A ProFormance Group provides professional search and staffing services for client companies on the Central Coast of California. We have local networks and collaborative relationships as well as contacts that reach nationwide. Our placement of talent focuses generally on companies located in the counties of Monterey, San Benito, San Luis Obispo, Santa Cruz and Napa/Sonoma ... all fabulous and desirable areas to live and work!
The first office was opened in 1992 by founder Robyn DaRosa in Carmel, California, specializing in placing administrative and accounting support personnel. From there, the Salinas, California office was opened in 1997 to best provide search and solutions services to the growing and dynamic food and wine industries. Clients might include companies such as D'Arrigo Bros/Andy Boy, Nunes Company/Foxy Foods, LLC, Growers Express, American Farms, Church Brothers, Tanimura & Antle, Natural Selection Foods, Fresh Express/Chiquita, Taylor Farms, NewStar Fresh, Dole Fresh, Reiter Affiliated, Triangle Farms, Mills Distributing/Boss Farms, Dune Co., Cal Pine Containers, Associated Tag Line, Kleen Globe Inc., Scheid Vineyards, General Vineyard Services, Galante Vineyards, Robert Talbott, Kendal-Jackson/Jackson Enterprises, Ventana and Mesa Vineyards, and other related agribusiness such as American Ag Credit, Enza Zaden, Product Development Corporation, State Farm Insurance, as well as the law firms of Fenton & Keller; and Noland, Hamerly, Etienne & Hoss... to name just a few.
Inasmuch as the owner/founder is a Monterey County resident and raised in the Salinas Valley, the community and its people are dear to her heart. We hope this feeling is evident in the personalized attention provided to both candidate and client company. Ms. DaRosa is actively involved in the California Women for Agriculture as well as is a member of American Agri-Women, Ag Personnel Management Association, Society for Human Resource Management, Central Coast Human Resource Association, Women for Winesense and the Salinas Valley Business Women's Network as well as is an associate member of the Monterey County Vintners & Growers Association and Monterey County Young Farmers & Ranchers.
ProFormance is now pleased to offer search and placement of not only critical support but also management & senior level talent in areas of human resources, finance and accounting, legal, sales and marketing, agriculture/viticulture, food and beverage processing and/or manufacturing and production (harvesting, facilities, quality assurance and warehouse). Whether you are an agressive jobseeker or a passive ponderer, ProFormance has staffing specialists on hand that are interested in what you have to say. Your career goals and view of the big picture is important. Matching a client's criteria to a candidate's vision is paramount when creating a good "fit"!!! Please call our main office at 1-866-440-7932 or for additional information shoot us an e-mail message. We would be happy to address your questions! We're looking forward to hearing from you!
Define your Talent Acquisition Strategy – ‘What’s this’?, you ask.Is it simply the tactics of filling open jobs (be honest) or the higher calling of attracting good caliber people to your company, regardless of job availability? Getting proactive about talent acquisition is the most difficult and most important first step in innovating talent, especially for busy HR professionals or managers who feel like teachers in an overcrowded classroom. If you’re going to make a change, you’re going to need help in doing it. Get support for your initiative if you don’t already have it by educating management that a proactive talent acquisition program builds company brand and strength. Make two lists, one being what you want your talent acquisition strategy to be, and one consisting of how you actually spend your time. Any disconnect clearly illustrates a problem that can be solved with additional resources. The payback for investing in new technology of automating, or outsourcing the major drains on your time can be easily seen when you show the savings in time to hire. The value of having a talent pool to draw compatible job seekers from, versus responding to unqualified applicants is also easy to show. “Outsource ”…A clever way to get someone else to do your job? No. (And if this is the first thought in your head, you really do need a day off!). It’s a clever way of finding the right person for a position while adding to the probability of a successful hire.
How will outsourcing help inspire your talent acquisition?Make a difference in your company with ProFormance at your side.
ProFormance won’t develop the job spec in a vacuum. ProFormance will involve the hiring manager, the superiors, the subordinates this person’s work will affect. Collect their ideas for increasing productivity, satisfaction and success. What skills are required? What personal traits will be helpful? What strengths are already on the team? Which might be missing? Translate this input into the skills and personality attributes that tell you exactly what to look for in a candidate. Competencies are only half the equation, with personal style being the other half, so build it in to the creation of your preferred candidate profile. Be realistic about the skills and attributes you seek. Does the job description sound like the unattainable super candidate who is everything to everyone? A strong leader and team player? An accommodating analyst who quickly makes tough decisions? Realize when traits conflict. ProFormance will draw up a list and decide or ask others which competing traits are more relevant or important. Once we pinpoint the personality traits that are more likely to lead to success, we can use this as an effective pre-screening filter. ProFormance focuses on the future rather than the past with innovative talent. What a person might have done is not as relevant as what they need to do. Ask several people from the department to think of real-life situations that this person might have to deal with and get a better sense of the true resource and style of the person. Ask specific situational questions that are relevant. Concentrate on a comparison with the true skills and personality traits the company needs and which the position requires, not on filling a predecessor’s shoes. ProFormance markets your openings in ways you may not have tried before, and builds relationships to reach people you’ve never reached before. ProFormance is your talent ‘scout’, and will open your recruiting efforts up to extend beyond the familiar grounds for sourcing talent. Talent is everywhere. Recognizing and reaching out to it is the first step in building a lasting network of talent you can tap when you need it. ProFormance has created a widespread referral network that works continuously. Recent hires, association colleagues, retirees and high performers who have left a company are all excellent points of reference. However it’s implemented, the key ingredient is people reaching out to other people. Job seekers, both active and passive, are a fountain of information about business, industry, competition and customers.We have developed the approach of treating interested job seekers like we would treat prospective customers.ProFormance will create an easy, non-intimidating talent ‘collector’ that makes it easy for prospective candidates to explore your company, what it’s about, what it’s like to work for. ProFormance turns around the application process by reducing your workload and finding the right people for open positions.We collect information specific to your company’s hiring objectives and turn the workload in your favor by you not having to respond to each individual application. This way, ProFormance can build your talent pool exponentially to always have a ready source to search for current and coming position openings.