“If you want to stand out from the crowd, give people a reason not to forget you.”
– Richard Branson

Four things to keep in mind when job hunting amid a pandemic – Featured in The Houston Business Journal

During these times of so much uncertainty, individuals are looking at ways to ensure their employment, discovering that their current career path is no longer appealing or want to move industries due to a large number of layoffs. You are not alone.

Below are four things to consider if you want to change your career path:

Transferable skills

Review and take inventory of measurable skills from previous roles and find a connection with a current opportunity. 

Evaluate your soft skills and how those can be beneficial to the company. Dive into the job description and be honest with yourself regarding the requirements and capabilities needed. When you think back on projects you have managed, you will uncover skills that you forgot.

You will want to stand out from other candidates during this time. This is not foolproof, but can enhance your success. 

Resume review

A recruiter typically takes six to 10 seconds to review your resume. This seems crazy, but the sheer volume of resumes received is overwhelming. Be sure to tailor your resume to the job you are applying for. A person or computer will look for keywords in your resume that are essential to the role. This is another great way to verify that you are a good fit for this position and keep yourself in check. There is nothing more unprofessional than a resume that does not correlate in some fashion to the job opening. 

Be informative

Forget about the length of your resume. One page resumes are difficult to get a handle on the key responsibilities or experience that you have. A job title tells little about what you have done. Let’s face it, job titles vary depending on the company and the industry. Be sure to include a brief yet poignant paragraph at the top that shows how you are a good fit and grabs the reader’s attention — this is your elevator pitch. 

At the end of the day, people hire people. Include skills, hobbies, charity work and anything that helps the hiring manager understand who you are as a human. If you have been laid off due to the pandemic, please make sure you include that information, as it is not a shock to anyone regarding our current situation.

We should remember that business is done between and with people. Reach out to those who work in an industry you want to tap into. Connect with new individuals on social platforms, be open about your reason for connecting and ask them questions. You will find that many people are willing to help you. 

Stay connected

Engage with a recruiter. Find one that you connect with and let them know your goals for the future. Building a network of people who have the necessary insight is invaluable, offers tangible data and imparts reassurance that you are moving in the right direction. 

Finally, have patience and a strategy at your disposal. Both will pay off when the timing and right opportunity come along.


Johanna Chryssikos-Watson is the president and CEO of Houston-based Artemis Partners.


HBJ reveals honorees for 2020 Most Admired CEO Award, inaugural Business Impact Awards

The Houston Business Journal announced its Most Admired CEO honorees for 2020 and will host its first-ever Business Impact Awards.

In selecting our CEO honorees, a panel of judges looked for characteristics such as contribution to company success, civic involvement, career achievement and more. Our Most Admired CEOs are broken up by for-profit and nonprofit categories. The honorees represent several of Houston’s prominent industries, with CEOs from health care systems, real estate companies, charter schools, hospitality companies, builders, colleges and more.

The judges selected 31 for-profit leaders and 19 nonprofit leaders for this year’s award. The 50 honorees will be recognized in a special section of HBJ’s Aug. 21 weekly edition and at a virtual event via a live stage on Aug. 20 from 2-3 p.m. The event will also honor Kenneth Guidry as the event’s first-ever Most Admired CEO Lifetime Achievement award recipient.

This year’s judges were HBJ Editor-in-Chief Giselle Greenwood; Brian Greene, president and CEO at Houston Food Bank; Jonathan Newton, partner at Baker McKenzie LLP; and Robert Reedy, managing partner at Porter Hedges LLP.

This year’s event will also introduce the Business Impact Awards, which recognizes companies that have taken extraordinary measures to assist their employees or community during the Covid-19 pandemic.

The recipients are:

  • Baker Tilly
  • Boys & Girls Clubs of Greater
  • Houston
  • Combined Arms
  • Construction Concepts
  • Gulf Coast Distillers
  • Hilton Americas — Houston
  • Medical Bridges
  • Oaks Cleaners
  • Pariveda Solutions
  • Premier Coil
  • The Arts of Healing
  • Vanguard Cleaning Systems



Johanna Chryssikos


Tell our readers how you started Artemis Partners.

It all started with a bad recruiting experience and I was de- termined to change the story line. I wanted to understand our client’s goals, historical path of an open position, and their unique culture within the company. I wanted to ensure that individuals who were looking for their next career felt supported and for leaders to know that someone was look- ing out for them when selecting their next hire.

What are the daily struggles with being a #girlboss?

My daily struggles are no different than any other leader whostrivestomaketheirmarkinanindustry. Ifeelthatasa girl boss I am equipped with tools that frankly set me apart and I do not view them as struggles. My determination to provide a great service in the Houston and surrounding mar- kets gives me the ability to look past what most would call a struggle.

What do you like most or find most rewarding about your job?
When a client or candidate calls us months down the road to show their gratitude. Hearing that they knew we had their best interest in mind and trusted us to make the right choices while maintaining transparency throughout the process. The knowledge that we made a difference and everyone involved felt listened to and supported.

What makes your business different from others around you?
Artemis Partners is different from other firms in our own unique way and our uniqueness has become our brand. Our up front process of understanding our client’s needs, goals and culture sets us apart. Once we truly understand the trajectory of a position by asking the right questions, we are able to hone in on strong candidates and back up our selections with data and assessments.

Tell readers what your daily routine is like?

I start each day well before the sun with a trip to the gym or quiet time to reflect on my daily goals. Both give me the ability to think and organize my thoughts before the rest of the world is awake. I believe the key to accomplishing your goals and having the ability to be present for everyone around you is done by developing a plan and visualizing your milestones daily. Setting your own expectations, avoiding surprises, and pushing for your goals is so important because everyone deserves to be their own hero.



Keeping Recruitment Efforts Moving During the Time of COVID-19

The world has changed and is adjusting to a new normal for a period of time. As the workforce watches the stock market continuously and wonders when it will be business as usual, there are lots of questions about how best to keep operations going. The volatility of the stock market coupled with the uncertainty raise many questions on how to keep things moving.

Businesses from coast to coast will feel the impact of money that is not circulating and how that will impact them down the line. The construction industry, though deemed an essential industry, is no exception. While there’s a tremendous focus on the financial aspect of companies right now, it’s critical that leaders in the construction industry maintain focus on the people portion as well.

Some construction firms will undoubtedly have to reduce their workforce while others will be able to hang onto their teams through this rough patch. Either way, it is important to keep the recruiting ball rolling because eventually things will lift. Although business as usual may have a different look and feel, the need for good people who fit into an organization’s culture will always be there.

So, the question becomes: do companies hire anyone or continue with search efforts during this holding pattern? Not knowing if organizations will be able to hire additional staff in the coming weeks or months ahead is a frightening thing to think about it.

While it may seem counterintuitive, continuing search efforts at this time are key. Prior to COVID-19, construction firms were hiring to replace someone who had left or to build up their teams to prepare for additional projects heading their way. So, looking at this from a logistical point of view, it’s important to consider the following facts and dynamics when deciding to continue with search efforts or pause them all together.

  • Individuals who are looking to make a transition and apply for an open position will be more available now and receptive to new openings in the market.
  • Highly skilled and qualified individuals will lose their jobs and look for their next opportunity. The opportunity to scoop them up and bring them on board will exist once the dust settles.
  • Often in the construction field, hiring managers are scrambling to get the right person slated for the job. The process of recruiting requires heavy front-end and legwork. Now, recruiting teams have a better opportunity to more thoroughly vet candidates instead of wishing they had hired them yesterday.
  • By being proactive instead of reactive, companies give themselves the ability to qualify candidates without making a rushed decision. How many times is that grace provided? Individuals who wanted to enhance their careers are still looking; individuals who may have not been looking and who are highly skilled will be more receptive to making a transition; and organizations have time on their sides to make the right hire. With video conferencing and other technologies available, the interview process does not have to slow down.
  • The increased number of individuals working remotely, hiring managers have the rare opportunity to see the “true sides” of people. The current state of affairs is testing everyone differently. There are several behavioral and psychological effects of this new dynamic and they can truly play to the benefit of companies when to vetting candidates.
  • Now more than ever is the time to work with a search firm to derive a solution that works for both parties. Think outside the box regarding payouts to firms, onboarding and offer letters. As a silver lining to this crisis, better ways of doing things all together may emerge resulting in more cost-savings, improved efficiencies, and effective processes.

Embrace this time as a time to reflect on how businesses can be more effective and streamlined. This is a time to slow down, focus on hiring efforts and finally be able to make more informed decisions on the growth and stabilization of workforces. Thinking outside the box may net some creative solutions that will serve the construction industry for years to come.


Navigate The Online Forest To See Each Opportunity Tree – 5 Quick Candidate Tips

When you are job searching and apply for a position on platforms such as LinkedIn or various other providers, there are a few things to keep in mind in order to keep your search efforts moving forward.

  1. Help, I can’t see your profile photo – Recruiters and employers want to see you! Avoid photos with sunglasses, at a bar or with your significant other. Your job profile should be all about the ‘best you’ during your job search. Save the casual photos for Facebook or Instagram
  2. Be sure to check your account twice a day – If you have applied for a position it is imperative that you check those accounts at least twice a day. Recruiters typically start very early in the morning and go late into the evening when reviewing applicants and reaching out to connect. Their time during the day is used to speak with potential candidates and that time fills up quickly. Be available to return an email or message in order to keep your search moving forward.
  3. Use your full name – This does not mean you need to include your middle name at all. For example, instead of putting Sandra K. for your profile, be sure to put Sandra Kinsey.
  4. Double check your contact information – If your contact information is incorrect, no body will be able to get ahold of you? Be sure that your phone number, email address and any possible social media links are up to date.
  5. Location, Location, Location – Directly under your name is the city and state in which you live. You will want to make sure that this information is correct as well. Recruiters and Talent Acquisition teams will search by location for specific types of positions. If you live in the city where the search is being held but your profile shows a previous city in which you lived, you could miss out on that opportunity.

Visit us at and follow us on LinkedIn for Open Positions.


Foster Professional and Personal Growth Through Company Culture to Increase Retention

Owners and executives in the construction space spend loads of time focusing on the bottom line. They may find themselves asking questions daily around how their numbers look, what percentage growth they’ve seen, what projects they have coming down the pipe and if they are trending toward their company revenue goals. And the list goes on. How often do construction executives monetize their company cultures?

This is not earth-shattering news to anyone who has looked for candidates or tried a search lately, but—just to highlight the obvious—the current market makes it challenging to find experienced talent. The problem ranges from management to skilled laborers. There are many individuals who are trying to monetize the value of even being in the industry to start. On the flip side, individuals with a strong background who can manage and run teams out in the field are looking to make a change or find a new opportunity are zeroing in on a company’s culture.

Skilled construction employees who are motivated and team players want to ensure the next move they make is to a culture that fosters personal and professional growth. They look for a culture that has the ability and reputation to hire other great talent when it comes time for growth in their internal team.

There are some interesting facts that go along with setting a strong culture in the construction industry that construction leadership should keep in mind. When asked about the top three reasons why construction is a good career choice, most contractors (70%) select the earning potential in this field.

Many contractors also note the potential to build a career in this industry, with 43% selecting the opportunities for career advancement. A high percentage also see value in the work itself, with 37% choosing the ability to gain skills on the job and 27% reporting the diversity of work experiences among the top three reasons for working in construction. In addition, one quarter (25%) regard the satisfaction of creating a tangible asset such as a building to be part of the reason that working in construction is a great career, an aspect relatively unique to this profession.

Reputation and culture go hand in hand. Statistics alone indicate that a strong culture can improve margins by 33% or more. With stronger leadership and individual drivers in an organization who also value culture, organizations will gain the leverage needed to hire new employees or contractors who are drawn to this same mindset of putting culture at the top of the list. To put it simply, culture drives productivity.

Skilled and well-trained individuals are looking at company and personal growth opportunities—not just a job. As candidates research potential employers, the topic of culture is top on the list.

In the construction arena especially, these trained professionals are looking at culture and talking to others in their network. Specifically, they want to know how company culture will impact their professional growth and personal fulfillment. They’re likely going to ask themselves the following questions.

  • Will he/she be able to gain more skill sets and experience?
  • Will he/she have the opportunity to lead a team or manage a construction site?

Those in leadership are all too familiar with the word retention. By stabilizing, focusing and strengthening culture, retention numbers increase along with employee satisfaction. Employee and contractor turnover can be stifling to an organization, especially in the construction industry. It all circles back to having culture at the core. Culture trumps strategy and, frankly, everything else.

Written by Johanna Chryssikos Artemis Partners
Johanna Chryssikos is the president and CEO of Artemis Partners, a Houston-based executive recruiting firm.


Tips for Working Remote With Kids and Pets

Tell our readers how you started Artemis Partners.

  • Designate a dedicated workspace, preferably with some privacy (if open area, try a decorative room divider)
  • Remove pets before going into conference call or outside customer calls (put dogs outside if possible – in case they bark).
  • Establish hours and a cue to cut off (such as setting alarm or going for a walk)
  • Agree on communication schedule and method with managers and direct reports
  • Get ready for work as normal (resist the urge to wear pajamas as it negatively affects productivity and business casual at least promotes productivity)

Limit Distractions:

  • Limit television and news media to before and after work hours
  • Resist social media and non-work related visits/calls.
  • Set expectations with other household members and outside friends/family – (ask them to behave as if you are away at work)

Take Short Breaks:

  • The perfect time for that daily dog walk you always promise Fido but try not to do household chores you’re tempted to do during work hours.
  • Use your normal lunch hour to gather around the table with family for lunch and take a 15 minute walk around the block.

Keep Moving:

  • Exercise, walk a few minutes every hour or alternate sitting and standing if possible (at bar height countertop or standing desk)
  • Build in social interaction with colleagues – remote visit or virtual happy hours

Occupy Children at Home:

  • Get help from other family members not working
  • Access online learning tools a few hours a day
  • Create a reading corner with pillows and stacks of books
  • Encourage outdoor play and provide tools (games, sports equipment, plants and gardening tools, project materials)
  • Assign outdoor and indoor chores or opportunities to earn extra money/save you time
  • Activity Center set up – games, books, arts. crafts, and movies or shows to stream

Johanna Chryssikos
CEO of ARTEMIS Partners, Executive Search Firm / VISTAGE CHAIR at Vistage Worldwide, Inc. / Speaker


An Interviewers Guide To Body Language

Most interviews begin with the same format. You introduce yourself, pull out a candidate’s resume and the job description you are using as a guide and then dive into asking copious questions of someone you just met. Your goal by the end of this forty five minute meeting is to determine if he/she is that key hire you have been looking for. Sometimes there is even a second interview and then 6 months later you turn around and realize that this person you hired is not what they portrayed themselves to be. They said they were a hard worker but I am not seeing that. They ‘told’ me they had experience managing a team however their lack of engagement is noticeable. But how is that? We asked a lot of questions, did several interviews and even called references. What did we miss?

When interviewing we should focus on the same tools we use in a negotiation. Why? You are not necessarily on the defensive or trying to ‘win,’ however you are trying to learn what drives this person you just met and make a decision based on short term information.

We suggest starting with ‘baselining.’ This is a way to determine an individual’s natural personality versus one when they are in a heightened state of stress. And let’s face it; interviews can be stressful no matter how much experience someone has. You can achieve this by making small talk and engaging in conversations that are not about the position they are interviewing for but around them personally. This is when you can take note of their relaxed state and natural body language. How much do they smile, how much eye contact are you given, which gestures do you see most frequently, what excites them, do they cross their arms and what type of posture do they display during this phase of the interview. Once you have a baseline you will begin to notice variations in this natural behavior when the candidate is made uncomfortable or answering questions they are not really sure of.

Direct eye contact, head nods, smiles, and forward leans indicate interest and agreement. If someone is looking around, leans back, their eyes narrow and a lack of energy are key indicators that the individual is not necessarily interested in adding value to the position but rather looking for a job. Stress signals are recognized by higher tone of voice, tension in the body, touching of the face, tightly crossing of ankles and fidgeting (doing several different body movements at one time). This will indicate if the person is being honest when answering questions regarding their experience, confidence in doing the job well or being truthful.

Obviously there are many unspoken cue and multiple books you can read on the subject. These same cue and strategy can be used in general meetings to gauge interest from employees, negotiations, sales meetings and more. Non verbal cues are the unspoken insight that helps us determine what the other person is thinking. There is a theory that we were given two eyes, two ears and one mouth for a reason. Ask the question, stop talking and begin listening to your candidate in addition to watching their non-verbal cues.

Article here: An Interviewers Guide To Body Language


Harvard Business Review – On Emotional Intelligence

The topic of Emotional Intelligence is a focus for us as an Executive Search firm and on a consistent basis. If you have not put much thought into how emotional intelligence effects your hiring strategy, I urge you to take some time to read up on how EI is developed and how individuals with a high EI thrive in life and the work place.

What is Emotional Intelligence at its core? This is defined as the ability to identify, assess, and control one’s own emotions, the emotions of others, and that of groups. The skill sets that follow are Self-awareness, Self-regulation, Motivation, Empathy and Social skills.

Think about this, how many times have we promoted or hired a highly skilled executive into a leadership position only to find that they are failing at the job? This person is missing what is known as ‘the right stuff.’ The right stuff encompasses all of the traits listed above and without it even the person with the highest IQ will not make a great leader.

I have included somewhat of a cheat sheet below to identify emotional intelligence traits:

Self-awareness: Self confident, realistic self-assessment, and self-deprecating sense of humor.

Self-regulation: Trustworthiness and integrity, comfort with ambiguity, and openness to change.

Motivation: Strong drive to achieve, optimism, even in the face of failure, and organizational commitment.

Empathy: Expertise in building and retaining talent, cross-cultural sensitivity, and service to client and customers.

Social skills: Effectiveness in leading change, persuasive, and expertise in building and leading teams.

Read full article here: Harvard Business Review


HBJ’s 2019 Women Who Mean Business honorees announced – Houston Business Journal

After reviewing hundreds of nominations, the Houston Business Journal has named 65 women as honorees for the 2019 Women Who Mean Business Awards and 10 as Women to Watch.

All of the honorees across nine industries will be recognized in a special section of HBJ’s Oct. 4 weekly edition and at an awards reception on Oct. 3. Click here to learn more about the event and to purchase tickets.

A lifetime achievement award winner will be named at a later date and will also be honored at the reception.

The criteria for selection included career achievement, contribution to company and city success, community involvement and leadership. The 2019 judges were Stephanie Burritt, principal and managing director at Gensler; Suzan Deison, CEO, president and founder at Great Houston Women’s Chamber of Commerce; Gabriella Rowe, CEO at Station Houston; Robin Russell, deputy managing partner at Hunton Andrews Kurth; Claudia Aguirre, president and CEO at BakerRipley; Kimberly McKay, managing partner at BKD LLP; and Carol Guess, chair at the Greater Houston Black Chamber of Commerce.

Women to Watch

  • Johanna Chryssikos, CEO, Artemis Partners

Read full article here:


Meet Johanna Chryssikos of Artemis Partners in Galleria


Today we’d like to introduce you to Johanna Chryssikos.

Johanna, can you briefly walk us through your story – how you started and how you got to where you are today.
I learned my love of people and supporting their needs during my time as a high school coach and then high school assistant principal. I have a natural passion for doing what is right for others and helping them to make their world a better place.

After leaving the education system to pursue a career in business, I learned quickly that the relationships and commitments I had with my clients were invaluable once again. I saw where there was a gap in how services and products are delivered and wanted to focus on how to improve that for my clients. That is when Artemis Partners was born. The name of our company comes from the Greek Goddess Artemis who was a hunter and protector. This is exactly what I wanted the company to be all about for my clients:protecting their needs, dreams, and goals while hunting for the right resources to help them grow.

Human capital is the number one area where I have seen companies, school systems, and event sports team thrive or fail. My passion for coaching and guiding is the foundation of what we do for our clients. I did not want to be the “fast food” type of staffing. Please do not send a job description and just ask us to fill it. We want to understand our client’s’ culture, successes, and pitfalls in order to understand what type of person would truly be a strong fit and help their team to not just survive but to grow. We are not in the business of filling in gaps, but rather in the business of creating opportunity……..because it is the right thing to do.

Overall, has it been relatively smooth? If not, what were some of the struggles along the way?
Starting a company takes grit, tenacity and a lot of faith in your dream and yourself. Starting from ground zero with no investors, no financial backing and a laptop can make it challenging. Working longer hours than you would at a job that gives you a steady paycheck, living in a silo, wondering if it will all work and the biggest piece, in my opinion, was how to spread the word about what we are doing. The first two years are the toughest and if you can get through those, you can find gold at the end of the tunnel. You have to make a hard decision within that time frame to fish or cut bait and how badly do you want to fish in an empty pond! That is where the tenacity and belief in yourself and your service come in to play. Making personal sacrifices, not pulling in a paycheck and using any accounts you close the first two years to keep the lights on ‘so to speak.’ I have great admiration for those who have come before me. Those business owners who have taken nothing and turned it into something. Anyone should respect that and that is exactly why we push so hard for our clients. They have blood, sweat and tears sitting behind four walls that they built and they deserve for someone to truly look out for them.

Artemis Partners – what should we know? What do you do best? What sets you apart from the competition?
We are an executive search firm based in the great city of Houston. We have an amazing city with many talented businesses, individuals and an economy that is becoming more and more resilient as we diversify. We specialize in management positions in all industries ranging from CEO to directors of sales. Our goal is to look not only for the experience but to also hone in on the soft skills, leadership traits, culture and growth potential of candidates that match the needs of our clients. We are very proud of how hard we work for our clients and we stand firmly behind what we deliver. I would say that we are the proudest of our delivery to our clients. Getting a phone call, email or text from them because they are so pleased with their new hire is the best reward we can get. We focus strongly on our referral sources because we want to add value to them and their clients which makes everyone a winner. Setting expectations without any surprises……..that is our motto!

What is “success” or “successful” for you?
I define success as how much I have positively impacted others. At the end of the day, have I or the company added value that can be passed on to others or help others build on themselves. That, to me, is the best gift that we receive after a good day’s work. Have we done the right thing? Have we 100% taken into account what our clients need? Have we helped them to improve their team? Have we, in some way, made their lives better? A big smile and a “Thank you for all you have done.” can be SO VERY rewarding!

What is “success” or “successful” for you?

  • Retainer program set at 15% of employee compensation, guarantee money back or 120 day exchange
  • Pay For Placement set at 20% of employee compensation, guarantee money back or 120 day exchange
  • Referral Program – Anyone referred into us gets their first placement (retainer or pay for placement) set at the 15% rate so you can experience working with us


It is important that your new hire understands your culture and learning it becomes an extension of the interview process. Continuing conversations and setting expectations. Setting the culture quickly with the new hire and your existing team can be incredibly valuable in the long run and in time will create true commitment and support of your company goals, increase longevity, and foster team work.

Recruitment: A strong company culture is one of the best ways to attract potential employees. A positive culture gives an organization a competitive advantage. People want to work for companies with a good reputation from previous and current employees. A company with a positive culture will attract the type of talent that is willing to make their next workplace a home, rather than just a stepping-stone.

Employee Loyalty: Not only will a positive culture help recruitment efforts, it will help retain top talent as well. A positive culture fosters a sense of employee loyalty. Employees are much more likely to stay with their current employer when they feel they are treated right and enjoy going to work every day.

Work Performance: Strong company cultures have been linked to higher rates of productivity. This is because employees tend to be more motivated and dedicated to employers who invest in their well-being and happiness.

Collaboration: Employees are much more likely to come together as a team at companies with a strong culture. A positive culture facilitates social interaction, teamwork and open communication. This collaboration can lead to some amazing results.


Lessons From Herb Kelleher

Herb transitioned the way we look at our employees and how they can truly add value to your customers and company as a whole. It is not just a mind set, but a way of life for employees of Southwest Airlines.
“We hire great attitudes, and we’ll teach them any functionality that they need.”
Attitudes and gumption go a long way in business. Individuals who are team players and want to work hard are not replaceable and that mind set cannot be taught.
“Your people come first, and if you treat them right, they’ll treat the customer right.”
Employees who feel valued and listened to, are far more productive and effective for their team. This is part of your 26% that is fully engaged.
“I forgive all personal weaknesses except egomania and pretension.”
What a great lesson for leaders and managers. If we lead with the mindset of growing our team instead of leading our team, our team can eventually lead themselves. 

How Engaged Is Your Staff?

The numbers just don’t lie! Typical Engaged employees makes up only 17% of your team! Can you imagine? These individuals understand your values and your ‘WHY’ for your clients and customers. Next we look at those who are Not Engaged and that comes out to 57%! These are individuals who are there to work and ready to leave when the clock hits 5pm. Then we have your Actively Disengaged group that make up 26% of your workforce. That is more than a quarter of your team that is disregarding any goals or objectives that you are putting out for company growth or sustainability.

So how do we begin turning that 26% of Actively Disengaged group around? It all starts with hiring the right people. Looking for individuals who understand your ‘WHY’ and see value in what you are trying to accomplish. Individuals who are team players and get satisfaction out of working with a team to drive revenue, productivity and next quarter goals.

Avoid hiring just to fill a role. Look for people who will ADD VALUE to that role and your team! The rest of your Engaged population will thank you for it.


Can You See The Forest For the Trees? – How Staffing Agencies Can Work For You

As a staffing agency we want to provide the best service possible for our clients. Our main focus in to ensure that we not only find the right fit for the position, but also the right fit for your culture. The second piece is just as important as the first in our opinion.

Staffing agencies core business is recruiting, screening and selecting the right candidate for a position.

Tasks that agencies streamline:

  1. To recruit for a new position, first you must write the job description then post the job listing.
  2. Then be prepared to be overwhelmed (or under whelmed) with applicants.
  3. You will have to collect, organize and review cover letters and resumes.
  4. Prescreen applicants based upon the materials.
  5. Then pre-screen many through phone interviews and then conduct formal interviews.
  6. Once you have narrowed down your choice, you will check references and verify past employment, conduct background screening and drug testing and then work out compensation.
  7. Finally, you can extend a job offer that may or may not be accepted.
  8. Depending on the requirements of the position, the hiring process can take a few weeks to a few months.

However, good agencies can find candidates quickly. By leveraging recruiters’ networks, which are growing all the time, staffing agencies are able to save companies significant time and money reviewing qualified from unqualified candidates.

The end result is that overall costs to the client can be kept down and they are better able to manage their workload during seasonality or special projects.

Bad hires can be minimized, again saving time and money. Seasoned recruiters know that a positive interview does not guarantee a positive job performance. Therefore they can balance an employer’s immediate needs with its long-term needs. Many times they will suggest accepting candidates on a contract, or contract-to-hire basis. With this arrangement, an employer can make sure a candidate possesses the necessary skills and experience before bringing them on as a full time employee.

Artemis Partners prides itself in finding strong candidates that match your needs.


6 Foundational Traits of a Leader

When working with clients we hear they want a “LEADER” to join their team. Someone who can guide and develop their existing employees. After discussing basic job requirements, we then work with our clients on how to uncover the leadership traits they seek. Below are 6 traits to look for when hunting for a leader.

VISION – Leaders should know what their goals are, what vision they have for themselves within a company and what aspects of the team that are needed to help improve the results of that team. Not only do leaders have to have a VISION but they have to be able to develop and create/implement a plan to see it through. With passion and drive they are able to share their vision and create support from others to help fulfill their goals and the goals of the team.

FOCUS & DISCIPLINE – A strong leader is disciplined. They set goals and priorities to develop actions in order to fulfill their end game. Because they are focused, they are able to drive action and get results. They are focused on the goal all while inspiring others and encouraging them along the way.

– A true leader has a strong value system which in turn develops trust from those around them. This integrity fosters genuine character within a leader that proves they will not take the easy route to harm the business. They want to ensure that integrity is maintained rather than take shortcuts. Their ability to be honest, forthright and controlled ensures others that their approach is reasonable and valuable. This generates trusted followers that are loyal and want to do a good job for the ethical and trusted leader.

– Great leaders have the ability to share success and failure with others. They are genuine about giving credit to others successes and will also take responsibility for failures. Their ability to take the good with the bad is the hallmark of a strong leader.

HUMILITY – Leaders embrace the fact that “We are all human.” They do not put themselves above others and treat colleagues in the same fashion in which they want to be treated. They are open to new ideas and understand that they are not the only one with ideas that can foster change. Leaders have the ability to listen and accept different ways of doing things and do not judge others for being open about their ideas. This also establishes trust and respect.

HUMOR – One of the most important traits is that a leader can use humor to generate support. A good dose of laughter can diffuse tough situations. This bit of spice allows others to be inspired, motivated and want to achieve more. Some people are born leaders and others can be molded. A strong leader can see potential in others and inspire them to grow.


NAWBO – Let’s Talk About When a Negotiation Actually Starts

What a wonderful time today at the NAWBO luncheon discussing negotiations and how to walk away with results that you and your client will both be happy with. There were amazing women in attendance and a wonderful lunch included.

Key Points:

  • Be prepared before you visit with your client or prospect
  • Listen and ask the right questions
  • Understand their needs first
  • Know what you are willing to take or walk away from
  • Understand the art of body language
  • Be sure that both parties win, remember they will be your client
  • Do NOT take anything personally
  • Ask for what you want

Don’t get caught hiring a Grinch

Behavioral job interview questions are your best approach during candidate job interviews. But, the occasional unusual job interview question has the potential to yield thoughtful information about the candidates you interview, provides personality profiling and breaks up the interview.

Behavioral Questions:

  • Describe a situation working with a group or team where there was interpersonal conflict. Describe how you approached the conflict. What worked and what didn’t? How did you manage the outcome?
  • Describe a situation when you took a risk professionally. What was the outcome?
  • Tell me about a time when you had to win someone over to your way of thinking. How did you accomplish this? What was the outcome?
  • Describe a situation you feel you should have handled differently?” This will show their ability to be honest with themselves and you, humility, and gives you a chance to watch them ‘work through’ their answer (which also shows you how their thought process works)

Unusual Questions:

  • In the news story of your life, what would the headline say?
  • If you could be a superhero, what would you want your superpowers to be?
  • If you could have dinner with anyone from history, who would it be and why?
  • How do I rate as an interviewer?

Pitfalls of Executive Search

There are some key elements that you should keep in mind when conducting your Executive Search. Remember that this individual will be responsible for knowledge of the industry, guiding your team, having a connection with your team and have the ability to bring new ideas to the table. These positions are important and can smother the goals you are trying to achieve or make them flourish and thrive.


Be sure that there is an internal consensus before beginning your search. It is a mistake to bring in an executive recruiter before you have developed a clear analysis of the company’s needs. Searches sometimes fail because a client rushes to engage a recruiter to find an Executive, Director or VP before developing a detailed job description that is agreed to by all of the other relevant executives.


Put a manager in place with final responsibility for the search process. Searches do not manage themselves nor should the executive recruiter be left to work independently. One member of the client organization should be the “point person” for the search process. This person should take direct responsibility for the success of the search and should demand briefings from the recruiter every week or whenever new developments arise.


Settling for a “satisfactory” candidate. Sometimes, clients feel obliged to hire the best candidate of a weak group rather than let the search be a “failure.” This is a mistake. The point of using an executive recruiter is to find superior managers. Everyone involved in the process should share this expectation.