDRF) and Senior Vice President of Field Operations at ALSAC/St. Jude Children’s Research Hospital.

The Humane Society of the United States is the nation’s most effective animal protection organization. They provide hands-on care and services to more than 100,000 animals each year, and professionalize the field through education and training for local organizations. The HSUS is the leading animal advocacy organization, seeking a humane world for people and animals alike. They drive transformational change in the U.S. and around the world by combating large-scale cruelties such as puppy mills, animal fighting, factory farming, seal slaughter, horse cruelty, captive hunts and the wildlife trade.

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 Completes Wilderness Society Search

WASHINGTON, DC – Jobplex, Inc. is pleased to announce the successful placement of Teresa Lane as Vice President of Philanthropy for The Wilderness Society. This search was completed by Partner Kara Teising and Senior Associate Kara Zavaleta.

Lane joins The Wilderness Society from the Nature Conservancy, where she held senior development positions for eleven years, most recently as the Senior Principal Gifts Officer on their Worldwide Office Development Team. Prior to that, Lane served as the Assistance to the President for capital projects at Princeton University. Lane serves as a Board Member for the Great Swap Watershed Association. She earned a Bachelor of Arts in English from Princeton University.

The Wilderness Society, founded in 1935, is the leading conservation organization working to protect wilderness and inspire Americans to care for our wild places. With more than one million members and supporters, The Wilderness Society has led the effort to permanently protect 109 million acres of wilderness and to ensure sound management of our shared national lands. www.wilderness.org.

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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4 Tips for Creating Candidate Experiences That Improve the Bottom Line

In a way, business is like sports: The organizations with the best talent nearly always win.

The challenge is finding those superstars and convincing them to join your team. To recruit effectively, it takes creativity, dedication, and a firm commitment to quality.

Unfortunately, most companies approach hiring the same way they have for decades. Roles are posted, résumés are screened, candidates are interviewed, and a final candidate is selected. There might be an occasional A-player who fortuitously enters the recruitment life cycle, but by and large, this archaic method only produces average talent.

“This traditional way of recruiting is also time-consuming and onerous, which is detrimental to landing the most sought-after candidates,” said Mark Mayleben, a partner at Jobplex, in a newly released report. “Indeed, the highest performers are generally available for fewer than 10 days. There’s simply not enough time to post an opportunity to an oversaturated job board and then wade through a slew of unqualified résumés to end up with only a few legitimate possibilities.”

The “Talent Board North American Candidate Experience Research Report” challenges hiring managers and recruiters to reconsider how they go about attracting the best talent. If landing the most qualified workers is paramount for thriving in the global marketplace, asked Mr. Mayleben, why do most organizations keep perpetuating this status-quo process? Could it be that recruiting departments are primarily focused on delivering candidates at the lowest possible cost? Could it be that recruiters are catering to the wrong customers?

“In this era of one-click shopping, same-day delivery, customer reviews, and social media, it’s time for companies to reimagine their hiring processes and create a world-class candidate experience that will keep them competitive,” Mr. Mayleben said.

When Candidates Become Customers

According to a recent study by the Talent Board, as many as 80 percent of candidates will share a positive experience with their inner circle, defined as close friends, significant others or spouses, and colleagues, said the study. More than 60 percent will share negative experiences with the same group. Percentages decrease when it comes to social media, but they remain significant with 51 percent sharing positive experiences and 35 percent opening up about negative ones.

More importantly, though, according to CandE Awards research, nearly half of candidates who ranked their job-seeking encounter as a one-star experience reported that they would take their alliance and product purchases elsewhere. For those with a five-star experience, almost three-quarters said they would not only apply to work at the company again, but they would also refer others and make purchases with the company when applicable. And 85 percent of these individuals weren’t even hired.

“For HR professionals and recruiters, then, it’s vital to view your recruiting process as a revenue driver (or killer),” said Mr. Mayleben. He said businesses should turn their candidates into loyal customers and brand advocates by implementing the following practical steps:

1. Treat Candidates Like Customers
Some of the most palpable qualities of an excellent candidate experience are speed, transparency and communication. “To do this effectively, show candidates at the outset what they can expect in their recruitment journey,” Mr. Mayleben said. “Be upfront about what’s coming, how long it will take, and what they can expect at each step in the process. Candidates also want to be able to track this in real time (just like they can do when placing an order with Amazon, Wayfair, etc.) so they’re not left in the dark for weeks or months on end.”

Johnson & Johnson, he said, is a prime example of a company that takes the right approach. The organization highlights exactly what to expect during the application process and provides updates at each stage. It has also partnered with The Muse, a career platform, to provide helpful articles and resources to help candidates prepare and succeed at each step of the process.

2. Remove All Friction

Put yourself in your candidate’s shoes. Would you enjoy uploading a résumé only to then be asked to fill out a dozen more fields about your employment history? Then, why are you requiring so many non-essential steps to the application process? “Cut out as much as you can and then watch your completion rates explode,” Mr. Mayleben said

AT&T, for example, removed half of the fields on its application, and over the next two years experienced a 20 percent increase in the number of applicants. “Also, stop sending five emails back and forth just to synchronize your calendars,” Mr. Mayleben said. “Instead, use a scheduling application like Calendly to make the process more efficient.”

Mr. Mayleben also suggested reducing the number of interviews conducted. Each candidate has no need to meet eight different people. Google, in fact, conducted an exhaustive study and found that the magic number of interviews is four. Hiring managers who conduct four interviews will make the same decision at least 90 percent of the time as managers who conduct more than four. “The key is to create a small team of experienced interviewers who have a proven ability to assess the intrinsic factors required for succeeding in a particular role within your organization,” he said.

3. Survey Candidates at Every Stage
“The most effective way to learn how you can improve your candidate experience is by asking your customers about their journey at every step of the way,” said Mr. Mayleben. “Ask them how long it took to complete the application or what they liked best about the interview process. Did they have an enjoyable on-site visit? What could be improved in the offer and negotiation stages? For a comprehensive list of questions, Talent Board is a great resource.”

“Finally, get an idea of each candidate’s overall satisfaction by determining his or her Net Promoter Score,” he said. “To do this, ask how likely he or she is to recommend that a friend apply for a job with your company.”

4. Close the Loop Quickly
Too many candidates never hear back from employers for months after applying, even when they’ve spent hours preparing their résumé, conducting interviews, taking time off work for an on-site visit, etc. “That’s atrocious service and wildly disrespectful,” Mr. Mayleben said. “When you decide a candidate is not the right fit, contact him or her directly within 48 hours.”

To create advocates, go above and beyond the current status quo by providing honest feedback about why he or she wasn’t the best fit for the role. “Sometimes the best way to do this is by simply highlighting the additional preferred experience that was lacking,” said Mr. Mayleben. “Additionally, you could point the candidate toward resources that could close the skill gap, such as online courses, certificates, educational boot camps, etc. Lastly, encourage him or her to apply again after applying your advice.”

“In this age of transparency and constant communication, organizations of the modern era must reinvent their recruitment processes to deliver world-class candidate experiences — or they’ll fall victims to those that do,” Mr. Mayleben said. “Treat your hiring practice as a revenue generator. Your bottom line will thank you.”


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Elias Promoted to Managing Partner

ST. LOUIS  – Jobplex, Inc. is pleased to announce that Steve Elias has been promoted to Managing Partner of the firm’s St. Louis office. During his 13 years in executive search at DHR International and Jobplex, Elias has successfully managed hundreds of mid to senior level placements for Fortune 1000 clients, private equity groups and growth businesses nationally.

Elias is known for listening to and seamlessly partnering with clients to serve as an extension of their business, as well as his ability to convert passive candidates quickly. He has been instrumental in the growth and success of the Jobplex brand since 2011. Elias has a very strong research and operations background after rising through the ranks at DHR both domestically and internationally, serving in markets such as Chicago, London and St. Louis.

Elias focuses on single search solutions and project recruitment for large scale hiring needs, almost always earning additional assignments when the need exists. He is the firm’s leader in project recruitment, having completed projects of ten placements or more for clients such as Post Foods, FleetPride (TPG Portfolio Company), Valerus Compression Services (TPG Portfolio Company), Enlivant (TPG Portfolio Company), Dine Brands Global, Gerdau, Envirotainer, Honeywell, Tempur-Sealy, and Archer Daniels Midland Company (ADM).

“We are thrilled to promote Steve to Managing Partner of the St. Louis office; we are proud of his leadership and of the work he has done and continues to do at Jobplex and with DHR Partners. Steve consistently delivers results and has proven to be an invaluable leader and asset to the team” said Jobplex President, Justin Hirsch.

Prior to becoming Partner in 2011, Elias excelled as Executing Partner, where he worked alongside Chairman, David Hoffmann. Elias also served as senior associate and head of European internal recruiting based in London, UK. In this role he was responsible for all recruitment, search execution, management, and training for the London and Paris offices. Elias began his career at DHR in 2005 in Chicago.

Prior to joining DHR International, Elias was a sales representative for Xerox in Chicago. He holds a BSBA from Indiana University, Kelley School of Business, where he received a degree in Marketing.

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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