WEBVTT NOTE This file was generated by Descript 00:00:05.279 --> 00:00:08.080 voiceover: A key component of the modern world economy, the chemical 00:00:08.080 --> 00:00:11.620 industry delivers products and innovations to enhance everyday life. 00:00:12.140 --> 00:00:16.580 It is also an industry in transformation where chemical executives and workers 00:00:16.599 --> 00:00:20.220 are delivering growth and industry changing advancements while responding 00:00:20.220 --> 00:00:24.750 to pressures from investors, regulators, and public opinion, discover how 00:00:24.750 --> 00:00:28.599 leading companies are approaching these challenges here on the chemical show. 00:00:29.070 --> 00:00:32.409 Join Victoria Meyer, president of Progressio Global and 00:00:32.420 --> 00:00:33.840 host of the chemical show. 00:00:34.114 --> 00:00:38.315 As she speaks with executives across the industry and learns how they are leading 00:00:38.315 --> 00:00:43.894 their companies to grow, transform, and push industry boundaries on all frontiers. 00:00:44.235 --> 00:00:46.484 Here's your host, Victoria Meyer. 00:00:48.725 --> 00:00:50.245 Victoria: Hi, this is Victoria Meyer. 00:00:50.325 --> 00:00:54.205 Welcome back to The Chemical Show where Chemicals Means Business. 00:00:54.675 --> 00:00:58.975 Today, I am speaking with Jeff Bennett from Boaz partners. 00:00:59.425 --> 00:01:05.435 Jeff is a senior search consultant with expertise in recruiting senior leadership 00:01:05.435 --> 00:01:10.005 talent, including C suite and senior leadership across multiple sectors 00:01:10.155 --> 00:01:14.325 in chemicals and process industries, such as fragrances, flavors, cosmetics, 00:01:14.765 --> 00:01:16.465 personal care and plastics, and more. 00:01:16.515 --> 00:01:20.965 Jeff and I are going to be having a great conversation about talent in chemicals, 00:01:20.995 --> 00:01:25.955 including succession planning, how to retain top talent, some of the challenges 00:01:25.955 --> 00:01:27.415 and opportunities in the market. 00:01:27.980 --> 00:01:28.660 and more. 00:01:29.180 --> 00:01:30.890 Jeff, welcome to The Chemical Show. 00:01:32.254 --> 00:01:33.044 jeff-bennett--he-him-_1_04-09-2024_120206: Thank you very much. 00:01:33.044 --> 00:01:35.444 It's a pleasure to be here and talking with you. 00:01:35.840 --> 00:01:36.170 Victoria: Awesome. 00:01:36.170 --> 00:01:37.620 I'm so glad to have you here as well. 00:01:37.960 --> 00:01:43.410 So recruiting and talent management and specialty chemicals is a non 00:01:43.430 --> 00:01:45.320 traditional role for many people. 00:01:45.340 --> 00:01:48.820 And yet you have been working in this your entire career. 00:01:49.560 --> 00:01:53.120 What sparked your interest in this space and what's kept you here? 00:01:54.894 --> 00:01:56.334 jeff-bennett--he-him-_1_04-09-2024_120206: So I have a little bit 00:01:56.334 --> 00:01:57.714 of an interesting story. 00:01:57.714 --> 00:02:04.894 When I was going out of college got my business degree and I was actually very 00:02:04.894 --> 00:02:07.524 intrigued by just talent management. 00:02:07.534 --> 00:02:12.634 I was intrigued by sports and negotiation and those types of things. 00:02:13.054 --> 00:02:18.654 And I actually have a family member that's in law school or in law, and I 00:02:18.694 --> 00:02:20.214 clerked at the state attorney's office. 00:02:20.214 --> 00:02:23.384 And so I was thinking maybe I want to do something like that and go down 00:02:23.384 --> 00:02:27.424 the law school path and had somebody that I knew that was in recruiting 00:02:27.614 --> 00:02:28.994 and said, Hey, I'm growing a firm. 00:02:28.994 --> 00:02:30.809 I'm Why don't you join us? 00:02:31.259 --> 00:02:34.459 And I realized this is a lot like what I want to do. 00:02:34.459 --> 00:02:36.689 I want to be able to negotiate and help people. 00:02:37.824 --> 00:02:39.344 And I don't have the law school bill behind it. 00:02:39.354 --> 00:02:42.304 Almost 20 years later, this is what I've been doing. 00:02:42.585 --> 00:02:43.185 Victoria: That's awesome. 00:02:43.215 --> 00:02:48.515 And I think the there's probably a lot of contractual and legal aspects to what 00:02:48.515 --> 00:02:51.865 you do, even though you're not a lawyer, obviously can't provide legal advice. 00:02:51.865 --> 00:02:54.865 But I know that certainly when we think about employment contracts 00:02:54.925 --> 00:02:58.195 and non competes and all things that probably you have to deal with, 00:02:58.735 --> 00:03:00.525 it's something that comes into bear. 00:03:01.614 --> 00:03:02.564 jeff-bennett--he-him-_1_04-09-2024_120206: That is very true. 00:03:02.674 --> 00:03:07.524 A lot of things that you've got to understand certain nuances and while 00:03:07.524 --> 00:03:12.104 not giving legal advice, helping people understand that maybe there's some 00:03:12.114 --> 00:03:15.444 things that they're not necessarily seeing or understanding clearly and 00:03:15.894 --> 00:03:18.654 being able to provide them the best advice possible for their career. 00:03:19.075 --> 00:03:19.885 Victoria: Yeah, absolutely. 00:03:20.055 --> 00:03:23.175 In fact, I sometimes joke I'm not a lawyer, but I've done so many 00:03:23.175 --> 00:03:24.585 contracts throughout my career. 00:03:24.585 --> 00:03:28.025 And certainly when I was at Shell, we had tremendous training 00:03:28.095 --> 00:03:30.945 legal training around commercial contracts and terms and conditions. 00:03:31.325 --> 00:03:36.305 Sometimes that, I'm not a lawyer, but I play one on TV just knowing 00:03:36.365 --> 00:03:37.525 enough just to be dangerous. 00:03:37.655 --> 00:03:38.205 jeff-bennett--he-him-_1_04-09-2024_120206: That's right. 00:03:38.275 --> 00:03:41.175 Our owner often says there are three types of people that you 00:03:41.175 --> 00:03:42.385 want to have in your back pocket. 00:03:42.565 --> 00:03:45.125 A good doctor, a good lawyer, and a good recruiter. 00:03:45.651 --> 00:03:45.931 Victoria: Meh. 00:03:46.291 --> 00:03:46.721 Perfect. 00:03:46.721 --> 00:03:47.561 And you're one of the three. 00:03:47.561 --> 00:03:48.201 So that's excellent. 00:03:48.565 --> 00:03:49.435 jeff-bennett--he-him-_1_04-09-2024_120206: There you go. 00:03:50.201 --> 00:03:53.941 Victoria: So what's going on in job place markets today, right? 00:03:54.011 --> 00:03:57.051 So in particular, when we're thinking about senior talent, 00:03:57.051 --> 00:03:58.101 what's going on in the market? 00:04:00.505 --> 00:04:01.925 jeff-bennett--he-him-_1_04-09-2024_120206: I would say it's a bit of a mixed 00:04:01.935 --> 00:04:08.245 bag in terms of companies hiring looking at opportunities, but people 00:04:08.245 --> 00:04:10.595 are still moving and making changes. 00:04:10.905 --> 00:04:12.215 That has not stopped. 00:04:12.635 --> 00:04:15.155 And I think our services are. 00:04:15.280 --> 00:04:19.340 As we're talking with companies, we are seeing some of the larger chemical 00:04:19.340 --> 00:04:24.830 companies like the DOWs and BASFs may be hesitant to pull their foot off the brake. 00:04:25.200 --> 00:04:29.770 But as we leave Q1, which is a little bit flat and moving into 00:04:29.770 --> 00:04:35.610 Q2, we're seeing some positivity and people willing to make changes, 00:04:35.610 --> 00:04:37.910 especially small to mid cap companies. 00:04:37.920 --> 00:04:40.605 Thank you They're taking advantage of that, and they're taking advantage 00:04:40.605 --> 00:04:46.305 of individuals who may have gotten removed from their organization 00:04:46.305 --> 00:04:48.425 or carved out making changes. 00:04:48.725 --> 00:04:52.265 So it's they're still moving and shaking going on within the industry. 00:04:53.341 --> 00:04:56.711 Victoria: And I've heard, I've certainly heard that there's been some, what I 00:04:56.711 --> 00:05:00.811 would characterize as quiet layoffs across the industry from several 00:05:00.821 --> 00:05:04.961 companies I've heard of recently that obviously change the dynamic of the 00:05:04.961 --> 00:05:06.661 marketplace as far as you're concerned. 00:05:07.305 --> 00:05:08.095 jeff-bennett--he-him-_1_04-09-2024_120206: That's true. 00:05:08.155 --> 00:05:13.385 I think that much like the housing marketplace, the candidates had a little 00:05:13.385 --> 00:05:18.655 bit of the power and 21 and 22 because we had that hockey stick recovery now in 00:05:18.655 --> 00:05:23.565 23 and 24, the pendulum is starting to swing back more towards the company side. 00:05:24.315 --> 00:05:26.015 And that's what we're seeing right now. 00:05:26.536 --> 00:05:29.506 Victoria: So obviously, if we think about what's going on in, this 00:05:29.506 --> 00:05:33.546 decade in the 2020s, workplace norms have changed tremendously, right? 00:05:33.546 --> 00:05:38.436 There's this whole, and maybe we started the, when I think about 2020, 00:05:38.437 --> 00:05:42.496 2021, maybe even into 2022, this expectation, and in some cases, a 00:05:42.496 --> 00:05:46.946 requirement to be able to work from home and expectation around hybrid working. 00:05:47.246 --> 00:05:51.936 And I think even in companies where employers are required 00:05:51.936 --> 00:05:52.726 to go to the office. 00:05:53.156 --> 00:05:54.416 A certain number of days a week. 00:05:54.416 --> 00:05:56.536 And there's a lot of companies that are doing that. 00:05:56.536 --> 00:05:59.606 It seems like the norms have changed, in 00:05:59.606 --> 00:06:03.016 terms of ways of working, how people are working, what's important. 00:06:04.056 --> 00:06:08.176 What are the trends that you see and how is that helping or hindering the process? 00:06:10.305 --> 00:06:11.475 jeff-bennett--he-him-_1_04-09-2024_120206: I think employers are just 00:06:11.475 --> 00:06:15.265 having to get more creative and offering different solutions. 00:06:15.645 --> 00:06:19.105 They're looking at their whole organization and asking themselves, 00:06:19.105 --> 00:06:23.575 okay, we, we've got our CFO where we've got a finance department. 00:06:24.020 --> 00:06:27.900 Do they really need to be here the majority of the time? 00:06:28.190 --> 00:06:31.540 Can they have a hybrid or even a fully remote type of position? 00:06:32.020 --> 00:06:36.300 Whereas a plant manager or a VP of OPS, that's somebody that's 00:06:36.300 --> 00:06:38.950 critically important and they've got to be either in the lab or they've 00:06:38.970 --> 00:06:40.980 got to be at the manufacturing site. 00:06:43.220 --> 00:06:47.540 And I think they also have to approach it with the various generations that 00:06:47.540 --> 00:06:50.670 are coming into play younger employees. 00:06:50.690 --> 00:06:54.200 They look at it and go, well, if somebody is going to require me to be 00:06:54.200 --> 00:06:59.120 at work constantly or be at the office, it's more of an old school mentality. 00:06:59.340 --> 00:07:01.840 Whereas some people I talk with. 00:07:02.235 --> 00:07:04.405 They're like I need to be with my coworkers. 00:07:04.405 --> 00:07:05.915 I'm tired of working from home. 00:07:06.245 --> 00:07:09.805 And they often find that they're working more while they're at 00:07:09.805 --> 00:07:13.135 home than they are at the office because there's really no escape. 00:07:13.585 --> 00:07:16.185 So it just takes some creativity. 00:07:16.605 --> 00:07:17.915 I'm one of those remote people. 00:07:17.915 --> 00:07:22.795 I live in the Pensacola area, my team's in Atlanta, so I certainly get that aspect. 00:07:23.186 --> 00:07:24.806 Victoria: And I think that aspect of just. 00:07:25.321 --> 00:07:27.931 Being together, and finding those times to be together. 00:07:27.931 --> 00:07:32.331 And I've often wondered how do companies really create culture 00:07:32.331 --> 00:07:35.601 and create opportunity when everybody's remote, it's different. 00:07:35.651 --> 00:07:38.891 It's not that it can't be done, but it's not the same, certainly as it 00:07:38.891 --> 00:07:41.211 was when I started in the industry. 00:07:41.481 --> 00:07:45.113 And I think it's continuing to evolve, but there's a certain amount 00:07:45.113 --> 00:07:46.434 of connectivity that's going on. 00:07:46.739 --> 00:07:52.549 That's really needed to create culture, to build relationships, to build that trust. 00:07:53.129 --> 00:07:57.489 And then even thinking about long term career paths and career 00:07:57.489 --> 00:08:04.309 planning, it's sometimes hard to imagine how successful, how 00:08:04.309 --> 00:08:06.309 successfully it can be navigated. 00:08:06.509 --> 00:08:09.249 without those touch points and those personal touch points. 00:08:10.498 --> 00:08:12.968 jeff-bennett--he-him-_1_04-09-2024_120206: That's very true, but I think that's 00:08:12.968 --> 00:08:18.858 where the creativity comes in being strategic and we try to not only replacing 00:08:18.858 --> 00:08:22.758 individuals within organizations, but we try to work with our clients 00:08:22.758 --> 00:08:28.688 on retention, helping them maintain and retain top employees and that's 00:08:28.728 --> 00:08:30.268 one of the services that we offer. 00:08:30.268 --> 00:08:31.368 So you're right. 00:08:31.418 --> 00:08:32.568 It takes creativity. 00:08:32.903 --> 00:08:36.923 Making sure you maintain a solid touch point with your team, sometimes 00:08:36.933 --> 00:08:42.353 bringing them in, doing things on a zoom call, maybe having games or parties. 00:08:42.353 --> 00:08:45.753 That's what we did in the 2020 time period to maintain that 00:08:45.753 --> 00:08:46.963 connectivity with the team. 00:08:47.564 --> 00:08:50.814 Victoria: It seemed a lot more fun in 2020 than it does in 2024. 00:08:50.884 --> 00:08:51.124 That's 00:08:51.193 --> 00:08:51.443 jeff-bennett--he-him-_1_04-09-2024_120206: Very true. 00:08:51.443 --> 00:08:53.943 Very true. 00:08:54.284 --> 00:08:57.324 Victoria: So a number of companies I've spoken with and leaders that I've spoken 00:08:57.324 --> 00:09:02.924 with have expressed this concern or just a focus on succession planning and 00:09:02.924 --> 00:09:07.484 really planning for the future when they think about people development, ensuring 00:09:07.544 --> 00:09:11.394 that they've got people in the right roles at the right places and times. 00:09:11.794 --> 00:09:14.984 And it seems to be particularly a concern. 00:09:15.664 --> 00:09:18.254 With for companies with smaller business teams, right? 00:09:18.254 --> 00:09:23.454 Where you don't necessarily have the number of roles available or the 00:09:23.454 --> 00:09:28.834 variety of roles available to give people the opportunity to develop, to 00:09:28.834 --> 00:09:31.504 let them hang out in a place until. 00:09:31.809 --> 00:09:34.679 The spot that you want them in is open, et cetera. 00:09:35.399 --> 00:09:40.149 Is this something and how do you and Boaz and others help address that? 00:09:42.063 --> 00:09:45.103 jeff-bennett--he-him-_1_04-09-2024_120206: So we're having conversations with 00:09:45.153 --> 00:09:50.883 companies and as they identify what they Aspects on the succession planning the 00:09:50.883 --> 00:09:53.433 big aspect now is that term gray tsunami? 00:09:54.463 --> 00:09:59.543 I was speaking with someone at the SACMA event just probably about 30 00:09:59.543 --> 00:10:05.663 or so days ago, and there was an organization major company that 00:10:05.943 --> 00:10:07.716 offered a early retirement package. 00:10:07.716 --> 00:10:10.428 They anticipated about 2, 500. 00:10:11.078 --> 00:10:16.623 There was 7, 500 Roughly about that took that early retirement package, 00:10:16.903 --> 00:10:19.583 and that's a huge gap now that they have in their talent pool. 00:10:19.943 --> 00:10:22.183 And so we're working with these companies. 00:10:22.553 --> 00:10:28.413 Coming in, we may talk about one particular type of role and then start to 00:10:28.413 --> 00:10:32.313 brainstorm and look at operations or R& D. 00:10:32.593 --> 00:10:36.373 Where do they see top grading issues, improving employees? 00:10:36.623 --> 00:10:38.763 Where do they see retirement issues? 00:10:39.103 --> 00:10:44.758 And starting to think about what are you going to do in 12, 18, 24 00:10:44.758 --> 00:10:46.448 months about that particular need. 00:10:46.838 --> 00:10:50.978 So we try to brainstorm with them, get creative and then also say, hey, 00:10:50.978 --> 00:10:52.508 you've got an high performer here. 00:10:52.778 --> 00:10:55.148 What are you doing with this particular individual? 00:10:55.388 --> 00:10:59.328 Maybe to move them around, get them cross training to make sure 00:10:59.328 --> 00:11:03.538 that they stay on track to be a leader within your organization. 00:11:03.588 --> 00:11:06.838 Victoria: I know you work with a lot of a number of private equity firms, 00:11:07.198 --> 00:11:09.498 do you see those companies moving? 00:11:09.508 --> 00:11:11.748 Let's just call it mid level talent. 00:11:12.328 --> 00:11:18.128 Across portfolio companies in order to create that experience, or is that 00:11:18.128 --> 00:11:21.458 something that's typically reserved for maybe the more senior leaders? 00:11:23.947 --> 00:11:25.677 jeff-bennett--he-him-_1_04-09-2024_120206: see it more at the C suite 00:11:25.727 --> 00:11:27.637 and senior leadership level. 00:11:27.987 --> 00:11:32.287 Now there may be someone that's at an individual contributor level or a 00:11:32.317 --> 00:11:35.687 kind of middle level management that they identify as a high performer 00:11:36.037 --> 00:11:41.077 and their skills translate across different portfolio companies. 00:11:41.527 --> 00:11:45.497 But oftentimes when you work with a PE firm, you're 00:11:45.497 --> 00:11:47.197 working with them to identify. 00:11:47.212 --> 00:11:53.972 A CEO or a CFO, someone in that C suite ladder and those that are successful 00:11:53.992 --> 00:11:58.952 in helping transition the company to its next owner, that's where you 00:11:58.972 --> 00:12:02.462 can see them translate and develop that relationship with the private 00:12:02.462 --> 00:12:06.522 equity firm where they can go and duplicate the success that they've had. 00:12:06.772 --> 00:12:11.372 And then the portfolio company keeps that talent internally. 00:12:12.482 --> 00:12:15.052 So not necessarily as much at the middle level management. 00:12:15.732 --> 00:12:19.818 Victoria: And of course then, the front of the chain when we think about new 00:12:20.028 --> 00:12:26.238 college grads, recent college grads, Definitely seems to be a war for talent. 00:12:26.578 --> 00:12:31.718 And in fact, I know, in the industry we've often focused in on bringing engineers 00:12:31.718 --> 00:12:33.118 and scientists into the industry. 00:12:33.118 --> 00:12:36.748 Of course, we need people that have supply chain and finance and other experience. 00:12:37.058 --> 00:12:42.918 And even it seems like we're fighting not just with chemical companies, but trying 00:12:43.098 --> 00:12:45.998 to get talent across a much broader pool. 00:12:46.318 --> 00:12:47.368 Can you talk about that? 00:12:49.512 --> 00:12:49.992 jeff-bennett--he-him-_1_04-09-2024_120206: true. 00:12:50.072 --> 00:12:55.022 The type of talent that's coming in at not just chemical engineers, but mechanical 00:12:55.022 --> 00:12:56.772 engineers, engineering in general. 00:12:57.052 --> 00:13:00.682 Just a, those types of individuals aren't necessarily going to 00:13:00.682 --> 00:13:02.522 school to go into engineering. 00:13:02.872 --> 00:13:09.242 I think there's a desire to go into more computer science, AI, Google. 00:13:10.332 --> 00:13:13.912 There's an individual I know out in the marketplace who left chemicals. 00:13:14.397 --> 00:13:20.307 To go and work for meta now as a kind of an operations leader So leaving the 00:13:20.307 --> 00:13:25.037 chemical industry altogether and that's what you're seeing, but you're also seeing 00:13:25.987 --> 00:13:32.537 young people going into Goldman Sachs and the investment banking area So that's 00:13:32.537 --> 00:13:38.047 a way for that talent going into the chemical industry, but now going outside 00:13:38.943 --> 00:13:39.253 Victoria: Yeah. 00:13:39.333 --> 00:13:42.743 So I guess leaning into the skills that they gained as in engineering 00:13:42.743 --> 00:13:46.893 school and applying them in other markets and business environments. 00:13:47.957 --> 00:13:48.877 jeff-bennett--he-him-_1_04-09-2024_120206: And that's not just something 00:13:48.877 --> 00:13:49.907 we're dealing here in the U. 00:13:49.907 --> 00:13:50.177 S. 00:13:50.177 --> 00:13:54.777 I actually came across a, another search executive recruiting firm at SACMA and he 00:13:54.777 --> 00:13:56.777 and I were talking, he's based in the U. 00:13:56.797 --> 00:13:57.237 K. 00:13:57.507 --> 00:14:00.977 And so this is a global issue, not just here in the U. 00:14:00.977 --> 00:14:01.187 S. 00:14:01.187 --> 00:14:01.477 too. 00:14:02.903 --> 00:14:03.163 Victoria: Yeah. 00:14:03.173 --> 00:14:04.273 And I think it's hard. 00:14:04.283 --> 00:14:07.193 One, I think we're not getting young people to go into STEM 00:14:07.193 --> 00:14:09.003 fields in college is difficult. 00:14:09.063 --> 00:14:11.153 And I could go on my soapbox about. 00:14:11.383 --> 00:14:16.243 STEM education, since I have a couple of college students who are experiencing 00:14:16.243 --> 00:14:19.943 this firsthand and the pros and cons of how we approach STEM education at 00:14:19.943 --> 00:14:22.653 the university level, different topic. 00:14:23.023 --> 00:14:26.303 But I think getting enough people that want to go into STEM, but then 00:14:26.303 --> 00:14:29.573 also wanted to work in let's just call it a quote unquote, dirty industry. 00:14:29.793 --> 00:14:34.193 And an old industry like chemicals, it's just a bigger hurdle. 00:14:34.313 --> 00:14:36.373 In terms of getting people into the workforce. 00:14:37.927 --> 00:14:40.597 jeff-bennett--he-him-_1_04-09-2024_120206: It's very true and making it, that's 00:14:40.597 --> 00:14:45.037 why companies need to focus on topics like sustainability or green chemistry. 00:14:45.617 --> 00:14:47.397 You use the term dirty. 00:14:47.747 --> 00:14:51.327 What are companies going to do to focus on those types of topics and 00:14:51.327 --> 00:14:55.717 attract young people where that may be a point of passion for them? 00:14:57.043 --> 00:15:01.273 Victoria: So it's a good segue into just thinking about skills and experiences 00:15:01.273 --> 00:15:04.003 that companies are looking for. 00:15:04.813 --> 00:15:06.793 What do you see as the trend in this space? 00:15:06.793 --> 00:15:10.233 What is it that companies are looking for when they think about the kinds of 00:15:10.233 --> 00:15:17.153 experiences, the What candidates bring to the table that are most successful, 00:15:17.173 --> 00:15:19.723 certainly going into these companies and recognizing, of course, that 00:15:19.723 --> 00:15:21.063 you're working with senior leadership. 00:15:21.063 --> 00:15:21.863 So what is it? 00:15:21.893 --> 00:15:25.173 What's, what are we looking for in senior leadership today? 00:15:25.852 --> 00:15:27.922 jeff-bennett--he-him-_1_04-09-2024_120206: I think that the need for 00:15:27.932 --> 00:15:30.112 soft skills are critical. 00:15:30.232 --> 00:15:34.032 So if you're going to move into that senior leadership type of role, 00:15:34.722 --> 00:15:39.742 people who have more of a technical vein to them, are they going to be 00:15:39.742 --> 00:15:41.762 able to have conversations with. 00:15:42.272 --> 00:15:48.872 employees cross functionally leading people and versus are they just someone 00:15:48.872 --> 00:15:53.942 who wants to sit at the bench, be under the hood, working on scale up or 00:15:53.942 --> 00:15:58.162 formulating the, and there certainly is a need for that type of talent, but if 00:15:58.162 --> 00:16:02.872 you want to progress your career, most of the companies need that person who 00:16:02.872 --> 00:16:08.107 is not only strong technically, But as well, smart commercially can be a leader, 00:16:08.307 --> 00:16:14.057 handle professionals and be at a level where they can speak to a non technical 00:16:14.067 --> 00:16:17.147 audience to get movement forward. 00:16:18.773 --> 00:16:22.663 Victoria: Jeff do companies value MBAs today? 00:16:22.763 --> 00:16:27.563 Is that a critical experience or degree or do you know, there's also a lot 00:16:27.563 --> 00:16:32.058 of certificate programs that it seems like are being offered by colleges 00:16:32.058 --> 00:16:37.348 and universities across the board, how did those factor in are those valuable 00:16:37.348 --> 00:16:41.868 experiences and kind of pieces of paper, so to speak for candidates, 00:16:43.597 --> 00:16:45.537 jeff-bennett--he-him-_1_04-09-2024_120206: I always think it's very valuable. 00:16:45.537 --> 00:16:49.017 You're certainly not going to get dinged for having a MBA. 00:16:49.187 --> 00:16:51.727 Especially from a prestigious school like a Carnegie Mellon 00:16:51.727 --> 00:16:52.917 or something along those lines. 00:16:53.257 --> 00:16:53.797 Um, 00:16:53.838 --> 00:16:55.598 Victoria: I'll just give my Kellogg plug in there. 00:16:55.598 --> 00:16:56.088 How's that? 00:16:56.327 --> 00:16:56.597 jeff-bennett--he-him-_1_04-09-2024_120206: you go. 00:16:56.597 --> 00:16:57.587 You can plug Kellogg. 00:16:57.987 --> 00:17:03.787 But when we're going through our intake process at the very beginning to launch 00:17:03.787 --> 00:17:08.907 a search with a client, I would say it's more of a nice to have versus a must have. 00:17:09.287 --> 00:17:11.947 The must haves deal more with the soft skills. 00:17:11.957 --> 00:17:16.207 Like we were just talking about the leadership capabilities and 00:17:16.297 --> 00:17:19.617 how they can motivate, lead people. 00:17:19.977 --> 00:17:23.537 And take a company to the next level and if that person 00:17:23.547 --> 00:17:25.337 happened to have an MBA, great. 00:17:25.667 --> 00:17:31.047 But if they also have those street smarts and interpersonal skills, I think 00:17:31.047 --> 00:17:32.327 that's more of the must have there. 00:17:33.928 --> 00:17:36.778 Victoria: So how do you find candidates or maybe more importantly, 00:17:36.778 --> 00:17:38.108 how do candidates find you? 00:17:38.108 --> 00:17:43.128 I often have people say, Hey, can you introduce me to, a recruiter or something? 00:17:43.128 --> 00:17:44.498 And I guess the question is. 00:17:45.173 --> 00:17:48.973 Is that a good way to go or how do you find candidates 00:17:49.547 --> 00:17:51.867 jeff-bennett--he-him-_1_04-09-2024_120206: Multi tiered type of question here. 00:17:51.867 --> 00:17:53.477 So how do we find candidates? 00:17:53.777 --> 00:17:57.802 First of all I would say as a boutique firm, we're one of the larger boutique 00:17:57.802 --> 00:18:03.322 firms out there in Boaz versus just myself and maybe one other employee. 00:18:03.792 --> 00:18:08.632 We have our own in house research team, and we've got roughly five 00:18:08.642 --> 00:18:13.962 professionals on the research side that partner with us in an intake process. 00:18:14.392 --> 00:18:20.527 So from a database standpoint, We've in our course of being open now for 00:18:20.527 --> 00:18:25.387 about 10 years have 150 to 200, 000 chemical industry professionals at 00:18:25.387 --> 00:18:27.467 all levels that we've interviewed. 00:18:27.467 --> 00:18:29.467 We've got so they tap into that. 00:18:29.807 --> 00:18:32.007 But there's also various resources out there. 00:18:32.217 --> 00:18:36.917 LinkedIn being one of the main ones that they are then able to call down. 00:18:37.282 --> 00:18:45.002 and match must haves with our database linked in for my team to start to call and 00:18:45.142 --> 00:18:50.722 have conversations and understand, Hey, is this individual or these individuals 00:18:51.072 --> 00:18:54.122 going to be the right match and the right fit for the clients that we do have? 00:18:56.007 --> 00:19:00.727 What can candidates do to be more out there? 00:19:01.127 --> 00:19:04.487 I would say always continue to brush up your resume. 00:19:04.757 --> 00:19:07.107 That's something that you would, you should do at least once a 00:19:07.107 --> 00:19:10.647 year, like spring cleaning for your career and your resume. 00:19:10.917 --> 00:19:11.747 You want to do that. 00:19:12.047 --> 00:19:14.167 And then putting LinkedIn out there. 00:19:14.497 --> 00:19:15.607 Updating your picture. 00:19:15.947 --> 00:19:19.437 Everybody wants to see you holding that fish. 00:19:19.497 --> 00:19:22.337 I would say brush it up, make it a look, look a little bit 00:19:22.337 --> 00:19:23.527 more professional out there 00:19:23.793 --> 00:19:27.533 Victoria: and please have it be a photo that's been taken in the last five years. 00:19:27.563 --> 00:19:30.843 Cause I think it's comical to see these pictures that are at least a 00:19:30.843 --> 00:19:33.783 decade old and you're like, I know you don't look like that anymore. 00:19:34.073 --> 00:19:40.423 Like age, pandemic COVID everything has changed each one of us. 00:19:42.103 --> 00:19:44.863 If you don't recognize your photo, nobody else will either. 00:19:45.602 --> 00:19:47.282 jeff-bennett--he-him-_1_04-09-2024_120206: That is very true, although there is a 00:19:47.282 --> 00:19:51.892 service out there to use AI to make your LinkedIn profile look that much better. 00:19:52.163 --> 00:19:53.043 Victoria: heard about this. 00:19:53.123 --> 00:19:53.453 Yeah. 00:19:53.602 --> 00:19:54.232 jeff-bennett--he-him-_1_04-09-2024_120206: There you go. 00:19:54.582 --> 00:19:57.802 But in any case, just brush up your LinkedIn profile, 00:19:58.012 --> 00:19:58.937 but making sure that you are. 00:19:59.662 --> 00:20:00.972 putting on their keywords. 00:20:01.082 --> 00:20:04.912 So if you're a scale up expert, put on there, make it easier to find. 00:20:05.242 --> 00:20:10.202 If you're a sales professional, putting on their quantifiable data versus qualifiable 00:20:10.212 --> 00:20:15.652 data, I was able to improve my territory and grow it by 10 percent or 15%, whatever 00:20:15.652 --> 00:20:19.942 it is, those are the types of things that are going to immediately stand out to our 00:20:19.942 --> 00:20:21.772 research team and then ultimately to us. 00:20:21.842 --> 00:20:24.192 Victoria: Of course it always, it also seems that there are 00:20:24.192 --> 00:20:29.362 people that have nothing on their LinkedIn profile that seemed to be 00:20:29.362 --> 00:20:31.502 the ones that get tapped to move. 00:20:32.632 --> 00:20:33.402 How does that happen? 00:20:37.271 --> 00:20:38.711 jeff-bennett--he-him-_1_04-09-2024_120206: those are the type of people that, 00:20:39.171 --> 00:20:43.151 that's why you come to us to have those conversations and find the passive talent. 00:20:43.171 --> 00:20:44.631 So that's what we try to do. 00:20:44.631 --> 00:20:48.811 And I always encourage, I, I find it funny when people say, you 00:20:48.941 --> 00:20:51.401 know what, I really don't need to have a conversation with you. 00:20:51.901 --> 00:20:56.061 Say, okay, but if I could improve your career, improve your life, 00:20:57.611 --> 00:20:58.651 that's what I want to know about. 00:20:58.651 --> 00:21:00.021 And I want to educate myself. 00:21:00.356 --> 00:21:04.096 And just having that openness, that willingness to talk and have 00:21:04.096 --> 00:21:06.096 a conversation with a, with a firm. 00:21:06.992 --> 00:21:07.292 Victoria: Yeah. 00:21:07.302 --> 00:21:10.852 There's no commitment on either side, I guess is the thing to recognize. 00:21:11.796 --> 00:21:12.426 jeff-bennett--he-him-_1_04-09-2024_120206: Absolutely. 00:21:12.426 --> 00:21:17.476 I always tell people and try to help them understand, if you walk onto a car lot 00:21:17.706 --> 00:21:20.986 and in the back of your mind, you want a sports car and the salesperson tells 00:21:20.986 --> 00:21:25.779 you about a van or a truck, they don't know they're trying to sell and they're 00:21:26.259 --> 00:21:31.089 Give you something that you really don't want and it helps them understand and 00:21:31.419 --> 00:21:34.729 paint the picture that we need to know. 00:21:34.744 --> 00:21:35.204 Victoria: That's great. 00:21:35.504 --> 00:21:38.824 So when I, if I think about where we are in 2024, when you look at the 00:21:38.824 --> 00:21:41.104 year ahead, so we're one quarter down. 00:21:41.409 --> 00:21:42.639 Three quarters to go. 00:21:43.069 --> 00:21:48.139 What are you seeing out there in terms of talent, job markets, et cetera? 00:21:48.139 --> 00:21:49.779 What are we looking for the rest of the year? 00:21:52.518 --> 00:21:52.998 jeff-bennett--he-him-_1_04-09-2024_120206: I don't know. 00:21:53.313 --> 00:21:58.493 If you can look that far ahead, I think you've gotta take it quarter by quarter. 00:21:58.553 --> 00:22:01.863 Like I said, Q1 seemed to be a little bit flat. 00:22:01.983 --> 00:22:05.103 Q2 seems to be heading in the right direction. 00:22:05.383 --> 00:22:08.713 Someone at the SACMA event recently put it, it's like a 00:22:08.713 --> 00:22:10.753 gumbo of things that you hear. 00:22:10.763 --> 00:22:14.193 You hear positive, you hear negative, and then there's somewhere in between. 00:22:14.573 --> 00:22:17.703 Overall, we're seeing a lot of companies that are still hiring. 00:22:18.123 --> 00:22:22.243 They're making those moves, but it's more of the small to, to mid tier players. 00:22:22.583 --> 00:22:27.253 And they're being able to take advantage of larger companies that aren't ready to 00:22:27.253 --> 00:22:29.043 make the change or maybe slow to change. 00:22:29.408 --> 00:22:32.628 And being able to offer opportunities for talent out there. 00:22:32.678 --> 00:22:36.218 Being a a bigger fish in a smaller pond, so to speak. 00:22:37.909 --> 00:22:38.209 Victoria: Cool. 00:22:38.469 --> 00:22:38.829 Awesome. 00:22:38.829 --> 00:22:40.409 We will be looking ahead to that. 00:22:40.409 --> 00:22:44.439 And I think my word for the rest of the year was cautiously optimistic. 00:22:44.439 --> 00:22:45.159 It sounds like you 00:22:45.159 --> 00:22:46.519 might be in the same place. 00:22:47.270 --> 00:22:47.710 so we'll be 00:22:47.970 --> 00:22:48.809 jeff-bennett--he-him-_1_04-09-2024_120206: hear that quite often. 00:22:49.110 --> 00:22:49.940 Victoria: Yeah, absolutely. 00:22:50.070 --> 00:22:52.600 Jeff, thank you for joining us today on The Chemical Show. 00:22:52.640 --> 00:22:54.270 I've really enjoyed our conversation. 00:22:55.419 --> 00:22:55.999 jeff-bennett--he-him-_1_04-09-2024_120206: Absolutely. 00:22:55.999 --> 00:22:56.789 Thank you very much. 00:22:56.789 --> 00:22:58.129 It was a pleasure talking with you. 00:22:59.765 --> 00:23:00.155 Victoria: Okay. 00:23:00.155 --> 00:23:04.025 That was a great conversation with Jeff and I am adding something 00:23:04.025 --> 00:23:05.585 new into The Chemical Show. 00:23:05.615 --> 00:23:07.895 So this is episode one, where you're going to have this, which 00:23:07.895 --> 00:23:11.555 is a tip or action of the week. 00:23:11.555 --> 00:23:16.325 So one thing that you can do a learning, an idea that came from today's 00:23:16.325 --> 00:23:19.235 podcast, that you can apply right away. 00:23:19.385 --> 00:23:20.465 So here it is. 00:23:21.455 --> 00:23:24.935 I would like you to go to your LinkedIn profile. 00:23:25.265 --> 00:23:27.245 And number one. 00:23:27.725 --> 00:23:28.655 Update your picture. 00:23:28.895 --> 00:23:29.975 Make sure it's professional. 00:23:29.975 --> 00:23:30.875 It's a headshot. 00:23:31.205 --> 00:23:36.635 It can actually be taken with an iPhone against a nice wall, ask a friend or 00:23:36.685 --> 00:23:38.395 a spouse, or a coworker to do that. 00:23:38.755 --> 00:23:43.675 Um, and update your LinkedIn profile picture, particularly if you have not 00:23:43.705 --> 00:23:45.655 updated it in the last couple of years. 00:23:46.165 --> 00:23:50.905 And then to maybe this is an and, or, um, take a quick review of your 00:23:50.905 --> 00:23:56.485 LinkedIn profile and update it a little bit, add a few keywords, add something 00:23:56.515 --> 00:23:57.985 interesting that you're working on. 00:23:58.345 --> 00:24:03.025 When you get done with that, I want you to make a LinkedIn post and this LinkedIn 00:24:03.025 --> 00:24:05.095 post doesn't have to say anything big. 00:24:05.125 --> 00:24:06.145 I want you to say. 00:24:07.015 --> 00:24:07.675 I did it. 00:24:08.515 --> 00:24:08.995 I did it. 00:24:09.025 --> 00:24:09.505 That's it. 00:24:09.745 --> 00:24:12.655 Or frankly, you could say anything, like thanks for the advice. 00:24:13.225 --> 00:24:18.895 Tag myself, Victoria Meyer and tag Jeff, Jeff Bennett, which you 00:24:18.895 --> 00:24:22.565 can find both of us on LinkedIn with a hashtag #thechemicalshow. 00:24:22.585 --> 00:24:24.595 So if you don't know how to tag somebody on. 00:24:24.595 --> 00:24:26.485 Uh, LinkedIn, here's your next tip? 00:24:26.485 --> 00:24:30.475 So you use the at @ sign and start typing in their name. 00:24:30.475 --> 00:24:33.025 So in my case, it's at Victoria King Meyer. 00:24:33.055 --> 00:24:33.955 You're going to find me. 00:24:34.825 --> 00:24:36.115 Make a post about that. 00:24:36.115 --> 00:24:38.035 So three things update your picture. 00:24:39.115 --> 00:24:44.575 Review your LinkedIn profile, and add a few keywords, refresh it to 00:24:44.575 --> 00:24:47.665 something that you're doing most recently, and then write a quick 00:24:47.665 --> 00:24:50.515 post and tag Jeff Bennett and myself. 00:24:50.785 --> 00:24:52.705 And then first 10 people that do that. 00:24:52.705 --> 00:24:54.805 You are going to get some Chemical Show swag. 00:24:55.165 --> 00:24:57.745 And you're going to get a little extra attention to your profile. 00:24:57.745 --> 00:24:59.275 So that's sometimes a good thing. 00:24:59.705 --> 00:25:02.765 And everybody keep listening, keep following, keep sharing, and 00:25:02.765 --> 00:25:04.495 we will talk to you again soon. 00:25:08.862 --> 00:25:10.642 We've come to the end of today's podcast. 00:25:11.052 --> 00:25:13.602 We hope you enjoyed your time with us and want to learn more. 00:25:14.011 --> 00:25:16.271 Simply visit TheChemicalShow. 00:25:16.281 --> 00:25:19.031 com for additional information and helpful resources. 00:25:19.721 --> 00:25:23.771 Join us again next time here on The Chemical Show with Victoria Meyer.