Bill Ripol Latest Blog Articles Page 1

Funny thing about the first sales candidate I interviewed on my own was that I didn’t know I was going to be interviewing alone. In fact, I wasn’t aware we were having anyone in to interview at all! At the time, we were a small company with only a few formal procedures, one of which was our interview process. When our receptionist let me know there was a sales candidate waiting for me, I was surprised. I did have a notion we were talking to someone about the role, however, wasn't sure of where we were in the process. My boss was nowhere to be found, and after a brief phone call, I discovered I was on my own for this one. Yikes. While walking the candidate back, I frantically attempted to think of interview questions to ask. The rest flew by in a blur, but in the end, the candidate was hired, quickly became a top performer, and made our President’s Club 12 of his 13 years with the company. 

My first hire as a new manager 13 years ago was a disaster. His his resume was great and he carried a conversation with superb grace and composure. And to top it off, he drove a big, fancy car! So what went wrong? 

TriMech Staffing is fortunate for many reasons, one being the connection to a brand as reliable as TriMech. It's that backbone that allows us to create and maintain relationships with our clients. 

As the President of TriMech Staffing, I hear stories that exemplify this on a weekly basis. TriMech is an engineering resources company, which focuses on technology, processes and people. Our engineering and manufacturing clients use our leading technologies to design and manufacture their products, and they need top tier people to operate the machinery. The problem is that the expertise needed for these positions is not easy to find. Even highly-skilled hiring managers and internal recruiters struggle to find the specific and rare talents that are required.