All posts in: For Employers

By Haydee Antezana

Business woman on top of a mountain holding up a flag. 3 Ways to Increase Your Influence and Impact Blog Image

Successful people are not born with a success gene; they develop a scientifically proven secret sauce: the ability to influence and impact with intention. As an executive, you are constantly influencing and impacting those around you. Being aware of how to increase these skills matters greatly in your career.

Follow these three crucial steps to increase your influence and impact as a successful leader in today’s competitive market.

1. Upgrade Brand YOU.

Do a Brand Performance Appraisal.

Whether by design or by default, you have a personal brand. How you are perceived and received by the people you seek to influence and impact matters. 

Imagine everyone you’ve interacted with over the last year had to “review” your personal brand on TripAdvisor or Yelp.

On a scale of 1 to 5, what would your rating be? Would you be offered the position of Head Marketer of brand YOU?

Adaptability = Durability

One of the top reasons organizations and individuals fail is they don’t reinvent and evolve their brand for a changing world. This is a costly mistake for both you and your organization. You certainly don’t want to be the next Toys ‘R Us.

In today’s “distraction” economy, attention is in short supply. Check in to ensure your personal brand is continually evolving. When was the last time you upgraded your brand for impact and reset it for relevance?

Internet marketer Gary Vaynerchuk says, “You need to market yourself in the year you live in.” Are you currently doing this? Fill in your date at the end of each statement. 

  • I updated my LinkedIn profile, photo and banner in ______.
  • I raised my hand for a project outside my area of expertise and comfort zone in ______.
  • I shared insights with my team about future trends in our industry in ______.
  • I spoke on the stage / sat on a panel at an industry event or conference in ______.

If you want to increase your level of influence and impact, you need to consistently evaluate and upgrade your personal brand. 

2. Create Meaningful Connections. 

The quickest way to increase your Networth is to increase your Network. I’ve built three successful businesses on the foundation of this principle. Within a week of moving to Southern California, I joined the Chamber of Commerce, a Business Mastermind Group and spoke at a Gaming Conference. The power of connection is not a “nice to have,” it’s a job skill. Not developing this skill will limit your career path.  

Build Your Circle of Influence. 

Business philosopher and speaker Jim Rohn stated, “You are the average of the five people you spend the most time with.” These people have the potential to influence your thoughts, beliefs and behaviors, which will lead to your success or lack thereof.

Write down the names of the five people you currently spend the most time with.  Answer the following questions:

  • Do you aspire to be as successful as they are? 
  • Do they lift you up and celebrate your successes?

These five people are your Circle of Influence. The higher the quality, the more “social” currency you command. Ensure that you invest, reevaluate and nurture it consistently. Success rubs off on you when you are in the energy field of successful people. 

Be a Ninja Networker.

A large number of my clients are in the gaming and hospitality industry – so I meet up with them at NIGA and G2E conferences.

How do you stay top of mind after attending an event? By being different! Don’t just hand out business cards – at the end of the conversation, ask if you can take a selfie with them (use judgment and discretion for this). No one has ever said no to me. If anything, they are flattered. Within 24 hours, text them the photo with a message, “It was great meeting you – enjoyed your valuable insights last night about ______ (be specific). Let’s stay connected.”

Very few people can resist looking at a message with their picture attached and this time, you’re right next to them. Is this more impactful than an email? Does it make you stand out from the crowd? Does it make you memorable? You bet it does!

3. Apply the “Likeable” Factor.

You’ve heard the saying, “People buy from people they like.” It’s been proven that people buy and connect most with people that like them first!

A couple of months ago, my oldest daughter asked her four year old sister, “Who is your favorite person in the house?” I thought she’d say her dad or one of her siblings as they spend 80% of their time together. I was shocked when she said “Mummy.” When asked why, she simply said, “Because she likes me.”

If you are reading this today and don’t particularly like your typical guest, customer or team member, you are in the wrong business and need to move fast before you damage your brand and future career opportunities.

Reciprocity.

How do you show them you like them? Through the power of reciprocity – be the first to give (this is called Freeplay in gaming).It’s not about what you want from them; it’s about how you can support them first. You can’t make a withdrawal from a bank account when you haven’t made a deposit yet.

  • Show you value them through words.When you show authentic interest in someone, they become more interested in you.If you see a colleague or team member under stress, ask “Is there anything I can do for you?”
  • Through actions. I know of a Casino Resort GM who shows up at 5 am to do a drop with security one day and the following week works side by side with housekeeping to strip beds.
  • Be a resource. If you find a relevant article or social media post – send it to them.

By implementing these three actionable steps, you will begin the process of influencing and impacting others with intention. 

FREE – to download chapter 1-3 of Haydee’s latest book “Packaged For Success” click here.


For 21 years, Haydee Antezana has been a global speaker and program facilitator. She has worked with organizations like Hyatt, Hilton, Johnson & Johnson and Bayer who want to increase their Leaders’ and Teams’ Influence & Impact. Her Power-Packed, High Energy and Engaging Programs are a fit, if your organization needs to: ✦ Elevate the Customer Experience ✦ Boost Growth and Profits ✦ Have a Competitive Advantage ✦ Inspire your Leaders and Team Members to Thrive Personally and Professionally.

For a customized solution to suit your needs click here or email ask@haydeeantezana.com

Visit www.haydeeantezana.com to see Haydee in action.


Bristol Associates, Inc. is an executive search firm with over 50 years of excellence in recruiting nationwide. Bristol specializes in recruiting for companies in the casino gaming, food manufacturing, hospital & healthcare, hotels & resorts, travel, tourism & attractions, facilities & concessions, nonprofit, and restaurant 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.

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Image of a magnifying glass hovering over the words "Dream Job." Surrounding the magnifying glass are clouds, an arrow and target, a CV resume, and a briefcase. - What Do Executive Candidates Look For In Employers?

In today’s job market, employers are competing to attract quality candidates into their companies. Because candidates have more opportunities available to them, it is important for employers to understand what they can do to be distinguished as a viable choice of employment.

Bristol recently posted the results to last year’s Casino Gaming Executive Satisfaction Survey Results, which received a total of 1,363 respondents. Executives were asked to rank six factors from highest to lowest priorities when it came down to choosing their employers. The six factors include: Career Opportunity and Growth; Compensation (i.e. base, bonus, stock, grants, and options); Corporate Culture (i.e. receiving recognition in job, relationship with co-workers and immediate supervisor, company values); Job Security; Location; and Weather and Lifestyle.

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Recruitment Tips: Hire Smart

This piece is an adaptation of a previous article written by Roberta Borer in 1995, who was a former SVP here at Bristol Associates, Inc. Roberta was in the executive search business for over 30 years and specialized in the healthcare industry.

The competition to attract, recruit, and retain employees is keen. As an employer, how do you make your job offer the one top candidates accept?

Before starting the hiring process, use the need to hire a new employee as an opportunity to examine the organization and the reason why past employees left. Take an objective look at the program and use this vacancy as an opportunity to correct or amend what can be done to benefit the organization.

Is this a “fill-able” job? If the company is experiencing high turnover, consider the following: Is the compensation offered appropriate for the position? Is the position the right need for the company? Is the company in a geographic location that makes it challenging to attract top-notch candidates?

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Letter of Recommendation [Image]

A strong letter of recommendation can distinguish a candidate’s application from the rest. Taking the time to obtain a letter of recommendation will leave a positive impact with the employer or recruiter reviewing the application. On the other hand, writing a letter of recommendation is a great way to pay it forward and contribute to the success of the candidate’s career.

Whether you are the candidate requesting the letter, or the employer responsible for writing the recommendation, it is essential to understand how to write a letter of recommendation that will leave a lasting impression.

What makes a compelling letter of recommendation?

Here are some helpful guidelines to write a strong letter of recommendation:

  • Print the letter on company letterhead
  • Personalization and sincerity is key – avoid using letter of recommendation templates
  • Explain the professional relationship and the duration spent working with the candidate
  • Give specific examples of the value and impact that the candidate has made in the company
  • Highlight the candidate’s hard and soft skills that greatly benefitted the company
  • When signing off the letter, include a handwritten signature along with the employer’s typed name, job title, and contact information
  • Proofread to avoid typos or grammatical errors

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InMail[Image] Hiring Professional Sending InMail to Network

LinkedIn has become a fundamental resource for connecting with a diverse pool of experienced professionals. The platform provides a way to search for and approach executives via InMail – a premium feature that allows hiring authorities and executive recruiters to send messages to members who are not in their social network.

Our executive recruiters share their tips on how to reach out to quality candidates via LinkedIn InMail:

Personalize. The candidate is less likely to respond if the message appears to be sent to the masses. State the reason why the message is relevant to them, whether it be their specific industry experience or skillsets that would make a great fit for the position.

Be clear and concise. The message to the candidate should be brief and to the point. Having an InMail with too many paragraphs can overwhelm the recipient and obscure the basic message.

Emphasize through format. Bold, underline, or italicize key phrases and sentences that candidates should take away from the overall message. Also, be mindful about the amount of emphasis included in the message. Too many font changes defeats the purpose of highlighting the important areas of the InMail.

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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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Signing an approved document / salary history

On October 12, 2017, Governor Jerry Brown approved AB 168, a law that prohibits all California employers from requesting potential employees’ salary history, including previous compensation and benefits. The law has been effective since January 1, 2018.

Additional US states and cities including Delaware, Oregon, Massachusetts, New York City, Philadelphia, and Pittsburgh have also prohibited employers from inquiring about salary history.

With the law in effect, all applicants and candidates in the areas listed above are free to voluntary disclose their salary history if they desire, but it is not a requirement.

Below are articles from several publications to provide more information about AB 168.

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Business person climbing mountain toward flag that writes goal

Taking the time to set professional goals is crucial when striving to have a productive and effective year in the workplace. Establishing realistic deadlines is great, but also understanding your resources to help achieve your goals can put you at an advantage.

Bristol’s Executive Recruiters shares their recommended goals for job seekers and employers to kick off 2018.

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Employers: Optimize the Recruitment Process

Thinking of hiring a recruiter to help find the right candidate? At Bristol Associates, our clients can expect confidentiality, responsiveness, professionalism, individualized service, and always going the extra mile. There are numerous ways for employers to work with the recruiter to improve the recruitment process for maximum results. Bristol’s Senior Vice President Peter Stern shares important advice and ways to utilize the recruiter throughout the recruitment process.

Stage 1: Finding the Right Recruiter

Thoroughly screen prospective recruiters. Not every recruiter brings the same level of recruitment expertise and industry knowledge – both of which are key to the success of the search. At Bristol, we specialize in recruitment in the casino gaming, food manufacturing, hospital and healthcare, hotels and resorts, travel and tourism, and restaurant industries. To determine if the recruiter is the right fit for the search, ask the recruiter the following questions:

• Which industries do you specialize in? Within those industries, which functional areas do you focus on?
• Can you provide examples of recently completed searches related to our open position?
• Describe your search process and methodology.

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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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