It’s human nature in the work environment to loosen up a bit when the boss is not around.  To be fair, most employees do their job effectively whether or not the boss is around.  Most people strive to do their very best at the task at hand.

So what happens when the task changes?  What happens when the pressure sets in and deadlines are approaching? What happens during the rocky times that all businesses go through from time to time?  Who’s is ultimately responsible?

You.

Here is another cliche that is fitting and proper “if you want something done right, do it yourself.”  This is not to imply that one should not delegate.  Being a successful manager or employer is all about delegating even the most important tasks.

Having said that, an employer needs to keep a constant “finger on the pulse” and never let up even if you are getting complaints from whining employees about being micro-managed.

Micro-managing is a vital part of an employer’s job.  An employee’s work environment is not a popularity contest.  It’s about successfully fulfilling the ongoing tasks at hand in the way in which you as the employer sees fit.

Some people work better if they are micro-managed and are held accountable all day long.  Other’s do not need as much hand holding but nonetheless, micro-managing assures you that a job is getting done the way that you want it done.

You’ll know if you need to back off if you are putting too much pressure on an employee- the employee will tell you- and then back off, but just a bit. 

Too bad if micro-managing is insulting to an employee’s self esteem.  If you can’t take the heat, get out of the kitchen.

In summary, never feel the need to justify your micro-management style.  If you are the boss or a business owner than you risk the most.  You have to micro-manage to ensure success.

What are the ramifications of not micro-managing and constantly holding people accountable?  Why find out?

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

To be, or not to be, that is the question:
Whether ’tis nobler in the mind to suffer
The slings and arrows of outrageous fortune,
Or to take arms against a sea of troubles
And by opposing end them.

Obviously this is brilliant writing but within the context of today’s complicated world of recruitment and career search, Shakespeare would have probably been clueless.  

In addition, he would have been completely lost as an employer in today’s modern world sifting through countless resumes and conducting countless interviews attempting to find the very best candidate to fill a critical opening.

“To be or not to be?”

Obviously, he never had to go through the recruitment process or to put together a first rate resume, seach for opportunities, go on multible job interviews, and wait sometimes excruciatingly long for a job offer.

So let’s examine this wonderful passage from Hamlet and apply it’s message to today’s employment and recruitment world.  Let’s start with “to be or not to be: as it relates to employment.” 

Most of us do not have the luxury to ponder this option (“to be or not to be employed”) because of obligations both personally and professionaly.  Except in very rare cases, one must earn a living.

To be, or not to be, that is the question:  With regard to employment-there is no question-most of us need to BE employed.
Whether ’tis nobler in the mind to suffer:  To look for great candidates or to look for work is to suffer-plain and simple and there is nothing noble about it.
The slings and arrows of outrageous fortune,  We should all be slinged and arrowed and have an outrageous fortune.
Or to take arms against a sea of troubles The employment world is a constant sea of troubles.
And by opposing end them.  We would all like to oppose and end our sea of employment troubles, but who’s kidding who? The human dynamic is complicated and there will always be change whether or not one opposes this fact!

In conclusion, translating a Shakespeare quote in the context of  today’s world of sophisticated and complex recruitment and career advancement is tricky business at best.

However if “all the world is a stage” then employers must direct a Tony winning performance in recruiting and managing a world class staff.  If you are a candidate than you need to give an Oscar winning performance during an interview.

Oh, and one more great Shakespeare quote for all of us: “Be not afraid of greatness.“

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

Dear President Obama,

I am a private business owner in Los Angeles, California operating a health care executive search firm, Premier Search, Inc.  We are in the employment business assisting health care organizations nationwide in finding staff. 

Although the current economic conditions have affected my business, I think that it is important to share with you some bright spots with regard to employment that might not show up in national labor statistics.

In the past two weeks alone my firm has been responsible for securing employment for more than 12 Americans.  That number might not seem a lot, but I assure you that there are 12 families whose lives have been changed.  We anticipate similar, if not higher numbers in the coming months.

In essence, my firm is directly responsible for putting Americans back to work.  

There is a message here that our fellow citizens urgently need to know.  There needs to be more of a spotlight on small businesses just like mine that are directly making a difference in America not just in employment, but the economy.

Small businesses are the foundation that America was built upon and the lifeblood of our economy.   I began my business from my dining room table in 1987, a classic American story.

It has been written that helping someone find a job is the greatest charity of all.   My firm course is not a charity but it is symbolic of what America stands for: opportunity.

Mr. President, I would welcome an opportunity to meet with you at the White House as a positive symbol of a small business that is directly putting America back to work.  Americans need to feel inspired about the future.  I would be honored to help put forth this message.

Yours truly,

Bernie Reifkind, CEO/Premier Search, Inc.

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at ceo@psihealth.com

As a healthcare executive recruiter with more than 20 years of experience, you might imagine the countless conversations that I have had with my clients- looking to fill job openings- and my candidates- looking for jobs!

After an interview I usually follow up with both the employer and the candidate to debrief and find out how the interview went.  My first question is usually to ask how long the interview went.  Obviously if the interview was less than 10 minutes long than chances are great that the interview was a disaster.

If however an interview lasts longer than an hour, that is a pretty good sign of some mutual interest.

There are so many questions that are asked by both candidate and employer during an interview as each party is learning about each other.  Some questions by employers are so completely lame that it is almost comical.

Here are the top 4 most annoying interview questions to a candidate:

1.  What are your weak points?- Like someone is really going to tell a complete stranger something incriminating about themselves.  Would someone really say  “I come to work late sometimes” or  “Sometimes I spend the entire day surfing the net” or “I am really lazy”? Of course not.

2.  Where do you see yourself in 5 years?- If you want the job bad enough you’re going to almost certainly lie and say something politically correct such as  “If it’s with your company, then where you feel my abilities will be of most benefit to the organization.”  Yeah, right.  Most people have no clue where they see themselves tomorrow!  It is such an annoying question.

3.  How would others describe you?- Well doesn’t that depend on who the “others” are in question?  If the “others” are your friends and family, they’ll say great things- they’ll would even lie for you.  If “others” are your co-workers, than each one would have a different description of you because each has had different experiences with you- and they too would lie for you.

4.  Why do you want to work here?- Wow, how original.  Another completely annoying question that does not provide for any useful information in getting to know someone at an interview.  Is anyone going to tell the truth and say “I’m unemployed and I’m broke- I couldn’t care less who I work for” or “I want to work here because I’ve been turned down by every one of your competitors”?

If you want some great responses to these difficult questions, feel free to contact me!

I am Bernie Reifkind, CEO and founder of Premier Search, Inc. I can be reached at

1(800) 801-1400 or email at ceo@psihealth.com

Recruiter, Headhunter, Counselor, Agent…….what ever you want to call us, the bottom line is that we are professionals that find outstanding people for our outstanding clients.  

Do I mind being called “headhunter”?  No of course not.  I think the name has some charm to it.  Most people feel very uncomfortable with calling me a headhunter because they think that the word has some type of derogatory tone.

Not at all.

In fact if you google the word “headhunter” you’re likely to get 3,370,000 results.  If you google the word “recruiter” you’re likely to get 17,900,000 results.

Clearly recruiter is a much more common term, but headhunter gets over 3 million search results.  So what is the conclusion to be drawn?

“A rose is a rose is a rose.”

When you need help in filling a critical job opening, contact a recruiter or a headhunter and please do not feel uncomfortable with the word headhunter!

Any questions or comments? I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email me at ceo@psihealth.com