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“I’ve been finding people jobs since 1973, and have helped thousands of candidates find great career opportunities. Let me help you too!”... Tony Beshara

"I've been finding people jobs since 1973, and have helped thousands of candidates find great career opportunities. Let me help you too!"... Tony Beshara

Job Search Solution Blog by Tony Beshara2022-03-01T11:55:41-05:00

Business vs. Personal Logic: Unpredictable Decision Making

Janice was a great salesperson, even the leading salesperson in Texas.  She had been with her relatively small accounting consulting firm for 10 years. The firm was family oriented with their corporate offices in Chicago.  They pretty much left Janice totally alone to do whatever she wanted, given she was a top producer.  She ran her business like she owned it and everybody was happy.

But over a period of a few months, the corporate office wasn’t giving Janice the consulting support she needed and she got frustrated. She has consistently been earning in the $150,000-$200,000 range every year for the past few years.  However, the response time on the part of assigning consultants to her projects got longer and longer and she even lost one deal because corporate didn’t move fast enough.

Janice’s company had been a client of ours and in contacting her to see if they had any job opportunities for any of our candidates, she voiced her frustration regarding the need for consulting support. But, she said that this kind of thing has happened before and she knew how to work around it.

It just so happened that a competitor accounting and finance consulting firm to Janice’s employer had an opening for a salesperson, through us. They are a much larger consulting firm and they take really good care of the deals they sell and pay better than just about any consulting firm of their kind in the country. It is not uncommon for some of their salespeople to earn as much as $400,000 to $500,000 a year.

We mentioned to Janice that this client was actively looking for someone in Dallas and considering the frustration she was going through it might be wise for her to speak with them. We realized that she was not actively looking for a job but the first year earnings with this organization would be somewhere around $300,000, if she performed at the same level. It seemed like a no-brainer.

Janice decided to at least speak to our client. We explained to our client how Janice was not actively looking for a job but showed interest given the consultant support and increase in earnings.  They interviewed Janice and absolutely fell in love with her.

Janice had a noncompete contract with her employer.  To a certain extent she would have to “start over” with new clients.  However, our client was willing to “bridge” her earnings for the first year. It would be relatively easy for her to earn $300,000 the first year and even more the second year.

Our client offered Janice the job, however she decided to stay where she was in order to avoid having to “start over”.  By all standards, Janice should have taken this job. There’s really no comparison to the caliber of companies, the amount of support, and obviously the kind of money that she could have earned.  We certainly respected her decision.

One of the mysteries of my profession is that we deal with people. And you never know what they’re going to do. Janice may not ever earn the kind of money she could have from our client, however we are certain she’s going to be relatively happy wherever she’s employed.

By |July 25, 2022|Job Search Blog|

How to Select the best Hiring: Articles/Books/Advisors

Most of the books and articles written about how to get a job are by theorists, who have not actually helped people find jobs!  So much of readers’ time and money is wasted on reading articles and books that have little value or no proven strategies.

My day-to-day responsibilities are solely concerned with finding people jobs. What are my qualifications? I have been successfully finding people ‘real jobs’ for over thirty years. After receiving a Ph.D. in Higher Education from St. Louis University, I began to forge a career working outside of academia – in the real employment world. I have personally placed more than 7,000 people, interviewed more than 24,000 people (of all professions), worked with over 21,000 different companies and have been adding to these numbers every day.

Babich & Associates, the firm that I work at (and once owned) has been in the placement and recruitment business since 1952. I joined the organization in 1973. We are the oldest placement firm in Texas and certainly one of the most experienced in the Southwest. Since its founding, the firm has helped more than 100,000 people find jobs.

Our developed surefire recruiting techniques help people find new jobs and new careers, every day. If you are new to this blog, I explore specific challenges of finding a job and a behind the scenes view in the hiring process in an ever changing economy.

The following are just some of the aspects I will continue to explore:

  • How a recessionary market impacts your personal job search or employment change

  • The psychological dimensions of finding a job in a changing economy

  • How to start taking action immediately

  • What to expect from potential employers

  • Searching for a new job while presently employed

  • How to manage the initial and all follow-up interviews

  • How to deal with being fired and laid off

  • Negotiating the highest pay

For continued practical and highly useful information on how to get hired with companies of quality, good pay, and work/life balance, please continue this journey on my blog site and share it with your friends/family.

By |July 18, 2022|Job Search Blog|

Make No Assumptions, Approaches For An Effective Job Interview

Jane and Angie worked at the same company. They both had about 10 years of experience in both inside and outside sales. They were referred to us by a friend of theirs because their company was changing hands and their function was going to be moved to Chicago and neither one of them wanted to relocate.

Both of them had solid experience and a great track record. We just happened to have an organization that was looking to hire two people with the kind of experience and background they exhibited.

We warned both candidates that it wouldn’t be a good idea, even though they both knew they were working with us, to discuss the interviews that they might get. It’s just never really a good idea to discuss, especially with coworkers, the interviews that you go on.

We explained the position to each candidate and began the process for the initial interviews. By my observation, the difference in each candidate’s job preparation played a key role in the overall outcome.

Jane’s Approach: All in Attitude

Seized the Opportunity: She went on the interview as soon as it was available.


  • She was anxious to take our Job Search Solution selected modules for interviewing
    • JSS is our 60 hour tutorial that we offer every candidate with whom we get an interview
    • She practiced the techniques she learned from JSS and even reviewed with us some of the things she should highlight in the interviewing process.
    • She sold herself extremely well with the goal of “getting an offer” and then worrying about whether she wanted the job after she would get the offer. That is exactly the way every candidate ought to do it.
  • She researched the company; even called someone that she knew who worked there to gather further information

Left a Good Impression:

  • She sold her skills extremely well with the goal of “getting an offer” and then worrying about whether she wanted the job after she would get the offer. That is exactly the way every candidate ought to do it. The client was thrilled with Jane.

Angie’s Approach: Reluctant Progression

Lacked Sense of Urgency:

  • She took an extended amount of time to research on the company prior to letting us know if she wanted to go on the interview.
  • Once she decided to interview with the company she stated it would be three or four days before she would be available.
  • Angie ended up interviewing a week after Jane did.

Poor Preparation:

  • We also gave her access to The Job Search Solution and she halfheartedly explained that she may not have time to do it but would try.
  • Spent ample time concerned about the salary rather than focusing on getting a job offer first
  • Tried to rely on her past interviewing successes rather than prepare for this job offer

Left a Satisfactory Impression:

  • Angie did okay on her interviews, but it became clear that she wasn’t going after the job very hard due to her own career interest and failure to prepare well.

All in all, it turned out the job position was much better than either of the candidates imagined and a step up from what they had been doing.

We were fortunate enough to find the client two other really good candidates to interview with. Without surprise, Jane got one of the positions at $10,000 more than what the company said they would pay. They even gave her a signing bonus, which is still pretty rare. The other position went to one of our other candidates, whom also followed the JSS modules.

While Angie did okay on her interviews, she was frustrated not to receive a job offer given here track record was more experienced than Jane’s. We explained, she failed go the extra mile. She took her track record for granted and started making decisions about the job before she even got to the interview, which limited her enthusiasm.

Missed opportunities are hard to overcome and I’ve seen this too often in my recruitment career of 49 plus years. The take away is, take nothing for granted, make no assumptions, prepare and do your best because you have nothing till you have an offer.

By |July 11, 2022|Job Search Blog|

Pursuing Employment in Place of Vacationing

Vacations, I believe they are essential and I have taken a few extended ones myself, especially when our kids were young. However, rarely have I taken a vacation more than two or three days. Being gone more than three days, in the profession of recruitment, is very difficult to do while maintaining your edge.

I have seen multiple candidates, some who have been out of work two weeks, others two months and even a few for six months. Many of the candidates are professional and have earned in the six figures. I have had several candidates inform me that they could not go on the interviews that I scheduled for them because they were “on vacation”.

I wondered, “Vacation . . . from what?”

I know that sounds sarcastic and/or cynical, but what were they taking a vacation from? Multiple candidates that hadn’t had an interview in a month or six months and then I suddenly schedule them for an interview, only to receive a “vacation notice”. Blows me away!

This kind of thing happens every year. And I guess it’s simply a “timing” thing. But wouldn’t you imagine that if you’d been out of work for that long and needed a job, you’d figure some way to get to an interview?

Practicing cooperative actions with meeting family, friends, or attending extracurricular events after the interview, would be beneficial in a job search.

Telling me that, “I really need a job, but I’m going on vacation and can’t make an interview” makes me believe that you really don’t want a job badly enough.

How do you think a perspective employer is going to view your priorities when you explain to them that you need to reschedule an interview because you’re on vacation?

Word of advice, if you’re looking for a job it takes full-time committed efforts. Vacationing and extracurricular events are secondary.

By |July 6, 2022|Job Search Blog|

Resume Communication : A Recruiters Perspective

For those of you that follow this blog, you know that I speak about the resume formatting topic all too often. However, as a recruiting educator, it bears repeating given the impact a resume can have.

In any given day, I receive 30 resumes and I would bet that half of them do not describe clearly what the company did or what the candidate’s function was within the company.  Many people assume hiring authorities know what their company does or expect them to take the time to research it.

Resumes should clearly communicate the following:

What is the company’s function?

What is/was your job role within the company?

How did you practically contribute to the company’s success?

Given time is limited and there are approximately 31 million businesses in the United States alone; a clearly defined company function, job role, and job success rate are key for a recruitable resume.

By |June 26, 2022|Job Search Blog|

Why Companies Ask Your Previous Salary and How You Should Reply

We had a candidate this week who was asked what her salary was in her last job. She answered, “I don’t think that’s relevant” and then proceeded with silence. According to the employer, he was so taken by her response, he was not sure what to say. So, according to him after a long pause, he asked again but in a different way. “Look,” he said, “I need to know for the interviewing process how much you were making.”

The candidate previously read that in some states it’s illegal to ask how much a person has been earning. Therefore, she decided not to answer the question. The candidate was correct, in more than a dozen states including California, New York, New Jersey, Illinois, and Washington it is illegal to ask previous salaries.  Even some cities, such as New York City and San Francisco they have passed similar laws.  However, given this employer was in Texas and no such law exist, the hiring authority had the right to inquiry about the candidates previous earnings.

The logic behind these laws is the assumption companies want to pay as small a salary as they can get away with. Apart of that assumption is if a candidate has had a low salary either now or most recently, the company will not pay a fair wage for the job they are hiring for. This logic is flawed.  The majority of companies are willing to pay whatever they estimated the position is worth. What companies are seeking by gaining salary history is to understand in the initial phase of the interviewing process if the salary associated with the position is in the “ballpark” of what the candidate has earned before.

Gathering salary information is not utilized to handicap the candidate’s salary negotiation leverage but to prevent wasting anyone’s time, mostly the companies, if salary expectations are out of range.

The employer, very politely, told the candidate that he did not see any sense in continuing the interview because he felt a simple question was asked, therefore a simple answer should be adequate.

In Texas, and most states, salary inquiries are reasonable for hiring authorities to ask. Here at Babich, we ask it of our candidates. Frankly, I will not work with a candidate that will not disclose with me what they have been earning. This kind of situation happens mostly with candidates that have been earning a low salary and want a substantial pay increase, based on the position, without prejudice.

While I can understand the candidate’s point of view, as well as the logic behind the laws stated above, the majority of reputable companies require a salary history.

Therefore, whether you agree with salary inquiries or not, it’s likely that you will be asked about your previous earnings.  Rather than be put on-guard, simply answer the question and find out if the employer is reputable in offering a fair pay, based on the market.  If employers are not reputable and utilize previous salaries as a leveraging tool to practice ‘unfair wages’, it’s best to know that upfront.  However, my experience, clients have a pre-determined salary for the positions to be filled and are interested in candidates’ skills and assets, not to cheat them on the salary they deserve.

By |June 20, 2022|Job Search Blog|
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