FAQ

Below is just a small segment of the professions we work in. Those listed are the more traditional professions we are familiar with.
The information contained herein has been compiled from our work in the field and the U.S. Department of Labor (Bureau of Labor Statistics).

*Many of the professions discussed within this communication are combined. For example, financial management includes: controllers, treasurers, finance officers, credit managers, risk and insurance managers, asset management, lending, credit operations, securities investment or insurance risk management and loss control, just to name a few. Chief financial officers are included in the Senior Management section of this site. A multitude of skills are transferable to countless industries and professions. Furthermore, no single publication can describe all aspects of an occupation. Therefore, it is best to Contact Us regarding your specific career situation. This will enable us to cater a specific strategy to meet your needs.

Advertising - Promotions, and Public Relations Managers (PR)
Attorneys
Banking Executives
“C” Level Executives - Senior Management
Educational Administrators
Engineering Management
Entrepreneurial Transitions (Business Owners)
Financial Management
Government
Hospitality Management
Human Resource Executives
Insurance Executives
Information Technology Executives
Manufacturing Management/Executives
Marketing Executives
Medical Doctors Transitioning
Medical - Medical and Health Services Managers
Partnerships
Real Estate - Property, Real Estate, and Community Association Managers
Retail Management
Sales Management
Statisticians
Commercial Construction

We do charge a fee for our services; however, before any obligation exists, a thorough evaluation will be completed to ascertain the exact work to be done in accordance with your immediate professional mission and long-term career goals. We never take a fee from the hiring company. As a matter of fact, we will advise you on having the fee reimbursed by your new employer. Learn more about our guarantees and how we can bring your career search to a timely and successful conclusion. Contact us and a Senior Consultant will contact you within one business day. We guarantee to work with you until you accept a new position! Contact Us Today! 401-825-7717

We know from experience that most executives cannot identify at least 50 percent of their most marketable professional assets, simply because they're too close to their own situation or they are not truly aware of other professions or industries that would recognize their skills as a major value-add. As we identify and surface all that is most marketable about you, we can help classify skills-which, if selectively described to employers, can often make the difference. Each year, about 25 percent of the clients who contract our services, have settled for less in the past, simply because they have been unable to communicate their most marketable assets and skills. One client was earning a $200,000 base after almost 20 years. Three years later, she is earning $500,000+. Another executive came to us at less than $300,000 and a year later, landed a CEO role at more than double that amount. The key in both situations was that we packaged, positioned and promoted their true assets. If you are like most executives, you can increase your averages of maximizing your compensation by way of specifically identifying each and every marketable asset and following a very simple rule: It has been said time and again by psychologists, motivational speakers, spiritual leaders and coaches that the most restrictive limits you face are those you put on yourself. So, if you want to be a serious candidate for a better position, know your product (thyself) and don't put limits on your thinking. Contact Us today for a FREE salary survey and assessment of what we can do to maximize your income.

Wal-mart Stores, ExxonMobil, General Motors, Chevron, ConocoPhillips, General Electric, Ford Motor, Citigroup, Bank of America Corp, J P Morgan Chase & Co, Verizon Communications, Hewlett-Packard, Intl Business Machines (IBM), Valero Energy, Home Depot, McKesson, Cardinal Health, Morgan Stanley, UnitedHealth Group, Merrill Lynch, Altria Group, Goldman Sachs Group, Procter & Gamble Kroger AT&T Boeing State Farm Insurance Cos Costco Wholesale Target Dell Johnson & Johnson MetLife Sears Holdings Pfizer Dow Chemical Wells Fargo United Technologies United Parcel Service Walgreen Lowe's Wachovia Corp Time Warner Microsoft CVS Motorola Sprint Nextel Medco Health Solutions Caterpillar Safeway Lockheed Martin Caremark Rx Sunoco Allstate Intel PepsiCo Walt Disney Sysco Prudential Financial FedEx Honeywell Intl Alcoa Best Buy Northrop Grumman DuPont Macy's, Inc Cisco Systems New York Life Insurance American Express Washington Mutual Hartford Financial Services Delphi Comcast Aetna Tyson Foods Travelers Companies Mass Mutual Life Ins Countrywide Financial General Dynamics International Paper Coca-Cola Liberty Mutual Ins Group Raytheon 3M Merck Abbott Laboratories Nationwide Lyondell Chemical McDonald's Tech Data Humana Electronic Data Systems Northwestern Mutual Wyeth Goodyear Tire & Rubber Emerson Electric U S Bancorp Occidental Petroleum Sara Lee Staples Whirlpool Tesoro Bristol-Myers Squibb Lear Manpower Express Scripts TJX Rite Aid Loews Delta Air Lines Kimberly-Clark Bear Stearns Cigna Dominion Resources Paccar Lennar Duke Energy GAP Xerox Anheuser-Busch United States Steel FPL Group Eli Lilly and Company Exelon Kohl's Capital One Financial D R Horton Burlington No Santa Fe Nike Progressive Nucor Texas Instruments Computer Sciences Corporation CBS Oracle Corporation Southern Company Amgen Waste Management Eastman Kodak SunTrust Banks Huntsman TRW Automotive Holdings Continental Airlines Sun Microsystems National City Corp Health Net Masco Pepsi Bottling American Electric Power Edison International Textron Northwest Airlines PG&E Corp L-3 Communications Eaton Corporation Public Service Enterprise Group Kinder Morgan Toys "R" Us Marriott International Consolidated Edison Bank of New York Co Sempra Energy Williams Companies FirstEnergy General Mills Aramark Circuit City Stores US Airways Group Smithfield Foods Viacom Visteon Omnicom Group Cummins Medtronic American Standard EMC Corporation Entergy PPG Industries Genworth Financial KB Home Reliant Energy Sanmina-SCI PNC Financial Services Group Kellogg Google Schering-Plough Solectron Genuine Parts Baxter International Dean Foods Aon Ashland Inc YRC Worldwide Principal Financial Xcel Energy Echostar Communications ArvinMeritor Harrah's Entertainment Dana Corp Alltel Guardian Life of America Tenet Healthcare TEPPCO Partners Danaher CSX Fidelity National Financial Norfolk Southern S&C Holdco 3 H J Heinz CenterPoint Energy R R Donnelley & Sons Automatic Data Proc Dollar General Applied Materials Air Products & Chem Southwest Airlines Lincoln National Baker Hughes DTE Energy OfficeMax Liberty Media Lucent Technologies Avon Products SLM Sonic Automotive Nordstrom BJ's Wholesale Club Reynolds American First American Corp Pepco Holdings ITT Corporation Hilton Hotels Ameriprise Financial Boston Scientific Sherwin-Williams Starbucks Campbell Soup Regions Financial Coventry Health Care Terex MGM Mirage Commercial Metals Qualcomm Owens-Illinois KeyCorp NiSource Eastman Chemical Jacobs Engineering Grp Monsanto Smith International Chesapeake Energy KeySpan Dover Corporation Crown Holdings Land O'Lakes Clear Channel Communications First Data VF Corporation National Oilwell Varco Integrys Energy Group CIT Group PPL Corporation Northeast Utilities American Family Ins Grp Ameren Liberty Global CMS Energy CDW Newell Rubbermaid Calpine IAC/InterActiveCorp Celanese Virgin Media Ball C H Robinson Worldwide MeadWestvaco Enbridge Energy Partners Estie Lauder Omnicare Owens Corning Black & Decker Yahoo Mellon Financial Corp Federal-Mogul Ryder System Safeco Quest Diagnostics CarMax McGraw-Hill Dole Food Interpublic Group Harley-Davidson Thrivent Financial for Lutherans NVR Atmos Energy Hovnanian Enterprises NCR Group 1 Automotive AK Steel Holding Allied Waste Industries Cablevision Systems Brunswick eBay AutoZone Ryerson Molson Coors Brewing Agilent Technologies W W Grainger Charles Schwab Goodrich Asbury Automotive Group Becton Dickinson Performance Food Group NRG Energy Pitney Bowes USG Bed Bath & Beyond Freeport-McMoRan Cpr & Gld Boise Cascade Holdings Unisys Foot Locker Reliance Steel & Aluminum Hormel Foods Darden Restaurants Avis Budget Group Mattel Advanced Micro Devices Kelly Services Charter Communications Blockbuster Avery Dennison Tribune Temple-Inland Ross Stores Rockwell Automation Triad Hospitals Owens & Minor Leggett & Platt Beazer Homes USA AGCO Stryker W R Berkley Affiliated Computer Svcs Wesco International GameStop Timken Micron Technology Barnes & Noble UGI Pantry Pacific Life Henry Schein Corning Avaya Marshall & Ilsley Corp Lexmark International Longs Drug Stores Auto-Owners Insurance Franklin Resources Peter Kiewit Sons' Newmont Mining Emcor Group El Paso Graybar Electric Liz Claiborne Host Hotels & Resorts Hershey Anixter International Allegheny Technologies BlueLinx Holdings Ecolab DaVita Erie Insurance Group Shaw Group Level 3 Communications RadioShack Ryland Group Aleris International Big Lots BorgWarner XTO Energy SCANA Cincinnati Financial United Stationers Fiserv Comerica Chiquita Brands International Mutual of Omaha Ins Northern Trust Corp Global Partners Western Union Conseco Community Health Systems BJ Services M&T Bank Corp Kindred Healthcare Western Digital Sealed Air SunGard Data Systems Telephone & Data Sys Brinker International American Financial Grp Con-way URS Ikon Office Solutions Western Refining Levi Strauss Universal Health Svcs Lubrizol Health Management Associates Synovus Financial Corp Symantec Borders Group Neiman Marcus Holly MDU Resources Group CB Richard Ellis Group Stanley Works LandAmerica Financial OGE Energy Robert Half International Wisconsin Energy CH2M Hill Core-Mark Holding Sirva Gateway Pathmark Stores PepsiAmericas Washington Post EOG Resources Popular Michaels Stores Rockwell Collins Insight Enterprises Jarden E*Trade Financial Wyndham Worldwide CA Old Republic International Thermo Fisher Scientific Alberto-Culver WellCare Health Plans Polo Ralph Lauren Cooper Cameron Williams-Sonoma Chemtura Consol Energy Live Nation Armstrong World Industries Lennox International Broadcom General Cable Wendy's International Sonoco Products Bemis Manor Care Nalco Holding Laboratory Corp of America Precision Castparts NSTAR Saks Bowater Warner Music Group Universal Stater Bros Holdings First Horizon National Corp Zimmer Holdings Harris FM Global Burlington Coat Factory Meritage Homes Bon-Ton Stores TECO Energy New York Times Oshkosh Truck Harsco Torchmark Alliant Energy Rockwood Holdings Cytec Industries J B Hunt Transport Services MasterCard Abercrombie & Fitch Trinity Industries Del Monte Foods St Jude Medical New Jersey Resources Equity Office Properties Ruddick VWR International SanDisk General Growth Properties Harman International Industries Building Materials Holding Steel Dynamics Lithia Motors EGL Alliant Techsystems American Axle & Mfg Legg Mason Genzyme Swift Transportation Mercury General Pentair Casey's General Stores Olin Hasbro Puget Energy Perini Gilead Sciences Peoples Energy Retail Ventures RPM International Valspar Granite Construction Forest Laboratories Nicor Unified Western Grocers Electronic Arts Solutia Noble Energy Superior Essex Manitowoc Pactiv Questar Amerigroup W R Grace Sabre Holdings Exide Technologies Linens 'n Things US Oncology Holdings Payless Shoesource American Eagle Outfitters Convergys Compass Bancshares A G Edwards Carlisle Cooper Tire & Rubber Great Plains Energy Silgan Holdings E W Scripps Universal Forest Products WGL Holdings Vanguard Health Systems Teleflex Tiffany Hanover Insurance Group CBRL Group Raymond James Financial PolyOne Huntington Bancshares Greif Sentry Insurance Group The Phoenix Companies, Inc Adobe Systems Analog Devices Spectrum Brands LifePoint Hospitals Patterson-UTI Energy Cabot Briggs & Stratton Movie Gallery Beckman Coulter Fleetwood Enterprises Thornburg Mortgage Snap-On Markel Landstar System International Game Technology Mueller Industries ProLogis Arch Coal Pride International StanCorp Financial Westlake Chemical Solo Cup PNM Resources Stewart Information Services Amphenol Brown Shoe Hawaiian Electric Company Georgia Gulf IDT Minnesota Life Insurance CenturyTel Zale Rent-A-Center United Natural Foods Regis Brightpoint Kennametal Furniture Brands International Hubbell Graphic Packaging Joy Global Boyd Gaming Acuity Brands The Reader's Digest Association NYSE Euronext NII Holdings Tractor Supply Albemarle Jetblue Airways Intuit Quiksilver Armor Holdings Rush Enterprises Iron Mountain FMC Systemax Ann Taylor Stores Volt Info Sciences National Fuel Gas National Life Group Juniper Networks Perot Systems JLG Industries Scholastic O'Reilly Automotive Centene Hayes Lemmerz Pep Boys Crane Co Adams Resources & Energy Penn National Gaming Weis Markets Builders FirstSource Expedia Las Vegas Sands DST Systems Louisiana-Pacific Massey Energy Martin Marietta Materials Dura Automotive Systems American Home Mortgage Holdings Packaging Corp of America Sequa Nortek Alliance One International Univision Communications Equity Residential Cooper-Standard Holdings A O Smith Affinia Group Intermediate Holdings National Semiconductor J M Smucker Andrew Corporation NewPage Holding TD Ameritrade Rock-Tenn Quanta Services Gold Kist Citizens Communications HealthMarkets Coach Brown-Forman Amerco McClatchy BlackRock Quanex Hercules Moody's Guitar Center Biomet Southwest Gas Children's Place Dynegy Pall Jones Lang LaSalle Molina Healthcare Alliance Data Systems Laclede Group Cleveland-Cliffs King Pharmaceuticals C R Bard LSI Watson Pharmaceuticals Lincoln Electric Holdings DynCorp Hillenbrand Industries Jefferies Group IMS Health ACCO Brands CF Industries Commerce Group Applera Career Education Church & Dwight Spherion Piedmont Natural Gas Oil States International La-Z-Boy Alpha Natural Resources Pool Arkansas Best American Greetings Applied Industrial Technologies Donnelly Ferrellgas Partners Airtran Holdings Flowers Foods Pacer International Aquila Toro Grant Prideco Petro Stopping Centers Ambac Financial Group ENSCO International T Rowe Price Ametek AmeriCredit Dentsply International Fastenal Selective Insurance Group Tecumseh Products Metals USA Watsco UST Sigma-Aldrich Goodman Global Wheeling Pittsburgh Genesis HealthCare AIMCO Fred's Cephalon Service Corporation International CACI Pogo Producing Marsh Supermarkets AMC Entertainment Tupperware Brands Agilysys Dade Behring Holdings Sauer-Danfoss Herman Miller DRS Technologies Xilinx Sierra Health Services Ohio Casualty Paychex Newfield Exploration Hanover Compressor Gardner Denver ScanSource Suburban Propane Partners Dollar Thrifty Automotive Kansas City So Industries Novellus Systems Nasdaq Stock Market Polaris Industries Fairchild Semicond Intl Chico's FAS Knights of Columbus Colonial Bancgroup Lam Research Calumet Specialty Products Deluxe Griffon PC Connection Hub Group Plum Creek Timber Iasis Healthcare Amica Mutual Insurance Commscope Central Garden & Pet Hudson City Bancorp Regal-Beloit PSS World Medical Schulman (A ) Potlatch Corp Westar Energy Varian Medical Systems Duane Reade Imation Sealy Palm, Inc Associated Banc Valhi NCI Building Systems

A “C” level search engagement requires steadfast expertise, industry comprehension and a firm that truly recognizes what makes high level transition happen.” John H. Seraichyk circa 1997, Founder Browning Associates

We've written the book on “C” level and senior management job hunting. However, rather than a lengthy dissertation, the objective of this communication is to provide you with a sense of what we do. It lays out our general philosophy for opening doors and creating opportunities for senior level executives.

We have worked with thousands of executives who have contracted our services for a myriad of career search/crisis related scenarios. Whether employed or unemployed, the challenges and obstacles for a high level executive seeking change are countless.

According to the U.S. Bureau of Labor Statistics, less than 3% of the workforce population earns in excess of 175k annually. Furthermore, the report reveals that less than 20% of all professional and executive jobs offering an annual compensation of 100k + are advertised. The Bureau's report clearly articulates that if you are a senior executive, you are a minority and available career positions are extremely difficult to attain.

Of course, any worthwhile venture is never an easy one. Landing a new position at your level requires a steadfast action plan. You need to be highly aggressive while maintaining confidentiality of your employment information. Imagine trying to market yourself to the masses while simultaneously having to make certain that nobody finds out! It's a bit of an oxymoron. But, for an employed executive, confidentiality is paramount.

You need to implement a strategic search plan that will enable you to market your credentials to the appropriate individuals who can make or recommend a hiring decision. Browning Associates will ensure you achieve that goal!

Your - Résumé-To be or not to be?

There is a great deal of controversy surrounding executive résumés. Here is the reality. Believe it or not, we do not use a résumé as a method of introduction for most of our senior level clients. A résumé screams: “Hire me”! Or worse, it may cause an unwanted breach of your confidentiality. Not so fast. Less is more at your level. You need to step back, identify the proper hiring authorities and then craft an alternative strategic method of formal introduction.

Utilizing our network of growth companies, key decision makers and client alumni, we will introduce you in such a way that the potential employer is given just enough information to inspire interest.

While your competition is bombarding the HR department with droves of paper and electronic boilerplate résumé submissions, we will promote your credentials to each and every one involved in the hiring process. Many times, your initial credential submission will come complete with a referral from our client network. This is when our employment contacts become most valuable to you.

Eventually, the hiring authorities will request your résumé. When this occurs, we will schedule a time for you to bring one directly to the company or schedule a phone interview for an initial review.

At Browning Associates we all agree that the résumé is to be. However, proper usage as illustrated above is essential.

Senior Executive Search and our Experience.

When you are a “C” suite or senior level executive, you can't simply peruse the classifieds for your next career position. It is imperative that you retain the necessary tools to undertake a search campaign that will result in a position that takes advantage of your complete requirements, including salary, location and desired industry.

It is not likely that you'll find “C” class positions in your local classified ads or on the Internet. Not only are these career positions in high demand, but it is difficult to even get your foot in the door. If you are to land one of these coveted positions, you need to position a team in your corner who knows the requirements of the market and who can maximize your preparation to be a viable contender for a “C” level job opening.

Possessing the necessary skill sets to secure a high-paying and professionally satisfying position as a “C” class executive is only the first step. You must put forth a complete package to the potential employer, which includes a high impact credential introduction, impressive and reliable references, and career accomplishments abstract that lets the employer know that your credentials most definitely merit consideration.

For nearly twenty years, we have been in the business of assisting job-seekers, especially senior executives in locating the career position that is most suitable to their needs. The most desirable career positions will almost always be awarded to the most prepared applicant, and Browning Associates will ensure you achieve maximum career search support that is swift and effective.

Career Outlook

Our research indicates employment of top executives—including chief executives, general and operations managers, and legislators—is expected to grow 2 percent from 2006 to 2016. Because top executives are essential to the success of any organization, their jobs are unlikely to be automated or exported to other countries. Some top executive jobs may be eliminated through industry consolidation, as upper management is streamlined after mergers and acquisitions. Employment of top executives is not as sensitive to growth in business as employment in many other occupations. As a business grows, the number of top executives changes little relative to the total number of employees. Therefore, top executives are not expected to experience as much employment growth as workers in the occupations they oversee.

Projected employment growth of top executives varies by industry. For example, employment growth is expected to grow faster than average in professional, scientific, and technical services and about as fast as the average in administrative and support services. However, employment is projected to decline in some manufacturing industries.

Job prospects. Keen competition is expected for top executive positions because the prestige and compensation attract a large number of qualified applicants. Because this is a large occupation, numerous openings will occur each year as executives transfer to other positions, start their own businesses, or retire. However, many executives who leave their jobs transfer to other executive positions, a pattern that tends to limit the number of job openings for new entrants to the occupation.

Experienced managers whose accomplishments reflect strong leadership qualities and the ability to improve the efficiency or competitive position of an organization will have the best opportunities. In an increasingly global economy, experience in international economics, marketing, information systems, and knowledge of several languages also may be beneficial.

"In the preceding five years, we have assisted more than two times the number of medical doctors seeking change than we had in the prior decade.” John H. Seraichyk, circa 2004 Founder Executive Job Search. The intent of this communication is to provide you with an overview and understanding of our experience and expertise assisting medical doctors seeking change. For a complete explanation of exactly what we can do for you, please Contact Us today. Yes, the medical profession is ever changing and more and more physicians are seeking change. How do we know? Because since 1990 we have spoken with countless physicians, medical school leaders, business leaders, political leaders and like you, we watch the news. It's no secret that the future for physicians has changed even though the extreme sacrifices of hard work and high educational costs remain. The majority of physicians we speak with protest their profession due to: ever decreasing reimbursements, tighter regulations, increasing costs, lack of security, less respect and more and more work! From the list above, tighter regulation and threatened security are the latest frontrunners. With regard to regulation, we tell our clients not to worry about the government, but do worry about payers, accountability measures, best practices and clinical pathways. Medicine has become a business focused on profit, and you and your patients are the casualties. Add to that the “off the record” regulation of patients arriving with reams of Internet reports regarding their conditions and the defensive medicine you feel forced to practice to alleviate their demand. Then include malpractice companies that don't just raise your rates over a claim, they discontinue your coverage and in one to six months, you're out of practice. Threatened security is of course the result of all of the above. More than one physician has told us that they are one malpractice claim away from losing their practice. Interestingly, these same practitioners had never had a claim filed against them. However, they all agree it only takes one to close you down. Payers and insurers are constantly looking for an oversight or a simple discrepancy about care to terminate you from a panel, restrict your privilege or put you on the platform for a law suit. Furthermore, many of your wonderful patients see you as a “lottery ticket“. These are people who say, “I don't really have any opposition to your practice doc, I know you have insurance for this type of thing”. Can you relate to any of this? You've followed a roadmap your entire career: undergrad, medical school, residency… maybe fellowship, and then practice. But now there's no roadmap. You know it's time for a new career direction, but how do you start? We'll design a roadmap for your new career. More importantly, we'll "ride-bedside” with you as we help you navigate your way to career fulfillment. Is it possible to make a rewarding change after all these years? Absolutely. Medicine is a wonderful education and we know how to transform your education, your training and your practice into a non-clinical competence. As our client you will be “treated” the way you might treat a new patient. First, a formal diagnosis of your career situation is prepared. Next, we develop a career search treatment plan, and finally, we work closely with you to implement your plan. Diagnosis Its sounds easy, but you know all too well both the challenge and the importance of the right diagnosis. It's equally essential and as challenging for your career change/search. Treatment Developing your career search “treatment plan” is crucial to the success of your career wellness. We will utilize our healthcare, business, entrepreneurial, coaching and leadership backgrounds to develop a real-world action plan in an effort to engage your search campaign. Implementation Implementing your search/change campaign is where all of our intensive preliminary work joins together. We will act as your career/search agents in an effort to identify new opportunities. According to the United States Bureau of Labor Statistics, less than 20% off all jobs are advertised. The implementation phase of your search is where we begin to confidentially introduce your credentials to key decision makers in your new field of interest as identified through the diagnosis assessment. Our objective is to look beyond the career positions that are advertised in newspapers, trade journals or the Internet. Once your search is underway, we will work closely with you throughout the entire search campaign; this will ensure our commitment to you and steadfast client compliance. Imagine how your patient compliance would improve if you met with your patients at least once a week to converse about their plan and their success? That's exactly what we will do for you. Many of our prospective clients often ask us what they could possibly do other than practice. Our clients have recently interviewed for these positions: Medical Director, Vice President of Clinical Services, Healthcare Consultant , Medical Educator, Entrepreneur, Health Writer, Hospital CEO, just to name a few. According to The U.S. Bureau of Labor Statistics, employment of physicians and surgeons is projected to grow 14 percent from 2006 to 2016, faster than the average for all occupations. Job growth will occur because of continued expansion of health care related industries. The growing and aging population will drive overall growth in the demand for physician services, as consumers continue to demand high levels of care using the latest technologies, diagnostic tests, and therapies. Demand for physicians' services is highly sensitive to changes in consumer preferences, health care reimbursement policies, and legislation. For example, if changes to health coverage result in consumers facing higher out-of-pocket costs, they may demand fewer physician services. Patients relying more on other health care providers—such as physician assistants, nurse practitioners, optometrists, and nurse anesthetists—also may temper demand for physician services. In addition, new technologies will increase physician productivity. These technologies include electronic medical records, test and prescription orders, billing, and scheduling. Job prospects. Opportunities for individuals interested in becoming physicians and surgeons are expected to be very good. In addition to job openings from employment growth, numerous openings will result from the need to replace physicians and surgeons who retire over the 2006-16 decade. Unlike their predecessors, newly trained physicians face radically different choices of where and how to practice. New physicians are much less likely to enter solo practice and more likely to take salaried jobs in group medical practices, clinics, and health networks. Reports of shortages in some specialties, such as general or family practice, internal medicine, and OB/GYN, or in rural or low-income areas should attract new entrants, encouraging schools to expand programs and hospitals to increase available residency slots. However, because physician training is so lengthy, employment change happens gradually. In the short term, to meet increased demand, experienced physicians may work longer hours, delay retirement, or take measures to increase productivity, such as using more support staff to provide services. Opportunities should be particularly good in rural and low-income areas, as some physicians find these areas unattractive because of less control over work hours, isolation from medical colleagues, or other reasons. Your future can be changed, but you have to take control to achieve permanent transformation. Contact Us today; our specialization is your key to success.

“Imagine fore fronting an entrepreneurial venture for twenty years, and suddenly, your faced with the certainty of going to work for somebody else. This is an awakening reality for many entrepreneurs who suddenly find themselves in search of a W2 or 1099 employment engagement.” John H. Seraichyk circa 1994, Founder What We Know You would think that after running your own company, most employers would be highly interested in you. After all, as a business owner, you've done it all. You've built a successful company from the ground up, you've sold services and/or product, you've serviced customers, you've managed people, you've fixed everything from a broken spirit to a malfunctioning computer, you've worked 90 hour work weeks, in the early days you even did your own accounting and payroll. Does this sound like you? With all of your experience, vigor and drive to succeed, you would think that any company in their right mind would hire you in a New York minute! Not so fast. Believe it or not, larger and many mid-size corporations will not recognize your skill sets as a value add to their company. They may be intimidated by your prior successes. Many corporations are seeking an employee with a steadfast track record working for one of their competitors or in a similar cultural environment. Many Vice Presidents and “C” class executives working for traditional organizations have told us time and time again that an entrepreneur placed in their highly structured work environment may actually disrupt the conventional work ethic and management philosophy instilled by traditional management styles. We have also been told that many hiring authorities are actually intimidated by the entrepreneurial breed set. They feel that somebody who has made their whole career on making their own decisions and directing the decisions of others may be difficult to delegate to. As entrepreneurs ourselves, we agree that the mind-set of many hiring authorities is way off base. Unfortunately, stereotypes are difficult to remove; but, they can be circumvented. We are experts at circumventing stereotypes. This is how and why we are and have been industry leaders for nearly twenty years. The purpose of this communication is to demonstrate one of the prominent realities that every transitioning business owner will face in the marketplace. Where do you fit? “Most business owners will only thrive in a work environment that will enable them to exercise their entrepreneurial spirit.” John H. Seraichyk 1990-2020 We will work with you to find the kind of work environment where you can continue to strive and thrive. You need a forward thinking business that will enable you to do what you are best at. Most entrepreneurs' true talents are absolutely thwarted in a traditional 9-5 role with rigorous departmental protocols, company politics, corporate bureaucracy, miles of red tape and so on. Whether you want to work for a small, mid-size or large corporation, the opportunity is out there. We are here to help you maximize your most earnest endeavors. Hopefully, this communication has clearly demonstrated our knowledge of at least a few of the many challenges most business owners will face while conducting an employment search. For a complete explanation of what challenges you may confront in the job market and what we can do to facilitate your success, please Contact Us today to learn more.

Read this, or Contact Us and we will set you straight on how to make recruiters work for you! If you have sent your résumé to an executive search firm or corporate recruiter and have not heard back, don't fret! Even if your skill sets are an exact match for the job you applied for, don't expect a call back. If you were clever enough to obtain the name and title of the recruiter who is hiring for the position, wait 48-72 hours after sending your resume, and follow up by telephone to confirm receipt of your submission. If you are unable to reach your contact person, leave a succinct voice mail, follow up with an email and wait. If you do not hear back within a week, call again. If you are still unable to reach your contact, send one more email and move on. Assuming you make it to a first interview, adhering to what follows should result in more return phone calls, positive email communication and ultimately, more job offers. If none of this works, Contact Us and we will get your resume to the top of the heap. What's the first step to getting a job interview? Getting past the recruiter. Recruiters are usually your first contact with a potential employer. And they often decide whether your resume lands on the hiring manager's desk or in a far-off filing cabinet. While it's important to know the basics of what recruiters do, you also need to know what they DON'T do. After all, you don't want an inappropriate request to ruin your chances for an interview. Here are four things you shouldn't ask of a recruiter. Don't Be Overly Friendly Sure, recruiters are usually warm, friendly and helpful. After all, it's their job to put you at ease and guide you through the hiring process. But they're professional colleagues, and it's crucial that you never forget it. Think of the recruiter as a respected coworker and treat them accordingly. Be friendly, but not overly casual or familiar. It's wise to keep personal conversations, jokes and physical contact to a minimum. After a tough interview with a hiring manager, you may be relieved to see a recruiter's smiling face. Don't be tempted to let your guard down though; you're still "on," even if the interview has ended. A useful rule of thumb: Don't say or do anything in front of a recruiter that you wouldn't say or do in front of your boss (or your mother). Don't Expect Career Coaching The recruiter's goal is not to help you get a job. It's to help you navigate the hiring process at one specific company. Recruiters aren't career coaches. It's not appropriate to ask them to help you craft your cover letter, edit your resume or plan your career path. You can ask questions about the company or industry in general, but try to relate your questions to the job you're being considered for. And save your best, most thoughtful questions for the hiring manager -- that's who you need to impress most. Don't Ask for Insider Information There's only one job candidate you really need to worry about: You. Though it may be hard to resist, don't ask about who you're up against for a job. Recruiters generally won't share information about other candidates. And asking for specific details about the competition makes you look insecure in your own skills. However, questions about the hiring process or the position itself are fair game. Here are a few questions you can feel comfortable asking: • Are you still interviewing candidates? • How large is the current pool of candidates? • How would you describe the ideal candidate for the job? • Is there anything I can do to make myself a stronger candidate? The best way to get an edge on the competition? Make yourself a more competitive candidate. Don't Request Special Treatment Although you may wish you were, you're probably not the only candidate for the job. And, while recruiters are often happy to help, their aim is not to be your advocate to the hiring manager. Their aim is to fill a position. Never ask a recruiter to put in a good word for you with the hiring manager. If they think you're a strong candidate, they'll probably sing your praises anyway. Also, don't ask them to relay a message to the hiring manager for you. Instead of saying, "Tell So-and-So it was very nice to meet him ...," send a thank you note. Taking the initiative and speaking for yourself shows the hiring manager that you're capable, confident and conscientious. We guarantee to work with you until you accept a new position! Contact Us Today!

Have you ever had what you genuinely assumed was a perfect interview? But they never contacted you again? Well, we've had hundreds of high-level clients who strongly believed interviewing was the last thing they needed assistance with, and we've seen them fail miserably. When it comes to interviewing and presentation skills, you must be fully prepared. Basically, interviewing is no different from any other skill. How good would you be at golf if you played only once or twice in the last year? Browning Associates will prepare you fully for each and every interview you attend!!