Posts Tagged: culture


Why Identifying Hiring Roadblocks is the Answer to Hiring Challenges

November 30th, 2016

Most professional struggles with time management, even the most successful organizations. There are an infinite amount of things to do in any given day, and some challenges are prioritized over another. However, when it comes to hiring, it’s hard to imagine a successful business without a successful workforce plan. If you’re having trouble finding or retaining good talent, start asking some tough questions to avoid wasting time, money, and great employees.

Do you really know what you’re looking for?

In this market where loyalty is low and demands are high, it’s easy to think a lot talent management is outside of your control. But hiring is all about aligning your expectations with the candidate’s outlook. Once completely honest with the current workforce dynamics, you can start to see certain red flags that are not helping the situation. For example, if you’re willing to ignore an IT candidate’s cultural challenged in favor of their talent, then you have to expect it might not work out for the team long-term.

3d worker with hand on roadblock, barricade

Are you thinking long-term?

Hiring managers must take into account both the stress they place on staff when they’re in need of talent, and the potential problems that come from hiring someone who may not be the best candidate simply because the need is so great. Both factors are important, but contradict each other. If its beginning to take entirely too long to identify someone is that is a fit, it could be time to reassess how the hiring process is being executed.

Can you find the talent on your own?

Sometimes managers just don’t have the resources to identify talent, vet their resumes, sit down for multiple interviews and then deliberating over the final decisions. Generally speaking, fatigue will set in somewhere along the way, causing people to skip or half complete one of the steps. Partnering with recruitment firm can make all the difference, but it’s pivotal to find a partner who not only has connections, but can also really understand the role both skill set wise, and culturally. It’s possible to outsource every part of the process, or just bits and pieces, but a recruiting partner can provide great value, and a specialized expertise.

Understanding the Value of Workforce Productivity Metrics

November 23rd, 2016

While there are numerous ways to measure employee performance from a human resources standpoint, there is one metric that is most valued by company executives, particularly CFOs. This metric provides data that generally translates into dollars. It is simple to calculate and can allows comparison to other publicly listed firms in the same industry. It is one of the most effective way to measure both innovation and productivity in employees.

What is it?

This highly valued metric is revenue per employee (RPE). To calculate your company’s RPE, simply divide the total revenue of the company by the total number of employees. This calculation focuses on the value of the output of the workforce. Its relevancy is due to one of the largest expenses for most companies; salary and benefits of their employees.

Rear view of the business lady who is looking for the new business ideas. Blue growing arrow as a concept of successful business. Business icons are drawn on the concrete wall.

Why is it so effective?

It is an effective tool for measuring a workforce because companies are looking for the highest revenue per employee that they can get. Higher RPE translates to higher productivity levels and more effective use of the company’s available resources. By comparing RPE numbers over the years, businesses can also effectively evaluate their human resources team. Additionally, it can be a tool to assess how your company is doing compared to other similar companies. The top companies in any industry generally produce a higher revenue per employee number.

How can you increase your RPE?

Industry leaders tend to have the best RPEs. How do they do it? A lot depends on the industry, considering there is no one-size-fits-all solution to increasing RPE in the workforce. However, one rising trend throughout different industries is employee engagement. Employees that are engaged in their work are 38% more likely to have above average workplace productivity, per Workplace Research Foundation. This typically translates into higher service and customer satisfaction, increased sales and profit, and higher shareholder returns.

Another way to increase RPE is continued effort to hire highly skilled and qualified candidates. It has always been a challenge for HR departments to sort through piles of resumes and applications in search of the right candidate. However, many have found hiring solutions by utilizing a professional recruitment partner. Recruitment partners provide resources and training to help companies identify and hire highly skilled executives and employees that will help, not hinder, the company’s RPE.

Although there are numerous metrics that provide human resources departments with valuable information about workforce productivity, the one that could be considered most valued outside the HR department is revenue per employee. When it comes to workforce productivity, how well does your company measure up?

What’s Your Social Media Recruiting Presence?

October 12th, 2016

Social media use has jumped dramatically in the past decade; almost two-thirds of Americans were active on social media networks in 2015, up from only seven percent a decade earlier. This substantial increase in social media usage presents a significant opportunity for Recruiters to reach more potential candidates, and customers, if used and promoted the correct way.

Social media use in job searches on the riseInternet of things and cloud computing concept - wifi outline by cloud computing and Internet of things concept icons

A 2015 Pew Research Center study on the role of the Internet in job searches found that almost two-thirds of Americans who use social media have used social networks in some part of their job search process. Specifically, 35 percent of social media users turn to the various social networks as they research and search for potential jobs, and 34 percent of users share information on available jobs with friends and family. This trend is particularly pronounced for Millennials, an important demographic for employers seeking candidates to grow within the business. Forty-three percent of social media users between the ages of 18 and 29 have used social media in the process of searching for and researching open positions, and 40 percent of users in this age group have informed others of job opportunities through social networks.

Why you should be all over Social Media

Recruiters and Sourcers can focus their entire social media presence on their expertise, providing oneself with much greater visibility to the potential workforce and customers who are looking to fill a number of roles. Due to the nature of the business, and the difficulty connecting with passive candidates specifically, building a large professional network outside of LinkedIn can set you apart from the competition.

Talent acquisition professionals are also able to build robust networks on social media by cultivating connections with individuals who have been placed in the past, or even just spoken to about a particular role. These former placements, who are often potential candidates for future roles themselves, bring with them their networks of friends and family. Referrals and recommendations are a fantastic source for recruiters to not only build their network, but also develop new talent pools to target during a search.

What’s it mean?

As social media use rises and gains importance in the job search process and recruiting in general, the ability to reach the broadest range of candidates on social media will be key in identifying the best talent. Of equal importance is how social media is used by recruiters; with job promotion and marketing being key. Utilizing social media to market jobs, while also sourcing and identifying candidates with profiles or social media activity – who might not be found elsewhere – a focus on your social profile can create huge benefits in the long run.

Fastest Growing Industries: Who Will Need Help?

October 5th, 2016

titles-for-talent-acquisition-professionalAs the US Economy continues to recover slowly from the economic downturn of 2008, certain industries are booming, and a few you may not think of right away. Consequently, there are industries that can’t find talent fast enough. According to Economic Modeling Specialist International, CareerBuilder’s labor market analysis branch, these industries will be adding thousands of jobs, but are challenged in recruiting the talent to grow at such a pace. What are a few industries that will grow the fastest?

1. Online and Electronic Shopping

It’s no secret that online shopping has changed the way people purchase goods. For those looking for a job, this is the fastest growing industry out there. Companies such as Amazon and eBay have become huge hits with the general public. In such case, expertise in high volume hiring and recruiting is key. Do you have your own talent that specializes in sourcing and recruiting huge numbers of candidates for the retail field?  In the next five years, the industry is projected to add close to 80,000 jobs, a 32% increase.

2. Translator and Interpreter Services

As the workforce continues to diversify, people who speak a second language are at a premium. From businesses to hospitals and everywhere in between, translators are in high demand. This industry will witness job growth close to 30%. At the same time, talent acquisition professionals who speak more than one language can really carve out a niche to partner with businesses to help hire and recruit bi-lingual candidates.

3. Physical, Occupational, and Speech Therapists

Modern medicine continues to advance and is truly a miracle of science. People are getting back to work more quickly, but patients require a large amount of therapy to return to the workforce or even get out of bed. This means plenty of available jobs for those who are licensed in various fields of therapy. This industry will add close to 100,000 jobs in the next five years, representing a 25% increase. The challenge is identifying and retaining these therapists as the industry booms and candidates are more sought after.

Job growth can almost always translate into talent acquisition growth. Businesses and industries with excelling job creation need help recruiting talent. Positioning yourself as an Talent Acquisition expert in a certain industry can put you at an advantage over competition. Do you need need help identifying talent in high-growth industries? Give us a call at (877) 746-8450.

 

 

Do You Really Know Who Would be Best for Your Team?

September 28th, 2016

When there are open positions to fill, you have the chance to add team members who can enhance your current status quo and take your company to the next level.  On the other hand, if you hire the wrong people, you could be facing an epic fail that will be costly on budget, as poor hiring decisions typically result in expensive turnover costs.

flat vector design of employees or executives in meeting. this vector also represents company meetings discussions and opinions employee interaction & engagement

So, how do you combat the potential pitfalls and find people who will be perfect for your team?  Many decision-makers are far removed from the day-to-day tasks of the people under them.  Ironically, these same leaders are often the people tasked with choosing which candidates to hire.  When you take a step back, and look at the bigger picture, this system is set up for failure.  If you want to hire folks who will truly fit well with your existing team, you need to go directly to the source, and seek input from the people who will be working next to the new colleague.  Remove yourself from your role as a leader, and become a learner, the results can be astonishing!

 

Gathering Employee Feedback Boosts Engagement

When you seek assistance from your existing staff, employees will appreciate the fact that you trust them enough to want their feedback.  This simple act shows that you trust your team and want what’s best for them — two key elements to boosting existing employee engagement.  If you don’t want to be stuck filling more positions in the near future, it’s vital to learn how to build and retain employee engagement at every opportunity.

Integrating the Input of Existing Employees

Before you even begin calling candidates into your conference rooms, consult with your team members.  Begin by bringing everyone in as a group.  This will allow people to bounce ideas off each other as suggestions are made.  Make note of the following characteristics:

  • What do they do everyday?
  • What traits make the existing team work well together?
  • What are the downsides to the work they do?  (Although this isn’t a pretty question, the honesty can help open discussion for further improvement in the future, and it can help you identify candidates who can withstand the downfalls in the meantime.)
  • What can your team or company do to improve?

Each of these questions will likely lead to longer discussions from which you can derive plenty of information that you can take back to leadership regarding both the addition of your new team members, as well as changes that should be considered for your existing employees.

Invite Your Employees to the Interviews

Rather than relying on your instinct, bring a team member or two to the interviews.  They will likely think of questions you may not have even considered, and when it’s time to choose the right candidate, you’ll be able to gather a more well-rounded general consensus.

 

What are your thoughts about integrating existing employees into the hiring process?  We’d love to hear your opinions!  Join in the conversation by leaving a comment below, or head over to our Outside-In Facebook page!

How to Make Your Business a Talent Magnet

September 21st, 2016

Every company, large and small is challenged when it comeVector business conceptual background in flat style. The hand of businessman holding magnet and attracts happy customers or clients of different age and race to the business.s to attracting, developing, and retaining the best talent. For decades now, “lean” has been the buzz word in manufacturing. The lean business model has spread across industries, including the recruitment of quality talent. Here are a few tips to help you attract and keep the best and brightest, while remaining efficient:

Attract

What if, instead of bearing the cost of recruitment, (fees, travel expenses, etc.) you could have all the top candidates be drawn to you like a magnet? Corporations such as Apple and Google have perfected the art of employer magnetism. But you don’t have to be a tech giant to create a similar attraction.

Businesses need to focus on creating a workplace environment in which people enjoy working, according to Roberta Matusun, author of Talent Magnetism: How to Build a Workplace That Attracts and Keeps the Best. She also points out that, apart from the product or service they offer to consumers, businesses should also brand themselves as an employer.

Create Purpose

A mid-sized California BioPharm company has been able to capture the element of purpose. They boast a job satisfaction rate of 77% of their 18,000 employees. Almost all of them (90%) stated that they feel as though they have a “high job meaning.” Purpose is especially important when you are targeting a younger workforce as Millennial generation; it is said, work for the purpose, not the pay.

How to Create Purpose

Graham Kenny, writing for the Harvard Business Review says purpose, is not a company’s values, mission or vision. Your purpose statement needs to say; “this is what we are doing for our customers.”  To craft an effective purpose statement, it is important to convey the impact your organization has on the lives of the people it serves. Success in this area will inspire your employees to become invested.

Engage, Motivate, Retain

Face it, at times it is simply hard to get out of bed in the morning. Imagine working in an environment where you wouldn’t be missed if you didn’t show up at all. It is imperative that the modern workplace is structured to make employees feel integral to the day-to-day operations. Doing so creates a culture of engagement and a feeling that the success of their organization is dependent on the full participation of each individual, no matter their position. When employees feel motivated, they become more engaged, and that translates directly into improved retention.

By creating a corporate culture in which employees enjoy working, feel they have a purpose, and understand how they connect to the overall “big picture,” you will not only attract the most desirable talent but most importantly, inspire them to stay.

8 Candidate Traits to Thoroughly Vet

September 14th, 2016

As a recruiter, it is your responsibility to recruit quality employees, whether for your client, or internally. Depending on the size of your company or client, you likely get plenty of resumes each day, or identify plenty of potential talent. So how can you tell early on in the process if a candidate is possibly no the best fit?

Close up of business person investigating infographs with magnifier

#1 Long Gaps Between Jobs

With the unemployment rate what it has been these days, it is very uncommon to find long gaps between jobs on a candidate’s resume. While it is common to have a gap or two at one point in their career, if you have an applicant with long gaps between jobs, there should be a good reason. Childbirth, education, and being self-employed are valid reasons, however; if there is no explanation for the gap, it is a red flag.

#2 The Applicant is Unemployed

The first thing you would need to do is find out why the person is no longer employed. If the applicant was fired or they quit, they may not be the best person to recruit., but its worth vetting. Dive into their thinking and reasoning to make your decision. If they have been unemployed for a long period of time and out of the workforce, their jobs skills may not be as fresh as other applicants.

#3 Job Hopping

Going from job to job could mean that the candidate cannot commit to a job. When things get tough, the applicant doesn’t stay. Hiring this type of employee can waste the company’s time and money to hire and train someone to replace the individual.

#4 Poor Attention to Detail

One of the biggest red flags when going through resumes is spelling errors. If the candidate couldn’t take the time to proofread their resume, chances are, they won’t be dedicated to their role after hiring. Someone who took the time to thoughtfully and accurately put together their experience indicates more of a quality candidate.

#5 Lack of Professionalism

Professionalism is a must when it comes to recruiting employees. You should look for professionalism in their resume, the first phone call, and the interview. If an applicant shows a lack of professionalism, its crucial to dissect their true personality during interviews.

#6 Social Profile

A potential employee’s social profile can say a lot about them. You can learn a lot about a person by looking at their social profile. If the employee had posted any derogatory or disparaging comments about a job, employer, or former employer, it is a huge red flag. You don’t want to recruit a person who has no problem posting this type of negativity for the world to see.

#7 Discrepancies

If you are reviewing a potential candidate’s resume and LinkedIn profile and find discrepancies, it could be cause for concern. Either they are lying on their resume, they are forgetful when it comes to dates, or they are just plain sloppy. No matter the reason, not the best sign for quality talent.

#8 The Applicant is Overqualified

Some recruiters might find that an overqualified applicant to be a dream come true, however, it really isn’t. If the applicant is overqualified, it could be he or she is looking for a job to hold them over until they can find a better job. Also, they could get bored, and want to move on quickly. Take time to thoroughly vet the reasons for their interest.

Need help identifying quality talent? We can help! Give us a call at (302) 266-0860 

Outside-In® Chronicles: Why Values and Culture Matter More than Rules and Handbooks

September 17th, 2014

DSC_0372-300x199As a leader of a successful recruiting company and the coach of a local high school soccer team, I’ve come to understand that too many organizations attempt to create order and discipline through handbooks and rule books.  Don’t get me wrong – they have a place. However, I believe that too many organizations make rules for the 1 in 100 that take advantage of the system, and then 99 have to suffer because of it. Yet, values are forever. They force a union and ownership amongst employees and leaders just as they do players and coaches. Values are enforceable by an entire organization, and there are a lot more players then coaches! This puts the emphasis on all having say and ownership!  Like the saying goes, “Treat people the way they wish they were treated and they just might live up to that standard!”

So if your not convinced, picture me coaching in a game. Imagine my superstar player who is losing his cool or maybe drawing attention to himself in away that puts him above the team. I can promise you that this happens. I might need to talk to him, but 18 other players will step in remind him of the value that  team comes first at all times! Or perhaps we get behind in the score and some players get down on themselves. I hear over and over again about the value that our soccer program never, ever, ever, ever gives up.

My personal favorite though is “Nothing negative said, nothing negative received”. I think every business, HR firm or not, needs this value. This one is about team or group trust. Too many times we assume that something said was negative, and too many time we hear it as such. We want a positive atmosphere, where we maintain a benefit-of-the-doubt team culture. We want to trust the gap between what we see and hear and what happened!

I hope you enjoy seeing how our values work for the team. By the way, this is my third year with the team and results come slowly (when they are going to stick)! This is the year we win some games! Our philosophy: Our goal is not to win alone, but to build and improve every day in order to play the game perfectly.

Below is a list of values that we hope all players at Elkton High School can embrace. If we can accept and practice these values, we can better our team and the soccer program, but more importantly we can better our lives and better serve others around us.

Elkton Soccer Program Values:

1. We never, ever, ever give up.

2. Nothing negative said, nothing negative received.

3. Our goal is not to win alone, but to play the game perfectly.

4. We will outwork our competition on and off the pitch.

5. We will follow our player agreements.

6. Everyone plays, that is how we get better as a program.

7. Team comes first at all times.

8. We will play with emotion, not show it.

9. We will do everything with intention (practice, training, pregame, off the field).

10. We must be willing to teach and learn.

11. Every player, regardless of their background, brings an important and necessary element to the team.

What can you control? Just 5 things.

October 2nd, 2013

I recently heard a speech by a famous man and entrepreneur. He is supremely confident and entirely self-made. He is aware that he is in charge of his own destiny and that his own personal culture is the key to both personal and professional success. Most importantly, he knows what he can impact, influence, and control. In turn, he also knows what to let go of. Too many people waste time and space on the things they have no ability to influence. Deal with what you can impact and don’t waste energy on things beyond your span of control!

His speech was about the five things you can control when you enter a difficult situation. This could be a tough opponent in a sporting event, an arduous negotiation at work, or even a challenge with a friend or family member. Forget about everything else, what is it that you can do to put yourself in the best position to enjoy the possibility of success? These five things vary with each individual and situation. Perhaps it is to manage your nerves or control your temper, be positive if you’re a half empty type, or to prepare proactively versus being reactive.

Anger

Here are the five things you can control during times of turmoil:

  1. Attitude – You might not be able to choose the situation or the circumstance, but you can always choose your attitude.

  2. Behavior – Remember the old adage “actions speak louder than words”? It’s true.

  3. Tone – Not just what you say, but how you say it.

  4. Mind – What you decide to learn and allow your mind to dwell on.

  5. Schedule – How you manage your time and energy is entirely up to you.

The point is that each and every one of us has the opportunity to control our reaction to different situations. But this requires you to get to know yourself, manage your own culture, and to proactively prepare and think through what you can do to maximize any situation.

Do you have an important sales call coming up? A significant presentation? A critical vendor review? A tough discussion with your teenager? Well, what are the five things you can control to make that interaction a success?

Sales Strategy + Values Philosophy = Consultative Success

August 28th, 2013

BlankSheetofPaperAs a values-based recruitment services company, our value called Blank Sheet of Paper is what we believe is our biggest differentiator with all of our customers and prospects. Hold up a blank sheet of paper. Obviously, there is nothing on it. So what does this have to do with customers and prospects? From a sales perspective, this means that we do not go into our dialogue and discussion with pre-built solutions or a preconceived notion of how we are going to help. Instead, we start with a blank slate – or in our case, a blank sheet. There are legendary stories in business where an international consulting company sends a “custom solution” to their customer however it has the logo of a competitors on the cover page!  So much for a blank sheet of paper!

The challenges to this concept are many. So many companies use the comparison or the notion of Mission Statement. The Mission is on the wall, or above each door jam, or in the annual report, but the actions and values of the company look nothing like it! There is no alignment or resemblance to the word. The gap is huge! Many use ‘consultative’ or ‘solutions-based’ selling as their catch phrase so many times that the words mean little and become contrived. When you really do it though, customers see and experience the difference.

My goal is to make sure that we live a Blank Sheet of Paper sales philosophy and to demonstrate its value. Knowing what questions to ask matter. Getting to the root of the customer challenge or opportunity is what everyone really wants right? What customers want is an HR consulting service that works and that is going to address the problem. Going at it with options and ideas is wonderful, but lets be clear: this is really about doing a better job for your customer! And the best way to do that? Show your customer how and what you do can make their HR recruiting world better.

Let them know you listened. Tie what you do to the problem at hand. That is what Blank Sheet of Paper is all about. Find the problem and address the problem uniquely through your service offerings!

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