5 reasons to jump at the chance of going on an interview

Posted by Bernie Reifkind on November 9, 2017

Are you feeling pretty comfortable in your current job?  If you are making a decent living, and if the work is “ok” and if your boss is not too terrible, it can be easy to get complacent. Why rock the boat, right?

Until one day, things change.

Your perfect world reveals itself to be not so perfect.  Maybe there is a change in upper management, an annoying new co-worker or at worst: a layoff.

When big things happen against our will, we often wish that we could have known in advance to prepare.  No one knows what the future holds accept the absolute fact that things always change.

When it comes to our careers most of us play offense.  We work hard, we aim to achieve.  But one should never forget that we also need to play some career defense at times.

Going on job interviews-when things are going relatively well- is a productive form of career defense.

When a career opportunity presents itself, jump.  Take a shot.  Someone wants to meet you?

Take the meeting.  Why?

If you’re not constantly striving for new challenges then what are you really doing?  Don’t you owe it to yourself to know what else is out there?  You might find out that your job no longer fits.

Or maybe you want to put some zing back in to your career and your life.  There is something to be said about being invited to go on an interview.  It feels good to feel valued.

The best time to interview is when you do not have to.  Because after all, what is the risk? If you are already employed and you have cash flow you are already ahead of the game.

The flips side is staying put and waiting for the potential shoe to drop.  Do you think that it can’t happen to you?  Don’t be delusional.   .

When things change, they change again.   For that reason alone, give yourself permission and go on an interview and see what else is out there.  This is a very healthy career strategy for 5 reasons:

  1. By interviewing, you just might discover something that never even occurred to you before, such as a fresh new way to look at your career.
  2. You might meet someone that gives you a fresh idea that you hadn’t even considered.
  3. You can learn what the competition is doing and find out if your compensation is in line with the market place.
  4. It’s great for your ego! It doesn’t mean that you have to accept a new job, but if feels so nice to be wanted. Feeling good makes for a more fulfilling life.
  5. Interviewing is a great way to validate just how fortunate you are in your present job.  Most people think that the grass is greener somewhere else only to discover that this is a delusion.  After an interview you can truly access if staying put is the best option.


Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1 (310) 247-8900  or email at ceo@premiersearch.com.

Here’s the only reason to ever hire anyone

Posted by Bernie Reifkind on October 9, 2017

To make money. PERIOD.  After all, isn’t that the reason that a business exists?

A hiring decision is an investment decision to solve a need: to grow a company or to stop from losing money because a key employee is gone for whatever reason.

So the real issue is that hiring solves a need.  That’s the key reason why people buy almost anything, whether or not we are consciously aware of our actions.  Of course we look for value when we buy, but at its basic core: we buy because of a need or a perceived need.

Employers:  when you hire someone make sure that you are hiring to solve but more importantly make sure that you are “buying the solution.”  In plain and simple terms, make sure that you have properly identified the business need that you have and why that need exists, then and only then hire/buy the solution.”

That’s right, hire the solution.  Is the company growing?  Hire more staff.  Is the company doing well and then a key employee leaves?  Hire more staff.

When you hire the solution, you are buying down the business need or enhancing business profit and ultimately solving the issue at hand.

It’s all about making money.

In conclusion, buying or investing in the solution should be the strategy when making a hiring decision.

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

Employee absenteeism is killing your business- here’s why

Posted by Bernie Reifkind on October 6, 2017

For a lot of people, Monday morning is a drag.

As a result, Monday is usually the day that most employees “call in sick.”  Yes good old Monday, the day that jump starts the business work week.  Monday is the day when a business is once again building momentum after the weekend.

So Monday morning absent employees can cause a serious stumble right out of the gate.

For employers, the constant absent employee throws a huge monkey wrench into the machinery of an operation.   Here’s the thing- a “no show” employee should be a “no go” employee for most businesses.

As a business owner of a healthcare executive search firm, I know first hand that very few things about my business aggravates me more than employee absenteeism.

Of course things happen in our lives that might prevent us from coming to work.  We get sick, our kids get sick, etc.

But come on.  Many employees burn threw whatever sick days they have accrued within the first few months of a new year.  Not good.

So what do you do if you are an employer with an employee plagued with absenteeism?

For starters: stop being held hostage to an absent employee.  You are being delusional if you think things might change- so take action immediately.

First, provide a clear warning to an employee with absenteeism issues.  Even better if the warning is in writing.

If it keeps happening than an absent employee needs to be fired.  Plain and simple.

Replace that person with a show up employee and watch the results.  No employer should ever fall into the delusional trap that an employee in the work force is “irreplaceable.”

No employer should ever hold on to an employee with absenteeism issues. Maybe it is time for a permanent absence.

When evaluating an employee, it’s NOT just about performance.  Showing up consistently is just as critical in performance evaluations as performance.

In summary, if you are a business owner or a manager, wake up!

Stop your own absence and take a cold hard look at employee absenteeism.


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.  I welcome your phone call.

Always take a recruiter’s call: here’s why:

Posted by Bernie Reifkind on October 4, 2017

Even if you may not be “on” the job market, most likely you are “in” the job market should an excellent opportunity come your way.

So it makes complete sense to take a call or an email the next time a recruiter reaches out to you.

Simply put, you never know if a better opportunity exists.  When opportunity knocks, shouldn’t you at least…listen?

Here are some reasons for taking a recruiter’s call:

  • Maybe there is an exciting new opportunity available that you had not even considered.
  • You can establish a relationship with a recruiter for the future.
  • You can re-affirm your current position and re-consider if it still aligns with your abilities and career goals.
  • You can discover if your compensation is in line with others in your line of work.
  • You can learn the trends and strategies of other companies in your line of work.
  • You just might learn about an opportunity that had never even been on your radar.

This is not to say that you should ever waste the time of a professional recruiter.  However, what is the risk of listening to an opportunity?  Maybe there is something better out there or maybe you can re-assure yourself that you are exactly where you think you should be in your career.

So, the next time you receive a call from a recruiter, why not find out as much as possible about an opportunity that is presented?

You just might find out that your current job is stale and perhaps you are being underpaid.

The idea is to keep an open mind……..if only to assure yourself that your current job and career path is still valid.  Job complacency and being too comfortable can often be detrimental to your career.

Be aware that the grass may be pretty green right where you are but sometimes that very grass can easily become quick sand.


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.  I welcome your phone call.

Hiring? Dig deep in an applicant’s online presence

Posted by Bernie Reifkind on October 2, 2017

Some advice from a healthcare recruiter: dig deep about an applicant’s online presence before making a hiring decision.

Never before in the history of business is so much information available to hiring employers before making a hiring decision.

We live in a time when most people share personal things online.

Social media can offer a treasure trove of information on just about anyone. Even an employer does not use Facebook, LinkedIn, Google, You Tube, Instagram, Twitter etc., one can at least get a glipse behind the resume by doing a little snooping online.

Receiving a good resume from a well-qualified applicant without checking the applicant out online can save many headaches.

Every hire is risky both financially and in company morale. Checking out a potential new hire by doing deep online research can mitigate a poor hiring decision. Consider the following:

  • Check out a prospective applicant’s LinkedIn profile. A bad LinkedIn profile is a red flag. Does the profile match the person’s resume?. Make no bones about it, employers are using (and should be using LinkedIn) to pre-screen a prospective applicant. In addition, employers are looking at an applicant’s picture. To be candid, a LinkedIn profile is a resume with a photo.  Advice to anyone on LinkedIn: make sure your picture is a professional “head shot” and not some casual selfie picture taken while driving your car.
  • Someone’s Facebook page can be almost be a first interview; if you don’t like a person on Facebook, you probably won’t like working with them. Though many profiles are restricted to what the general public can see, there is still a ton of information to decide if an applicant may be a good hiring fit.
  • Google is completely invasive to our privacy, but business is business.  Google every aspiring new hire and find out everything available.

Checking on someone’s social networking activity is about learning as much about the character and makeup of the applicant as possible. Consider this: to whom a candidate responds to and agrees with online, can be just as revealing as personal updates and comments.

Another huge reason to thoroughly vet someone online: there are certain questions employers aren’t allowed to ask during interviews, especially if they’re of a personal nature. A social media search offers a glimpse into a candidate’s life. A digital footprint can reveal whether or not a candidate’s personal beliefs could clash with a company’s message or harm a reputation.

In conclusion, conducting deep online research is critical to making good hiring decisions.  Social media is a terrific tool in for employers.

A warning to applicants: be conscious of the long term effects of items you’re posting or agreeing with online. Social media is a virtual version of you – make sure that it is an accurate, appropriate representation.

Please feel free share this article to those that might benefit. Thank you!


Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1 310 247-8900  or email at ceo@premiersearch.com.