Posts Tagged: Alex Patton


Developing Future Leaders with Talent Pools

November 16th, 2016

With thousands of baby boomers entering retirement each day, organizations are understandably looking for ways to retain and develop promising talent with future leadership potential. Along with the mass exodus of a vital part of the workforce, a potential wealth of knowledge is poised to leave along with them—and companies must find a way to transfer that knowledge to new and up-and-coming employees.

An effective talent strategy is necessary to keep an organization’s hiring processes running smoothly. Whether you are planning to replace an employee with a new hire or promote within the company, certain roles and responsibilities are better served when groomed from within the organization. This is especially true if the company can’t find qualified candidates to fill a vacancy or when the need for company-specific knowledge outweighs the value of bringing in a more qualified outside hire.

Internal development strategies that satisfy both the need to identify and notify applicable succession candidates can be challenging for even the most innovative talent acquisition teams. Talent pools can provide an effective solution when an organization isn’t in a position to single out any one employee as a future leader, or perhaps wants to build a talent pipeline outside of the business to be ready for future needs.

What is the Value of a Talent Pool?Kids in a Swimming Pool, children for summer season. Kid inflatable pool, child swimming in the pool, Vector Illustration

Talent pools can be comprised of high-potential employees who are being conditioned to take on more responsibilities and higher-level projects within the company, or talent identified from other companies who would be potential high value hires in the future. High-performing employees are fully engaged employees who embrace the corporate culture and constantly strive to perform their duties at a top-level.  These employees might also be considered high-potential employees who have expressed an interest in advancing within the organization along with possessing certain competencies and values that the organization desires in their leaders.

Talent pools help organizations prepare for succession by allowing the organization to develop a talent group made up of multiple promising individuals. If an organization is unsure about where or when it will have the need for future leaders, a talent pool affords the option of keeping a group of high-performing, high-potential employees ready for deployment should the need arise, or reach out to identified talent to field future interest in your company.

From an employee’s perspective, being part of a talent pool can be a reassuring step toward career advancement. Employees at this level know they are valued, they feel confident that they have a future with the company, and they are rewarded with the knowledge that their employer is consciously investing in their future leadership potential.

If your organization isn’t ready to start pinning down succession prospects, implementing a talent pool can be a great way to develop multiple skills in diverse groups of promising employees. While some staffing vacancies can be effectively filled by recruiting new talent, identified outside of the company, the future of the company’s leadership can also be successful by investing in high-performing and high-potential internal talent for future promotion.

How the Gig Economy Is Transforming The Workplace

November 9th, 2016

The gig economy has become one of the most persistent, diverse, and influential forces on our current marketplace. Its has spread far and wide and has transformed the market in a variety of ways that may surprise you.

Employment OptionsSet of hands with tools for design. Architect designer for project drawings. Architect hands with pencil and ruler. Architects workplace. Technical project. Have Exploded

The biggest way that the gig economy is transforming the workplace is the way it has rendered full-time jobs less prevalent. While there are still plenty of high-quality life-long jobs available to those who want them, the gig economy has broken apart the necessity for this kind of job and helped expand the employment possibilities for a large number of people.

For example, those who possess specialized skills are reaping huge benefits from the gig market. They are moving from job-to-job in a way that helps him or her define their own career, maximize their profits, and create a more independent lifestyle.

However, even low-skilled workers, such as those who lack higher education and no repair skills, have used the gig economy to change their lives for the better. For example, landscaping work has helped many create a sustainable and engaging career which would have been impossible in a full-time-job-oriented mind.

The Exponential Growth Of The Gig Economy

The U.S. Bureau of Labor Statistics has reported that the gig economy has continued to expand at an almost exponential level. For example, in 2005, about seven percent of all workers were independent contractors or those who embraced the gig economy. They expect these numbers show huge growth when they survey again in 2017: perhaps as high as 15-20%.

More data gathered between 2003 and 2013 found that all industrial sectors had non-employer business growth i.e. gig jobs. Nearly one million new gig businesses or jobs were formed in that 10-year period, by far the largest of any other sector. Areas that experienced high growth included art and design, computer repair, information technology, construction, media, and transportation.

Why has the gig economy grown at such a high rate? It allows consumers to more easily match up with workers they respect. It also provides workers with a sense of freedom and independence that a singular full-time job cannot offer. While there are disadvantages (such as the dangers of inconsistent work and no employer-provided benefit packages), for many people the advantages outweigh the inconsistencies.

Employment Options Have Exploded For Stay-At-Home Moms

One interesting component of the gig marketplace is that it has helped stay-at-home moms break into a busy marketplace. Among the 43 percent of highly qualified women with children are choosing to raise their children at home, a growing number are performing gig jobs, such as online writing, transcription, and even tutoring, as a way of contributing to the household income.

In one study, it was revealed that the jobs like this not only help a stay-at-home mom contribute to the home financially, but provides her with engaging and enjoyable projects to keep a healthy work-life balance. It’s hard not to see that the gig economy is slowly and subtly transforming the marketplace in a variety of ways. Don’t be surprised to see the gig marketplace continue to grow in 2017.

Urban Office Locations Attracting IT Talent

November 2nd, 2016

 

Undoubtedly, there is a high demand for IT talent in the technology job market. Companies, both large and small, are competing for this relatively small pool of skilled IT workers. Therefore, many companies are doing anything in their power to attract IT talent. While many companies are choosing to offer impressive starting salaries and benefits to hired IT workers, other companies are deciding to take things a step further.

To be more competitive in attracting IT talent, companies are beginning to move their HQ or offices to the city.

Location has long been one of the most important factors when it comes to real estate. However, location has City skyline panorama illustration with businessman watching. City skyline corporate world. Skyline of a city for business background. Cityscape skyline with skyscrapers. City skyline banking symbol.now become a point of concern for businesses hiring IT workers. Young IT candidates who have extensive knowledge in the latest technologies prefer to live and work in urban settings. These workers prefer to take public transportation to work rather than drive to office locations in the suburbs. Accordingly, employers who desire workers versed in the newest skills are making changes to appeal to those who prefer to dwell in the city. Some companies have opted to transition from suburban to urban offices while other companies have private shuttles between headquarters and major cities.

A great example is the major city of Boston. According to the Bureau of Labor Statistics, employment in Boston rose by 54,000 employees over the past 11 months. Just this year, General Electric moved its headquarters to Boston after being in Fairfield, CT since 1974. 

While more condensed and expensive spaces downtown may lead to some challenges for a business. Younger generation IT candidates are flocking to the city and aren’t motivated to make the move out to the suburbs. Urban cities offer short commutes, public transportation, and a significant opportunity for a ‘work/play’ lifestyle. 

Companies trying to attract the cream of the crop in the technology job market are taking advantage of urban office locations, following the talent pool to the sharp contrast of urban city skylines. 

Do you know help hiring IT talent? Give us a call at (877) 746-8450.

4 Reasons to Partner with Talent Experts to End 2016

October 26th, 2016

Each company has individual challenges and needs when it comes to meeting its talent recruitment objectives. When you hire a professional recruitment partner, these experts can take a close look at your the recruitment goals and work to build a customized talent sourcing plan and strategy. So how exactly can a recruiting partner help to close out 2016?

Market Knowledge

Talent Acquisition partner will know the candidate market just like a broker knows the stock market. This includes having a solid grasp of who the best talent is, knowing what their salary expectations will be, and understanding career expectations for a specific niche skill set. A candidate with a fantastic background doesn’t not sit around applying to job postings. These candidates are highly sought after, and usually well-known to a recruiting firm. Some might reach out to the best recruiters and get their name out there. This results in talent acquisition professionals having a consistent pulse on pools of talent that may be a fit for your openings.ID-100249468

Increase the Talent Pool

When businesses decide to try recruiting on their own, usually, they will only be able to reach a small portion of the talent pool. When companies put out ads, they will typically be receiving responses from people currently in the job market, receiving plenty of unqualified resumes. However a good recruiter, knows the best talent out there and will proactively reach out to passive candidates to to see if they have any interest. Don’t limit your talent reach by simply posting the job for active candidates to apply.

Candidate Screening

Screening candidates is a learned skill. Recruitment partners will take the vetting process a step further, and speak the multiple people who have not only supervised them but worked side by side with the potential candidate. Thorough screening and vetting is imperative to make sure the candidate is a good fit for the organization and reduces the likelihood of quick turnover.

Save Time

When managers and team leaders are tasked to lead  the hiring process, it takes away from time spent on tasks that will grow the business. If you’re without a Talent Acquisition team, a manager who is responsible for a key part of the organization. is spending their time looking through resumes and coordinating interviews. Recruiters are experts at weeding through applicants and making sure that only the best talent is put before the hiring manager. Not only will the recruiter screen the candidates for a skill set, they are also making sure they will be a good fit for your culture and goals for organizational growth.

Do you need help hiring, screening, sourcing, or just some recruitment strategy consulting? Give us a call at (877) 746-8450

How Smaller Businesses Can Attract Quality IT Talent

October 19th, 2016

Many companies experience difficulty attracting qualified information technology candidates. Specifically, smaller businesses face even more of a challenge. A rapid growth in the technology space has led to incredible value for even the smallest of businesses to invest in IT software and processes. In turn, IT talent has become increasingly in demand. From offering sky-high salaries and generous benefits, businesses are pulling out all of the stops to try to attract technology talent.Programmer at computer desk working on program design. Software concept. Vector illustration flat design. Man working at desktop computer laptop. Coding web technology. Development applications.

So what can small businesses do to beat their bigger competition for this niche pool?

Look internally and locally. While not all businesses have a robust IT department, it may be worth identifying any talent already in the company who would be able to step up. In addition, hiring from within cuts down on expenses related to training a new employee on business processes. Try partnering with local schools or programs to attract computer science majors, offering an exciting opportunity before the future candidate hits the open job market.

If your recruitment team has identified external candidates, its important to make quick decisions. Do not leave candidates dangling, he or she knows the demand for their skill set. IT candidates likely already have other offers and any delays give other companies an opportunity make the first move. High level professionals wont often sit around waiting for a decision.

Also, think outside of the box when attempting to attract IT candidates. While salary is important, smaller businesses can compete by marketing the opportunity for development and training. Tech talent values a work/life balance, and the flexibility to work remotely if needed. Perhaps offer to pay for a certification of interest to the candidate, as IT professionals also value the opportunity to work on exciting projects and have meanin

gful and purposeful work. Its crucial to focus on where the company is headed, and what future investments in technology are coming. What’s the 3 year plan?

Small businesses must play to their strengths to attract and retain Information Technology candidates. What can you offer that is more valuable than the soaring salaries offered by large organizations? A work/life balance, ongoing training, and true feeling of value to the company may set you apart when recruiting IT talent.

 

How to Recruit Passive Candidates

June 22nd, 2016

magnet attracting passive candidatesSometimes recruiting can be pretty straight forward. You have an open job, you post it online, and a significant pool of talented individuals apply for the job, eagerly expressing their interest. You interview, negotiate offers and fill the position. But often, when the job opening requires unique talent, passive talent will be the target. Active candidates don’t fulfill the requirements and you need to reach the candidates that aren’t searching for jobs, haven’t expressed any interest in your requisition, and are generally happy with their current role.

Recruiting these passive candidates requires a strategic approach to generate interest. Passive candidates usually don’t have a resume online, and certainly aren’t regularly applying to jobs. Identifying and recruiting passive candidates should be focused on marketing the opportunity to each individual. Think about why his or her background translates well into the role, and tailor your message appropriately.

The goal is to engage and build relationships with pools of highly skilled candidates. It’s important to position yourself as an expert in the industry market and develop your network. Again, marketing or selling the job and company is crucial. Put yourself in their shoes. What’s it like to receive an unexpected message, call, or an invitation to connect on social media? Are you making that unexpected conversation worth their while? Remember, in the passive candidate market, the recruiter needs the candidate, not the other way around.

Need help catching the attention of passive talent?

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What is the Job of a Talent Sourcer?

June 1st, 2016

talent-sourcer-sourcing-roleAs Talent Acquisition evolves, so do the roles involved in the process. One of the first challenges when deciding to hire new talent, is identifying the talent itself. Usually, the team member who tackles this challenge is the Talent Sourcer, also referred to as a Sourcing Specialist, Sourcer, Internet Recruiter, Recruiting Researcher, Candidate Attraction Specialist or Talent Scout. What does the Talent Sourcer do on a daily basis?

In it’s most standard definition, a Sourcer’s function in Talent Acquisition is the proactive identification of candidates that match a desired skill set for a current or future job opening. Yet, it is certainly more involved and detailed than such a general definition. While a Recruiter often handles the back end of Talent Acquisition, the Sourcer will handle the primary responsibilities of the process.

A Talent Sourcer is responsible for creating the Sourcing Strategy, which sets the entire process up for success. With strategy in hand, Sourcers proactively identify and engage with skilled workers to fill a current or future need, often gauging and generating interest in the opportunity. Depending on the strategy, reaching out to possible candidates via social media, email, and/or phone calls is also included in the Sourcer’s daily tasks.

While a quick phone screen may included, a Talent Sourcer usually stops short of interviewing and dispositioning, as well as on-boarding and negotiating offers. Sourcers and Recruiters work hand-in-hand, but tend to have defined roles during the recruitment process. Without defined roles and responsibilities, Talent Acquisition can quickly become scattered, and ultimately lack the efficiency that drives a great candidate experience.

Need to define the roles on your talent acquisition team?

Recruitment-Assessment

How is talent sourcing different from recruiting?

May 13th, 2016

recruiter-vs-sourcing-specialistRecruiting in the traditional sense includes at the very least some talent sourcing. Both sourcing and recruiting are often intertwined skills and responsibilities. But more recently, Talent Acquisition strategy is trending toward a more specialized approach, separating talent sourcing and recruiting roles. So what’s the difference between sourcing and recruiting, anyway?

Typically, recruiting includes reworking job descriptions, choosing candidates from a pipeline, leading the interview process, and managing offers and on-boarding. Specifically, recruiting does not often include the proactive identification of candidates outside of the talent pipeline. That pipeline is the product of excellent talent sourcing.

Successful talent sourcing requires a thoughtful and detailed strategy. Identifying, engaging, generating interest, and ultimately building a pipeline of candidates can either make or break the talent acquisition process. Therefore, sourcing talent has become a specialized skill set, requiring in-depth knowledge of techniques, tools, and channels that differ from the skill set and strengths of a recruiter.

Of course, Talent Acquisition thrives on the consistency and collaboration of both talent sourcing and recruiting. Consequently, there is a emphasis on information sharing and teamwork for either to be deemed successful. Don’t be afraid to think about your recruiting process critically — you just may identify a weakness that could be easily corrected.

Engaging Quality Candidates

March 16th, 2016

Attract-engage-talentLast month we examined the preference of sourcing quality over quantity. The catch; however, is that those quality, and often passive candidates, are far more difficult to engage from a sourcing perspective. In turn, approaching engagement with quality candidates strategically can differentiate you from the market and land you the top talent you or your client seek.

So what can you do to separate yourself from the competition?

  1. Be specific and creative: Take the time to research your target’s experience and their footprint. Knowing where the candidate has worked, where they went to school, or what their personal interests are could go a long way in gaining his or her trust as a recruiting partner.
  2. Focus on the opportunity and growth: Put the focus on the talent. Show your expertise in the details about the opportunity and what making a move could mean long-term for your candidate. It’s not just a new job, it could be a crucial progression in a their career, taking he or she to new heights.
  3. Build Relationships: It can be easy to simply sell the job and your company to active candidates who are looking to make a move. On the other hand, passive candidates will need more convincing to even have a conversation. Find out what he or she would be open to hearing about before presenting the opportunity. Try delving into likes and dislikes about their current role, positioning yourself as a consultant, while conveying your industry knowledge and the current state of the market.

Looking for help with your talent strategy?

Recruitment-Assessment

Sourcing Quality over Quantity

February 17th, 2016

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

Quality Candidates over QuantitySourcing talent is often a sprint to find as many candidates as possible, as quickly as possible. A hiring manager’s starry-eyed expectations drive sourcing specialists’ motivation for speed and quantity. However to deliver quality talent, it’s important to manage those expectations as the best sourcers know that identifying the highest quality talent wins every time. Accordingly, those same sourcers are the ones who can not only source quality candidates, but can do so in a timely manner.

With the lowest national unemployment rate since February 2008, sourcing with efficiency makes the difference in quality hiring. For example, it’s easy to allow active candidates, about 21% of candidates according to LinkedIn, to dominate a majority of your new search. But it’s in the other 79% of candidates where the highest quality candidates hide. The 79% of passive candidates who are not actively searching for opportunities — but if approached strategically, are willing to listen and consider a career change. Choosing to spend time identifying high-quality talent over reviewing resumes that are on the top of the pile is an example of how an efficient sourcer can make a difference.

As a hiring manager: wouldn’t you rather receive a set of three high quality candidates instead of ten run-of-the-mill resumes?

Great sourcing requires digging and strategic thinking to identify a set of passive, high-quality talent. Passive talent is 120% more likely to want to make an impact than active candidates (LinkedIn). Talented sourcers skillfully market their open jobs to passive talent to generate interest in the opportunity, proving time after time the value of quality over quantity.

In the next CBI Way Blog, we’ll examine the strategic ways to market your open job to quality passive candidates.

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