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ON THE MOVE PETE COSTA JOINS JENSEN HUGHES AS PRESIDENT, GLOBAL OPERATIONS JENSEN HUGHES ANNOUNCED THE ADDITION OF PETE COSTA AS THE NEW PRESIDENT, GLOBAL OPERATIONS WHO WILL BE LOCATED IN THE BALTIMORE, MARYLAND, HEADQUARTERS OFFICE. Costa has more than 25 years of operational and general management experience primarily in the safety, security, and regulatory compliance markets. Most recently, he served as VP/GM for Honeywell Building Solutions – Middle East, Russia, Turkey, Central Asia, and Africa. In this role, he led a team spanning three continents to install and maintain safety, security, and energy efficiency solutions to clients. His prior general management roles include VP/GM of HBS, Europe and North Africa as well as managing director of HBS in the U.K. Costa joined Honeywell as vice president of Critical Infrastructure Protection

McKinsey Quarterly and excerpts from his industry seminars have been published in the Financial Times , Network World , and numerous newspapers across the Middle East. Costa will play a vital role with leading JENSEN HUGHES’ global operational goals to grow staff and increase revenue. Paul Orzeske, CEO, noted, “We are very excited to have Pete join our team as we continue to increase our staff and expand our capabilities to support our existing clients across the globe.” Costa earned his MBA from the Darden School of Business at the University of Virginia, and his B.S. in industrial economics at Union College in Schenectady, New York. Costa’s leadership experience supports JENSEN HUGHES’ mission of advancing the science of safety and providing unparalleled consulting services to their clients worldwide.

for Honeywell Automation and Control Systems, leading the business development and sales pursuits of critical infrastructure opportunities around the globe. Prior to his tenure at Honeywell, Costa was vice president of Enterprise Security and Regulatory Compliance for GE Consumer Finance Americas, where he was responsible for the safety of more than 20,000 people in 13 countries. He has also been vice president of Operations at MicroWarehouse Gov/Ed, a leader in technology sales to the government and education market, and as an engagement manager with McKinsey & Co, where he specialized in operations, technology, and strategy implementation. He began his professional career as a surface warfare officer in the U.S. Navy, working in shipboard engineering, damage control and operations. Costa’s work has been published in the

CHRIS PATTON, from page 11

Suddenly, the calm and collected Dr. Jekyll candidate transforms into Mr. Hyde. “You shouldn’t be calling me at my firm! I know I didn’t post my personal cell or personal email address, but you should use them anyway, even if you don’t know them. Also, I’m looking for a job – but I’m not – but I am!” The diatribe takes place over his work phone as he outlines a step-by-step recruiting guide that takes longer to navigate than the entire Harry Potter and Game of Thrones series combined. “Most important of all, if candidates can’t follow through on simple pre-employment appointments, then what makes you think they’ll follow through once your firm hires them? Nothing, because they’re trolls!” To be fair, all my colleague said was that he was giving him a quick call to see if he had five to 10 minutes of free time after work to talk. The only positive is that we now have insight on how he will treat his team. We’ll take this trolling hit and move on. Lastly, both websites and candidates are constantly selling their services. However, modern A/E firms and recruiters need to recognize when candidates are trolling them and treating the recruiting process like a Facebook group they joined but secretly despise. If candidates are looking for an opportunity but won’t listen, then the recruiting process will go nowhere. If offer letters are presented without a deadline (please sign and return the offer by April 15) they are used as leverage to secure raises where they already work. And, most important of all, if candidates can’t follow through on simple pre-employment appointments, then what makes you think they’ll follow through once your firm hires them? Nothing, because they’re trolls! CHRIS PATTON is the team leader of executive search at Zweig Group. Contact him at cpatton@zweiggroup.com.

THE “DRUG ADDICT” TROLL CANDIDATE. Beware! This troll is cleverly pleased by impressing everyone with an initial phone con- versation. After receiving the toxic high of praise, he or she will then accept a face-to-face follow-up interview – and cancel a few hours before the meeting. When faced with this situation, recruiters try to splash water on the over- dosed candidate’s face. We don’t want the candidate to die, a situation made worse by not showing up to the interview. But what’s a recruiter to do? The past always pulls everyone in. The candidate’s history of being hired once before and developing an ideal skill set are no match for the dozens of other dream jobs he or she has been applying to on Indeed, Monster, and LinkedIn – all without a single response. And then you did respond, potentially giving the candidate a place at the table of the A/E elite. That’s when the “drug addict” troll candidate returns to old habits. Recruiters will continually praise that one great conversation when sobriety dominated, but the candidate will take hit after hit of email, messaging, and voicemail praises. In the end, however, these drug addicts will just be happy with the hits. They won’t follow through and they’ll add you to the list of recruiters and firms they trolled before overdosing themselves out of contention. THE “JEKYLL & HYDE” TROLL CANDIDATE. As I write this, one of my colleagues is cold-calling an MEP candidate who has posted on LinkedIn that he is looking for a new position. The ca- reer opportunity matches his background perfectly, and the firm would even let him build his own team. “Troll candidates have found something they love about this tale, as it unfolds within an online world gone crazy, of firms looking to expand business sectors.”

THE ZWEIG LETTER March 20, 2017, ISSUE 1192

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