The only three true job interview questions are:

2. Will you love the job?

3. Can we tolerate working with you?

That's it. Those three. Think back, every question you've ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions. Each question may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

Click here for a great read.

It was no surprise to read a Wines & Vines report this month stating that job postings in the hospitality segment of the Wine Industry rose by 30% in March and pushed the overall index of job postings to the highest level experienced since 2007! They reported that hiring in winemaking and sales and marketing also rose. The fact that hiring is significantly up, made us want to share some thoughts and ideas that may help our clients and potential clients understand their recruiting options.

When considering retaining external executive search and recruiting services vs. conducting a candidate search on their own, the client needs to consider goals, skills, time and money. Often clients tell us they want to try and fill a position on their own but it is not unusual to receive a phone call a few weeks later from that client sharing that they have been unable to find the “right” person. They have a couple of people they feel could do the job but just don’t feel like the people they are considering are the best that are out there.

Click here to continue reading...

IT Manager

A Napa Valley family owned wine business is seeking an IT Manager who brings a strong mix of hands-on technical experience and functional IT leadership to plan, manage, evaluate, administer and coordinate the winery’s strategic and tactical technology plans to support their long-term business needs. This will include hardware, software, network data and other assorted dimensions of IT. Click here for more information.

Operations Manager

A Napa Valley family owned wine business seeks a Plant Operations Manager to develop and implement operational plans and policies to reach optimal operating efficiencies, established plans and schedules and cost objectives. Click here for more information.

Human Resources Manager

Maverick Enterprises, an innovative North Bay supplier to the wine, beverage and food industries with plans for growth, seeks a highly competent HR professional to oversee all HR functions. This individual can skillfully and effectively provide practical, consistent and proactive support, direction and training to other managers and supervisors on HR procedures, policies and best practices. Click here for more information.

Implementing a 360° Feedback Survey

4.18.13

The 360 survey is a powerful leadership development process which furthers the success of your organization by:

The 360 survey is a powerful leadership development process which furthers the success of your organization by:

Additional Details:

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention.

Additional Details:

Investing in your Bilingual Lead Personnel will have a significant impact on productivity. This one-day workshop focuses on effective communication and addresses how to set performance expectations, listen actively, communicate feedback, and provide constructive criticism. It is also designed with the goal of maximizing the transition of learning back into the workplace and helping Lead Personnel transition from an individual contributor to managing peers. 

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management.

By the end of The Supervisor's Toolkit, you'll be well prepared to tackle new challenges with confidence and motivate your team to higher levels of morale and productivity.

Hiring is up! This is good news for all of us! We are very busy meeting great candidates and growing our talent pool for your consideration.  For those of you who are faced with the arduous task of doing your own search, we want to offer our support and knowledge in completing a successful hiring process.

Why Using The Personnel Perspective Benefits Your Search:

1. We have a vast network of industry candidates and client relationships
2. You are guaranteed a focused, collaborative client partnership
3. Our searches are conducted through a strategic team approach by accomplished executive recruiters and search specialists.
4. We use a highly confidential process allowing us to access top talent; those who depend on our discretion and professionalism.
5. Working with us exclusively elevates the perception of your opportunity and guarantees our commitment to you.

Contact us to discuss your hiring needs today!

A New Year has started, meaning a clean slate and a fresh start. As you look ahead and plan for a successful 2013 make sure you take some time to look at your staff and ask yourself whether you have everyone in the right place and whether there is a need for a new role. Don't let a staffing issue slow you down. With the right people on your team your year can be all that you want it to be. 

The Personnel Perspective has been placing key people in critical positions in the Wine Industry for over 25 years. Last year we saw a lot of momentum with Direct to Consumer roles and Social Media Management roles. We think both of these areas will continue to be of great importance to many wineries and organizations in the industry and we have been uncovering some of the "star candidates" who are out there looking for the right opportunity for them. These people are not looking at job postings, but are relying on us to contact them with a position that best fits their skills. One of these people may be the perfect candidate for you. 

We would be happy to come out and meet with you to learn more about the position you are looking to fill. Contact us today and we will set up an appointment. We look forward to making this year your most successful year yet!

There is no better time than now to express our appreciation for your loyal support and friendship and to send you our wishes for Hope, Joy and Prosperity during the Holidays and the New Year.

Happy Holidays!

The Personnel Perspective Team

Is it really sexual harassment? Is it a hostile working environment? Is it bullying? Do your managers know how to respond to rumors or complaints? Do they realize they are held to a higher legal standard? All these questions and more are addressed in our interactive workshop on harassment prevention. 

• What sexual harassment is
• Specific supervisory responsibilities and liabilities
• How to handle dating or flirting in the workplace
• Why employees won't tell you there is a problem
• What the implications of texting are
• How to respond to a complaint of harassment

Save the dates for these "can't miss" training oportunities for 2013!

Date               Workshop                                                    Length

Feb 12            Supervisor’s Toolkit                                     1 day

Feb 21            Managing Within the Law                             2 hours

Mar 1              Supervisory Training en Español                 1 day

Mar 13            Harassment Prevention for Supervisors       2 hours

Apr 18             360◦ Feedback                                             2 hours

Apr 24             Harassment Training en Español                 2 hours

May 23            Harassment Prevention for Supervisors      2 hours

Jun 25             Supervisor’s Toolkit                                     1 day

Sept 27            Harassment Prevention for Supervisors      2 hours

Nov 12             Supervisory Training en Español                1 day

Nov 14             Supervisor’s Toolkit                                    1 day

Nov 19             Harassment Training en Español                 2 hours

Dec 3               Turnaround or Terminate                             2 hours

Dec 10             Harassment Prevention for Supervisors      2 hours

Congratulations, you're a supervisor! Whether you were recently promoted or have been supervising people for years, this workshop is for you. Your job is to get results through the work performance of others. Learn how to lead and influence your employees. The training will provide you with tools for setting clear performance expectations, providing positive and negative feedback, and resolving conflict. Whether you were promoted from within or hired from outside your organization, the key to supervisory success is balancing both task and people management. 

Participants will learn how to:

• Transition from being an individual contributor to team leader/supervisor
• Build a great team
• Motivate and coach employees
• Encourage accountability and ownership
• Address challenging employee behavior and attitudes
• Have difficult conversations with employees
• Respond to employee reactions to feedback
• Provide praise and recognition
• Use "toolkit" supervisory tools that can be applied back on the job immediately

This training is ideal for:

• New managers and supervisors with 0-3 years management experience
• Experienced managers with new responsibilities, goals, and/or teams
• Field supervisors, team managers, frontline managers, and team leaders seeking greater influence and management skills     

This popular training fills up quickly - be sure to RSVP today by calling 707-576-7653 or emailing info@personnelperspective.com. 

Click here for more details.

Harvest is here and we know you are busy. Long hours and stressful days can really start to add up. You are doing EVERYTHING to stay up to speed with all that is going on while trying to remain upbeat and informative to all the traffic coming through the doors and into the winery. A busy time indeed, but are you too busy? Are you starting to think that you may need some help? Should you add another person to your staff? “Not now” you think, “I don’t have the time”. Or do you?

Since 1987, The Personnel Perspective has been providing search and recruitment services to our many valued clients in the wine industry. We have a large network of industry contacts, and we are continuously expanding that network, while finding and adding more outstanding candidates to our database.  We have access to quality candidates not actively seeking a new position but depending on us to inform them of opportunities that match their skill sets, and we can “sell” your organization for you to these qualified people.  This allows us to bring that “star candidate” to you that you may have never found on your own or through another firm. You can continue to do what needs to be done during this busy time of year and know that the best fit for you and your organization will be sourced through our efforts.

The right hire can have an immediate impact on your success and maximizes the opportunity to accomplish your goals. If you are looking for the best and the brightest – those people who are top performers and will immediately have a direct impact on your bottom line – you should contact The Personnel Perspective.

The wine industry is supported by a large number of native Spanish speaking employees. We have found that providing training in Spanish as well as translating key information is vital to ensure that ALL employees are on the same page concerning expectations and obligations, both for them and for the company. Having a company policy translated into Spanish accomplishes several important goals: 

• Eliminates the language barrier for Spanish speaking employees to clearly understand company expectations.
• Ensures that Spanish speaking employees understand exactly what the company and employees' rights and obligations are.
• Maintains employee accountability because the policy has been translated into their native language.
• Shows good business practices of making sure all employees are well trained and well informed. 

But how do you know if it is a good translation? This is perhaps the most important question of all. Effective translations are geared toward specific target markets. If the majority of Spanish speakers are from Mexico and Central America, then it is important to use expressions and idioms that are pertinent to these cultures. The Spanish spoken and read by these cultures is quite different than that from Spain and South American countries. Mimi Lemanski, our bilingual associate, grew up in Mexico City and has both a bilingual and bicultural understanding of this particular Spanish. She has also worked with Central Americans and traveled throughout Central America. 

In her career Mimi has taken a rigorous one year course to be certified as a California Court Interpreter. (Only 24 were accepted in the program out of an initial 500+ that applied with only 19 students completing the course.) The written exam requires a graduate level understanding of both English and Spanish. The goal with both written and verbal translation is to communicate clearly and effectively with your audience and not to use a level of language that would be challenging or intimidating.

As today’s workforce population grows and shifts more and more employers find themselves hiring and promoting Spanish-speaking supervisors and managers. Regardless of language, success as a manager comes from developing skills that include effective communication, motivating employees, dealing with difficult people, managing gossip, and delivering feedback. Language barriers, however may hinder growth and ultimately lead to disorganization, unease, and a lack of productivity. 

Successful business leaders have learned that conducting specialized training sessions for their Spanish-speaking employees provides both short-term and long-term results and benefits.Mimi Lemanski, a Bilingual Trainer & Consultant with The Personnel Perspective, explains what today’s business leaders have come to understand: 

“If we don’t understand how a different culture learns, how effective can we be? Understanding Latino culture, and how they fit into the American business model, builds loyalty among employees and good will in communities, which ultimately results in meeting production and financial goals.” 

As a consultant with The Personnel Perspective, Ms. Lemanski provides Spanish/English and English/Spanish bi-lingual and bi-cultural training, translation and interpretation.  Her bi-cultural skills are particularly valuable in a bi-lingual work environment where she provides coaching for employers to enable successful communication of sensitive issues.  

The Personnel Perspective offers training and coaching in Spanish. Contact us today if you would like to talk to us more about these services.

There are many facets of human resources and at The Personnel Perspective we find our clients are looking for assistance on numerous topics. Some of these include recruitment and finding that perfect candidate, training and team building, and compliance; everything from pay practices to social media policies. In an effort to provide relevant and trending information to our clients on a regular basis we created The Personnel Perspective Monthly Newsletter. Click here to check out this month's issue (our first edition) and learn more about the high cost of hiring, employee engagement, and the benefits of using a recruiter. And, if you would like to receive our newsletter each month, click on the link below.

To subscribe to our email list: info@personnelpersepctive.com

There are a multitude of laws that tell us how we can and cannot treat our employees. Mistakes in this area can be very costly, in terms of both time and financial impacts. Human resources laws that apply to you will vary based on your location. There are both Federal and State Laws that apply to your business. In addition, some cities have local ordinances. Here in California we have a lot of human resources laws that go well beyond the Federal requirements. Make sure that you are aware of the specific laws that apply to you and your business. Click here to read more.

Our Managing Within the Law workshop on August 28 will cover the latest legal trends and issues related to:

Date:         August 28

Time:        8:30 - 10:30

Location: Volunteer Center, 153 Stony Circle, Santa Rosa, CA

Click here for more details.

There are so many components to a business; sometimes trying to manage all of them can be overwhelming. Delegating responsibility to others is one way to deal with constant daily activity, hiring consultants is another. As a full-service human resources firm we have heard many reasons why our clients have needed our help. If you find yourself shaking your head yes to any of the statements below give us a call; we would welcome the opportunity to talk with you to see if we can help make your day run more smoothly.  

CONSULTING

• We don’t have an HR manager.
• We don’t have an employee handbook or policy manual.
• Morale is low.
• We have had some lawsuits or complaints.

ORGANIZATIONAL DEVELOPMENT

• We are having lots of turnover.
• Our employees feel there is favoritism.
• We are constantly reactive. (vs. proactive)
• Our employees are struggling with change.

COMPENSATION

• People are unhappy with their pay.
• We don’t know if we have been paying our employees correctly.
• We want to reward our employees.
• Our employees have a strong sense of entitlement.

TRAINING

• Our management team is not on the same page.
• Our managers are not good with people.
• We’re seeing some inappropriate behavior.
• We need to do some team building.

RECRUITING

• Our last three hires have been mistakes.
• I don’t feel I know how to interview well.
• We have not been attracting the right candidates.
• The last person we hired was really a bad fit.

What would you say is your biggest challenge in managing your staff?  My guess is that many of you will say it is dealing with that “difficult” employee.

Think about a difficult employee you have encountered.  Who are they?  What makes them difficult?  Your difficult employee might be one who is argumentative, resistant, angry, always negative,” too nice”, or withdrawn.  Difficult employees come in many different forms; we all have our own personal definition of what makes someone difficult. 

Many of us have a hard time dealing with the difficult people in our lives. Often times, supervisors avoid tackling the issues related to these employees, making situations even worse. Others may find they can’t help but get stressed and emotional with their difficult employees. Neither of these are productive approaches. As leaders, we need to increase our confidence and effectiveness in dealing with all of our employees – difficult or not.  Here are some tips for dealing with the difficult employees in your life.      

For more information...

Does this sound like you?  A key employee gives two weeks notice and you instantly jump into action.  You hastily write a job description, post it on the net and begin to collect the resumes that flow in.  You toss out the obviously unqualified ones and pick a few to interview.  Within three weeks you have a warm body in place.  You heave a big sigh of relief and give yourself a pat on the back.  But wait, within short order it becomes apparent that you may have made a terrible mistake.  Now what? 

Intuitively you know hiring mis-matches are a drain on your organization, but how much does a “bad” hiring decision really cost you? Beyond the obvious tangible costs such as salary, benefits and training, it’s the hidden costs that really make a difference.  Lost sales opportunities, poor customer service, relationship damage, low staff morale, lost productivity, and management frustration can secretly cripple any size organization. Calculations of total replacement cost range from 75% to 150% of annual compensation and can be significantly higher (200% - 250%) for managerial and sales positions.  

Here are the three most common hiring and recruiting mistakes: 

1.    Failure to think strategically. 

Effective job design fosters efficiency, accountability and job satisfaction. An open position is an opportunity to perform an organizational assessment. Take a fresh look at the current goals and workflow.   Do you really need to fill the job?  If so, what are the job duties, responsibilities and results expected of this position?  Do you need new skills? More seasoned management? Can the position take on more?  Is it overloaded?  Is it aligned with the right department(s)?  

2.    Failure to pre-screen and prepare candidates.

A 20-minute phone call can save hours of time.  With a few well planned questions you can determine if the candidate has the basic skills, knowledge and experience required.  You can gain a sense of an applicant’s salary expectations and prepare them for an interview if you choose to proceed. 

3.    Reliance on the interview

According to aUniversityofMichiganresearch study, “The typical interview increases the likelihood of choosing the best candidate by 2%.  In other words, if you flipped a coin you would be correct 50% of the time.  If you added an interview, you would only be right 52% of the time”.

When you think about it, this makes sense.  Everyone is anxious to say what they think the other wants to hear.  Qualifications tend to be exaggerated.  Working conditions tend to be put in the most positive terms, often ignoring or minimizing the realities.  

Why you should consider working with hiring and recruiting professionals:

Too often organizations just don’t have the time and resources to dedicate to performing a well thought-out search and selection process.  There can be tremendous loss of productivity and opportunity costs when your managers or internal HR staff spends their time with the details of the hiring process - from developing a sourcing strategy, to prescreening and reviewing applicant’s backgrounds, conducting reference checks, scheduling interviews etc.  Estimates range from 30 to 100 hours or more per position.  Is that the best use of your valuable internal resources?  Given the high costs of hiring mistakes and the impact even a few bad hires can have on running your business, working with expert recruiters can easily pay for itself in a very short period of time.

Contact us today with any recruitment needs you may have: 707-576-7653.

We have been hearing very good things from our winery clients: business is up, wine club membership is increasing, and direct to consumer sales are growing. Expanding the team with a skilled, strong support staff is essential in keeping the momentum going! 

Our year started off strong with calls for qualified Tasting Room, Hospitality, and Direct to Consumer Managers and we continue to receive requests for these roles. But, as we successfully place these managers our clients turn to us in need of individuals with specialized skills necessary to support these managers and become an integral part of the team.  Some of these positions include Customer Service Specialists, Administrative Professionals and senior level Executive Assistants. 

Complimenting and rounding out the management team are positions we have recently filled including Controllers, Marketing Managers, and Operations Managers.  Positions we are currently working on include an Accountant and a Customer Service Specialist. Review a list of current job postings by going to our website at: http://www.personnelperspective.com/Job-Opportunities.asp.

If you are looking to add a key manager to lead your group or if your current challenge is to find that critical staff member to support the team contact us today to learn more about our recruiting services.

Management skills don’t always come naturally, however they are key to success. Poorly managed employees can mean an increase in turnover, lost revenue, and lost customers. So much time is spent creating the “best product” and the “best organization”; complement that with the “best managers with the best skills”! 

Ask yourself these questions: Do your supervisors and managers lead and motivate employees to achieve the highest level of accountability and performance? Do they have the ability to achieve results through others? Are they comfortable delegating responsibility and delivering feedback? Do they have the skills they need? The Personnel Perspective offers a wide variety of workshops catered to supervisors and managers to enhance their leadership skills. Just listen to what former attendees have said:

"I learned how to deliver my message and interact with different personality styles. The workshop gave me more insight on how I manage and I realized that I have room for growth and learned how to pursue it." 

"Great class, great topics & wonderful tool kit to use as a resource for the future." 

"Thank you for the presentation. It was both challenging and informative, as well as provided tools for addressing issues within my team."

"I can't think of anything that would be better with more or less time. It was very well presented and very educational. Thank you!"orksop

Length

Date            Workshop                                                Length

June 5         Harassment Prevention for Supervisors    2 hours

June 26       Supervisor’s Toolkit                                   1 day

July 17        Managing the Difficult Employee               2 hours

July 24        Supervisory Training en Español               1 day

August 7     Turnaround or Terminate                           2 hours

August 28   Managing Within the Law                           2 hours      

Contact us to sign up your managers and supervisors today!      

Most conflicts can be resolved without defensive responses, angry accusations and continued misunderstandings. When conflict is managed correctly, it's a healthy way to explore different ideas and options, strengthen relationships, and arrive at creative solutions that benefit individuals and the organization. 

Diana Laczkowski, Associate of The Personnel Perspective and resident conflict resolution specialist, recently spoke at a premiere event in Santa Rosa: Biz Now, held April 19th. Before 300 business owners and high level managers, she shared information on conflict in the workplace, how it can impact your business, and how to resolve it properly. 

She asked “What happens when people in your organization don’t get along; when some employees have supervisory power and others have a new level of autonomy through a promotion or change in position”? 

Her response, “Things can go sideways quickly or it can slowly happen over a period of time. You may see individuals challenging authority while others feel there is a lack of respect.  This can impact both morale and the bottom line if it is not addressed, or a formal complaint could result.  People get distracted and their energy is drained rather than being productive”. 

Conflict among employees within an organization can affect everyone around them. Work slows down and even stops when a major conflict is happening. Resolving conflict quickly and efficiently is best, making sure you avoid superficial resolutions. A handshake and an apology don’t always cut it; people tend to go back to their old ways. 

Diana stressed the importance of having a skilled manager or a neutral third party who can listen to each person involved in conflict in an effort to discover what the core issues are, taking time to find out what underlying messages are being shared. These may include statements such as “my reputation is at stake” or “my experience is not being acknowledged”. Building your listening ability is a critical skill for conflict resolution. People need to be heard before they can really let things go. Paraphrase and repeat what people say, making sure you really understand how they are feeling. 

She also finds it is important to have clear roles, responsibilities, and lines of authority. Many times conflict can arise from misunderstandings of what a person’s role is, or what level of responsibility and authority they hold. 

You want an engaged team and it is important to lead by example and keep engagement alive and well. Your business will thrive and grow along with your profit margins. The future is brightest when everyone is working together and getting along. 

If you are interested in more information on our conflict resolution services, please contact Amy Chiurco; Director of Business Development and Client Services at The Personnel Perspective, at 707-576-7653 or amyc@personnelperspective.com.

Spring is here and as the sun shines down, people look to get out of the house and enjoy the outdoors. What better place to do that than wine country! As they make their way to your tasting room ask yourself this, do you have the right team in place? Will your staff provide your guests with a memorable experience, one where they leave the tasting room with a better understanding of your wines, and a few bottles to enjoy down the road? 

In order to prepare for busy times ahead it is good practice to analyze what is needed in your organization. A critical component of this practice is to take a look at your staff and determine whether you have the team you need to drive continued success. Ask yourself the following questions; Are there any key positions that need to be created? Does any staff carry too much responsibility? Do workloads need to shift? And does this mean a new hire is necessary? It may be time to fine tune your organization in preparation for a successful year. 

Once a need is recognized it is another thing to begin the process of bringing on key employees. It has been reported that real costs of replacing an employee can total up to 150% of the employee’s annual compensation figure due to time spent on the search from an internal source, loss of productivity, and utilizing temporary staff. The Personnel Perspective has been working with winery clients on filling key positions for over 24 years. We understand the time and energy that goes into an effective and successful search and we dedicate ourselves to delivering only star candidates. 

Having a successful team in place will help result in a successful year, one where you will see your business and your employees thrive. Finding your best team may seem like a challenge but don’t let it stop you from achieving your goals. Contact us today to speak with one of our recruiters and learn more about how they can help you build the team to succeed.

Everything we hear and read confirms that establishing a successful Direct to Consumer program is a top priority in achieving your winery revenue goals.  Wine industry D to C sales grew in value by almost 9% last year. Cutting the “middleman” out and selling wine directly out of the tasting room means increased profit. But, critical to a successful program is having the best people with the right skills in place.  Some of the key roles include: Director of Retail Operations, Hospitality Director, Tasting Room Manager, Wine Club Manager, and Director of Direct to Consumer Sales.

As a full-service Human Resources firm, The Personnel Perspective, is able to help you identify the skills needed to meet your goals based on your Direct to Consumer program.  We have established a niche in this area and we continue to expand our talent pool with each new  recruitment we accomplish.  We work with your Public Relations Director or external PR Firm to understand your short and long term goals and then we source the right people to support that plan. 

A few searches we are currently working on include: (See our website for job details)

Director of Retail Sales
Director of Retail Operations
Tasting Room Manager
Direct to Consumer Director 

We welcome the opportunity to introduce you to some stellar candidates with the skills and experience needed to support you in achieving success with your Direct to Consumer program. Contact us to set up a time to meet to discuss what key position is right for your organization. Together we can help you achieve your program’s success.

Bilingual Vineyard Maintenance Shop Supervisor

This key position requires someone with advanced mechanical ability and skills. Responsibilities will include rebuild, maintain and repair of all vineyard equipment; ordering parts and supplies; preparing maintenance records, ensuring safe work practices, and performing advanced rebuild and repair jobs for all vineyard equipment. Additionally, the Shop Supervisor will oversee a team of mechanics in an environment that promotes efficiency while ensuring safety. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=440

Assistant Winemaker / Operations Manager

This important position requires someone with experience in bulk wine and raw materials procurement, wine blending management and overseeing all production related activities in the lab, cellar and bottling line. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=442

Tasting Room Manager

We are looking for a proven Tasting Room Leader to provide strategic vision for operations, manage outreach and referral programs and work with Visitor Center Management. This new addition to our team will also be responsible for training, mentoring and motivating staff to successfully drive wine sales, club memberships and exceed targeted goals. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=443

Public Relations Director

This family winery is seeking an experienced, results-oriented Public Relations Director to join its Marketing & PR teams. This exciting role will focus on driving visibility to the  portfolio of wines while managing wine reviews, managing relationships and driving consistent dialog among various media outlets while developing thoughtful, creative story angles. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=444

Director of Retail Sales

Join our family of innovative and dedicated professionals as we build on our current success. As the Director of Retail Sales, you will set the daily standard for exemplary customer service, hire/develop/train your enthusiastic staff, implement direct marketing and sales strategies to increase profitability, support visitor center events to assure their established high standards are met. For more information, go to http://www.personnelperspective.com/Job-Opportunities.asp?DocID=445