Category: Outside-In®


CBI Way: The Talent Pipeline Situation

April 22nd, 2015

By Outside-In® Team Member Alex Patton

ID-100248873When planning the direction of your company, one of the most important aspects must be the talent supporting the business. Proactively thinking about the talent that will help drive your business can be a difference-making strategy to be a step ahead of the competition. In turn, building long-term relationships with quality candidates for future hiring, or talent pipelining, can be a critical investment as the job market continues to improve, with another 126,000 new jobs added in March, according to the Bureau of Labor Statistics.

Previously, we’ve talked about the challenge with the growing number of passive candidates – 75% of all candidates, according to LinkedIn’s 2015 Global Recruitment Trends survey, which increases the difficulty of quickly identifying and hiring top talent. Constructing a strong pipeline of candidates in specific industries is a great way to be ahead of the game while also increasing the potential for quality referrals, by spreading the word of hiring inside your business. Instead of reacting to a new requisition by sourcing, screening, and interviewing; having a pipeline of talent knocks out at least the first step of the process, also reducing the time-to-fill.

Additionally, maintaining the passive pipeline by keeping the talent engaged and aware of company openings and happenings can help build your brand, keeping your business on the top of candidate’s minds if their situation should change. While it may be time consuming initially, building your pipelines will become a regular strategy to meet your talent acquisition needs and pay dividends as a long-term strategy.

Stay tuned for the next CBI Way Blog to learn ways to best build your talent pipeline in the new age of social recruiting.

Image courtesy of freedigitalphotos.net.

 

Outside-In® Companies Announce Partnership with Delaware Association of Rehabilitation Facilities

April 21st, 2015

ID-100249468We are pleased to announce that we have entered into a new partnership with DelARF to benefit all of their members and offer talent management services in recruitment, temporary staffing, and outplacement.

DelARF is a statewide membership association of agencies supporting people with disabilities. Membership is open to organizations that provide direct services, advocacy and/or educational services to Delawareans with disabilities, their families and advocates.

“We know that talent can be a real difference maker in your company. We offer customer-centric talent services that can help you in the course of running your business!” says Outside-In® President, Chris Burkhard.

  • Do you have a need to hire key staff but don’t have the Human Resources staff to handle the recruitment process?
  • Have you considered using a temporary workforce to give you budget flexibility, but don’t know how to get started?
  • Do you experience highs and lows in hiring and need a steadier flexible recruiting stream that you can turn on and off as needed?
  • Is your company experiencing a reduction in force? If so, you need tools at your disposal to help your impacted workforce get redeployed quickly as you do the right thing for the community and for the brand you represent!

As a values-based company founded in Delaware in 2001, the Outside-In® team is committed to providing “Service to the Nth Degree”. If you are interested in learning more about these services, please visit www.outsideincompanies.com or call our Newark office at (877) 746-8450.

Image courtesy of freedigitalphotos.net

Blank Sheet of Paper: Customers Do Not Want a Sales Pitch!

April 15th, 2015

Blank Sheet of Paper is the attitude we take towards how we interact with customers. Are we open or close minded in our thinking and in our words with customers? Do we think constantly about how to do more for our customer? What would make their experience Nth Degree? Blank Sheet of Paper is also about how we organize the way we chose to conduct our business! For example, are you easy to do business with? Are you and your team accessible? What does that look like? For us, it’s about answering the phone in three rings and limiting voice mail. Or allowing service folks to spend as much time as needed with customers and with no maximum time goal on the phones.

BlankSheetofPaperNow, go ahead and take out of a piece of paper from a notebook or copy paper. There is nothing on it, right? It is a blank sheet of paper! Having a Blank Sheet of Paper value is a really important element to how the Outside-In® Companies go to the marketplace. Blank does not mean we lack ideas and creativity, it simply means that our process of selling and serving our customer starts without jumping to quick assumptions or borrowed ideas from our past experiences. We try hard to listen and acknowledge each new prospect by answering questions and addressing specific needs.

There are stories of legend from service companies where the “solution” presentation to Nabisco happened to have the Kraft logo on one of the slides. Imagine saying you listen well, have a great consulting or selling process, bragging about your custom work and having a multimillion dollar customer see a competitor’s name on their slide deck! Was it copy and pasted? Was it a joke or bad editing? Regardless, legend has it that this happened to a global consulting company on pitch day. And yes, they lost the deal! That won’t happen here. There is nothing wrong with leveraging your expertise and experiences—it’s simply how you chose to do it! Don’t get me wrong, we have many different talent services. Some have a relatively short buying cycle, while others take hundreds of hours to build them out properly. The key? Demonstrate authenticity and build relationships. Have a clear system to get the answers and information you need to solve customer problems. This is our OI-Q. Battle and time tested, this is our method of effectively and efficiently learning what we need to in order to do our best work!

We know that to truly solve a customer’s problems, we need to demonstrate that we have earned the right, invested the time, followed the right approach and process and then brought our talents, experiences, and expertise to bear on the problems!

Customers want to buy, not be sold to. Think about when you walk into a retail establishment. When someone asks you if you need help do you ever say yes? Even when you are there to buy? Most of us say no. None of us like to be followed around and asked stupid questions.  Even when we are there to make a purchase. Approaching a customer is everything!

So how do you help a customer buy? Build relationships not just on the golf course or at business lunches. The world has little time for lunch for the sake of lunch. Relationship building takes place when you’re asking questions about the customer and their talent challenges and opportunities. Listen, ask questions, do the work, observe, volunteer. All of these ways demonstrate that what you know will make more sense. Yes, what your expertise is all about will be more believable because you invested the times in your customers business. That is the key to Blank Sheet of Paper—showing what you know comes out through your ability to deftly and skillfully take your customer through the buying process. A process that helps you earn the right, establish credibility, demonstrate knowledge, and ultimately identify the issues and challenges that you identify to your way to solve the problem!

Upcoming 5/21 Talent Seminar: Creating a Culture of Excellence

April 2nd, 2015

Please join us on Thursday, May 21st (7:30-9AM) for our Outside-In® Talent Seminar featuring guest speaker, Brad McCarty, Head Coach of the Men’s Soccer Team at Messiah College. Messiah College Soccer is the Winningest College Soccer Program in America. How do they do it? Brad attributes their success to creating a culture of excellence. The shared purpose, principles and values of their program are what makes Messiah so successful. Messiah’s ideology is one that is universal and can be applied in any business, team or organization looking to achieve excellence. Join us for a great discussion, a hot breakfast, and networking with like-minded professionals!

You can learn more about Messiah’s story in The Messiah Method, a book written by Michael Zigarelli, a Professor of Leadership and Strategy at Messiah College. The book outlines “seven disciplines that propelled these teams from decent to dynasty… They’re seven disciplines that can supercharge your team, too.” Visit TheMessiahMethod.com to learn more or purchase the book on Amazon orBarnesandNoble.com. (Disclaimer: we will not receive any proceeds from book sales.)

Here’s what the seminar will look like:

7:30-8:00 AM     Meet some new people over breakfast and coffee!

8:00-8:45 AM     Talent Seminar Presentation by Brad McCarty

8:45-9:00 AM     Q&A

Register Today!

*HRCIThis seminar is pending credits!

ABOUT OUR GUEST SPEAKER

Brad McCarty, Head Coach of the Men’s Soccer Team at Messiah College

mccartybradmessiahBrad McCarty begins his 15th consecutive season on the bench for the Falcons’ men’s soccer program in 2015, and his seventh as head coach. McCarty is the seventh head coach in the program’s storied 43-year history, and since taking over the reins of the program in 2009, he  has kept the Falcons among the nation’s best in men’s soccer.

In six seasons, McCarty has led the team to four NCAA Division III Championships, holds an 133-5-5 overall record, and has twice been named NSCAA National Coach of the Year (2009, 2012). “I’m extremely honored and excited about the opportunity to be the head coach of Messiah College men’s soccer,” McCarty said upon his hiring. “My desire is to work as hard as I possibly can to maintain our core ideology. The principles and values of our program are what makes this a special place, and I see it as my responsibility to be true to those ideals.”

McCarty was also a standout player for the Falcons as a collegian. He claimed NSCAA All-Region honors as well as earning Adidas First Team All-America Scholar-Athlete accolades as a senior before graduating from Messiah in 1993 with a degree in health and physical education. Before returning to Messiah as coach, McCarty played professional soccer for four seasons and completed his master’s degree Summa Cum Laude at Wichita State University, focusing on sports administration. He resides in Dillsburg with his wife of more than 20 years, Jodi. The couple has four children: daughters Madison and Morgan, and sons Ian and Finnley.

Job Opening for a Risk Taking Specialist

April 1st, 2015

At Outside-In® Companies we know that taking risks is a cultural privilege that we cherish. However, we don’t always live this value perfectly. In fact, we are working hard as a company to live this value more fully. The only way to do that? Do some culture work and get clear on what we want to see more of around here. Risk taking not only enables our productivity, but it also helps us provide our customers with the best experience possible.

Here is where you come in. The Outside-In® Companies are growing and we need talent. However, we need the right talent that fits our core values.

We are Risk Takers. We are willing to step out of our comfort zone. We use our collective intelligence to solve problems, weigh outcomes, and take calculated risks.

Here are a few examples of what we mean by daily risk taking:

  • RiskTakersThe office is out of paperclips, hand soap, or coffee and you’re not willing to do something about it. “Getting office supplies is not in my job description.” At Outside-In® Companies, we don’t shove that stuff off to someone else either. We make a quick decision and move on to the important stuff!
  • “I need to talk to my supervisor.” First off, we don’t use that title in a flat environment. More importantly, by waiting to speak to your leader you’re simply giving away your equality and authority. Figure out how to own a project! Taking risks also means owning your work and assuming responsibility.
  • “This sounds like I can do anything I want around there—sign me up!” Well, that is not true either. Making an uninformed decision is not how we roll. Gathering information, working with the team, and moving quickly is how we make bigger business decisions. We need people that know how to be on teams, are willing to work out disagreements, and are willing to respect different points of view.

Our business is the balance between innovation and creativity with our ability to organize in order to get work done. In order to do that we count on each associate to utilize their first-hand experiences and observations to see the business as it really is: something that needs daily attention and improvement. That is what Outside-In® is all about.

You should apply for a job with Outside-In® Companies if you:

  • Like to innovate and make daily improvements within your job, department, or company.
  • Are willing to problem solve.
  • Honestly believe in an environment that rewards and does not punish small risks.
  • Can gather the right teammates together to tackle large problems. Big problems and opportunities bog down fast moving Gazelle companies when not addressed in the right way.

*This is all true by the way! If you like our culture and are a risk taker, we have great positions and careers to explore with you. Check out our openings here.

If you’d like to learn more about the influence of company culture on business and talent acquisition, please join us at our next Outside-In® Talent Seminar on May 21st. Brad McCarty, Head Coach of the Men’s Soccer Team at Messiah College, will be presenting Creating a Culture of Excellence. Learn more about the seminar & register here.

Outside-In® Chronicles: Why is Bruce Springsteen Called The Boss?

March 11th, 2015

I recently attended my first Bruce Springsteen concert this past week in Hershey, PA. We talk about leaders only being leaders when they have followers. Well Bruce has followers. After all, he is the Boss, right? I bet you don’t know why he is called the boss. Well, back in the early (glory) days he was the one who had to collect the night’s receipts and be responsible for distributing the money to bandmates. At first, Bruce hated the name because of what boss typically means as a stereotype. I think it’s safe to say at this point he has tacitly accepted his moniker. And after watching him play for three hours and ten minutes with barely a sip of water? There is no doubt in my mind that he is in charge, in control, and on top of every little detail as a master showman can be. He is The Boss today but for very different reasons than way back when!

After watching his performance I can assure you he is a good leader. He has such high energy and regard for people including his bandmates and crew, the fans, and all those that he can help. (Bruce brought seven different fans on stage to jam with him, sing, and to share their cause). Without fear or thought that they might in anyway be there to hurt or harm him or others!

All of this Boss talk got me thinking. Do you like being called boss? I had a favorite administrative assistant who called me jefe, which means boss and I hated it. She insisted she meant it in a different meaning than the stereotype. Jefe meant that I was in charge and that she could count on me.

So I looked up the definition of boss. And guess what I learned?

Boss as a noun seems reasonable enough to me. Someone in charge of a team or organization. Each culture and its value is different in each group however, someone, is always responsible for a team—even in self-directed teams.

So how about Boss as the adjective? Boss means excellent or outstanding. If everyone can be the boss and live up to excellence or be outstanding then let’s all get name tags! An environment of results and outstanding can’t be all bad, right?

ID-10066133Now we are getting into it. Boss as the verb. To dictate. To lord over. To domineer. To push around. To browbeat. To create undue pressure. This is where the stereotype exists!

No one wants to work for a boss. Few people tolerate dictators or lords if they can help it.  No one wants second class treatment when they can be equally important. I’m sure that being pushed around or browbeat isn’t motivating for long. Bossing and managing by fear mongering works for as long as the Boss has power. Which is usually only as long as it takes employees to figure out what to do about it.

So unless you’re Bruce Springsteen, be careful about acting like a boss!

How the Outside-In® Companies Do The Whole Trust Thing

March 4th, 2015

Last week, my company celebrated a Values Holiday around our core value of Trust. Every twenty or so business days we focus our attention on reinforcing one of our twenty values. This is incredibly powerful stuff as “culture work” helps us all be mindful of expected behaviors in our workplace. I jump out of bed every single day because our values are ubiquitous to all the roles we play and all the people we meet.

Trust for me was learned behavior. Not that I was untrustworthy as a young person. I just did not understand that my very character was shaped by my words, thoughts, and actions. I remember being a young college kid just starting to date (the girl who I knew was the one, and I married her!) Kim held my up to high standard and I guess her perspective and opinion really mattered to me so I lived up to it. She simply taught me to be trustworthy by expecting it and as in any important relationship, I did not want to let her down. I think the challenge for all of us is to adopt this approach in more of the relationships in our life, not just the ones that we consider the most important!

So, I decided to do a survey on what constitutes trust in a relationship and I asked my team, “What type of actions and behaviors build trust?” Everyone has had different insights and experiences that shape them, however, all are valuable points of views. I hope you enjoy the trust thoughts as much as I did!

  1. ID-100250128Being reliable.
  2. Being up front with one another.
  3. Honesty.
  4. Constructive criticism.
  5. Do what you say you will do.
  6. When the person follows through, and does what they say they are going to do.
  7. When you do something to assist the other person, without having to be asked, or better yet, when they are not expecting it.
  8. Consistency.
  9. Reliability.
  10. Trust is something earned, not something that is given. Trust is earned over time as people prove that they are people of their word and simply that they are worthy of trust.
  11. Without a doubt, honesty builds a relationship more than anything else. Honesty is an essential building block, and without it you don’t have much, if anything!
  12. Honesty. Consistent, unwavering, believable honesty.
  13. Knowing someone on a personal level and their ability to be direct in communication.
  14. I am really impressed, and inclined to go the extra mile, when someone helps me even though it was not necessary or expected. They just helped me because they were being team-based, or simply generous. That makes me see the person differently and help them at any opportunity. It is more than returning a favor. It is more like I have elevated that person to a new level of respect. It doesn’t even have to be something done for me – it can simply be that I observed a person’s kindness when “no one was looking”. That is big for me.
  15.  Aaaahhhh Trust. Trust is like money yet more valuable. It takes time to build or accumulate, but can be blown in an instant of bad decision. What builds trust? Proving you’re trustworthy not by what you say, but by doing what you said you would do. In order to maintain trust, one must be honest, humble, and genuine.
  16. Being honest and following through while not “over-talking” others. By “over-talking,” I’m referring to talking at a higher level than necessary or for the audience to understand. Always strikes me as dishonest and that they are doing it to hide or shade over something.
  17. For me, the formation of trust occurs over time, and with effort from both sides. I think one of the reasons that our team works so well together is because we’ve developed a deep level of trust of over the past six months. We take the time to genuinely get to know each other, as colleagues and as friends. We build trust both at work and outside of work, even if it’s as simple as a 30 minute lunch where we talk about our families. An important component of building trust is earning it by following through on tasks, or being there to lend a hand without being asked. I trust that my team will support my decisions and be there if I need council. I also trust that they will not take judgement, and instead will help me to learn and grow from the situation.

Trust is a two way street. And my favorite insight from the team? Trust takes much more time to earn than it does to lose it. Gone in a moment as they say.

Take my personal challenge and try to answer the question yourself—how often do you live these suggestions in building trust? All of us can do better. What type of person are you when it comes to trust?

In order for trust to be built, you need a drive commitment from both parties. Both must be open to building and maintaining that trust. Formation of trust takes a long time, but can be lost in a matter of moments.

Trust is a regular deposit in a relationship—it must be balanced but always must be nurtured.

Upcoming 2/26 Talent Seminar: Gore’s Employer Brand Story

February 6th, 2015

Please join us on Thursday, February 26th (7:30-9AM) for our Outside-In® Talent Seminar featuring guest speakers, Graham Williamson and Steve Shuster from W.L. Gore & Associates. A strong employer brand is a sustainable competitive advantage in the quest for talent. Find out what Gore learned on the way to developing their employer brand and what principles you can apply to any organization.

Eventbrite - Outside-In® Seminar: The Happy Harry's Story

WHO SHOULD ATTEND? ID-100248850

You should join us if you are:

  • An HR Leader
  • In Talent Management or Recruiting
  • A business leader planning to implement or improve his/her company’s culture
  • Looking to expand your knowledge on best business practices
  • Seeking HRCI recertification credits*

*This seminar is currently pending approval for HRCI credits.

ABOUT OUR GUEST SPEAKERS

Graham Williamson, Regional Recruiting Leader

grahamGraham provides leadership to W.L. Gore & Associates’ Recruiting team and is part of a global HR leadership team at Gore responsible for aligning the HR strategy with enterprise objectives. For the past twenty years he has been involved in different sectors of the staffing industry from executive search in Europe to consulting and leading recruiting teams. One of his passions is Gore’s work on employer branding and the current global thread through this work is the focus on creating experiences for candidates and businesses that positively differentiate Gore.

Steve Shuster, Global Brand Manager

steveshusterbwSteve has thirty plus years of business experience with W.L. Gore & Associates. During these 30 years he has experienced many roles, such as; sales, marketing, product management, brand management and business leadership. Steve has extensive knowledge in value pricing, product development, market assessment and global markets.

Currently, Steve is the global Enterprise brand leader responsible for growing and protecting the GORE® brand and portfolio of Enterprise brands. For the past five years he has focused on developing and implementing global brand management processes for the Enterprise. In this role he developed, mentored and led associates globally around the importance of adding value to the portfolio of brands within the Enterprise. As part of this role he developed new strategic approaches to branded offerings throughout the Enterprise. Steve also co leads the Global Employer brand initiative. Steve is also a passionate champion for the Gore culture. At this point in his career his energy is derived from helping others grow through leadership development mentoring and coaching.

What Does it Mean to “Earn the Right?”

February 4th, 2015

How many of us know what earning the right actually means? Today, my son asked me if he could go to a friend’s house, and I shared a story with him instead of saying yes or no. I told him that when I want to hike all day on a Saturday with friends, I am certain to find out what I can do around the house on Friday night prior to my fun. His response was a perplexing one; he did not think that he needed to prove himself to anyone to get what he wanted. He simply wanted what he wanted. This may work with a teenager on occasion (especially when his parents get worn down from the barrage of constant requests), but it rarely works in business. The challenge here is that successful staff members figure out how earning the right works, while unsuccessful ones run out of here while the rest of the staff might just help them leave! Earning the right is one of the values that we have at the Outside-In® Companies. To be successful no matter how you define success? This is a prerequisite.

I was recently in a discussion with a colleague who had a meaningful, strategic dialogue with a long time customer of the Outside-In Companies® about how we could help them solve their workforce challenges. This is our wheel house. This is what we live for. This is what we want to do as workforce consultants all day long, every day. Unfortunately, we don’t spend all day doing this. Not all of our relationships challenge us to be our best and I sense that earning the right has 100% to do with it!

EarntheRightEarning the right is when you do the right things in a relationship to earn the privilege to ask for or expect something from someone else. This is relevant on your team. This applies if you work with other teams in the company and it certainly applies if your role is customer facing. Customer facing roles are based on relationships with existing customers, suppliers, new inquiring ones, and anyone that your business comes in close contact with.

In the world of business development and sales, the notion of earning the right is often a source of conflict for sales and service associates. Salespeople have to sell things, they need to ask for next steps and commitments and they must show forward progress. If you’re serving a customer the same is true. You must ask for commitments, information, time and calendar space, and you must be taken seriously to do the job.

Maybe you’re in a company and you need the assistance of others that are not in your team or division to help you get a project done. Although you are passionate and the project is urgent, why should anyone else care or help you? You will have to do more then plead and beg for a lending hand, that is for sure. The work starts well before your need arrives.

To earn the right, you must first understand that earning the right is on you, your cubicle mate, your leader, the founder, and even the janitor. It is critical to understand that we are always in the process of earning the right. Our actions and decisions can knock us down a few rungs on The Relational Ladder. This is a fluid and ongoing process. One that everyone uses (formal or informal) on whether we are going to say yes to anything.

This is why it can take months, years, even decades, to establish what is right with each other, prospects, and customers. Next week, we’ll be talking about the Top Eight Ways to Earn the Right!

What if There Was a “Back to Business” Holiday?

January 7th, 2015

ID-100263930Now that the holidays are behind us, I find myself waking up with the Holiday Blues. The holidays are a constant buzz of exciting activity and stimulation. All of us get so busy preparing, traveling, eating, and then recovering, that the world slowly limps into that first week or two of January. Even if you’re a Scrooge and intend to plow right through the holidays, the world around you is going to slow down so much that there will be less you can do to feel active!

Although the holidays are much needed (and well deserved) for employees, they are not very beneficial for the shareholders and customers of the business. The holiday season causes delays in production and hinders decision making due to limited staff in the office for meetings. Getting back into work and beyond the blues is easier said than done. It will take a few days to dig out from all of those emails, for schedules to free up, and for important meetings to take place. Then maybe decisions will be made and maybe next week business will be normal again.

The frantic pace that built up to the holidays when everything was either done by December 19th or left to January 2nd to deal with has officially dwindled. My point is that it has been a while since we have had a normal business week. I’m not sure we can all survive a five day work week after the frenzied rush before holidays and the post-season blues!

All joking aside, I think we are longing for some normalcy. Forget all of the January stereotypes regarding goal setting, New Year’s resolutions, and new annual business budgets that go live this month. There is so much pressure on performance both personally and professionally; yet there’s only so much we can do about it. I would like to see a business holiday formed inspired by the idea of going back to work now that the holidays are over. Everyone go to work that day and know that the playing field is equal and all businesses will be getting back to the grindstone at the same time—Imagine that!

Now that we’re back in action, we want the phones to ring, the emails to start flying, and for business to get back to normal. We all need this fast because before you know it snow and MLK day will cause the next business delay!

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