Posts Tagged: Delaware

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

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.

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:


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.

Outside-In Company, Barton Career Advisors Featured in Delaware Business Times

January 28th, 2016

Put plan into action now, DuPont refugees urged

A plan. That’s what financial and recruiting advisors recommend as DuPont employees begin the hard process of processing both the paperwork and career ramifications of a layoff.

DuPont’s December announcement that it would merge with Dow Chemical set in motion a chain of speculation, then announcements — first that the company intends to cut 1,700 Delaware-based positions, and then just last week, confirmation that 200 Experimental Station employees were given notice.

“If you position your experience as being able to be used right out of the box, it can be a very compelling argument for the prospective employer,” said Barton.

The layoffs are part of a $700 million cost reduction and restructuring, according to DuPont Chair and CEO Ed Breen.

Chris Barton of Barton Career Advisors said he’s already talked to a number of DuPont employees who received termination notices.  His firm is a national outplacement career coaching and training firm that works with companies and individual clients. The firm has also offered workshops on job transitioning to former Chemours employees.

“Many of the folks that will be exited are those that have a long tenure,” said Barton, who worked at the MBNA Corp. for 16 years before leaving with a package that included outplacement services. It was a negative experience that he credits with leading him to start his own career services agency.

DuPont will provide separation packages that include career placement services and training allowances based on years of service, according to spokesman Dan Turner, who did not offer details.

Barton said many outplacement services at mid- to large companies offer personalized coaching to senior leaders and group-based programs for mid-level managers and others, a “one size fits all approach” that doesn’t always meet the needs of the individual.

Barton said applicants fresh to the job pool should spend time defining their unique value proposition for prospective employers.

Barton recommends:

  • Career and personality assessments to better define the skill sets, personality attributes and values that will better define direction.
  • Crafting materials, including an updated resume and refined social media profile, particularly LinkedIn.
  • Work the network.

“You need to take your market research and create compelling materials and game plan that can give you a leg up in the situation,” said Barton.

A solid game plan that includes materials that stress the uniqueness of their candidacy is crucial here.  Barton recommends detailing accomplishments in quantitative and compelling way.

What about the exited employee who’s too young to retire but has the bulk of his work years behind them? Barton says to highlight it as an asset.

“If you position your experience as being able to be used right out of the box, it can be a very compelling argument for the prospective employer,” said Barton. “But you also have to position yourself in a way that you share not only your willingness to perform a new role but demonstrate that you have energy, excitement and motivation to do it.” 

Thomas Talley worked for DuPont for 29 years.  He took a buyout in the early 1990s and traded his communications background for a career in finance. Now he’s offering advice to DuPont employees caught by the layoffs.

“Losing a job is a very emotional experience,” said Talley, who works as a financial advisor with Raymond James and Associates Inc. He recommends staying away from any decisions steeped in emotion.

Talley, who specializes in financial and estate planning, warns against dipping into a 401K, and said budgeting after a layoff is a key before making any financial decisions.

For the older worker who’s accumulated funding in their DuPont Savings Investment Plan, the budgeting process is key to making decisions as social security decisions come into play, said Talley.

“It’s a critical decision,” said Talley. “But every year you defer to taking it you’re increasing your benefit by 8 percent.”

Younger employees may elect to roll over their 401K to their next company.

“Don’t get caught taking money out of places you shouldn’t,” warned Talley.

DuPont’s merger with Dow is expected to reduce DuPont’s worldwide workforce by 10 percent.

New Partnership with Medical Society of Delaware

August 4th, 2015

medical_societyThis summer, Outside-In® Companies became a new Affinity Partner to the Medical Society of Delaware. The Medical Society’s Physician Relations team assists practices with all aspects of practice management support. With physicians’ offices and hospital organizations growing at such a rapid pace and rising competition for the best people, MSD saw a partnership with Outside-In® as a great opportunity to serve their members’ medical staffing needs. Outside-In® Companies will assist MSD members with recruitment, staffing and outplacement services.

“The Medical Society of Delaware is thrilled to partner with an organization of Outside-In® Companies’ reputation and stature. The Outside-In® team has a strong record in health care staffing in the area and are known for providing their clients – and our members – top-notch service. This is yet another example of the quality programs, products and services available to the Delaware physicians through their state medical association,” said Mark Meister, MSD’s Executive Director.

Outside-In® Companies Founder and President, Chris Burkhard comments, “We have been helping Delaware’s medical community for more than 40 years since the founding of The Placers. We are excited to bring all our expertise to bear formally as we provide cost effective talent solutions to the association.”

For a full listing of the Medical Society of Delaware’s Affinity partners, please click here.

What Do You Need for Christmas?

December 16th, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator

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

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

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

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

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

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

Inc. 5000 list includes 16 Delaware firms

September 17th, 2013

Written by: Cori Anne Natoli, The News Journal

This article appeared in The News Journal, Business Section 9/17/2013

It’s one thing to call yourself an entrepreneur, a risk-taker with enough moxie to take a business plan from concept to creation.

It’s quite another to cultivate a workplace where revenue grows rapidly amid a sluggish economy. Yet that’s exactly what the leadership at CBI Group, a privately held, Newark-based human resources firm with an office in Wilmington, is accomplishing.

Under the direction of founder and president Chris Burkhard, the firm that provides recruitment, staffing and outplacement services to companies nationwide and in Delaware has earned a spot on the Inc. 5000 list of fastest growing privately held companies, for the third time in six years.

A total of 16 First State firms made it to this year’s list.

“Appearing on the Inc. 5000 list is not only an honor for CBI Group, but it reflects the current realities of an ever-changing workforce,” Burkhard said. “To see consistent growth within a recruiting and staffing company shows that organizations need to have recruitment and talent strategies that meet today’s fluctuating business climate.”

The firm has reported 128 percent growth from 2010 to 2012, according to Caitlin Olszewski, CBI officer manager, and has provided services for the Delaware State Chamber of Commerce.

The fairly young company has navigated an ever-evolving digital landscape and seen success using social media channels such as LinkedIn, Facebook and Twitter.

CBI has implemented specialty software to enhance its recruitment process, communication and information gathering, Olszewski said.

For CBI, it comes down to how the team communicates and gathers information, spokeswoman Kelly Murray said Thursday.

“These two things have changed the most over the years, and we’ve been able to leverage the advances in digital technology to adapt and stay current for our customers,” Murray said. “In today’s market it is certainly a necessity. The best solutions and interaction with clients is a blend of face-to-face, phone, Internet, email and social media.”

CBI Group, Placers, and Barton Career Advisors Announce Partnership

August 5th, 2013

Talent leaders band together under shared, values-based culture

Delaware-based talent companies CBI Group, Placers and Barton Career Advisors announced today a new partnership under their shared values-based culture, Outside-In®. The companies will work together under the Outside-In® brand and continue to serve the national marketplace offering recruitment, staffing, and outplacement talent solutions.

This partnership unites three companies based on a shared culture called Outside-In®; a mindset that advocates putting the customer first in all scenarios, at all times. The companies’ consider their customers to include clients, internal employees, and even vendors.

“My personal goal is to have Outside-In® be as meaningful to a business and its customer base as the good housekeeping seal might be on a household product” says Outside-In® Companies President and Outside-In® founder Chris Burkhard. “We hope to have our family of companies stand for an incredible customer experience where innovation and employee satisfaction are evident to all.”

Headquartered in Newark and Wilmington, Delaware, the Outside-In® Companies intend to change the way the Human Resources industry provides talent solutions. Instead of operating from a pre-packaged services mindset, the companies provide solutions “from scratch” crafted  specifically to solve the challenges that led the customer to work with a third-party service provider.

“Our expanded partnership with CBI Group and Placers as part of the Outside-In® Companies brings heightened market awareness to the Barton Career Advisors Outplacement business,” said Chris Barton, Barton Career Advisors Founder & Sales Group Lead. “Values are the secret sauce in business performance and I know we are on the right track.”   

As companies whose purpose is to handle clients’ challenges of bringing people in and letting them go, this service-based, cultural mentality is a conscious – and innovative – approach to talent management. To learn more about the Outside-In® Companies and their new partnership visit

Yes, Your Company Is Outside-In, Sir

January 16th, 2013

Yes, Your Tide Is Cold and Dark, SirOutside-In® is our culture and our operating philosophy. Outside-In® is made up of our employees and a work environment that encourages individualism, innovation, and focus on creating a unique customer experience.  We want customers to be happy with great service.  We want employees to be happy with great culture.  And shareholders can be happy with the good profits that ultimately follow. These great employees are hired, recognized, and rewarded against our core values. Our core values guide us where others use policy manuals and mandates. The world is too complex and dynamic and the business world too fluid to not put the information, knowledge, authority and gumption in the hands of all employees equally.

With all this said, I’d like to take some credit for its creation, but I am not its “Founding Father”.  That credit goes to another Burkhard — Alan Burkhard. Over our lifetimes, we have worked together to refine the concept of Outside-In®. The focus of putting the customer first in business thinking. The notion of a culturally led business.  Alan did it first, and this Outside-In® brand, this Outside-In® philosophy can and is used in all kinds of businesses and industries.

Many years ago, I gave Alan the registered trademark as a gift that we share. We went first in using it in business, and the ™ symbol is our proof.  However, our goal was to encourage the world to use Outside-In® as a way of describing customer-oriented behavior and thinking.  This is my personal 10 year goal.  Make Outside-In® a household name.  Look it up.  It is more mainstream in business than you realize…

But this post is about how we think our Outside-In® philosophy gives us an edge in business. It helps us run better waste companies like Independent Disposal. We run better staffing, recruiting, and outplacement firms.  We run great restaurants.  And now we make Outside-In® movies.No one can say that we are not diverse right?  Find a market.  Look for a service gap.  Treat the customer better than they expected.  Create a customer-centered culture.  Focus on and make your company Outside-In®.

Do that enough, and opportunities present themselves.  Do that enough and you want to help people. Have enough success in life and there are opportunities to share what you know in new fields and you get quite a rush and ride along the way. That is where my Dad is in life.  He backed and helped make a independent movie, Yes, Your Tide Is Cold and Dark, Sir, written and directed by local filmmaker and friend, Chris Malinowski. My Dad makes a cameo as a bartender. He taught a group of talented actors, producers, directors, sound, key grips, and a whole lot more about Outside-In® and he got to help a friend fulfill a lifelong goal of getting a script to the big screen. When I spoke with Chris about his experience working with Alan on the project he said,

“Alan, empowered me to run the [film] company and believed in the exuberance of the project. He knew it was a challenging narrative. Producers tend to lean at times on the creative parties and stick their necks into the creative process. Alan didn’t do that. He empowered me completely.”

Empowerment and creative freedom on a movie set? That is the ultimate Outside-In® experience. I am proud.

Ultimately, what matters is that they took the risk. Through that risk, the Outside-In® brand and legend grows.  So, if you are in Delaware and are into independent films, watch the trailer, come to the premier, and most importantly help me celebrate the success of our Outside-In® brand and what can do for any business.  For Yes, Your Tide Is Cold and Dark, Sir trailer, click here. For showtimes and ticket information for this weekend’s premiere, you can visit the film’s Facebook page.

DelMarVa SHRM Presentation – March 16, 2010

March 17th, 2010

I was honored to be the speaker at last night’s DelMarVa SHRM event. View the presentation above or download using the link below.

“The Economic Tsunami: How Businesses Are Rethinking Recruitment & Retention.”
Delmarva SHRM – Economic Tsunami Presentation

Outside-In® Book List

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