ChemPharma Event: Brad Schweon

Brad Schweon is President of Schweon Associates, an executive recruiting firm located in northern New Jersey. Schweon’s recruiting firm specializes in the chemical and supply chain areas. His specific areas of talent search include technical leads, sales, business development, C-level positions, manufacturing, quality, and engineering. The firm’s submission for candidate-to-client contact is greater than 76 percent. Schweon takes a strong interest in understanding the company culture and the skill sets required for the position prior to initiating the search, uses the Interview Architect process, and limits submissions to those with a strong record of accomplishment. Feedback from submitted candidates is positive as well… “[Y]ou are the only recruiter who looked at my needs as a candidate.” The firm engages in interview modeling techniques, which help both the client company and the candidate.

On November 20, Schweon gave a presentation to the members of ChemPharma. He went over what many experienced job seekers have already known. What I take away from his talks is his teaching on networking skills. Networking skill sets are probably one of the most difficult skills to learn out of all job-searching skills. He reminded the members to 1) develop at least three contacts from every networking event, 2) return emails and phone calls, and 3) keep in touch with people in a professional manner. I feel that he should further elaborate on the need to develop better networking skills. It is easier to teach the skills on paper and it is harder to learn these people skills and apply them in real situations. 

Schweon recommended the members to write their resumes in ways that highlight those experiences and skills that are relevant to the job in which they are interested.  Along with the skills and the experiences that are required for the jobs, the candidates should also specify the results that have been generated from those skills. He also recommend to the scientific professional to complete at least a graduate certificate program in business. Smaller firms are more interested in candidates who really understand how their businesses are run. Having knowledge of finance and management can make a candidate more appealing to the hiring manager and recruiters.