ASM Special Announcements
The Animal Science Monitor is pleased to introduce its “Special Announcements” section. If you have an announcement that you believe would be suitable for publication in The ASM, you can email it, along with your name, to email@example.com. Please keep in mind that all announcements are subject to review prior to publication. We’d like to extend our thanks to ASM friend Jeff Bewley for sending the announcement below to us.
KYDAIRYNOTES is an electronic distribution list for dairy producers and industry professionals interested in receiving timely information from the University of Kentucky Dairy Extension Team. KYDAIRYNOTES will keep you informed without clogging your mailbox.
The list is for distribution only. Traffic will average two or fewer messages per month. To see an example of a recent issue of KY Dairy Notes, click here.
Anyone interested in being added to the distribution list can sign up by clicking here.
If you have any questions, comments, or suggestions, please contact Jeffrey Bewley, Department of Animal and Food Sciences at the University of Kentucky, via email at firstname.lastname@example.org.
A New Look for the Continental Search Web Site
Dan Simmons of Continental Search & Outplacement, Inc., one of the creators of The Animal Science Monitor, is pleased to announce a new look for his company’s website. He would like to welcome ASM readers to visit the site, which is located at www.consearch.com.
The site has been updated to further reflect Dan’s commitment to the animal science industry and the companies and employees that work within that industry. That commitment is summed up by Continental Search’s mission statement, which is below:
“Continental Search is a customer-focused recruiting firm specializing in animal agriculture. At Continental Search, we combine the art of matchmaking and the science of recruiting to bring talented individuals to great companies.”
If you’re a job seeker . . .
The Continental Search website is a comprehensive resource for job seekers in today’s market. A sampling of those resources include the following:
- There’s a “Career Tips” section, where you can find articles covering a wide range of important career-related issues.
- Visit the Job Center, where you can browse through job listings related to animal agriculture and meat sciences, set up hot job alerts to notify you when a job is posted in your area of interest, and even post your resume.
- Access the Relocation Center, which provides information for individuals planning to move for their job.
If you’re a hiring manager . . .
Continental Search focuses on customized search services for companies in the animal science industry, with an emphasis on individualized attention throughout the entire recruiting and hiring process. Visit the site to take advantage of the following resources:
- In the “Recruiting Tips” section, you can access information regarding recruiting, interviewing, retaining, recognizing, and rewarding members of your team.
- For more in-depth information, be sure to sign up for Simmons Says, Dan’s monthly email newsletter especially for hiring managers. Simmons Says contains timely, cutting-edge industry articles and advice about recruiting and retaining the best team possible.
If Dan can help you . . .
Regardless of whether you’re a job seeker or a hiring manager, if you believe Dan can help you, contact him today. You can access the “About Us” section of the Continental Search website, where you can send a message or ask a question, or you can email Dan at email@example.com.
We hope you enjoy the site, as well as this issue of The Animal Science Monitor!
The Benefits of a Mentoring Workplace
(By Dan Simmons)
We’ve written articles in the past regarding the topic of mentoring in The Animal Science Monitor. In fact, you can access one of them, “Creating and Cultivating a Mentoring Culture,” by clicking here. In that article, I outlined the different types of mentoring programs, what to expect from each, and how to implement them.
In this article, I’d like to examine mentoring in a slightly different light, specifically the benefits associated with creating and cultivating a mentoring atmosphere within your company. The article I mentioned above dealt more with the nuts and bolts of the process. Now I’d like to examine the “big picture,” so to speak, including the long-term implications for companies who promote mentoring within their ranks.
Two birds with one stone
Retention and succession planning are two hot topics in organizations today. Companies are focusing on how to keep their top performers and how to fill future leadership positions as the company grows or as Baby Boomers retire. A mentoring environment addresses both of these issues.
Mentoring is an “intangible retention” tool, as opposed to “tangible retention” tools, which includes thing such as compensation and benefits. Employees respond to intangible retention efforts just as much as tangible ones, and they often respond more, depending upon the individual needs of the employee.
When employees are part of a mentoring relationship within the company or they’re aware that a mentoring program exists, it instills in them a greater sense of belonging and personal growth. Imagine for a moment how great an average organization could become if each person in it had a personal development advisor who understood their role and the company culture. Mentoring is an excellent way to help ensure that employees are actively “engaged,” both those being mentored and those doing the mentoring. Keep in mind that engaged employees are more productive than those who are not and more likely to stay with their current company.
With members of the Baby Boomer generation just starting to retire, companies are increasingly facing the dilemma of having to replace their near-retirement workforce. This dilemma provides an excellent opportunity to utilize a mentoring program for the purpose of transferring knowledge from near-retirement workers to those employees most likely to carry out their duties once they’ve left the workforce.
Conducting a self-audit
The first step toward maximizing the effectiveness of a mentoring workplace is to conduct a self-audit of your company culture. Do you have a mentoring program in place, whether it’s formal or informal? Are mentoring relationships encouraged within the company or your department? If you feel as though you’re deficient in some area, create a plan for remedying the situation.
The benefits associated with creating a mentoring workplace are numerous, and they all point in one direction—more productivity and profit, both in the short term and in the long run.
Refer back to “Creating and Cultivating a Mentoring Culture” for more specific information regarding the creation of an effective mentoring program. Or if you’d like, you can contact me at firstname.lastname@example.org to discuss how you can get started.)