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Killer Quote: "There are three types of people that you want to have in your back pocket. A good doctor, a good lawyer, and a good recruiter." - Jeff Bennett
Welcome to The Chemical Show™, where chemicals mean business. Featuring interviews with industry executives, you’ll hear about the key trends impacting chemicals and plastics today: growth, sustainability, innovation, business transformation, digitalization, supply chain, talent, strategic marketing, customer experience and much more.
Episodes are published every Tuesday.
Hosted by industry veteran Victoria Meyer, The Chemical Show brings you the latest insights into the industry. You will hear from leading industry executives as they discuss their companies, business, markets, and leadership. You’ll learn how chemical, specialty chemical, petrochemical, material science and plastics companies are making an impact, responding to the changing business environment, and discussing best practices and approaches you can apply in your business.
voiceover: A key component of the
modern world economy, the chemical
industry delivers products and
innovations to enhance everyday life.
It is also an industry in transformation
where chemical executives and workers
are delivering growth and industry
changing advancements while responding
to pressures from investors, regulators,
and public opinion, discover how
leading companies are approaching these
challenges here on the chemical show.
Join Victoria Meyer, president
of Progressio Global and
host of the chemical show.
As she speaks with executives across the
industry and learns how they are leading
their companies to grow, transform, and
push industry boundaries on all frontiers.
Here's your host, Victoria Meyer.
Victoria: Hi, this is Victoria Meyer.
Welcome back to The Chemical Show
where Chemicals Means Business.
Today, I am speaking with Jeff
Bennett from Boaz partners.
Jeff is a senior search consultant with
expertise in recruiting senior leadership
talent, including C suite and senior
leadership across multiple sectors
in chemicals and process industries,
such as fragrances, flavors, cosmetics,
personal care and plastics, and more.
Jeff and I are going to be having a great
conversation about talent in chemicals,
including succession planning, how to
retain top talent, some of the challenges
and opportunities in the market.
and more.
Jeff, welcome to The Chemical Show.
jeff-bennett--he-him-_1_04-09-2024_120206:
Thank you very much.
It's a pleasure to be
here and talking with you.
Victoria: Awesome.
I'm so glad to have you here as well.
So recruiting and talent management
and specialty chemicals is a non
traditional role for many people.
And yet you have been working
in this your entire career.
What sparked your interest in this
space and what's kept you here?
jeff-bennett--he-him-_1_04-09-2024_120206:
So I have a little bit
of an interesting story.
When I was going out of college got my
business degree and I was actually very
intrigued by just talent management.
I was intrigued by sports and
negotiation and those types of things.
And I actually have a family member
that's in law school or in law, and I
clerked at the state attorney's office.
And so I was thinking maybe I want
to do something like that and go down
the law school path and had somebody
that I knew that was in recruiting
and said, Hey, I'm growing a firm.
I'm Why don't you join us?
And I realized this is a
lot like what I want to do.
I want to be able to
negotiate and help people.
And I don't have the law
school bill behind it.
Almost 20 years later, this
is what I've been doing.
Victoria: That's awesome.
And I think the there's probably a lot
of contractual and legal aspects to what
you do, even though you're not a lawyer,
obviously can't provide legal advice.
But I know that certainly when we
think about employment contracts
and non competes and all things
that probably you have to deal with,
it's something that comes into bear.
jeff-bennett--he-him-_1_04-09-2024_120206:
That is very true.
A lot of things that you've got to
understand certain nuances and while
not giving legal advice, helping people
understand that maybe there's some
things that they're not necessarily
seeing or understanding clearly and
being able to provide them the best
advice possible for their career.
Victoria: Yeah, absolutely.
In fact, I sometimes joke I'm not
a lawyer, but I've done so many
contracts throughout my career.
And certainly when I was at
Shell, we had tremendous training
legal training around commercial
contracts and terms and conditions.
Sometimes that, I'm not a lawyer,
but I play one on TV just knowing
enough just to be dangerous.
jeff-bennett--he-him-_1_04-09-2024_120206:
That's right.
Our owner often says there are
three types of people that you
want to have in your back pocket.
A good doctor, a good
lawyer, and a good recruiter.
Victoria: Meh.
Perfect.
And you're one of the three.
So that's excellent.
jeff-bennett--he-him-_1_04-09-2024_120206:
There you go.
Victoria: So what's going on in
job place markets today, right?
So in particular, when we're
thinking about senior talent,
what's going on in the market?
jeff-bennett--he-him-_1_04-09-2024_120206:
I would say it's a bit of a mixed
bag in terms of companies hiring
looking at opportunities, but people
are still moving and making changes.
That has not stopped.
And I think our services are.
As we're talking with companies, we
are seeing some of the larger chemical
companies like the DOWs and BASFs may be
hesitant to pull their foot off the brake.
But as we leave Q1, which is a
little bit flat and moving into
Q2, we're seeing some positivity
and people willing to make changes,
especially small to mid cap companies.
Thank you They're taking advantage
of that, and they're taking advantage
of individuals who may have gotten
removed from their organization
or carved out making changes.
So it's they're still moving and
shaking going on within the industry.
Victoria: And I've heard, I've certainly
heard that there's been some, what I
would characterize as quiet layoffs
across the industry from several
companies I've heard of recently that
obviously change the dynamic of the
marketplace as far as you're concerned.
jeff-bennett--he-him-_1_04-09-2024_120206:
That's true.
I think that much like the housing
marketplace, the candidates had a little
bit of the power and 21 and 22 because
we had that hockey stick recovery now in
23 and 24, the pendulum is starting to
swing back more towards the company side.
And that's what we're seeing right now.
Victoria: So obviously, if we think
about what's going on in, this
decade in the 2020s, workplace norms
have changed tremendously, right?
There's this whole, and maybe we
started the, when I think about 2020,
2021, maybe even into 2022, this
expectation, and in some cases, a
requirement to be able to work from home
and expectation around hybrid working.
And I think even in companies
where employers are required
to go to the office.
A certain number of days a week.
And there's a lot of
companies that are doing that.
It seems like the norms have changed, in
terms of ways of working, how people
are working, what's important.
What are the trends that you see and how
is that helping or hindering the process?
jeff-bennett--he-him-_1_04-09-2024_120206:
I think employers are just
having to get more creative and
offering different solutions.
They're looking at their whole
organization and asking themselves,
okay, we, we've got our CFO where
we've got a finance department.
Do they really need to be
here the majority of the time?
Can they have a hybrid or even
a fully remote type of position?
Whereas a plant manager or a VP
of OPS, that's somebody that's
critically important and they've got
to be either in the lab or they've
got to be at the manufacturing site.
And I think they also have to approach
it with the various generations that
are coming into play younger employees.
They look at it and go, well, if
somebody is going to require me to be
at work constantly or be at the office,
it's more of an old school mentality.
Whereas some people I talk with.
They're like I need to
be with my coworkers.
I'm tired of working from home.
And they often find that they're
working more while they're at
home than they are at the office
because there's really no escape.
So it just takes some creativity.
I'm one of those remote people.
I live in the Pensacola area, my team's in
Atlanta, so I certainly get that aspect.
Victoria: And I think that aspect of just.
Being together, and finding
those times to be together.
And I've often wondered how do
companies really create culture
and create opportunity when
everybody's remote, it's different.
It's not that it can't be done, but
it's not the same, certainly as it
was when I started in the industry.
And I think it's continuing to
evolve, but there's a certain amount
of connectivity that's going on.
That's really needed to create culture, to
build relationships, to build that trust.
And then even thinking about
long term career paths and career
planning, it's sometimes hard
to imagine how successful, how
successfully it can be navigated.
without those touch points and
those personal touch points.
jeff-bennett--he-him-_1_04-09-2024_120206:
That's very true, but I think that's
where the creativity comes in being
strategic and we try to not only replacing
individuals within organizations,
but we try to work with our clients
on retention, helping them maintain
and retain top employees and that's
one of the services that we offer.
So you're right.
It takes creativity.
Making sure you maintain a solid
touch point with your team, sometimes
bringing them in, doing things on a zoom
call, maybe having games or parties.
That's what we did in the 2020
time period to maintain that
connectivity with the team.
Victoria: It seemed a lot more
fun in 2020 than it does in 2024.
That's
jeff-bennett--he-him-_1_04-09-2024_120206:
Very true.
Very true.
Victoria: So a number of companies I've
spoken with and leaders that I've spoken
with have expressed this concern or
just a focus on succession planning and
really planning for the future when they
think about people development, ensuring
that they've got people in the right
roles at the right places and times.
And it seems to be particularly a concern.
With for companies with
smaller business teams, right?
Where you don't necessarily have
the number of roles available or the
variety of roles available to give
people the opportunity to develop, to
let them hang out in a place until.
The spot that you want
them in is open, et cetera.
Is this something and how do you and
Boaz and others help address that?
jeff-bennett--he-him-_1_04-09-2024_120206:
So we're having conversations with
companies and as they identify what they
Aspects on the succession planning the
big aspect now is that term gray tsunami?
I was speaking with someone at the
SACMA event just probably about 30
or so days ago, and there was an
organization major company that
offered a early retirement package.
They anticipated about 2, 500.
There was 7, 500 Roughly about that
took that early retirement package,
and that's a huge gap now that
they have in their talent pool.
And so we're working with these companies.
Coming in, we may talk about one
particular type of role and then start to
brainstorm and look at operations or R& D.
Where do they see top grading
issues, improving employees?
Where do they see retirement issues?
And starting to think about what
are you going to do in 12, 18, 24
months about that particular need.
So we try to brainstorm with them,
get creative and then also say, hey,
you've got an high performer here.
What are you doing with
this particular individual?
Maybe to move them around, get
them cross training to make sure
that they stay on track to be a
leader within your organization.
Victoria: I know you work with a lot
of a number of private equity firms,
do you see those companies moving?
Let's just call it mid level talent.
Across portfolio companies in order
to create that experience, or is that
something that's typically reserved
for maybe the more senior leaders?
jeff-bennett--he-him-_1_04-09-2024_120206:
see it more at the C suite
and senior leadership level.
Now there may be someone that's at
an individual contributor level or a
kind of middle level management that
they identify as a high performer
and their skills translate across
different portfolio companies.
But oftentimes when you
work with a PE firm, you're
working with them to identify.
A CEO or a CFO, someone in that C suite
ladder and those that are successful
in helping transition the company
to its next owner, that's where you
can see them translate and develop
that relationship with the private
equity firm where they can go and
duplicate the success that they've had.
And then the portfolio company
keeps that talent internally.
So not necessarily as much at
the middle level management.
Victoria: And of course then, the front
of the chain when we think about new
college grads, recent college grads,
Definitely seems to be a war for talent.
And in fact, I know, in the industry we've
often focused in on bringing engineers
and scientists into the industry.
Of course, we need people that have supply
chain and finance and other experience.
And even it seems like we're fighting not
just with chemical companies, but trying
to get talent across a much broader pool.
Can you talk about that?
jeff-bennett--he-him-_1_04-09-2024_120206:
true.
The type of talent that's coming in at not
just chemical engineers, but mechanical
engineers, engineering in general.
Just a, those types of individuals
aren't necessarily going to
school to go into engineering.
I think there's a desire to go into
more computer science, AI, Google.
There's an individual I know out in
the marketplace who left chemicals.
To go and work for meta now as a kind
of an operations leader So leaving the
chemical industry altogether and that's
what you're seeing, but you're also seeing
young people going into Goldman Sachs
and the investment banking area So that's
a way for that talent going into the
chemical industry, but now going outside
Victoria: Yeah.
So I guess leaning into the skills
that they gained as in engineering
school and applying them in other
markets and business environments.
jeff-bennett--he-him-_1_04-09-2024_120206:
And that's not just something
we're dealing here in the U.
S.
I actually came across a, another search
executive recruiting firm at SACMA and he
and I were talking, he's based in the U.
K.
And so this is a global
issue, not just here in the U.
S.
too.
Victoria: Yeah.
And I think it's hard.
One, I think we're not getting
young people to go into STEM
fields in college is difficult.
And I could go on my soapbox about.
STEM education, since I have a couple
of college students who are experiencing
this firsthand and the pros and cons
of how we approach STEM education at
the university level, different topic.
But I think getting enough people
that want to go into STEM, but then
also wanted to work in let's just call
it a quote unquote, dirty industry.
And an old industry like chemicals,
it's just a bigger hurdle.
In terms of getting
people into the workforce.
jeff-bennett--he-him-_1_04-09-2024_120206:
It's very true and making it, that's
why companies need to focus on topics
like sustainability or green chemistry.
You use the term dirty.
What are companies going to do to
focus on those types of topics and
attract young people where that
may be a point of passion for them?
Victoria: So it's a good segue into just
thinking about skills and experiences
that companies are looking for.
What do you see as the
trend in this space?
What is it that companies are looking
for when they think about the kinds of
experiences, the What candidates bring
to the table that are most successful,
certainly going into these companies
and recognizing, of course, that
you're working with senior leadership.
So what is it?
What's, what are we looking
for in senior leadership today?
jeff-bennett--he-him-_1_04-09-2024_120206:
I think that the need for
soft skills are critical.
So if you're going to move into
that senior leadership type of role,
people who have more of a technical
vein to them, are they going to be
able to have conversations with.
employees cross functionally leading
people and versus are they just someone
who wants to sit at the bench, be
under the hood, working on scale up or
formulating the, and there certainly is
a need for that type of talent, but if
you want to progress your career, most
of the companies need that person who
is not only strong technically, But as
well, smart commercially can be a leader,
handle professionals and be at a level
where they can speak to a non technical
audience to get movement forward.
Victoria: Jeff do
companies value MBAs today?
Is that a critical experience or degree
or do you know, there's also a lot
of certificate programs that it seems
like are being offered by colleges
and universities across the board, how
did those factor in are those valuable
experiences and kind of pieces of
paper, so to speak for candidates,
jeff-bennett--he-him-_1_04-09-2024_120206:
I always think it's very valuable.
You're certainly not going to
get dinged for having a MBA.
Especially from a prestigious
school like a Carnegie Mellon
or something along those lines.
Um,
Victoria: I'll just give
my Kellogg plug in there.
How's that?
jeff-bennett--he-him-_1_04-09-2024_120206:
you go.
You can plug Kellogg.
But when we're going through our intake
process at the very beginning to launch
a search with a client, I would say it's
more of a nice to have versus a must have.
The must haves deal more
with the soft skills.
Like we were just talking about
the leadership capabilities and
how they can motivate, lead people.
And take a company to the
next level and if that person
happened to have an MBA, great.
But if they also have those street
smarts and interpersonal skills, I think
that's more of the must have there.
Victoria: So how do you find
candidates or maybe more importantly,
how do candidates find you?
I often have people say, Hey, can you
introduce me to, a recruiter or something?
And I guess the question is.
Is that a good way to go or
how do you find candidates
jeff-bennett--he-him-_1_04-09-2024_120206:
Multi tiered type of question here.
So how do we find candidates?
First of all I would say as a boutique
firm, we're one of the larger boutique
firms out there in Boaz versus just
myself and maybe one other employee.
We have our own in house research
team, and we've got roughly five
professionals on the research side that
partner with us in an intake process.
So from a database standpoint, We've
in our course of being open now for
about 10 years have 150 to 200, 000
chemical industry professionals at
all levels that we've interviewed.
We've got so they tap into that.
But there's also various
resources out there.
LinkedIn being one of the main ones
that they are then able to call down.
and match must haves with our database
linked in for my team to start to call and
have conversations and understand, Hey,
is this individual or these individuals
going to be the right match and the right
fit for the clients that we do have?
What can candidates do
to be more out there?
I would say always continue
to brush up your resume.
That's something that you would,
you should do at least once a
year, like spring cleaning for
your career and your resume.
You want to do that.
And then putting LinkedIn out there.
Updating your picture.
Everybody wants to see
you holding that fish.
I would say brush it up, make
it a look, look a little bit
more professional out there
Victoria: and please have it be a photo
that's been taken in the last five years.
Cause I think it's comical to see
these pictures that are at least a
decade old and you're like, I know
you don't look like that anymore.
Like age, pandemic COVID everything
has changed each one of us.
If you don't recognize your
photo, nobody else will either.
jeff-bennett--he-him-_1_04-09-2024_120206:
That is very true, although there is a
service out there to use AI to make your
LinkedIn profile look that much better.
Victoria: heard about this.
Yeah.
jeff-bennett--he-him-_1_04-09-2024_120206:
There you go.
But in any case, just brush
up your LinkedIn profile,
but making sure that you are.
putting on their keywords.
So if you're a scale up expert, put
on there, make it easier to find.
If you're a sales professional, putting on
their quantifiable data versus qualifiable
data, I was able to improve my territory
and grow it by 10 percent or 15%, whatever
it is, those are the types of things that
are going to immediately stand out to our
research team and then ultimately to us.
Victoria: Of course it always,
it also seems that there are
people that have nothing on their
LinkedIn profile that seemed to be
the ones that get tapped to move.
How does that happen?
jeff-bennett--he-him-_1_04-09-2024_120206:
those are the type of people that,
that's why you come to us to have those
conversations and find the passive talent.
So that's what we try to do.
And I always encourage, I, I find
it funny when people say, you
know what, I really don't need
to have a conversation with you.
Say, okay, but if I could improve
your career, improve your life,
that's what I want to know about.
And I want to educate myself.
And just having that openness,
that willingness to talk and have
a conversation with a, with a firm.
Victoria: Yeah.
There's no commitment on either side,
I guess is the thing to recognize.
jeff-bennett--he-him-_1_04-09-2024_120206:
Absolutely.
I always tell people and try to help them
understand, if you walk onto a car lot
and in the back of your mind, you want
a sports car and the salesperson tells
you about a van or a truck, they don't
know they're trying to sell and they're
Give you something that you really don't
want and it helps them understand and
paint the picture that we need to know.
Victoria: That's great.
So when I, if I think about where
we are in 2024, when you look at the
year ahead, so we're one quarter down.
Three quarters to go.
What are you seeing out there in terms
of talent, job markets, et cetera?
What are we looking for
the rest of the year?
jeff-bennett--he-him-_1_04-09-2024_120206:
I don't know.
If you can look that far ahead, I think
you've gotta take it quarter by quarter.
Like I said, Q1 seemed
to be a little bit flat.
Q2 seems to be heading
in the right direction.
Someone at the SACMA event
recently put it, it's like a
gumbo of things that you hear.
You hear positive, you hear negative,
and then there's somewhere in between.
Overall, we're seeing a lot of
companies that are still hiring.
They're making those moves, but it's more
of the small to, to mid tier players.
And they're being able to take advantage
of larger companies that aren't ready to
make the change or maybe slow to change.
And being able to offer
opportunities for talent out there.
Being a a bigger fish in a
smaller pond, so to speak.
Victoria: Cool.
Awesome.
We will be looking ahead to that.
And I think my word for the rest of
the year was cautiously optimistic.
It sounds like you
might be in the same place.
so we'll be
jeff-bennett--he-him-_1_04-09-2024_120206:
hear that quite often.
Victoria: Yeah, absolutely.
Jeff, thank you for joining
us today on The Chemical Show.
I've really enjoyed our conversation.
jeff-bennett--he-him-_1_04-09-2024_120206:
Absolutely.
Thank you very much.
It was a pleasure talking with you.
Victoria: Okay.
That was a great conversation with
Jeff and I am adding something
new into The Chemical Show.
So this is episode one, where
you're going to have this, which
is a tip or action of the week.
So one thing that you can do a
learning, an idea that came from today's
podcast, that you can apply right away.
So here it is.
I would like you to go
to your LinkedIn profile.
And number one.
Update your picture.
Make sure it's professional.
It's a headshot.
It can actually be taken with an iPhone
against a nice wall, ask a friend or
a spouse, or a coworker to do that.
Um, and update your LinkedIn profile
picture, particularly if you have not
updated it in the last couple of years.
And then to maybe this is an and,
or, um, take a quick review of your
LinkedIn profile and update it a little
bit, add a few keywords, add something
interesting that you're working on.
When you get done with that, I want you
to make a LinkedIn post and this LinkedIn
post doesn't have to say anything big.
I want you to say.
I did it.
I did it.
That's it.
Or frankly, you could say anything,
like thanks for the advice.
Tag myself, Victoria Meyer and
tag Jeff, Jeff Bennett, which you
can find both of us on LinkedIn
with a hashtag #thechemicalshow.
So if you don't know
how to tag somebody on.
Uh, LinkedIn, here's your next tip?
So you use the at @ sign and
start typing in their name.
So in my case, it's at
Victoria King Meyer.
You're going to find me.
Make a post about that.
So three things update your picture.
Review your LinkedIn profile, and
add a few keywords, refresh it to
something that you're doing most
recently, and then write a quick
post and tag Jeff Bennett and myself.
And then first 10 people that do that.
You are going to get
some Chemical Show swag.
And you're going to get a little
extra attention to your profile.
So that's sometimes a good thing.
And everybody keep listening,
keep following, keep sharing, and
we will talk to you again soon.
We've come to the end of today's podcast.
We hope you enjoyed your time
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Simply visit TheChemicalShow.
com for additional information
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Chemical Show with Victoria Meyer.