Business,Lifestyle,News The Quest for the Human Element

The Quest for the Human Element

By Mary Ann Faremouth, 

Today I was pondering the 5th step of the Faremouth Method, “Be A HUNTER.”  

THIS step was originally designed because of the many clients who would call me with search assignments requiring the criteria that the candidate have the “Hunter – Go Get ‘Em” mentality.   A candidate, if you will, who would seek out and pursue ambitious goals, as opposed to the “Gatherer” type candidate who more or less gathers the data, follows status quo, and handles repetitive type tasks.

In this Shelter-In-Place and Post-Covid-19 Phase of the work world we are facing now,  Employers, Recruiters, and Candidates will have to HUNT FOR THE HUMAN ELEMENT in the employment world, to accomplish a more harmonious working environment in the coming weeks and months as we get back to work.  

We might all have to utilize more “Emotional Intelligence” or “Soft Skills” going forward to move to a future allowing us all to achieve important goals which keeps the HUMAN ELEMENT as our main focus more so than we ever considered in the past..

Let’s look at how these three groups can employ the “Human Element” practice going forward.


I believe a key requirement for companies now might be to avoid broad policies which don’t take into consideration the very unique circumstances different employees face.  For example, company decision makers might ask themselves which employees are more senior and therefore might be more vulnerable to re-opening?  How are they being served? Which employees do not have the necessary space and working conditions in their home to be able to work productively, and would therefore be a candidate to come back to the office sooner rather than later? How many employees might be challenged with mental health issues that could be exacerbated by social isolation?  To what extent do some employees have a deep need for social interactions which makes it more important for them to be with other workers sooner?  A deeper understanding of the needs of the employee, beyond just safety, will make for a better get-back-to-work phase.

With all the calls I am receiving from employees who still have a job but are fearful they might be cut, communication might be a very important variable at this current stage. It might be a good practice for employers to now work on a future which might be different than the past and work to communicate the business plans to their employees and sense of purpose of their employees as input to their planning process. 


Many recruiters are challenged with having fewer job orders to work on these days and are reluctant to visit with candidates who have lost jobs that might never be replaced.  This might be an opportune time for Recruiters to think about TRANSFERABLE SKILLS and how they can assist candidates at this time with hope and anticipation that their skillsets may still be utilized in another industry.  Recruiters might also be building their pipeline of candidates into their data base to have a solid list of placeable candidates when the companies do start hiring again.  Taking an online class on how to fully utilize Zoom, Skype, or other digital equipment that might be the NEW NORMAL for interviewing might also be a good idea.  Joining online forums that might advertise jobs via special groups on LInkedin or other professional affiliations might also give them ideas and leads on where to go to assist organizations which might need their services.


These times are very fearful ones for a large majority of candidates.  What I keep hearing from candidates who are calling me is, “I don’t know if they will keep me, and if they do, my job might be changed dramatically.”  I think it’s always wise to have a Plan B in most business situations.  Candidates might begin working on their resumes or seeking out professionals that can handle writing a professional resume to have this important document ready just in case they need it.  They might also seek out a mentor, coach, consultant, or their Minister or Priest, to talk with them about their fears or concerns.  It’s always better in times of severe change or fear to have support in our network.  Getting back in touch with a Sorority or Fraternity, a Baseball Coach you really liked, or your great “Uncle Bill” who has had his own set of challenges where he has risen from the ashes might serve as a good contact at these times as well.

And let’s not forget collaboration with all three of the above categories.  I heard of a situation recently where a candidate I placed in a company shared the name of a previous Mentor/Boss he had worked with in the past with the President of his current firm to help him get specific information on a new business deal they were working on.  That collaborative effort helped all three parties.  It kept the employee in contact with a previous Boss/Mentor who might need the candidate some day.  It showed his current boss that he was invested in the best interest in the company and helped the boss get important information that might be instrumental for the companies growth, and the Recruiter who placed him there might get some repeat business down the road because she placed a valuable candidate with the company.

The HUMAN ELEMENT is a key ingredient in the work place going forward.  Isn’t life really about relationships anyway and about how we can help our fellow man?

The 5th step of the Faremouth Method, “Be A Hunter,” might just be the wisdom we need during these tough times to HUNT FOR THE HUMAN ELEMENT we might have ignored in the past.

We are being given an opportunity now to take a chance on ourselves. Perhaps this is the time to tap into our other interests or talents which we did not make time for in the past. How can we take those interests and skills into a new career?  By opening our minds and entertaining new ideas there can be a new rainbow waiting for us.  Just like employers and companies are having to learn new ways to do business, we are also learning new ways to fit into that new world.

According to Faremouth’s company website, “Mary Ann is the founder and CEO of Faremouth and Company. As a leader in the national recruiting community and a placement specialist since 1982, Mary Ann knows what it takes to get the job done. She is 2016 President of Houston Independent Personnel Consultant Group, is a member of the NASPD, NAPCA, the National Association of Personnel Consultants, and is also a highly regarded speaker and writer. Her articles can be found in various industry related publications. She founded Jobs: Houston Magazine in 1997, one of the most popular employment magazines in Texas for over 7 years.”  She is the author of the critically acclaimed and multi-award winning book Revolutionary Recruiting


Mary Ann Faremouth is the founder and CEO of Faremouth & Company and a highly regarded recruiter, career consultant, speaker and writer. She has been a placement specialist and a leader in the national recruiting community and has placed thousands of employees since 1982. She was the 2016 president of the Houston Independent Personnel Consultant Group and is a board member of the NASPD (National Association of Steel Pipe Distributors) and Authors Marketing Guild. She specializes in recruitment of professional, clerical, and temporary placements, with a variety of industry specific positions in various fields. Her expertise is in matching quality applicants with the right job, serving companies ranging from thriving independents to global conglomerates, tailoring each engagement to the client’s needs.

Mary Ann holds a CPC (Certified Personnel Consultant) credential, was certified by the Board of Regents of the National Association of Personnel Consultants in Washington, DC, and was awarded an Advanced Communicator Bronze,  Advanced Leader Bronze Awards by Toastmasters. She cofounded Jobs: Houston magazine in 1997. Mary Ann maintains affiliations with professional organizations in various other industries, including oil and gas, financial, construction, IT, and structural, mechanical, and civil engineering. She has a keen understanding of the marketplace and its specialized needs and requirements.

Mary Ann brings a wealth of expertise to clients looking for the right individual to maximize and empower their team. As a consultant she is available to assist both the applicant and the client to quickly adapt to the New Work World. She also offers virtual and in-person workshops to guide individuals through personalized self-discovery to find new career paths. She continues to build her affiliations with recognized leadership organizations to best serve her clients and applicants by creating a network of highly professional contacts throughout the world. She utilizes her platform as a writer and speaker through her articles and affiliations to reach those in need of help, offering hands-on guidance to navigate this uncharted territory. (More information on


Mary Ann’s award-winning first book Revolutionary Recruiting has been listed by Book Authority as Number #1 of the Best 100 Recruiting Books; #1 Best Seller, Non-Fiction by Amazon (2019); Top 20 Recruiting books by Recruitics; Readers’ Choice finalist (2019) by Houston Literary Awards; Best Non-Fiction (2018), Best Cover (2019), and Best Self-Help (2018) by Authors Marketing Guild. Her books support individuals and corporations, teaching them how to tap into each candidate’s unrealized potential to find the right person for each job, maximizing both employee satisfaction as well as the employer’s bottom line. Mary Ann also showcases her expertise of the recruiting world on a monthly podcast for The Price of Business and weekly articles for USA Business. Mary Ann lives in Houston, Texas.

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