BSI Management Search & Consulting, LLC

11/03/2025

Is your company in need of new funding, a great marketing campaign, or new ideas to sustain growth in 2025 and 2026?

SCORE, a resource of the Small Business Administration, is made up of volunteer mentors who understand what you are going through.

SCORE's NE Georgia Chapter is holding an in-person workshop on Tuesday, 11/4, from 9 AM to NOON at the Synovus Bank Building located at 150 W Hancock Ave in Athens, GA (2nd floor community room). Subjects we will cover include the latest in SBA lending, marketing mistakes we all make, and we will share those things that keep up at night. All for $25/person.

This workshop will help you close 2025 with a bang and thrive in 2026 and beyond. There will also be plenty of opportunity to meet other small business owners. Non-Profits are welcome.

Here is a flier with the information needed to sign up. Today is the last day.

08/11/2025

In today's Wall Street Journal, an article discusses the challenges of finding a job, emphasizing the struggle for both new graduates and seasoned professionals to secure the ideal position. On average, individuals are spending about 8 months searching for their next opportunity, a period often described as daunting. Here is the link to the article. https://www.wsj.com/economy/jobs/unemployed-americans-endure-longer-job-searches-in-a-cooling-market-4ab9fce3?st=1SX3Ku&reflink=desktopwebshare_permalink

A notable observation in job searches is that while 100% of job seekers focus on only 20% of the available positions, there is a staggering 80% of job openings that are unadvertised. This disparity highlights a significant gap in accessing hidden job opportunities that many are unaware of how to pursue effectively.

To address this issue, a five-part webinar series commencing on August 21st at 11:30 AM via ZOOM offers a comprehensive solution. The sessions will delve into understanding personal career goals, identifying the unadvertised job market, and crafting resumes that resonate with human recruiters rather than just automated systems. For more details and to register, click on the provided link: https://acrobat.adobe.com/id/urn:aaid:sc:US:63a0acb6-51ec-4ff9-bf7e-562b8f6ed831

For those seeking further guidance or have inquiries, scheduling a conversation can be done through www.bsiconsult.com.

Stay informed and empowered in your job search journey!

07/18/2025

Most people think that hiring is just about resumes and interviews. But at BSI, we believe it’s so much more! We integrate soft skills evaluation with tailored KPIs for an unparalleled hiring strategy. Reimagine your hiring process and watch your team thrive!

To evaluate whether a candidate has the soft skills to be successful in that job with your company we offer several assessments. You can choose from among them the ones that would be best for your situation. TTI Success Insights recently published a blog on using assessments during the hiring process. here is the link. https://blog.ttisi.com/the-pre-employment-assessments-you-need-to-know

In your hiring process, do you use assessments to help you choose the right person for the job? At BSI we utilize a patented system that takes into account the hard and soft skills required to be successful in that job. It will allow you to decrease your hiring costs substantially and hire the best person for the job. Imagine hire an engaged employee. One that will increase productivity, morale and profitability.

Schedule a conversation. Go to www.bsiconsult.com. Or just email [email protected].

Pre-employment assessments can help your hiring process thrive. Here are the pre-employment assessments you need to know.

07/07/2025

Hope that you had a great Independence Day weekend. We are so lucky.

My first job in civilian life was at a GM assembly plant. I had no training. I had no idea what I really wanted to do for a career. I knew I needed a job and that I should take anything that sounded reasonable. This was it. I bring it up because there is a lot of talk about work-life balance. This job did not have it. What it did have was 16 hour days, actually nights as I was on the night shift. It was at least 6 days a week, often 7 days. While I did not last very long, I was able to get a job as an inside sales representative. That was a great work life balance job but had little upward mobility. Years later, after several jobs I took a position that offered a great opportunity for career growth but much less work life balance.

These are the tradeoffs in life.

In today's Wall Street Journal there is an article entitled "Think Work-Life Balance is Overrated? You're Hired". In my first job I did not ask questions about work-life balance because I probably never considered it. Today, it is an important question to ask? It is important to understand the Key Performance Indicators/Objective of the position. It is important to understand the corporate culture of the company. Some companies expect new hires to work long hours doing exhausting work. It is important that you are self-aware enough to know if the corporate culture of the company you are considering is a match to your HOW you do the things you do and your motivations.

BSI has an assessment that helps you to understand the HOW and the WHY you do the things you do. It allows you to make better career decisions as to what company, what job you should accept a position with. Here is a link to information regarding this assessment. https://acrobat.adobe.com/id/urn:aaid:sc:US:88a2524a-2b1f-495e-bd52-dc43a2d61d03

Schedule a conversation. Go to www.bsiconsult.com.

06/30/2025

One of the most difficult things we do as leaders is to hire new employees. We have all kinds of tools to help us do a better job, but we either don't know how to use them, or the new way is not an improvement of the old way. I remember one job I interviewed for early on in my career. If I got it, it would be a huge increase in title and in salary. I interviewed with the hiring authority, and it went very well. I remember him telling me that he would hire me but that I needed to meet with the national sales manager, and he needed to approve of my hire. So, we meet shortly after that. The interview went on for a couple of hours. The National Sales Manager considered himself to be a very good tennis player. He bragged about the people he played with, and I nodded in approval. I got the job. Today, we call that bias. The bias was that he knew we could talk tennis anytime he wanted to. I stayed with the company 11 years.

Things have changed a lot since that day long ago. I really believe that the two major problems in hiring today are the job description and the recruiting of the best people to fill the position.

Job descriptions simply do not specify exactly what a person in the position would be doing. What are the KPOs of the position. Instead, they list a page of nice to haves many of which have nothing to do with the position.

The second problem is the hiring of people we do not know. Oh, we know they have the hard skills, the experience. But, do we know them. Do we know their values, the ability to work in a team environment, what motivates them, how they like to be managed? The answer in most cases is No. Do we even know if the new hire understands the purpose of the organization, of the job?

Making bad hiring decisions affects the culture of the organization. So, lets improve the job description so that the person reading them knows exactly what the job is and understands what the expectations of position are.

Regarding the person we hire, let's know that person not only from a hard skill view point, but also soft skills like being a team player, ability to communicate, values, how he likes to be managed. TTI Success Insights published a blog recently on strengthening corporate culture through the people we hire.

Here is the link. https://conta.cc/4kiHork

BSI has more that 20 years experience assisting companies to hire the right person. Let's start a conversation, go to https://conta.cc/4dF9ZVN.

Have a great day.

06/10/2025

Most businesses struggle to recruit and retain engaged employees. BSI Management Search & Consulting helps organizations to hire and develop engaged employees so you can build a thriving workplace and reduce turnover.

06/02/2025

Feeling stuck with disengaged employees? 😩 Transform your team's dynamics with these 5 strategies:

1️⃣ Regular check-ins. We suggest the use of a STAY Interview. This is a one-on-one meeting between the manager/supervisor and the employee. In this meeting discuss why the employee is disengaged and what it would take to become an engaged employee. Goals are developed. Follow up meetings are held periodically

2️⃣ Clear career paths. This can also be accomplished at the STAY Interview. What career goals is the employee seeking? Establish a plan on how to get there.

3️⃣ Team-building activities. These activities could include team functions like a lunch and learn, a team luncheon, a team night out to go to an event. They have been shown to improve employee morale significantly.

4️⃣ Recognition of achievements. Recognition for a job well done is always a boost in engagement.

5️⃣ Opportunities for skills development. Employee development is one of the key reasons an employee stays with a company or leaves. Develop a plan with the employee. Hold the employee accountable.



BSI offers a new assessment that measures the engagement of employees. It provides leadership a report on how well the organization is doing regarding the 8 Factors of Engagement. Here is a link to a flier which lays out the program. https://acrobat.adobe.com/id/urn:aaid:sc:US:eca89335-9a03-495b-8201-53d1a5399cdc. This allows management to develop strategies to improve the weakest factors of engagement.

Schedule a conversation. Go to www.bsiconsult.com.

Tap into engagement today and watch productivity soar! 🚀

05/30/2025

One of the most difficult things we do as leaders is to hire members of our team. It is obvious that we really do not do that very well. One poll tells us that 50% of those we hire will no longer be at the company within 18 months. Another poll tells us that almost 70% of our workforce is not engaged in the job they do. The same poll tells us that almost 20% of our workforce is actively disengaged. That means they are actually doing things that hurts their team or organization.

So, what steps can we take to do a better job in hiring our team members, our employees. We believe that a patented system developed by TTI Success Insights call the Job Benchmark System is a great place to start. That is because it evaluates both the hard and soft skills of a candidate. At BSI we add a few details, especially in the job description that changes how you evaluate a candidate's skills. The system starts with the writing of a job description. We ask a committee of no more than 5 people who are close to the job to develop the job description. The change we have made is that the job description must include at least one Key Performance Objective (KPO). That way the candidate has a knowledge of how success will be measured in the job, The idea being is that the resumes you will be receiving will include how the candidate accomplished a similar KPO in their experience.

TTI Success Insights recently published a blog on using the Job Benchmark System. Here is the link. Here it is. https://conta.cc/4mE6EdK

So, if you want to hire employees who are engaged in the job, who will increase productivity, increase team morale, increase profits, utilize the Job benchmark System. Or if you are happy to continue to hire nonperformers that decrease productivity continue you current hiring methods. To schedule a conversation, go to https://conta.cc/4dF9ZVN.

If you're wondering, "What is job benchmarking?" you're not alone. Here's what it is and how it can transform your business.

05/21/2025

I have mentioned in the past, 69% of our employees are either not engaged or actively disengaged in their jobs. There are many reasons for this. It could be the manager; it could be a change in the organization's goals. It could be a desire to move forward in your career, or it could be the hiring authority chose the wrong person, or the candidate chose the wrong job. Whatever we are doing in the hiring and managing of our employees we are doing most of it wrong. The results bear that out.

BSI through its affiliation with TTI Success Insights has developed a system to help organization to hire the right person for the job and to help candidates for positions choose the right job. Concentrating only on a candidate's hard skills is clearly not the way to go. We must take into account soft skills, such as the ability to work in a team environment, the ability to communicate clearly with team members, customers, people throughout your organization, understanding others communication style and much more. TTI Success Insights recently published a blog on the subject. Here is the link.

https://blog.ttisi.com/how-to-measure-soft-skills-during-hiring

To help employees continue to be engaged in their job, we recommend the STAY Interview. This is a one-on-one conversation with a manager and a team member with the goal of helping the employee understand their value to an organization. If there is a problem the employee is having, this should be the perfect place to work on it. Goals are shared, both personal and corporate. This is not an annual performance review and a salary negotiation. This is just to better understand and perhaps resolve a problem that may be taking place.

BSI assists organizations to develop a system to hire the right person for the job and a process to help that employee stay engaged in the job. Schedule a conversation, go to www.bsiconsult.com.

Measuring soft skills during hiring isn’t just about finding the right candidate—it’s about ensuring success for both the employee and the organization.

05/19/2025

In today's competitive landscape, many businesses struggle with employee engagement, resulting in lackluster performance, high turnover rates, and dissatisfied team members. Are your teams meeting their goals? Have they performed to expectations? In most cases, the answer is a resounding NO. As a business leader, you know how detrimental this can be to your bottom line and overall company morale.

We understand the emotional frustration that comes with trying to motivate a disengaged workforce. You may feel like you're constantly putting out fires instead of building a thriving team.

Without a focused strategy to engage and align your team, you risk not only hitting productivity roadblocks but also experiencing increased turnover and decreased morale. Feeling stuck is a cycle of disengagement that can lead to disappointment and inefficiencies that impede growth. The frustration is all-consuming, affecting both your team's capabilities and your aspirations as a leader. A team can feel stuck and/or individuals on the team can feel stuck. Either way the frustration is real for both the team and the individual team member.

TTI Success Insights has recently published a blog outlining some of their assessment and how they can be used in the workplace. Here is the link.

https://blog.ttisi.com/using-assessments-in-the-workplace-your-guide

If you are experiencing disengagement at work or your team is experiencing disengagement let's talk. Schedule a conversation, go to www.bsiconsult.com.

Using assessments in the workplace is a smart strategy for organizations, but it can be unclear where to start. Here's everything you need to know.

04/28/2025

One of the most difficult tasks for a small business, actually for any size business, is to hire the right person. A person who has the technical skills to do an excellent job and also the behaviors and motivators to be a great team member. It is more difficult for small businesses because sometimes they can't compete with larger businesses in terms of benefits, compensation, resources, etc. However, small business can mean more than those things. It can mean greater freedom, more personal accountability, more caring by team members, more personal development, more recognition and more trust.

BSI recommends a six step hiring process we call the Job Benchmark System. It is a patented system that takes into account the hard skills and the soft/human skills of the candidate. It also takes into account the activities required after the offer is accepted to ensure a successful hire.

The Job Benchmark System will;

1. allow more qualified candidates to apply.

2. include an interview process that takes into account the candidate's ability to deliver the KPO's outlined in the job description.

3. a process that ensures the candidate has the behaviors and motivation needed to be a valuable team player.

4. an interview process that enables the candidate to understand completely the role he/she is interviewing for.

5. an On Boarding process to ensure the new hire has the training and resources to be an engaged employee which decreases hiring costs, increases productivity, increases morale and increases profits.

TTI Success Insights recently published a blog on the subject of Benchmark Basics. It tells us why it should be a critical tool in the hiring process in your company. Here is the link. https://blog.ttisi.com/benchmarking-basics-everything-you-need-to-know.

BSI utilizes the Job Benchmark System and is a critical tool in the recruiting process and building engaged teams. Schedule a meeting to discuss utilizing this tool in your company by going to www.bsiconsult.com.

Have a GREAT day.

This blog goes over the basics of benchmarking and answers the questions anyone curious about benchmarking needs to know. Use this post to generate leads or simply to refresh your own knowledge.

04/25/2025

Are you finding it difficult to recruit the best person for a job? We understand how frustrating it can be to struggle with hiring and team dynamics.

At BSI we have developed strategies to help you hire that elusive best person with the technical skills and people skills to be an engaged star performer in your organization.

All you need to do is go to www.bsiconsult.com and schedule a call. You will go from being frustrated to being empowered.

Have a GREAT day.

Boost hiring with BSI's soft skill assessment and leadership services. Contact us now to enhance your recruitment process.