Category: Talent Acquisition


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: Improving RPO with Metrics

June 11th, 2014

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

Throughout the last CBI Way blog, we examined the importance of setting the partnership up for success with thorough guidelines for the duration of the engagement. A significant part of the guidelines mentioned related to measuring success with key metrics and reporting of that crucial data. While a few metrics for a successful RPO were discussed, every partnership is different, and there are certainly a number of ways to support success.

ID-10082598When “Teeing Up Success”, the metrics incorporated can vary and may not be traditional. We cannot improve what we are unable to measure. Therefore, choosing the correct metrics for your partnership can drastically improve the process and flow of an RPO engagement. Allowing certain areas of focus to grow along with the partnership can only help both parties’ main objectives be successful. For example, source of candidates is decisive for improving any recruitment solution. Not seeing the same number of quality candidates that were originally presented? It is easy to take a look at the sources from which the best candidates were obtained, whether job board or a more passive candidate approach. If tracked and reported, that data can help alter the sourcing strategy to become more effective.

There are number of metrics that could be tracked and reported to help improve any lapses in efficiency and effectiveness. Time between steps of the RPO process is another example that is hard to overlook. This could be the number of days between kick-off and hire, or submission date to interview day, and many more. Reporting the duration between the key points in a recruitment cycle can help identify where a gap in the business may lie.

Metrics and reporting give you the capability to not only provide your client, but also your own internal team, with data that can translate to improvements in the project. And as discussed in our earlier CBI Way blogs (Building Blocks of RPO Solutions and Post-Implementation Success), the flexibility to alter, change, and then improve the partnership is one of several benefits or advantages of an RPO solution.

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.

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. 

Game of Jobs: Talent is Coming

April 23rd, 2014

If you look at the numbers in TV and talent of late, it’s clear to see that a lot more people are watching Game of Thrones (#1 download this week of all TV!) Who can blame them? It’s like General Hospital in the middle ages with enough family, fighting, war, and drunkenness to satisfy everyone.

GoT-LogoAnother key insight is that there is a new, more modern war for King’s Landing brewing. This is apparent in the US talent numbers, too. It’s just going to take a little longer for all of us to really notice. Job creation is way up for four straight months, bubbling up in the 40,000 range consistently. The 121,000 announced large reductions in force for the first quarter of 2014 are a 19-year low! And private employment is up, up, and up. Temporary staffing, services, hospitality, technical roles, IT, you name it.

However, no one is talking about it. Unemployment has remained flat. There is an interesting thing about public perception. All perceptions take time to change. I propose that it takes a good six months for the general public to change a perspective. Perhaps you’re always late for work. Everyone in the office knows it. Now suppose you work to change that perspective. And you come in diligently on time or even early! But I bet few will notice. You will still be known as the character that arrives late—for a long, long time. Over time perceptions change. People take notice. Others comment. Someone might even make a joke or compliment you for your efforts. Eventually being late is nothing more than a memory.

In the war for talent our economy has putted along for so long, far from roaring and not quite stopped cold like a Stark at a Red Wedding. Our common understanding is of recession and slower business times. Businesses are doing just OK. Big Companies are hoarding cash for the next growth opportunity. Yes, the stock market is doing well but that is for rich people, right? Or that is my retirement. That does not make my day-to-day life easier or put more money in my pocket. This common view has impacted careers and work systems. Today’s hiring managers have had so many choices from which to hire people, that they still believe it. That perhaps they can always hire slowly. They can always hire who they want. Even offer them salaries or whatever they might want.

Todays Game of Jobs is shifting right before our eyes. Fifteen years ago pundits predicted a talent war around right now. This was a long-term view based on the supply and demand of talent. That there simply were not enough or the right kind of workers available. That this would be a great time to be employed and that this is going to happen. Every day we talk to employers who have an aging workforce; a workforce of allied health workers or of pipefitters and tradespeople that simply cannot be replaced fast enough.

So if you think power changes hands fast with recent Game of Thrones episodes. Well, some day soon the workers will have control and families like the Lannisters will no longer have the advantage as the employer!

Image courtesy of hbo.com.

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.

Boiling Down the State of People in the Clinical/Scientific Industry

February 24th, 2014

Jobs and People by the Numbers

BioScience-Job-GrowthBased on the numbers in our infographic below (scroll down to take a look!), we know that number of jobs in the Clinical/Scientific Industry have been increasing, predicted to be at 97% of peak levels in 2014, and also anticipated to continue to grow through to 2022 by 10%. STEM (science, technology, engineering, and math) occupations will continue to remain center stage, with more than one in four employers (26%) planning to create jobs in these areas over the next 12 months.

We also know that clinical/scientific jobs are at the top of the list of skillsets for which employers need help finding qualified potentials. And that 60% of CFO’s say it is somewhat or very challenging to find skilled candidates for professional-level positions today.

Finally, when it comes to workers, we know that more professionals are seeking new jobs in 2014 than they have been in prior years since the recession. While various sources present drastically different percentages of workers that will look for a new job this year, they report that in 2014 the percentage is greater than it has been since the recession. Our sources also note that workers are more optimistic about the outlook of the coming year.

CareerBuilder states that, “A drop in job satisfaction may account for the expected rise in turnover.” The percentage of workers that are satisfied with their jobs dropped from 66% in 2013 to 59% this year; and those that are dissatisfied rose from 15% last year to 18% in 2014. The top reasons cited for dissatisfaction are salary (66%) and not feeling valued (65%).

So, how can we boil all this down?

At the Outside-In® Companies, we see these numbers in action daily while serving our customers in the pharmaceutical and bioscience industries. More companies are hiring for positions so demand is high, which makes recruiting quality candidates more difficult. With this shortage of people, companies have to be creative in their recruiting. So taking advantage of the positive outlook both c-suite executives AND workers have for the coming year, how can employers identify and win over great candidates?

Here are five tips for your company to consider:

Marketing Your Company: Workers may feel optimistic about the coming year, however they won’t take the decision to jump jobs lightly. Your company needs to market itself to potential candidates so they become aware of who you are and what makes you so great. Understand that this is a long-term investment, that changing the market’s perception of you will take time and you won’t see the pay off immediately. In many cases, the market doesn’t know about you, doesn’t know much about you, or they think negative things about you – so focus on increasing your brand’s awareness and generating a positive impression on people so they want to work for you.

Beef-up Your Employee Referral Program: Your employees already work for you for one reason or another, which makes them some of your best assets! Encourage your people to bring their friends on board – they are likely to have similar interests and similar values that will fit in with your culture. You can encourage employees by simply asking them to refer people they know for current openings, but also consider how you can “pay” people for their efforts. Many companies offer bonuses when employees’ referrals are hired, or when the person sticks around for 6 months. Good employee referral programs are often the top source of hiring!

Perk Up Your Benefits: Sure, people may be considering switching jobs this year, but with salary and “feeling valued” at the top of the list for dissatisfaction, they need to know that they will be getting better benefits in a new job. How does your compensation compare to your competition? How does your culture recognize its people? “Offering frequent recognition, merit bonuses, training programs and clearly defined career paths are important ways to show workers what they mean to the company,” said Rosemary Haefner, vice president of human resources for CareerBuilder. In this market, the candidates are calling the shots – so what do you have to offer them that is shinier than what they currently have?

Consider Temps and Independent Contractors: The Bureau of Labor Statistics released on February 7th that there were 2.78 million contract and temp workers in the temporary help services industry in the U.S. 2.78 million is the largest number of temps in the workforce ever. More workers are pursuing contract work or being independent consultants, so consider bringing quality candidates in as independent contractors. The world is going temp, so this is likely a good option for bringing in the best people for the job.

Location, Location, RELOCATION:
With a shortage of quality applicants and trouble finding the right people, your company might want to consider relocation. By expanding your search outside your geographic region, you can easily increase your candidate pool. You’ll want to look back at tip #3 to help convince people to make such a move to work for you, but it’s probably worth it so you don’t have to keep scratching your head looking at the same resumes again and again.

Infographic – Presenting the Numbers

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. 

Outside-In® Talent Seminar: 27 Factors of Talent Strategy

February 4th, 2014

NOSWOTOn Thursday, we held our first Outside-In® Talent Seminar of 2014, 27 Factors of Talent Strategy. Business professionals and knowledge-seeking individuals joined us in our Wilmington office for some hand shaking, a hot breakfast, and some good old fashioned learning.

Sales Lead and Founder of the outplacement and career coaching firm Barton Career Advisors, Chris Barton, led the conference on the factors that influence talent acquisition and recruitment effectiveness today. The highly-sought after talent expert kicked off the active discussion through illustrating how to throw away the dreaded SWOT assessment and implement more effective tools to improve recruitment practices. Barton also spoke about how company culture, strategic plans, and employment brand all affect the structure of your talent organization.

CBTASeminarBarton also shared several statistics that listed top pressures in talent acquisition and how they are affecting employers. For example, one statistic depicted that 39% of US employers are currently experiencing difficulty filling jobs. The discussion then turned to describing the cutting-edge sourcing strategies and people practices used to overcome these talent shortages.

Interested in attending our Outside-In® Talent Seminars? We’ll be offering nine more seminars this year, continuing Thursday, February 27th with Trends of The Contingent Workforce, presented by Outside-In® Founder & CEO Chris Burkhard. Join us for a valuable discussion on the exciting evolution that is taking place in the working world today! Get your tickets here.

CBI Way: 6 Career Fair Tips for The Recruiter

January 22nd, 2014

By Outside-In® Team Member Caitlin Olszewski

It’s that time of year again! As job seekers and students alike suit up and polish those resumes, recruiters have a chance to find all-star candidates and fill some open positions. Having been on both sides of the table within the past three years, I can tell you that there are some common mistakes recruiters make that deter quality candidates and even misrepresent their company. Here are six tips for ensuring that your next career fair is a success and that you are utilizing the candidate pool to its full potential.

1. Put your name tag on the RIGHT way. I once handed out nametags for an event only to be shocked at how many people didn’t know that there is actually a right (and wrong) placement for a name tag. Placing your name tag on the right side of your chest visually directs the candidate’s eyes up your arm while shaking hands. This not only makes your name more visible, but also aids the person in associating your name with your face.

2. Get out of that chair and get in front of the table! So many times I see recruiters sitting and hiding behind their table of pamphlets and business cards, and sometimes, even on their phone! What kind of message is that sending about your company? And they wonder why candidates don’t approach them!

businessmen-153438_6403. Have a strategy—a good one! Be prepared. Have the recruiters representing your company know what they are talking about and have them make sure all paperwork is ready beforehand. Decide how many positions you need to fill and make sure you know exactly what kind of candidates for which you are canvassing. An easy practice is to write a letter grade on the back of each candidate’s resume. Touch base with “A” candidates within 24 hours, and save “B” candidates for upcoming positions.

4. Be the face of the company. You’re there to represent your company and to be a brand ambassador. A lot of recruiters look bored or like they don’t want to be there. Make sure you are energized and interacting with everyone. Initiate conversations. Give candidates what we like to call “The Outside-In® Experience”. Treat them like you wish to be treated—and then some.

5. Don’t worry about marketing collateral. Giving out pens isn’t going to reel in quality candidates. Instead, focus on captivating your audience and engaging them in various activities and games. Know your audience and make your booth awesome—utilize bright colors and multimedia. A memorable experience is worth a lot more than a pen lost in a sea of different branded materials.

6. Know your audience. This one’s pretty standard. Do your homework and know who you are selling your company to. According to Staffing Industry Analysts, “Seventy-eight percent of younger workers in their 20s are interested in changing careers, compared with 64 percent of working adults in their 30s, 54 percent in their 40s, 51 percent in their 50s and 26 percent who are 60 years or older.”

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.

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