Category: Guest Post


CBI Way: Strategically Sourcing for Success

August 13th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton 

It’s well known that sourcing is an integral part of any recruitment strategy, the groundwork for generating quality candidate pools and identifying top talent. In the last CBI Way blog we discussed the growing trend of passive sourcing, coinciding with decreasing unemployment and a large number of jobs added. Passive sourcing is strategic, it takes time, and a well thought out plan. An essential technique in sourcing passive candidates is promoting the opportunity through your network, not just targeting those individuals who might be a great fit.

ID-100164388Promoting your opportunity includes reaching out to varying professionals. Creating excitement, generating interest, and establishing relationships with individuals who you feel may be that quality talent you are looking for is effective, but strategic sourcing is about thinking outside of the box as well. For instance, who might be the professionals in your network who tend to work with the type of people who would be interested in the opportunity? Are you searching for an architect with experience in hi-tech industries? Try connecting with electrical engineers who have worked on pharmaceutical or medical laboratories. Ask for their expertise and suggestions for identifying qualified individuals. Sure, they’re not an architect, and neither are you; but, chances are they have worked closely with professionals in that field during their career.

Thinking critically and objectively when strategically sourcing is key to success. There is more than one way to obtain the information for which you are looking. It is easy to think about a new requisition with a singular focus on that specific talent. But that individual is not always right in front of you, and finding alternative methods and sources of great information can be the difference between impressing the client, and underwhelming them.

CBI Way: Employment Situation and Talent Acquisition

July 16th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton 

The recent June employment situation released early this month has shed some new light on the workforce changes occurring since the new year. Another 288,000 jobs (predicted) were added in June, marking the fifth consecutive month more than 200,000 were added. According to the Bureau of Labor Statistics, this is the first time since September, 1999 to January 2000, this has happened, almost fifteen years ago. Additionally, the 1.4 Millions jobs added in the first half of 2014, is also the highest number since the first half of that same year, 1999. Equally impressive is the unemployment rate of 6.1%, which has fallen 1.4% over the past year, the sharpest year-to-year decline in almost three decades, according to the BLS. While exciting, the report not only tells us something about the improving job market, but also speaks to the evolving and challenging world of sourcing and recruiting. In this CBI Way Blog, let’s first discuss the groundwork, sourcing.

ID-10098602More jobs and a lower unemployment rate means less candidates who are actively pursuing a new opportunity. As a refresher, active candidate sourcing is related to those candidates that are unhappy, concerned with their job security, or unemployed, for example. Active candidates are easier to find, as not only are they likely looking for you, the employer, but you are searching for them. Resumes are easy to find and applications aplenty. On the other hand, those candidates which are happy, fully employed, and not thinking about possibly making a move, prove much more difficult to identify, but are often the type quality talent being sought.

Passive sourcing is about generating interest, creating excitement, and establishing relationships, and networking with candidates about the opportunity. Whether by phone, email, or social networks, passive sourcing requires a focus on the candidate. Creating a strategy of who to target, where to target, and HOW to target these individuals is key. Where are they in their career? What sparks their interest? Who may they know? These are some questions that could potentially help with marketing your opportunity and employer brand in the best way possible. Still not interested? Make sure to express your desire to help if they may ever be in the market, or if anything changes in their career. The stronger network you have, the more options available to proactively source and engage the marketplace of talent.

CBI Way: Teeing up a Successful Partnership

April 30th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

With continual encouraging data regarding labor and employment, the mindset of employers may be leaning optimistically toward more hiring. Of course, there is bound to still be apprehension when considering the hiring of more talent, or the partnering with an RPO provider. However, there are few simple steps to guarantee success before completely engaging in a partnership.

Untitled-7A partnership can be defined as an association of two or more parties, and when talking RPO, it usually includes many more people. To best guarantee success prior to implementation, determining all peoples involved is essential. As a customer, knowing all the moving parts of the service you are purchasing leaves nothing to the imagination, very comforting for a business that may be engaging in their first RPO initiative. As the partner, it’s important to be aware of who might be your source of feedback, points of contacts, and who could possibly be helpful if another person involved is out of the office. Knowing who is involved helps keep an RPO engagement sound, smooth, and clear.

Part of ensuring an effective and fluid RPO integration is the defining of Key Performance Indicators (KPI) for the duration of the engagement. Usually worked into the Service Level Agreement, which we discussed in a previous CBI Way blog, these indicators may not necessarily be binding, but more of a longer term measure of success on a weekly or monthly basis and reported back to the client.  A great example of a KPI would be the candidate to interview ratio. In other words, how many submitted candidates turn into an interview with the client. By measuring non-binding indicators there is opportunity to manage and improve throughout the engagement.

Of course, there are more tools and steps to ensure success before implementation and contract signing, whether small-scale projects or full enterprise RPO. But by determining a focus on what is most important to you as the client and laying out the working parts (people) of the upcoming partnership, a high performance engagement is imminent.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices. 

4 Things The Avengers Taught Me About Talent Acquisition

April 9th, 2014

By Outside-In® Team Member Caitlin Olszewski

TAMarvel2Anyone and everyone in the industry knows that finding superhero talent is rare and extremely hard to do. When looking for new talent you need to ensure that their skillset can coincide with the team and work together to fulfill the purpose of the business. Each member of your team must bring a unique expertise that ultimately strives for the success of the organization and the growth of the company.

Here are some things to remember when looking beyond masks and capes:

1. Superhero powers are rendered useless if not harnessed and executed properly. Nobody wants a hulk candidate smashing everything in sight, or an archer that cannot master the skill to hit a target. It’s important to look for talent that not only meets the skill requirement, but also has the proven ability to use said skills in action. Screen for specifics and ask for examples of a time your candidate used these skills to overcome common obstacles in your industry.

2. Resumes can be deceiving. Sure, they graduated top of their class from MIT and have two master’s degrees under their armor prior to the age of 19. That doesn’t mean the man behind the iron is the right person for your team or a cultural fit for your company. Face to face interviews with the entire staff are crucial. Bring them into your office and see how they interact with every single person in the company and try to weed out any signs of evil.

3. Candidates must be up to date on all technology and facets of your industry. Although your super serum-enhanced candidate can wield a shield and have an unprecedented patriotism toward your company, they may have been asleep for the last 70 years when it comes to current technology and practices. Whatever your industry, it’s important to troll for candidates that are ahead of the game and know “the next best thing.” If your stellar candidate is slightly lacking in this category, make sure that they have the willingness and drive to learn quickly.

4. Always be comfortable with being in BETA. A company’s work is never “finished”. Look for candidates who can wear multiple suits and focus towards creating a 2.0 improved version. Businesses boom when employees are superhuman and innovative. Troll for candidates with diverse backgrounds within your industry and you can bet on an unstoppable force of business growth and development.

You don’t need Charles Xavier or Cerebro to locate your next talent. At Outside-In® Companies, we offer Blank Sheet of Paper Recruitment Solutions that are completely customizable for your needs! We can help you.

CBI Way: Taking a Look at Project RPO

March 12th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

Previously, the CBI Way blog series has focused on Recruitment Process Outsourcing; from building the right solution for the identified challenge, through post-implementation strategies for success. Along the way, we briefly touched on the differing types of RPO engagements, including Project RPO. Without the huge commitment, price, and scope of an Enterprise or Full RPO, a Project RPO engagement just might be the best solution for a company looking for talent acquisition support.

connect-20333_640A survey mentioned before in the CBI Way series, done by HRO today, showed that of 3,500 HR executives, just sixteen percent considered themselves “highly knowledgeable” about Recruitment Process Outsourcing. With hiring continuing to increase with the help of a strengthening economy (2.2 million jobs added in 2013), this survey highlights one advantage of a project RPO: the ability to outsource specific recruitment processes for a set amount of time or particular project needs, and perhaps a “try before you buy” approach to a larger engagement.

As an example, a business could engage an RPO provider for simply the sourcing of qualified and interested candidates, to be submitted to the client on a pre-determined timetable, with feedback provided after submittal. This type of project could be perfect for the hiring of a specific position or a new department, with the client taking over the rest of the recruiting/hiring process: screening, interviewing, and on-boarding. With success, this first engagement can lead to a more involved and long-term solution (Partial or Full RPO), specifically with smaller companies who have a limited HR department or none at all.

Perhaps the biggest advantage of a Project-Based RPO is the flexibility of the solution, allowing for an increase or decrease in the number of hours worked by the provider depending on the results desired, further engagement of the candidates (i.e. screening, background checks), or moving focus towards another need seamlessly.

Whether you’re a small business looking for a little motivation, push, and direction, or thousands of employees strong, considering outsourcing talent acquisition because your HR department is feeling overwhelmed, Project RPO could be the perfect fix to a frustrating challenge. A cost-effective, focused, and flexible solution, this type of Recruitment Process Outsourcing is less publicized, yet, is an incredibly viable option for talent acquisition challenges.

Addicted to Dope: 4 Chemicals We Need to Feel Fulfilled at Work

March 5th, 2014

Guest blog spot by Outside-In® Team Member Caitlin Olszewski

1. Dopamine

dopeDopamine (3,4-dihydroxyphenethylamine for my nerds) is the human chemical responsible for releasing good feelings of satisfaction, achievement, and completion. If you’re anything like me, every item you cross out on your to-do list summons the invisible arms of progress as they comfort you in their warm embrace. Ahhh. Instant gratification. A hug so fulfilling you find yourself craving, no, needing more. You can quit anytime you want, right? Don’t quit. Goonies never say die!

Two weeks ago, I attended a Greater Philadelphia Chamber of Commerce networking event where TED celebrity, leadership expert, and completely awesome dude extraordinaire, Simon Sinek spoke about the four social chemicals humans need in order to feel fulfilled. This goes all the way back to our monkey roots in the Paleolithic era when human survival was dependent on hunting and gathering so these built in survival chemicals encouraged us to succeed. Although we’re well past knuckle-walking and spearing wild boar, dinosaurs, or whatever, all of these chemicals are still present in our daily work lives. And these drugs are biologically what motivate us to set goals, complete tasks, and to keep going under all circumstances.

2. Endorphins

How about that feeling you get when you run a few miles, lift weights, or complete a P90X® workout without passing out? Hel-lo sweet, sweet endorphins—the personal opiate. Often referred to as the “runner’s high”, endorphins sole purpose are to mask physical pain with pleasure. During a rough patch at work, endorphins are what kick in to give you that “all hands on deck” instinct to overcome and obtain that feel-good high. Laughing is one of the quickest ways to release endorphins, explaining why it is highly encouraged to participate in some lighthearted humor during tense times.

3. Serotonin

So what happens when you shatter those goals? Complete those tasks and exceed expectations? Serotonin rolls out a red carpet and hands you a trophy. Serotonin gives us pride, the feeling of being respected, and an invincible attitude. In work life, serotonin is what emboldens us to put out the best work we can in order to feel acknowledged and valuable. It’s what pushes us to constantly impress and please those around us so we can feel a sense of achievement and comradery. Think about how you would feel running on your own time versus running a marathon in front of people cheering you on. Serotonin pushes us to go further, be stronger, and work harder.

4. Oxytocin

What about the warm fuzzies? The most popular of these chemicals, oxytocin, is correlated with feelings of friendship, love, and trust. Oxytocin provides us with the need for human connection, social interaction, and vigilante actions. Unlike the other three chemicals, oxytocin is a long-lasting feeling. This chemical is all about relationship building and creating a deep trust for those around us in order to feel safe and protected. At work, oxytocin is the feeling we achieve when our colleagues are there to watch our backs, encourage our growth, and give us the tools we need to succeed.

Simon Sinek’s Leaders Eat Last: Why Some Teams Pull Together and Others Don’t is currently on the New York Times Best Seller List. You should buy it not only because it’s a thought-provoking look into the way we work as humans, in teams, and as leaders, but also because I said so.

CBI Way: 5 Ways to Go Back to the Future of Sourcing

February 18th, 2014

Guest blog spot by Outside-In® Team Member Caitlin Olszewskibacktofuture

Grab those Nike power laces and your hoverboard, this blog’s about to go 88mph back to the future of sourcing. There’s no hiding from it—we live in a society where today’s technologies are tomorrow’s artifacts. We are spoiled by technology that is meant to make our lives easier but inherently makes us disconnected from interpersonal communication. Gone are the days of needles in the haystack, purple squirrels, and cold calls. The future of sourcing is all about genuine relationships, honest networking, and full engagement. Here are some tips and tricks to become a more proactive and efficient sourcer in a world that is rapidly changing. (Spoiler alert, Marty McFly: They might not be what you think!)

  • Be Engaged: Engagement is the word of the year, and I’m not talkin’ carats. (Although, if my future husband is reading this, here’s a hint: 1 carat princess cut pave.) Back to the topic. There are countless articles teaching readers how to be more engaged in both their work and personal lives. I’ve even read The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal to learn more about this popular topic only to find that I was certainly not as engaged as I had thought. Think about investing your energy rather than your time. After all, your time is worthless if you’re not giving it your full attention. So drink that Vitamin C, get off your smartphone, and devote your full attention to your candidate!
  • Know Your Brand. Be Your Brand: Are you considered an “All-Star Recruiter” via LinkedIn? So is the guy to your left. And the one to the right. In a world where a million recruiters are flooding the inboxes of candidates with stereotypical messages, how do you stand out? What’s your Unique Selling Proposition? Remember that you’re representing your company and that you’re an extension of its brand, an embodiment if you will. This one probably sounds like a given, but too many recruiters come across as phony or robotic and it’s important to distance yourself from that stigma and be authentic and genuine. Seriously. Take mom’s advice and just be yourself.
  • Value Quality > Quantity: Anyone can tell you that it’s in your long-term interest to reach out to 10 dream candidates rather than 100 so-so’s whose resumes contain one measly keyword of your search. However, many recruiters find themselves disregarding this practice simply because it’s easier and they want to yield high numbers. Use your time wisely and harbor sincere interactions with stellar candidates. You’ll be thanking yourself when the next job order comes in and you already have an A+ pool to choose from.
  • Build Relationships: How many quality candidates have you sourced today? Big deal. This week? Zzz. Can you list their names? All of them? Probably not. Make your candidates feel valuable—don’t treat them like another billable to fill a position. Think about how you would want to be treated. You should be having consistent, responsive interactions with candidates that help you climb that relational ladder. Be open and transparent throughout the process—take the time to get to know each candidate and their personality. This will help you tremendously in finding the right fit for both your candidate and client. Also, be sure to follow up with each candidate!
  • Keep Up with Technology (1.21 Gigawatts!): While in the beginning I mentioned being spoiled by technology, I didn’t mean throw it away altogether! Find your perfect balance of using today’s best sources to build genuine relationships. The technology world as we know it is changing rapidly—how will you adapt? As we have learned from the dinosaurs, you either evolve or you are reduced to only being a three year old’s birthday party theme. It doesn’t take a DeLorean to stay current with sourcing strategies, technologies, and best practices. All you have to do is stay active by consistent training and searching for invaluable information. Spend a little bit of time each with with a cup of coffee and a couple sourcing blogs & articles. Trust me, a little goes a long way. Find something good? Be sure to share it with your team! You’ll actually be saving time in the long run AND you’ll be well ahead of the game.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices. 

What Do You Need for Christmas?

December 16th, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator

When you’re a kid, Christmas is about as magical as it gets. (I have yet to see a unicorn, okay?) The fact that you go to bed with a belly full of apple pie and ice cream to wake up to toys and treasure underneath your tree is the highlight of the year. And parents, those behavioral Jedi mind tricks you can use on your kids while “the elves are watching” are truly miracles in themselves.

“What do you want for Christmas?” The question all of us were asked year-after-year by the red-velvet-clad cookie connoisseur sparked elaborate answers of Transformers, high-tech gadgets, and cavity-inducing candy. However, the moment you opened a present to unveil a pair of socks or the dreaded pack of underwear you immediately came to the conclusion that you were on the naughty list. What if you actually wanted those things and worried more about your cold toes than the latest toys? What if all you wanted for Christmas were simply things that you absolutely needed?

Each year, we partner with Delaware Social Service’s Adopt-a-Family Holiday Gift Assistance program. The program provides the sponsor with a brief description of the circumstances that led each family to the need for assistance. We survey through the available families looking to make their holiday season extra merry and bright. This year, when I was reading each informational bio, one family stuck out in particular.

adoptafamA recently-singled father and his 7-year-old daughter were simply asking for a $200 gift card for groceries along with hats and scarves to brave the cold weather. So what did we do? We used our Service to the Nth Degree value to provide roughly $600 in gift cards to make their Christmas extraordinary. However, we all know that there’s nothing like the suspense and sound of ripping open wrapping paper on Christmas morning, so we set off to provide presents and various necessities for our family to make their holiday a little more Outside-In®.

Through working as a team and providing peace of mind for our adopted family this season, we helped keep the spirit of Christmas alive for them, as well as ourselves. No matter what you celebrate, I hope you can discover your own holiday magic this season and share it with those around you who truly need it.

Want to be a part of the Adopt-a-Family program next year? Click here for more information.

CBI Group Makes The Philadelphia 100 for Fourth Time Since 2005

October 21st, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator

CBI Group is pleased to announce our inclusion in the Philadelphia 100 list for the fourth time, making us one of the most consistently growing entrepreneurial companies in the region.

efe_philly100-2013-largeThe Philadelphia 100 is a prestigious awards program that honors the fastest growing, privately-held companies in the area. It was founded in 1988 through the Entrepreneurs’ Forum of Greater Philadelphia to promote young, successful companies. The program has previously recognized CBI Group in 2005, 2006, and 2007. This year marks the momentous achievement of being able to emerge from the recession more successful than ever. Our continued growth and entrepreneurial spirit secured us a spot on this year’s list at #25. CBI Group aspires to see continued advancement and success following the official partnership affirmed earlier this year with fellow Outside-In® Companies—Placers and Barton Career Advisors.

Founder & CEO Chris Burkhard credits the achievements of the business to the fact that the company has always been customer-centric and results-driven. “Success comes from working hard on making the little things of our business more Outside-In® every day,” said Burkhard, “and frankly, not doing it for the awards or recognition. Always putting our customers first seems to bring its own reward and recognition!”

In addition to the Philadelphia 100 award, CBI Group has recently earned a spot on the Inc. 5000 list along with two ‘2013 Honors’ including a #11 ranking in the Top 100 Delaware Companies and a #69 ranking in Philadelphia Metro Area sub-categories.

If you would like to learn more about The Philadelphia 100 please visit www.philadelphia100.com.

CBI Group Lends an Outside-In® Hand in an Unexpected Way

September 27th, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator 

Have you ever skipped breakfast before entering a meeting and could only focus on the never ending grumble in your stomach instead of the metrics in front of you? Well, think about having that feeling all the time. Imagine feeling long-term hunger to the point where you cannot concentrate on anything but the emptiness in your stomach and the physical weakness that follows.

I heard about The Food Bank of Delaware back in July and I thought it would be a great cause for our ongoing Charity of the Month program. The Food Bank is an organization that provides nutritious food to Delawareans in need with the goal of providing long-term solutions for hunger. I figured that we could just help out by donating canned goods and fund raising, but then I saw the numbers and came to the humbling realization—that wasn’t enough.

foodbankOver 241,600 people receive assistance from The Food Bank each year and that number is continuing to rise. Forty-four percent of the households receiving this aid are children. To top it off, more than 17,500 people receive emergency assistance in any given week. At Outside-In® Companies, none of us are mathematicians—we’re all a bunch of fun-loving recruiters or chatty communications coordinators (sorry I’m not sorry). However, these numbers quickly resonated with us and strummed our heartstrings. After seeing the facts and statistics we knew that we wanted to take our charity to the Nth degree.

On Wednesday, we put our Outside-In® values to the test and volunteered at The Food Bank’s facility in Newark. Our team formed an assembly line to work together and create meal kits for the Food Bank’s Backpack Program. The program sends close to 3,000 children home from school for the weekend with easy-to-prepare meals to ensure that they can have the proper nutrition they deserve. “It’s hard for a child to learn on an empty stomach and that’s what it all comes down to,” said Trevor Turner, Lead Volunteer Coordinator. The program is geared to help eliminate the problems hunger can cause in regards to education and development.

In only two hours we created 638 meal kits—totaling 1,276 individual meals. That means through our Team-Based, Change Maker, and Service to the Nth Degree values, we made sure that 638 children didn’t have to worry about being hungry for the weekend. That’s 638 reasons to be Outside-In®.

If you’d like to figure out how you can help end hunger, please visit www.fbd.org.

Check out our assembly line in action!

 

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