Category: Business

Companies in Washington DC decides to hire Nels Olson
because they are officially out of time to hire executives on their own. There are quite a few businesses in Washington DC that are far too busy to hire their own people, but they may spend their time working with a recruiter who is helpful in the process. This article explains what a recruiter will do for the client, and there is an overview of what clients will feel like when the head hunter is hired.

#1: Companies Decide To Hire Head Hunters To Save Time

Large corporations have several other items to discuss in their board meetings, and their companies are not flush with time to use on interviews. Head hunters such as Robert Half spend their time completing interviews on behalf of the client, and a company such as Robert Half has placed quite a few executives in the area. The interviews and hiring are completed quickly, and executive recruiters include other companies such as Lucas Group and Tangent Corporation.

#2: Head Hunters Offer Extra Services

Head hunters in Washington offer executive strategy services that are effectively on-call every day. A large corporation may find itself in the midst of a crisis, and the crisis will necessitate an executive action plan. The executive action plan will be used to find a replacement for the departed executives, and the plan will be executed by the head hunter as opposed to the corporation.

#3: Head Hunters Are Constantly Working?

Head hunters have the most current information on recruits in the city. Every recruit who has met with a head hunter will be called when a job is open, and a laundry list of people may be called in for a new position. New positions are open all the time, and an executive who is familiar with the hiring process may choose to move from one company to another. Washington is a large town, and there are several executives to choose from.

People head hunters are careful to offer services to their clients that select proper executives, enforce executive action and keep the corporation on the right path. The board of directors of any corporation need not waste their time with interviews when they are in need of a new executive suite member. The interviews are completed by the head hunter, and the head hunter provides needed information on each candidate.


If you have ever visited a shopping mall, you have more than likely shopped with Westfield. Westfield Corporation is a world leader in shopping center management. The company manages more than 30 malls and over 6,400 retail outlets. Since its launch, Westfield has enjoyed a significant amount of financial success and its malls and retailers have appreciated consistent traffic. With the ever increasing use of technology, online shopping is becoming a trend, and trips to the mall are becoming less frequent. Co-CEO of Westfield Corporation Steven Lowy says that while at first the increase of online shopping and the ever increasing availability of online retailers was initially seen as a threat to the existence of malls, the corporation now believes that technology can be used to enhance the shopping experience.

His brother, and fellow CEO, Peter Lowy believes that just as everything else adapts and changes with time, Westfield was due for a few improvements after 57 years as well. This is coming from a member of the company who was debating leaving the family business a few years ago.

When the corporation was founded it was to help make retail spaces more affordable for business owners. Because the price of a space and lot are rather expensive, retailers began to lease spaces in one shopping community, nearly cutting the price of renting or leasing in half. He believes that this same collective mindset can help create platform for a more innovative and tech savvy shopping experience with Westfield.

The company made a recent investment in the future of Westfield shopping centers in an attempt to stay current with today’s use of technology. Westfield Corporation was proud to introduce the new “Westfield Cloud” which he says the company invested thousands in for a step toward a more innovative shopping experience. The cloud was created with the belief that user data can help optimize the in store retail shopping experience, making it more personal and efficient. By paring aspects of the digital and physical shopping experience Lowy believes that retailers will be able to deliver a more personable shopping experience and better connect with their customers. This experience will in turn produce happier, more loyal customers who won’t mind the commute to the mall over the convenience of online shopping.

Business Technology News

Washington, D.C. isn’t only the United States’ capital city. It’s also a large and bustling metropolis that’s full of diverse businesses. People who are searching for executive recruiters anywhere in the region, however, don’t have to be concerned. Although the options in executive recruiters in Washington, D.C. are extensive and diverse, there are numerous particularly talented and noteworthy professionals to consider. There’s definitely no shortage of shining recruitment talents working in D.C. these days.

Angela Goehl works as a senior associate at JDG Associates Ltd. This recruitment firm is located in Rockville, Maryland, which is a well-known D.C. suburb. Goehl is equipped with extensive knowledge that pertains to nonprofit management, government affairs and fundraising. She also has significant experience in recruiting established executives who work in the private sector, federal government and beyond.

The McCormick Group is a well-known executive search consulting agency. Its DC branch is in Arlington, Virginia, which is part of the city’s metropolitan area. Allen Ashforth works as a senior consultant for the firm. He has offered his recruitment expertise to executives who specialize in the land development field. Ashforth regularly recruits professionals who are searching for jobs in project management. He has done so for commercial and residential construction companies alike.

ESGI Executive Search Consultants is an esteemed company that focuses on retained executive searches. The professionals who work for ESGI concentrate on senior level executives. They regularly work with businesses that create services and products that are geared toward local, state and federal government entities. Evan Scott serves as the president of ESGI Executive Search Consultants. Michael P. Humenik, on the other hand, serves as the firm’s principal. Scott has been a big part of the executive search world for close to 30 years now. Humenik has extensive knowledge that pertains to vital subjects such as executive assessment and organizational development.

These executive recruiters are a sampling of the best and the brightest in the entire Washington, D.C. region. People who are looking for the most seasoned, knowledgeable and capable executive recruiters in the area can count on Nels Olson to come through with solid work. Examples of other highly regarded executive search companies that are located in and around Washington D.C. include Lucas Group, Reaction Search International Inc., Travaille Executive Search, Robert Half Executive Search, Battalia Winston Corporation and Spencer Stuart. Some of these companies are located in the heart of D.C. Others are in nearby suburbs.


When an organization is experiencing growth or changes that require new executive talent and expertise, Nels Olson’s headhunters can be a tremendous aid in the search to find the right person for the job. Washington, D.C. is home to some of the largest and most influential companies and organizations in the world. For this reason, the search for executive talent in D.C. can be a competitive and daunting process. If you make the wrong selection it could deal a very costly blow to your organization and drain essential resources.

Hiring a new executive is too important of a decision to take lightly. A headhunter will provide an exhaustive search and thorough vetting of candidates to select the best possible individual with the necessary attributes for the position. A good recruiter will take a lot of the legwork upon themselves while working closely with the client to fulfill the position. Fortunately, for those in need of an executive for a D.C. firm there are excellent local headhunters that have built a reputation for delivering great results.

One such firm is Boyden. Boyden has been involved in executive search for D.C. organizations since 1978. Boyden made its name in relation to Federal government, Federal contracting, and public affairs hiring. It has since become one of the most respected firms in executive search for the private sector as well. Boyden specializes in hiring senior level personnel in finance, human resources, IT security, legal, risk management, and government affairs. Boyden’s reputation for transparency in its search methodologies makes it among the trusted names in the field.

Russell Reynolds Associates is a D.C. headhunter service that earned respect through its well-connected network of consultants who work closely with firms during an executive search. They strive to be as specific as possible when addressing the needs of their clients and take a hands-on approach to tailoring the process accordingly. Russell Reynolds uses a propriety system for assessing talent based on interviews, questionnaires, references, and market needs.


When a high level executive position becomes vacant, it is vitally important that they are not only replaced as soon as possible, but by a highly qualified individual that possesses the skills and knowledge to be able to fit into the position smoothly. This is easier said than done, which is why the job of a recruiter such as Nels Olson is so important to just about all major companies, especially in big time business and political centers, such as Washington D.C. A recruiter’s job is essentially to go out and find people that have the qualifications to fit into a position that has opened up, interview a host of people, and ultimately select an individual for the job. Head hunting firms such as JDG associates in Washington specialize in this aspect and routinely search for replacement executives for all sorts of companies. Some other well-known firms include Lucas Group, The McCormick Group, and Reaction Search International, who all do excellent work in an area that holds some of the biggest businesses and political firms in the country.

Most recruiters in larger cities have a developed network of people who work in the area in high ranking positions. People change jobs all the time, but when a person leaves a job that is way up the latter, it is much more difficult to find a person that can successfully take over the job. Perhaps the biggest task in finding a replacement, is finding an individual who not only understands how to manage a great deal of people and has had a good amount of experience, but finding a person that has the same sort of stylistic approach to their position. The way that decisions are made by an individual who has power in a company can ultimately shape the entire way that the company is run. If that person happens to leave and a person takes over the position that has a radically different approach, the entire business could become compromised.

There is a high propensity if this were to happen that business partners, clients, and workers may become unhappy for whatever reason, resulting in a decline in the productivity of the company. It is because of this that it is so important to have competent recruiters who know how to go out and find a great replacement for such a position. Although not too many people think about the hiring process of such individuals, the reality is that they hold a huge hand in whether a company is successful or not. If they happen to find a great decision when it comes to the person they hire for an executive position, the company likely has a great shot to continue to prosper, but it they make a wrong hiring decision, the company can literally crumble.


In competitive job markets, individuals who want the best chance of finding employment need to use the services of head hunters like Nels Olson. These job-placement professionals have numerous connections that can be within a variety of fields or specialize in one industry. They use their knowledge of local companies and their needs to match them up with available, qualified candidates that are looking for a specific position. Many people, even those who use this type of service, may not realize exactly how headhunters work. While it is not necessarily going to help someone to find work, knowing more about the people that are so closely involved in a job search is never a bad idea.

How the job is done can vary greatly from one company to the next. In general, one of the most important qualities of a headhunter is their ability to network. Many will have spent time working in the industries they now place others. This aids them in knowing how to make contacts and develop professional relationships with people who are in a position to make hiring decisions. This could be a company CEO or an HR director. They also use these contacts to meet additional people in the industry to help expand their database of companies they work with.

When an exceptional candidate approaches them seeking a specific type of work, they may begin cold-calling the people they know to learn who is hiring or may be hiring in the near future. These calls may include learning specifics about what the company is looking for, making it easier for them to “sell” their candidate when the time is right.

If an important client is looking for the perfect candidate, but the headhunter has none currently available, they may use social media sites, research local organizations and speak to people within the same industry to learn the names of professionals who stand out in the field. If a talented person is discovered in this search, they may contact the candidate personally and attempt to recruit them for their client.

There is no one single way that headhunters do what they do. Individuals come from numerous career fields to become headhunters, and each runs their companies in the manner that works best for them. Often for job seekers, it is not about applying with the best agency in town, but with the one that works best with them.


Recruiters who are tasked with finding leaders to fill positions need to use techniques that are unique to the type of person being sought. This article is to help the recruiter understand how to recruit a true leader.

First, Recruiters must understand that leaders likely are not looking for a new position. Leaders also may or may not be found with formal job titles involving leadership. After all, a leader has certain qualities and behaviors which come to the surface even when that leader is “just another team member.” These qualities are such that leaders are looked upon with great favor not necessarily by their superiors, but by their co-workers and those whom they may be supervising. The leader becomes known as someone who can be trusted, who builds up his team members or those under him and who is more than willing to share credit among others and shoulders more than his share of blame.

The leader is usually competent in their field but is not necessarily one with the greatest skills for the type of work his team does. However, the true leader and his team are usually more successful than teams who lack such a leader, even teams that have better skills. The leader is identified by how others refer to him or her. A leader is often described as someone that everyone else will follow anywhere. Once a leader is identified, the really hard part begins.

Remember, leaders have become such by showing loyalty to those above, beside and below them. This type of loyalty is so ingrained in the leader that to leave the team for any reason is considered an act of betrayal. This requires a unique approach to recruit the leader.

The worst mistake a recruiter can make is to emphasize the advantage to the leader of making the change. This only serves to build resistance to becoming a traitor to his or her coworkers. The best approach is to emphasize that it is time for the leader to make room for another on his team to become a leader. They should be told and persuaded that staying on will be smothering others’ chances to shine. By taking this approach, the leader, by leaving his team, is actually helping them as a true leader does. This makes a successful recruitment.


U.S. private employers maintained a solid pace of hiring in August despite recent global financial market turmoil, suggesting that labor market momentum likely remains strong enough for the Federal Reserve to consider an interest rate hike this year.

The ADP National Employment Report on Wednesday showed private payrolls increased 190,000 last month. While that was below economists’ expectations for a gain of 201,000 jobs, it was a step-up from the 177,000 positions created in July.

“Job growth remains strong and broad-based, except in the energy industry, which continues to shed jobs,” said Mark Zandi, chief economist of Moody’s Analytics in West Chester, Pennsylvania.

The ADP report, which is jointly developed with Moody’s Analytics, was published ahead of the government’s more comprehensive employment report to be released on Friday.

According to a Reuters survey of economists, nonfarm payrolls likely increased by 220,000 jobs in August after rising 215,000 in July. There is, however, a risk of a weaker number as the first print of August payrolls has tended to be weaker in the last several years before being revised higher.

But some economists were encouraged by the ADP report, which showed job gains in all sectors, except in the energy industry.

“ADP does not show the same initial under-reporting bias in the initial release of the August data as payroll data from the (government) appear to display,” said John Ryding, chief economist at RDQ Economics in New York.

“This apparent consistent trend in ADP payroll gains would reassure us that the trend in employment was little changed in August in the event that payroll growth drops noticeably below 200,000 in Friday’s report.”

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Business Technology News

Replacing a CEO is no laughing matter, as it can costs tens of millions of dollars, sometimes fractions of a billion dollars if the firm is large enough. The reality is, replacing a CEO not only takes a very long time and can be a risky endeavor, the current statistics are that over an eighteen month period, it usually costs between 12 and 52 million dollars to replace a CEO. However, keep in mind that these figures are paralleled with how large the company is, so the figures are not that outlandish when you consider that you could be talking about one of the biggest companies in the country.
Picking a CEO is particularly difficult, as you are going to have to find someone that perfectly fits into the puzzle that has been built prior. A company starts to build a brand and has a certain way that they do business and as a result, the people that they do business with get a feel for them and build a relationship with them based on these tendencies. Companies do not do well when they bring in a CEO that has very different ideals, or operates in a completely foreign manner. The easiest way to be successful is by finding a CEO that is as similar as possible to the previous CEO, although there are a handful of things that you should also consider doing as a result.

You should also consider the flaws that the previous company CEO had and you should look for a candidate that does not possess these traits. By doing this, you can effectively eliminate some pitfalls that may have been dragging the company down in the past, while still looking for someone that possesses the positive attributes that have helped the company along the way. Because of this detailed process, as with the importance of the position, is why it can take so long and cost so much money. However, it is absolutely worth it to spend the time and money, as the business is likely to fail if you can’t find the perfect candidate for the job. Major hubs of business and politics, such as Washington DC, have a higher propensity for churning out individuals who are highly fitted for being CEO’s. Often time’s companies will head to the area of DC to search for a CEO that can run their company and often time’s they are successful in their pursuit, due to the high qualifications that people generally possess in the area.


Home to three of the world’s most visited cruise ports, Florida welcomes more cruise passengers than any other state in the nation, according to independent research institute Florida TaxWatch.

A new economic report from the non-profit group indicates the state’s cruise industry will continue to grow, which bodes well for Turnberry Associates’ numerous South Florida destinations. The development company, led by Chairman & CEO Jeffrey Soffer (, includes Aventura Mall, Turnberry Isle Miami and Fontainebleau Miami Beach, all favorites of those visiting the region to embark on a cruise.

According to SunSentinel, more than 9 million cruise passengers who sailed through state seaports in 2013 generated $7.3 billion in direct spending. The growth of cruising helped create 140,408 jobs statewide.

“Florida’s growing cruise industry is another great way to attract visitors to Florida, which helps to keep the tax burden low for our state’s residents,” said Florida TaxWatch President and CEO Dominic M. Calabro in a statement.