All posts tagged: executive recruiters

Interviewer rejecting applicant after an interview. Oops! Common Interview Mistakes Candidates Make

A job interview is a two-way street – it’s a conversation that helps assess if the candidate is the right fit for the employer and vice versa. However, if the candidate has a poor interview, it can ruin their chance of receiving the job offer. By recognizing and avoiding potential interview mistakes, candidates can prevent themselves from giving a negative impression on the employer.

Our executive recruiters share interview mistakes that candidates have made and ways to prevent them from happening in the first place.

Interview Mistake #1: No Preparation

Insufficient preparation can make the candidate look unprofessional and will be evident to their potential employer through their lack of serious, pertinent questions and answers regarding the job and the organization.

The candidate should research the company and the position thoroughly before an interview. That way, they can come to the interview armed with information that will enable them to sound well-informed.

Read More: How to Answer Difficult Interview Questions

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business woman with question marks over head thinking about executive recruitment questions

Looking to find the right candidate for the company? Hiring an executive recruiter can be beneficial to employers – not only does it alleviate the workload of the search process, but it also brings an industry expert’s perspective in filling the position based on the needs and desires of the company. Before fully committing to the idea of utilizing an executive search firm’s services, it’s understandable for clients to have questions, especially if it’s their first time working with a recruiter.

We asked our recruiters to answer client’s commonly asked questions regarding the executive recruitment process.

Q: Bristol Associates, Inc. is based in Los Angeles, CA. Do you manage searches in areas other than the West Coast?

Kelly Nelson, Sr. Vice President

A: We have been recruiting on a National basis for the past 30 years. There was a time when recruiters were geographically focused. The advances in communications, the internet, social media, and job boards have enabled recruiters to reposition on a national (and international) basis. We regularly conduct search assignments in the Midwest, East Coast, Southeast, and Southwestern United States. With that said, the question is appropriate as there are recruiters who have not adjusted their focus. Our national reach allows us to source candidates for key positions in all market areas.

(Click here to fill out Bristol Associates’ Employer Inquiry Form today!)

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businessman with question marks over head thinking about executive recruitment questions
For potential candidates unfamiliar with the executive recruitment process, it’s common to have questions before feeling comfortable submitting a resume or participating in the hiring process of a career opportunity. At Bristol Associates, our executive recruiters do their best to give helpful and candid guidance that is beneficial to both the candidates and clients of our business.

We asked three of our recruiters to give their insight on commonly asked questions they received while working with candidates during the executive recruitment process.

Q: Can I call you to discuss the position I saw advertised on your website?

David Alford, Director

A: As recruiters, we are on the phone much of the day. To save us time and not waste your time, we like to get your resume prior to scheduling a conversation to ensure that the position you saw advertised is a good fit for both you and our client. Click here to submit your resume through our website.
 

 

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Three Generations of Bristol Owners Group Photo

(From left to right: Ben Farber, Lucy Farber, Sandie Bright, Jim Bright Jr., Nora Bright)

In the spring of 1967, Jim Sr. and Sandie Bright, founders of Bristol Associates, started up the Los Angeles Franchise of Roth Young Personnel Services. Jim and Sandie believed that honesty was the foundation of the recruiting company and incorporated this virtue throughout their work.

When Jim Sr. passed away in 1982, their son, Jim Bright Jr., and his wife, Lucy Farber, bought into the business as the President and Vice President. In 1990, the company separated from Roth Young and became Bristol Associates, which was inspired by the park nearby their office, Bristol Parkway. Under Jim Jr. and Lucy’s leadership, they integrated supporting their family, fostering their employees, and building long-term relationships with their clients and candidates into the business.

In 1997, Sandie retired after 30 years of service, and it wasn’t long before Jim and Lucy’s nephew, Ben Farber joined the team straight out of college diving into the Casino division. Nora Bright, Jim and Lucy’s daughter, began working full time at Bristol in 2013. The following year, Jim and Lucy retired and sold their business to Nora and Ben, who took ownership as the third generation. In 2017, Nora discovered her passion for marketing and decided to go back to school to pursue this interest.

This year, Ben represents the third generation of family leadership as the Owner and President of the company. Bristol celebrated its 50th Anniversary in June 2017. Past and present employees came together to eat, reminisce, and share the milestone as a family. In addition, the business launched a rebrand with a new look while retaining the core values of Bristol.

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When searching for a dream candidate, creating a formal job description may seem tedious and time consuming. Dismiss that notion – aside from important HR functions, such as limiting legal exposure and clearly defining a role, a well-written job description is an important element in attracting the ideal candidate; in many cases, it’s your first impression!

In the recruiting world, passive candidates (people not actively looking for new opportunities) are generally going to be attracted to advancement as their criteria for considering something new. However, keep in mind that career growth is subjective: increased pay, higher title, more responsibility, better property/location, and an improved work/life balance are among the numerous considerations one makes before accepting an offer.

Bristol’s Account Executive Sean Parry shares 5 vital tips to improve a company’s job description to increase candidate interest.

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Successful partnership between clients and executive recruiters

This year marks Bristol Associates’ 50th year in business. As experts in Executive Search, our experience has taught us a few things about the recruitment business. One that stands out is that a successful search is best achieved when there is a cooperative partnership between the client and the recruiter.

When each party does their part, the result is that the client hires a candidate who is personally and professionally qualified to lead and support their company.

As evidence of these successful partnerships, Bristol is proud to report that over 71% of our recruiting assignments come from our existing clients.

The following are guidelines that we follow, and we encourage our clients to follow, to help assure that each search is a success.

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Executive Search Firm Bristol Associates places new VP Sales Lisa Pisaturo at Pleasant Holidays

Bristol’s Senior Vice President, Kelly Nelson, recently placed a new Vice President Sales Strategy with Pleasant Holidays. Pleasant, a leader in the hospitality, travel and tourism industries, considers the VP Sales to be a partner to the President & CEO. The VP Sales manages a nationwide sales team and 18 Business Development Managers. In addition, he or she is tasked with growing top-line sales for the company’s four existing travel brands and focusing on growth through expanding existing partnerships and acquisition.

Lisa Pisaturo, most recently Director, International & Domestic Tourism Sales with NBC Universal, has more than 20 years of experience in brand management, strategic marketing, product development and international sales within the hospitality, tourism, and media entertainment industries. Says Mr. Nelson, “Lisa’s sales experience in the travel and tourism industry at Universal, as well as  prior brand management experience at Disney, perfectly aligned with Pleasant’s needs.”

View: Kelly Nelson’s LinkedIn profile

Lisa Pisaturo, Pleasant Holidays

Lisa Pisaturo, New VP Sales, Pleasant Holidays

 

 

 

 

 

 

Bristol Associates is an executive search firm with a 50-year history of excellence. Bristol specializes in recruiting for companies and candidates in the casino gaming, food manufacturing, hospital/healthcare, hotels/resorts, travel/tourism/attractions, facilities/concessions, restaurant and nonprofit/arts businesses.

If you’re interested in working with Bristol Associates, click here if you’re an employer, or here if you’re a job seeker.

Audience Applaud Clapping Happines Appreciation Training Concept

This year, Bristol Associates is celebrating its 50th year in business. Started by Jim and Sandie Bright in 1967, then passed to Jim Bright, Jr. and Lucy Farber, Bristol is proud of its heritage and the fact that it is still helmed by family. Today, Bristol is led by President Ben Farber, nephew of Jim, Jr. and Lucy, and his cousin, Nora Bright, Executive VP and granddaughter of Jim and Sandie.

In addition, the Bristol team can boast of the long tenure of two of its recruiters, Kelly Nelson and Peter Stern. Kelly, recently promoted to Senior Vice President, began working at Bristol in 1995 and Peter Stern, also just promoted to Senior Vice President, has been with the company since 1989.

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Ask a Recruiter: What Do You Wish You Never Had to Tell a Candidate. Illustration of an Executive Recruiter rejecting a candidate.

There are probably a million reasons a candidate doesn’t get hired. Some reasons lay with the client (the opening has been put on hold), and some rest with the candidate (lack of relevant experience, for example). As executive recruiters, the Bristol team regularly interacts with clients and candidates so they’ve got their fingers on the pulse. We’ve included feedback from the employer and from the recruiters themselves. We polled three of our recruiters: President Ben Farber, Sr. Vice President Peter Stern and our newest addition, Associate Account Executive Sean Parry to find out the news they hate to deliver to a candidate. 

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