The Two Faces of Ghosting

There are two sides to the ghosting story and everyone is guilty of it. Whether you know it or not there is a chance you have once fallen victim to ghosting either as the ghoster or ghosted. 

Candidates sometimes stop responding to communication, don’t show for their interview or simply disappear after they have accepted an offer. This not only causes frustration on behalf of the recruiter and employer, but it causes hiring delays, and wastes resources such as time and money. 

Employers and recruiters have been known to not respond once resumes are submitted, or never reach back out to a candidate following an interview/phone screen. This not only causes frustration and disappointment for the candidate, but it can damage the company brand through negative candidate experience.

Regardless of which side of the ghosting you are on, everyone has had a bad hiring experience. Ghosting causes frustration and disappointment for both employers and candidates, and thus causes both parties to lose faith in the hiring system. Most candidates, ”who have been hunting for a job for months say the process is both frustrating and demoralizing, especially after sending hundreds of applications that fail to get a response.” (CBS News). This brings the question, why is ghosting haunting the hiring process?

Why is Ghosting Haunting The Hiring Process?

Ghosting is considered largely a new trend that was brought about with the increased use of technology within the hiring and communication process. With the influx of technology augmented hiring and communication, it is easier for both candidates and employers to look at all of their options within the hiring process.

The shifting dynamics of the job markets seen through hiring websites such as Indeed and LinkedIn, highlight how many opportunities are available at any given time. Meaning that candidates now can mass apply to positions and thus forget that they reached out to employers, or forget to schedule/show up for their interviews. Employers are facing the same problem, as there is a larger number of candidates applying to their positions. With this many hiring teams can become overwhelmed and thus not focus individual time to each candidate that applies.

However, the largest contributor to the ghosting epidemic is the general fear of confrontation. No one enjoys sharing bad news, especially when there is a fear of disappointing someone or upsetting them. This affects both employers and candidates. Candidates fear upsetting potential employers when explaining the position is not a good fit, or that they have found another position. Employers sometimes fear disappointing candidates when explaining that they are moving forward with different candidates. Both situations lead to either party avoiding the perceived confrontation, and with this the communication line dies. 

Lack of communication protocols only further exacerbates the problem, and with this the communication loop is never closed. Ghosting is something that will affect everyone within the business world and the costs of it are felt in every aspect of a business.

The Cost of Ghosting

Ghosting has negative effects for every aspect of the hiring process but the most damaging is an overall erosion of trust within the hiring process. Candidates feel discouraged knowing that they never heard back from employers, and employers are frustrated they wasted time having been ghosted by potential candidates. Both of these situations cause damage to a company or person’s brand. This can lead to negative word of mouth/reviews regarding experiences with a company, and can lead a candidate to be placed onto a do not hire list. There is nothing more damaging for a candidate than ghosting a recruiter, and not showing for an interview or first day. 

By ghosting employers, candidates miss out on good opportunities and positions, and likewise employers miss out on skilled and qualified candidates. Although ghosting is so easily avoidable, many people still let the fear of disappointing someone dictate what type of worker/company they will be. 

How to Break The Curse

Ghosting is a trend that is easily fallen into but it is also a curse easily broken. It takes action from both parties, but with a commitment to stopping the trend it can finally be put to rest. Employers can avoid ghosting candidates by setting clear expectations for the hiring process; highlighting the hiring process steps. In addition, a commitment to closing the communication loop between candidates and employers is the main way to stop the ghosting on a whole. Being able to communicate with candidates even when the response is a “no” is essential to eliminating ghosting from the process. Furthermore, building a communication culture that values transparency between both the company and the candidates can help in this process. 

Candidates can eliminate ghosting on their side of the hiring process by setting clear intentions with employers and recruiters at the get-go. Responding to employers/recruiters messages even if they are no longer interested in the position ensures that everyone understands each side’s intentions. Maintaining clear intentions and desires with employers/recruiters secures a communication bridge between candidates and employees. Due to this employers/recruiters are more likely to think of the candidate if a position they fit better arises. Ghosting is a fixable problem and with that both employers and candidates can experience a more efficient hiring process. 

Although ghosting plagues the hiring world, it can be easily stopped. This hiring season don’t let ghosting spook you. Take the steps to break the ghosting curse, and the easiest step is to increase and maintain healthy communication throughout the entire hiring process. Here at Optimum RTS we are working to exorcise ghosting, by helping candidates and employers avoid communication nightmares, and find real results. Our skilled recruiters are here to ensure that your company finds quality candidates and stays in contact with them. If you’re ready to hire candidates while avoiding the ghosting nightmare, call us today to learn more about our recruiting and hiring services.

Sources: 

https://www.cbsnews.com/news/employment-job-market-surge-in-long-term-unemployed-workers-economy/

Happy 4th of July from Optimum RTS!

We are hoping that you and your family enjoyed a relaxing and fun-filled holiday! We are here for you and your company any time you need it, whether it is hiring, training, consulting, and more.

Marketing Magic & Money Moves with John Dalton

In this month’s spotlight, Optimum RTS owner John Dalton joins Patti Heid, Director of Best Practices and Compliance at the Home Care Association of Florida (HCAF), for an insightful conversation on “Marketing Magic and Money Moves: Winning Tactics for Homecare Growth.”

John shares his journey from launching his sales career in 1991 to founding Optimum RTS, a leader in healthcare recruiting, training, and staffing. In the episode, he dives into powerful strategies for driving sales in the home health industry, including how to stand out, create meaningful referral relationships, and build a marketing team that truly understands the art of connection.

Key Takeaways:

• Why “everything is sales” beyond just your marketers
• How to paint the picture for referral sources
• What top-performing sales reps do differently
• Proven tactics to increase visibility and drive growth in your agency

Don’t miss this episode packed with practical insights and real-world experience.

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Be the Four-Leaf Clover in a Field of Applicants: How to Stand Out

Picture this: You’re one of many job applicants, all vying for the same position. How do you make sure you’re the one that stands out? Like a rare four-leaf clover among a sea of threes, you must be distinct. This article will guide you on how to set yourself apart from other candidates and catch the eye of employers by showcasing your unique skills, experience, and personal brand.

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The Power Of Personal Branding

How you present yourself professionally is essential to setting yourself apart from the rest. The personal brand that you hold yourself to not only allows employers to see what your values are, but they can examine what type of assets you will bring to their company and your position. Personal branding both in-person and virtually allows companies to see what you bring to the table and quickly understand who you are. Creating your personal brand can be done through many avenues, but there are a few requirements; identify your strengths, values, and passions. These variables are what make you stand out from the rest of the candidate pool and can act as the tie-breaker between you and another candidate. 

Using the strengths, values, and passions you have identified, you must create an engaging way to showcase them. This can be done through creating an online portfolio using sites like LinkedIn, or portfolio websites. Lastly, you need to be prepared to explain your brand to anyone who asks. Preparing an elevator pitch allows you to be ready to market yourself in any situation. Remember, when it comes to creating a brand for yourself, you are always working, and you should be ready to showcase your brand at any point in time. 

Tailor Your Resume and Cover Letter

When it comes to standing out to employers and recruiters, customization is key. Tailoring your resume and cover letter to a specific position that you’re applying for not only highlights how you will fit into that specific position, but it shows your dedication to presenting yourself. Employers admire dedication to being specific with personal image, as it highlights how you will represent them as a company. Tailoring your resume emphasizes how you will fit into the specific needs of the position you are applying for.

Highlight relevant skills and accomplishments. By drawing attention to your skills, employers can envision you as a worker and examine what benefits their company would gain from hiring you. Drawing attention to accomplishments further puts you ahead by showing the recruiter what makes you special and what past success has looked like for you. 

Incorporating key words and or action words will catch the eye of the recruiter and encourage them to take a deeper dive into your application. Employers and recruiters do not always have the time to read every word of your resume, and that is why it is so important to catch their attention. By attracting them with key words, you are enticing them to read more and therefore setting yourself ahead of the rest in the applicant pool. Additionally, it is important to remember to highlight your expertise. Use your knowledge to stand out. Use your education, work experience, and certifications to draw the most attention so that employers can see what you have done to enhance your performance within the industry. 

Show Your Passion and Enthusiasm

Employers want to know that the candidate they are hiring is going to bring a good mindset to the job, which means you need to show them that you are passionate for the position. Employers want someone who is excited for their position and is not just treating it like any other job; you need to be their top choice, and they need to be yours. Demonstrating your enthusiasm can be done through research and first impressions.

Researching a company before applying is essential, as it shows the employer/recruiter that you care about the position you applied for. If you’re not researching your future company, how do you know that it will align with your strengths and values? By researching the company, the company senses that you are serious about working for them, and you know if it’s a position you’re interested in. 

First impressions can be the make or break when it comes to making yourself a top candidate. By expressing your excitement for the position and asking strong questions through the interview, employers can sense whether you’re interested in their position or not. The impression that you make on the person conducting the interview carries power, and making sure that you make a good impression is essential. 

Make a Lasting Impression

You want to stand out, and that is done by making the employer think of your name first. Making yourself memorable is critical to the recruiting process, and it is what makes employers choose you over anyone else. The quality of the interview is essential to ensuring that employers walk away with a good impression of who you are and what you will bring to their company. Simple behaviors such as maintaining positive and confident body language, being punctual, actively listening, and asking good questions creates a professional persona showing recruiters that you are taking their time seriously. 

Be prepared to answer any questions that may be thrown your way, and most of all, be ready to explain what makes you unique from the rest of the applicants. When it comes to answering these types of questions, this is your moment to truly shine. If there is a quality that you are proud of, shine a light on it. Make the recruiter see how you are better than the rest, and how you are the lucky candidate they have been looking for. Answering this question, think back to when you set up your personal brand. Now is the time to share the things that make you unique and how those will be incorporated into the business you are interviewing for. 

Lastly, the impression you leave with the interviewer goes beyond the interview. Staying in contact with the interviewer can remind them that you are interested in the position and keep you at the forefront of their mind. This can be done through reaching out to thank them for their time after the interview was conducted. This keeps your name in their mind, as well as further promoting a sense of gratitude and professionalism. 

With the right strategies, you can stand out from the crowd and be the lucky candidate employers are searching for. By building a strong personal brand, tailoring your resume and cover letter, and showcasing your passion, you can separate yourself from the pack. When you walk into that interview, remember: a memorable first impression is the key to leaving a lasting mark.

Now is the time to take action—refine your approach, show off what makes you unique, and make your job search as lucky as finding that elusive four-leaf clover. Good things are just around the corner, and with the right mindset and tools, you’ll be well on your way to landing the job of your dreams.

February of 2025 marks Optimum RTS’s 11th anniversary as a company. Since the beginning, we have been dedicated to bringing quality services and candidates to companies across Florida and the nation. At our formation, Optimum RTS was built on three main pillars: Recruiting, Staffing, and Training. Now starting our 11th year, we are not only an award-winning employment agency and staffing company, but a locally and nationally sought-after sales training and consulting group. Whether you have interacted with us as an employee or an employer, we are so grateful for over a decade of support. Remember, it’s our job to understand your job, and all of you have made that mission a reality!

Fall in Love with Your Career: How to Find the Job That’s Right for You

    Every day millions of Americans and people worldwide wake up and get ready to head off to their jobs, but how many of them are looking forward to their day? Having the right job can determine whether your day is something you look forward to or dread. Just like a relationship, the right job should make you feel excited, appreciated, and valued; so it’s time for you to fall in love with your career.

Understand your needs and desires

To find that perfect match, you need to address your standards: what are you looking for? Think about your values, passions, and goals. Are these essential to your work environment? Are you able to be flexible with some of them? Once you have addressed what your requirements are for your job “partner” it’s time to determine what your motivators are. What aspects of your job make you feel excited to get up in the morning? Lastly, determine how happy you are in your current position and identify what aspects you like and dislike with that position/company. Knowing your desires can help you filter through the available jobs and find the perfect match for you.

Evaluate your skills and strengths

Once you have determined what you are looking for in your career, look inward and identify your skills and strengths: How will you make yourself attractive on the job market? First, identify what you are good at. What past job positions were your favorite and what did you excel at in them? Assess your talents by asking yourself, if I were an expert in a skill what would that skill be? Identify what paths you are interested in learning more about and align these with your strengths. Find a job that requires the skills you are strong in and translate those skills into a role that excites you.

Research and explore job opportunities

Now it’s time to put yourself out on the market. Use online sites such as LinkedIn and Indeed to see what is available and market yourself. In addition, you can visit the Optimum RTS website and click on the “Find Jobs” tab to see what current positions we are filling. Once you have identified a job you are interested in, send us your resume’ and we will match you with your dream job.

Trust the process: Recognizing a job that is right for you

Lastly, you know when you have found The One. Having a healthy relationship with your job means more than just finding the available job, it means feeling like you found the right fit. When you feel you fit in the position, you are energized and excited for the work you are there to complete. Follow your intuition and trust your gut; you will know when you’re in the right place.

Finding a career that truly excites and fulfills you is possible—it’s all about aligning your passions, skills, and values with the right opportunity. By taking the time to understand what you want, evaluate your strengths, research your options, and trust the process, you can pave the way toward a job you genuinely love.

Remember, career fulfillment doesn’t happen overnight, but each small step you take brings you closer to the job that’s right for you. So, whether you’re just starting your journey or rethinking your current path, don’t be afraid to pursue a career that makes your heart race with excitement. You deserve to fall in love with your work, and you can make it happen with the right mindset and actions.

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Embrace and growth mindset:

Understand the importance of the desire to learn and grow. This means challenging yourself and pushing yourself outside of your comfort zone and using criticism as feedback rather than failure. This allows you to shape yourself into the best version for both your job and employer.

Develop key skills:

Identify skills that are crucial to your career or position within your company and work continuously to strengthen them. Invest in both the hard skills your position requires and the soft skills that allow you to be a stronger team member.

Build a strong personal brand:

Define and communicate what sets you apart professionally. This can be done through enhancing skills, learning new techniques, and promoting a desire to always learn more. Using platforms such as LinkedIn not only allows you space to shine, but they can also draw attention to the work you and your company are doing.

Master time management:

Improve productivity by effectively managing your time and devoting your time to what matters most. Eliminating distractions and minimizing multitasking allows you to produce a higher quality of work in a more timely manner, leading to higher overall productivity. By analyzing what you are allocating time for, you can better schedule and shape your day-to-day, creating a higher yield of success.

Foster a collaborative spirit:

Build a positive and welcoming work environment that enhances both personal and team success. Achieve this by actively contributing to team goals and encouraging colleagues to meet their goals. By sharing knowledge and helping the team around you, success is both personal and shared.

Adopt a results-oriented approach:

Focus on delivering tangible, impactful outcomes that align with the company’s objectives. Assess how you contribute to the success of the organization. Take the initiative and propose solutions to challenges that the company may face, increasing productivity.

Network and build relationships:

Expand your web of people both inside and outside the company. By increasing your number of connections you are also increasing the resources you have at your disposal. Participate in industry events to build professional relationships. Regularly check in with peers and mentors to build a strong network, and lastly offer to help and support others, leading to mutual success amongst team members.

The path to achieving your ideal outcome in 2025 is not set in stone, you must take active steps to ensure that this goal becomes a reality. Through an effort to hone new and old skills, network, support, and challenge yourself, you can truly grow into the best version of yourself. The actions you take today will shape the professional you become tomorrow, and it’s our job at Optimum RTS to help you through that process. Whether it is finding your dream job or the perfect candidate, our services can help ensure that 2025 is your best year yet for both you and your team.

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Let’s start off by defining who your customer is. Immediately, you envision the person currently utilizing your service or products. Typically, these people would be called your prospect, patient, client, shopper, patron, etc. Other people fall into this category as well, however, when you examine this a little closer. A customer is not always only the person using your services. It could be the parents of a child in school, the family members of a parent using your services. It could be the candidate you’re attempting to hire or the employees in your organization, or even your manager or one of the company’s vendors. In brief, it is everyone you come into contact with during the course of your work day. Beyond your work day, the term “customer service” can be substituted for just being polite in your interactions with everyone you meet. 

Now that we have defined who a customer is, let’s dig deeper into why understanding their emotional state might be important to a successful and positive interaction. To do this, think of a child and his or her parents going back-to-school shopping. In this scenario, there are two clients you will be faced with, and both may have very different emotional states. The child may be excited about going back to school, buying their new binders, pencils, and backpacks, whereas the parent is cranky about all the money they are spending, and trying to corral their children, the traffic, or crowds in the stores and malls. In both cases, how they are feeling has a direct relation to the way you or your employee will need to interact with them. For the child you will need to show that same excitement, and for the parent you might need to just be courteous and efficient. Now let’s look at a new patient being referred to a Home Health Agency. What could be the mental state of this customer? They could be scared, feeling vulnerable, tired of being sick and within the healthcare system, ready to be home, and concerned for the potential financial burden they might incur. Initially, the patient is not your only customer in this case, and each one of those involved may have one or more of the aforementioned emotions going on. As an example, when speaking to Mr. Smith and his wife, your ideal customer service would lead with empathy, reassurance, competence, and the timely nature of nursing, therapies, and caregivers. Whereas, when dealing with Mr. Smith’s daughter or son, you may want to switch the focus of your customer service to being efficient, actively listening, and providing concise descriptions of services and cost. This sounds easy, like basic information, but honestly, in most interactions, everyone is only thinking of themselves. For instance, the cashier at the office supply store in the first example might only see a grumpy lady and an obnoxious kid, or the staffing coordinator at the home health agency might be put off by the curt conversation Mr. Smith’s son is having with her. In both cases, the person who should be providing customer service has focused on themselves rather than the customer.

As you begin to read this list of best practices, think about your customer and their emotional state and how you would need to modify these best practices to be most effective.

Top 7 Customer Service Best Practices:

1. First Impressions: How your client initially interacts with you has nothing to do with you. Do not personalize a person’s attitude or behavior.
2. Observe and Drive: In face-to-face interactions, look your client in the eye, and all interactions use active listening skills to determine what the needs are and the driving force behind their need or question.
3. Be the fixer: Be concise in your response and only promise or solve issues that can be done at that time. Apologize and explain how you will get the information to answer the question or solve that problem. Be as specific as you can about the expected resolution time frame.
4. The Follow-up: Follow up on what was promised by keeping your client aware of your progress, should the timeframe you set move.
5. Make it personal: Personalize your customer service by introducing yourself and using your customer’s name when appropriate.
6. Smile: Smile. Really, it’s that simple. This applies when you are face to face or talking to someone on the phone. A smile can be heard as loudly as it can be seen.
7. Remove yourself: Remember, this interaction is not about you.

In my 26 years in recruiting, sales management, and national sales as a trainer and now a business owner, I have seen communication and customer service lead to unbelievable successes and an equal amount of failures. The primary causes of those failures occur when the person providing the service did not fully understand the “why” behind an attitude or question of a client. Without that understanding, even the best customer service plan will fail.

About the Author: John Dalton is the owner of Optimum RTS, a medical employment and consultant company. He has taught and consulted for clients that have just opened their doors to Fortune 100 companies. He can be reached at jdalton@optimumrts.com and you can visit his website at www.optimumrts.com

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In Today’s business climate, business owners face many challenges on their road to success.

Containing costs while increasing profits is the formula for growth.

Developing a competitive edge takes a willingness to react to market conditions, modify business plans, and adapt to change.

Why then if the method is this simple, do so many businesses fail?

Employers spend up to 30% of their time and resources on the non-revenue aspects of their business, primarily in the area of employee administration and government compliance.

How would you like to have the advantage of your employees without having the headaches of employee administration!

Outsourcing your employee administration to a Professional Employer Organization (PEO), will relieve your company from the increasing liability associated with state and federal employment compliance regulations and you will be able to provide your employees expanded benefits that will increase your ability to hire and retain productive and dedicated personnel.

When working with a PEO, your company enters into a Co-Employer relationship. The PEO becomes the employer of record and is responsible for payroll and payroll tax compliance, workers compensation insurance, benefits administration, unemployment claims processing and other related administrative tasks. Your company remains the worksite employer and continues to retain day-to-day control and direction of the worksite employees, and you can focus more of your time on the bottom line. 

Working with a PEO becomes a one stop shop for your employee administration and the PEO will take care of your Payroll, Workers Comp Insurance, Benefits, Human Resources, Regulatory Compliance and ACA reporting. So what do they do for you in every area of your administration?

PAYROLL TAXES

Payroll has become a complex process which requires up to date knowledge of tax laws. Human Capital has both the technical expertise and advanced technology to meet your needs and reduce your overhead by relieving you of the unproductive burden of payroll. Human Capital will eliminate the hidden cost of compliance and the risks created by ever-changing regulation.

The PEO will prepare, file and pay your payroll taxes, issue payroll checks and direct deposits, provide unlimited reports, issue annual W-2’s, file new hire reports, process Garnishments and maintain compliance, track PTO and sick and vacation time. Provide 24/7 online access to payroll and HR data including insurance, 401K and PTO benefits. When it comes to time and attendance tracking, we can use your current system or set up a new system to streamline your payroll process and use this data to import your payroll and saving you time and money!

WORKERS COMPENSATION INSURANCE

Human Capital has a comprehensive workers compensation program, which includes Workers compensation insurance, claims administration and loss control. Included within our loss control services, we can provide onsite inspections, develop and implement safety programs, as well as provide assistance with federal and state OSHA compliance.

Human Capital’s risk management program provides their PEO clients with a multitude of services designed to prevent or mitigate their exposure to workers comp losses, leading to lower cost to the client and improved employee well-being and satisfaction.

Claims management and adjusting oversight, accident investigation, modified or light duty return-to-work programs, Safety program development and implementation, On-site hazard assessments, safety committee coordination, OSHA regulation and compliance assistance, job task analysis, worksite hazard training, Annual experience modifier analysis and audit and quarterly review of loss runs.

Pay-as-you-go workers compensation payments, based on actual payroll, paid with every payroll, with a PEO you have No deposits, No annual audits and No surprise lumpsums at the end of the year.

BENEFITS ADMINISTRATION

A competitive benefits program is crucial to attracting and retaining quality employees. Human Capital can provide a customized benefits program tailored to your specific needs at a competitive cost. Human Capital administers your benefits by collecting and remitting the insurance premium, coordinating enrollments and assisting co-employees with questions and concerns. Unlike other providers, our clients have the freedom to use their existing benefits, human capital sponsored benefits, or both.

Our benefit solutions include:

Medical/Health Reimbursement Arrangement (HRA), Health Savings Account (HSA), Flexible Spending account (FSA) & Medical and Dependent Care Reimbursement, 401K, Dental, Basic Life/AD&D, Vision, Short-Term Disability, Discount Dental & Vision, 24hour Accident Plan, Hospital Indemnity, Critical Illness and universal life coverage.  

HUMAN RESOURCES SOLUTION’S

Human Capital’s HR solutions are designed with compliance and efficiency in mind. We can enhance your existing HR department or help fill any voids that you may have. Regulatory compliance can be overwhelming. Which laws apply to your company? How do you comply? Our staff can assist you in your decision-making process.

Human resource database and employee file maintenance. Assistance with immigration and Naturalization Service compliance (including Form I-9 and E-Verify). Assistance with independent contractor issues. Administer unemployment claims. Legal research and dispute resolution assistance. Compensation administration and compliance with FLSA and state wage and hour laws. Guidance with general employment situations and concerns, such as EEOC, ADAAA, ADEA, FMLA and CRA. Sexual Harassment and discrimination training (employee and managerial). Assist with the development of policies, procedures and documentation for employees. Access to experienced professionals who will identify possible government incentives for your business. Potentially resulting in real savings and tax credits.

ACA Compliant Programs, Products, Technology, Training and Support. Human Capital’s ACA solution provides a comprehensive and affordable solution for all your ACA requirements. We know that employers will have varying levels of understanding when it comes to ACA regulations. That is why our team of ACA experts can customize and tailor a solution based on your needs. Our solutions were designed to assist employers in mitigating the risk of IRS penalties, accurately file the required IRS tax forms and maintain access and control over your employee data.

Minimum Essential Coverage (MEC) and Minimum Value Plan (MVP) health solutions options. E-File Services to IRS & Mail to employees. Eligibility Management. Real Time Risk Assessment reporting. Employee Hors and Status Tracking. 1095-C Offer Code & Safe Harbor Calculation. Dynamic Data Import.

Our Strategic Partner & author of this post this month is Michael Athmer !

Michael Athmer is multilingual with 35 years of International Sales and Marketing Management experience.

Born in Montreal, Canada and lived in Paris, France, Copenhagen, Denmark and The Hague, The Netherlands and moved to Florida in 2000.

Started an Insurance Agency in Florida in 2000 and later became Sales Manager for Southeast Employee Management Company. Worked as a Business Consultant for Progressive Employer Management Company and is currently Regional Manager for Human Capital Florida, providing Payroll, Workers Comp, Benefits and HR Services in Florida and 32 other states.

Michael is past President of BNI North Palm Beach, Past President of Toastmasters in Jupiter, Graduate of Leadership Palm Beach County Class 2006. Past Board member of Big Brothers Big Sisters of Palm Beach County, past Board Member of the Human Resource Association of Palm Beach County, past Chairman of the Board of The Hispanic Chamber of Commerce and past Board member of The Beyond Blind Institute. Michael is President of the Leadership Business Council and currently serves on the Palm Beach Public School Strings Foundation board.

He is also active with the Palm Beach Chamber of Commerce and Leadership Palm Beach County.

Michael is divorced, has a daughter Vivienne and lives in West Palm Beach.

Michael Athmer can be reached at 561-644-8315 or 888-736-9071.

Michael.athmer@human-capital.com