EMPLOYEE & PARTNER RECRUITING
Recruiting - actually researching, identifying & courting good (eg employed) people at good companies has always been difficult. Changing jobs in a recession brings on uncertainty in a new company, a new team, and a new boss that are magnified in their importance.
Recruiting business partners (similar to recruiting top executives) is a whole other game. When the employee or partner has their skin in the game (investment of real $s), not only do discussions revolve around roles, teams, support structures, etc., but they also include dialogs on contractual obligations lasting upwards of 25 years, business models, new technologies, etc. There are lots of moving parts to keep track of for sure.
What is truly amazing is that both areas of recruiting can quickly identify the right personality and 'fit' for each role. Technical or functional skills are easy to identify, and the cultural fit -- the truly personable, driven, fair and level-headed person ultimately brings it home. The first in-depth call that a recruiter has with a candidate allows the candidate and recruiter to build rapport, build trust, and build a common goal. Setting these goals early and keeping to them on all sides (candidate, recruiter, hiring manager, team), makes recruiting a human process that satisfies multiple goals.
S.U.N. FRANCHISE AWARDS
Defying logic, we awarded our 11th, 12th & 13th territories this month. We are now in three states (CA, AZ & PA), with strong inquiries from many other states. Solar is still growing during this recession and state or local incentives are generally getting better. Combined with lower panel prices, the total market size of solar is getting larger and awareness is still growing.
