Agency Spotlight: Pavillion Agency

pavillion agency logoSince their founding in 1962, the Pavillion Agency has gained most of their business and candidates through repeat customers or referrals. With over 50 years in the industry, their reputation for being an effective source for finding top-notch candidates is well deserved. Along with solid recruiting practices, the agency has adopted new technology to stay on the cutting edge of the industry and meeting the ever-increasing demand from principals for the latest technical advances. In addition to their main office in New York, the firm opened a Miami Beach office in 2012. They place candidates in positions across the country, with a focus on Boston, Chicago, Dallas, Denver, Greenwich, the Hamptons, Los Angeles, Philadelphia, San Francisco, and Washington, D.C.

In today’s Agency Spotlight, Seth Norman Greenberg, their Vice President and Marketing Director, gives us more insight into the long standing and ever-evolving company…

  1. How long have you been in business?

Since 1962.

  1. What makes your agency unique?

Our dedication to integrity, personalized service and client satisfaction. From the very beginning, Pavillion has distinguished itself as an organization with the highest ethical standards and moral values. This is evidenced by the fact that over 90% of our client and applicant base are either repeat customers or personally referred to us. Our reputation is everything. We have set ourselves apart by continuously improving the way we conduct business with innovations unique to our industry.

  1. What types of positions do you place?

Nannies, chefs, butlers, chauffeurs, private security, housekeepers, house/estate managers, personal assistants, baby nurses, domestic couples, laundress/lady’s maids and much more.

  1. What is your ideal candidate?

We look for four key traits. Specifically, someone who is experienced, friendly, accommodating, and flexible.

  1. Do you place across the country or locally? If so where?

Over the past 55 years, we have developed a strong following in many American cities. We have come to identify a group of regions that have the highest demand for our services. While we do place in multiple locations, we have found that by focusing on some key markets, we are able to serve our clients better as well as build a strong network for sourcing candidates.

Following are the primary domestic cities we have a focus on servicing: New York, Miami Beach, Boston, Chicago, Dallas, Denver, Greenwich, Hamptons, Los Angeles, Philadelphia, San Francisco, and Washington, D.C.

  1. Do you look for any special training or certifications, such as college degrees, private service schools, etc.

Certain positions require a certain education level or skill set.  Any continuing education is a plus.

  1. Where do you announce your open jobs?

Of course, our website is always a good source. We do advertise on EstateJobs.com and promote our positions through our social media accounts:

Pavillion Website www.pavillionagency.com

Pavillion Facebook https://www.facebook.com/Pavillion-Agency-181560385247783/

Pavillion Twitter Handle- @pavillionagency

  1. How should a candidate apply for a job? Do you want an online application, resume or both?

We would like both.

Apply at https://pavillionagency.com/for-applicants/application

  1. Do you belong to any professional associations?

International Nanny Associtation (INA)

My Nannies Circle

Better Business Bureau (BBB)

  1. How can people contact you?

Call our main office at 212-889-6609

Email: info@pavillionagency.com

Follow us on Facebook- https://www.facebook.com/Pavillion-Agency-181560385247783/

Recruiter Spotlight: The Syverson Group (TSG)

Located in Alpharetta, Georgia, The Syverson Group (TSG) is a world-recognized recruitment firm that stresses the importance of building long-term relationships with not only their clients, but with their top talent as well. Fortune 100 companies and global businesses rely on their personalized, match-making philosophy for retained searches to hire not only key personnel in the executive suite, but also top performing sales and technical positions.

Having built an exceptional reputation in the medical industry – specifically medical device, pharmaceuticals, biotechnology, diagnostics, and other specialized disciplines – they have expanded their focus to include IT, manufacturing, higher education, and the environmental sciences. Past clients include Abbott Diagnostics, GE Healthcare, Roche, Thermo Fisher Scientific, Stryker, and many more.

In today’s Recruiter Spotlight, President and Founder Dain Syverson gives us more insight into their successful firm, their specific industries, and their ideal candidates…

 

  1. How long have you been in business?

The Syverson Group, LLC – TSG has been in business for 5 years and I’ve been in the Executive Search business for over 15 years total.  Most of the TSG staff have extensive, successful careers in relevant markets or in the executive search industry. We are recognized domain experts.

 

  1. What makes your agency unique?

We are a boutique, retained executive search firm with a great reputation based on competence, likability and exceptional delivery for our clients and prospective candidates.  TSG has the absolute best-in-class performance metrics for our clients: 100% success rate over the last 10+ years on thousands of engagements (industry average is 60-65%); over 90% of our placed candidates remain with our clients; and over 60% of our placed candidates have had multiple promotions during their tenure with our clients.

 

  1. What type of positions do you place? Do you specialize in a particular industry?

TSG is a full-service agency, placing Board, C-Suite, Vice President, and Director level positions to front line sales and technical talent for our clients.  Primarily, we specialize in the medical markets of diagnostics, life sciences, medical products, medical devices, distribution, pharmaceutical, biopharmaceutical, and biotechnology.  Over the years, our business has expanded into IT, Automotive, Industrial and Manufacturing, Higher Education, and Environmental Services

 

  1. What is your ideal candidate?

TSG typically represents prospective candidates that perform in the top 10% of their respective peer group.  Additionally, we value and assess attributes and talents beyond the work experience to ensure that our clients and candidates form long term, mutually beneficial relationships and sustainable performance excellence.

  1. Do you place across the country or locally? What other locations do you serve?

TSG works with clients on a global basis inclusive of North America, Europe, Middle East, Africa, India, Asia-Pacific and Latin & South America.

 

  1. Where do you announce your open jobs?

Most often, they are on our website (www.thesyversongroup.com) but because we “hunt for talent” and directly initiate contact vs. “gathering” with job boards or posts, most of TSG’s placements are passive, successfully employed candidates. In other words, over 90% of our talent wasn’t looking for new opportunities until we approached them for a specific role.

 

  1. What is the #1 thing a candidate can do to stand out from the crowd?

Be responsive, honest, direct, candid, and possess high integrity. We want people who do and be what they say they are without the unnecessary “fluff.”

  1. How should a candidate apply for a job? Do you want an online application, resume, or both?

They can reach out to any TSG individual and request more information.

 

  1. Do you belong to any professional associations?

Various, with an emphasis on market-specific or community related instead of recruiter associations.

 

  1. How can people contact you?

Website: www.thesyversongroup.com

Email: dain@thesyversongroup.com

Telephone: 770-495-5997

 

Would your company like to be featured in our Recruiter Spotlight? There is no charge! Just contact donna@personaltouchcareerservices.com to find out more.

Using the personal touch helps business people connect

Onboarding your new household staff or manager

Within the corporate environment, companies invest significant dollars into making sure that their new employees will feel welcome, acclimate to the culture, and become effective in their new jobs. Considering that it can cost up to 50% of the person’s salary to replace them, a solid onboarding process is a valuable strategy.

However, within the home staffing environment, how to get your new employees up-to-speed may not be so clear cut.  If you’ve never had private staff before, the challenge can be especially intimidating.  How do you create an orientation plan when you don’t know what to expect?

Here’s some simple guidelines and tips to make sure that you and your new employee will be off to a great start:

1.      Make time to meet with them on the first day

The first step to building a successful working relationship is to invest the time.  Even if it’s just the first hour of their first day, greeting them personally lets your new household manager, personal assistant or staff member know that they are a valued edition to the team.

Without a doubt, the #1 aspect that employees look for in a private service job is a good personality match with the family.  The best way to reinforce your family’s unique culture is to be there.

2.      Have an orientation plan

We all want someone to step into a position and immediately know where everything is and how to perform the work.  No matter how talented your new staff member or manager is, there will be a learning curve.  It takes time to become familiar with a new location, from identifying the cleaning products to accessing the passwords for the personal calendars.

Create a plan to orient your new staff to cover these important questions:

  • Tour of the home or office and location of key components to their work
  • Regular schedules and appointments
  • Introduction to other staff members, especially if they will be supervising this person
  • Child or elder care essentials, even if they are not providing direct care to other family members: allergies, activities, schools, and doctor’s information
  • Communication plans: who to call in emergencies as well as preferred communication methods for less urgent matters
  • Expectations for hours, reimbursable expenses, pay dates, benefits, and other payroll-related items
  • Processing employment paperwork

3.      A clearly defined job description

Hopefully, you will have created a job description before hiring your new staff member.  If not, be sure to do this critical step.  This is your guideline for all parties involved so that expectations are clearly communicated on all parts.  Remember, your new persona assistant or household / estate manager wants to make your life easier.  The job description lets them know in no uncertain terms what their responsibilities are.

4.      Setting boundaries

Personal boundaries can be a sticky area for new household employers.  While your employee is here to support your lifestyle, realize that they do have their own lives as well. Don’t ask them to stay beyond their normal hours every single day.  Don’t stifle their communication with their own family members.  While it’s not acceptable for them to be on Facebook every moment of the day, they may need to be contacted in an emergency.

A common term in private service is “friendly but not familiar.”  This means that while your staff is an important part of your household, they are not your family.  Some households reinforce the personal boundaries by having their staff refer to them as “Mr. Smith” or “Mrs. Jones.”  While a subtle difference, it can help maintain the professional nature of your new relationship.

5.      Your own adjustment

If this is the very first time you’ve had staff, realize that this is not like the movies.  It can be an adjustment to have someone new in your home or working closely by your side on a day-to-day basis.  Do you treat them like a guest or a servant?

The answer is neither. While you are clearly the employer, remember that you need to communicate clearly to your new person.  Sometimes they will have suggestions to improve the household operations.  Listen to their voice of experience, but ultimately, the choice is yours.  If you don’t like the way a task is being handled, speak to them about it.  Often times, writing it out before approaching your employee can help you clearly define the problem and devise a plan for how to change it in the future.

Simplify your life with a Personal Assistant

Personal assistant finding her center

The right PA can bring order to any chaos

What would you do with your life if you had more time to enjoy it?  Between the demands at the office and the home, everyone gets stretched thin.  Add in the important factors of professional associations, non-profit boards, children’s schedules, and the ever-present unexpected twists of a busy life, it can be downright maddening.  Fortunately, there is a dedicated, efficient, and organized solution: the professional Personal Assistant.

Bridging the gap between the home and the office, a Personal Assistant can tackle everything from representing you at non-profit board meetings to organizing your closets.  This specialized administrative professional utilizes all of the latest technological advances to maintain comprehensive calendars that merge your business, personal, and family members’ schedules – and can do it on the fly.  Too busy to handle crucial errands like shopping, dry cleaning, and vehicle maintenance?  The Personal Assistant can not only perform the work, he or she will also memorize your favorites and preferences, making sure that everything is done to your standard of perfection.

While all Personal Assistants are focused on making your life easier, there are different levels available to fit your particular needs and lifestyle:

The Executive Personal Assistant

Often working within the business office, the Executive PA is the pinnacle of personal assistance.  Not only can this trusted right hand manage all of the duties of the typical, high-level Executive Assistant, he or she extends these services to the needs of your personal life or properties.  Frequently, this includes helping with non-profits, from Board meetings to the planning and execution of large scale fundraising events.  The EPA works very closely with the employer, which may include traveling with the principal for extended periods, both domestically and internationally.

Most EPAs possess extensive experience in business, often serving as an Executive Assistant for C-Level executives for many years before adding coordination of personal affairs to their repertoire.

The Personal Assistant

Instead of being attached to the office, the Personal Assistant is more closely related to the concerns of a single person or persons and their home.  Ideal for anyone with a busy lifestyle, the PA is a trusted partner in meeting all of those obligations. Some of the typical responsibilities include personal shopping, event planning, calendar coordination, travel planning, and even domestic staff management.  As each job is customized to meet the particular needs of the employer, the PA is the epitome of flexibility and adaptability.

Since these jobs are so unique, PAs may come from many backgrounds, such as event planners, concierge, hospitality, administrative assistants, and professional organizers.  Regardless of their history, all true PAs are masters of technology, using everything from Microsoft Office programs to mobile devices to stay on top of all the demands of their employers.

The Family Assistant

For households who may not need a full Personal Assistant, a Family Assistant is a great solution.  Many times, a FA may help care for older children after school, coordinating their activities and appointments. During the day, they handle the essential “business” of the home: budgets, shopping, home organization, social obligations, and home maintenance coordination.  While they usually don’t perform the housekeeping or cooking beyond light housework, they do manage the staff or contractors who do.

Hiring Your New Right Hand

When considering hiring a new EPA, PA, or FA, start with making a job description.  While it may evolve over time, you need to define what areas you need covered to accurately evaluate candidates.  Next, think about the level of technical skills required.  For example, do you need an expert with Microsoft Office and cloud computing, or can everything be accomplished with your iPad? Should they be an experienced event planner, or does errands and personal shopping fit your needs better? Depending on these requirements, your salary range should be competitive in the market to attract the right candidates.

Next, think about security concerns.  When hiring anyone who will be involved with your personal affairs and family members, be sure to run complete background checks, including criminal and credit checks.  Consider using testing measures as well, not only for their technical skills but also personality traits.  After all, this is someone that you will be working with closely, and you want to make sure that their personality is compatible with yours.

Many times, private employers turn to specialized employment agencies to help with their search.  In that case, do expect to pay a fee on top of the annual salary. However, keep in mind that these agents are experts in the private service industry.  As such, they can help with every phase of the job search, from developing a workable job description to conducting comprehensive background and reference checks.  Most agents are contingency-based, meaning that the placement fee is only paid when the new PA is hired.  Some, like the Personal Touch Recruitment, offers retained searches as well as contingency hiring.  In that case, the agent acts as your own personal HR department.

A Vision for You

Thanks to the help of a talented Personal Assistant, you gain the most precious commodity: time.  Time to spend with your family, your work, and your true passions – like more golf!

 

About the Author

Donna Shannon is the President of Personal Touch Recruitment Services, a boutique agency that helps private employers find and onboard elite professionals such as Personal Assistants and Household Managers. For over 10 years, she has worked closely with the luxury lifestyle management industry, both as a recruiter and as a career coach for private service professionals.  To find out more about Personal Touch Recruiting and all of their services, please visit:

www.personaltouchcareerservices.com/recruitment