Posts Tagged: growth


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.

 

 

CBI Way: 5 Strategic Reasons to Use a Contract Recruiter

December 4th, 2013

A Contract Recruiter is not a new concept. Companies work with contract recruiters for many tactical reasons. Extended leave, summer vacation and maternity leave are all tactical reasons to hire a contract recruiter for a short period of time. But there are also many strategic reasons to use a Recruiter On-Demand service model. At CBI Group, we help customers view their talent acquisition departments and hiring plans strategically. Here are five ways customers use contract recruiters strategically.

  1. Product Launch: If your company is launching a new product or service, you may need the assistance of a contract recruiter to augment your existing recruiting team. Likely you’ll need to bring on the right technical skill sets to build your product or service, and once the new product is ready, you will need a sales force expansion program.
  2. Opening New Location: Is your company growing and expanding to new locations? If you are opening up a new location, businessmen-152572_640whether it’s in the same city or town, or somewhere else in North America – you’ll have an increase in requisitions until you fill the jobs for that location. This is a great opportunity to bring on a contract recruiter for your specific hiring goals.
  3. Hiring Peaks, Rapid Growth: Some companies don’t need a new product or location to experience rapid growth. All businesses experience ups and downs in hiring and a contract recruiter is a flexible option that is the best way to smooth out the peaks and valleys of workforce demand.
  4. Hiring for a Specific Business Unit: Many times, corporate HR teams feel confident in their recruiting ability for the most part, but sometimes struggle with hiring for a specific business unit. Companies can bring on a contract recruiter with specialty or niche experience to recruit just for that unit, and still keep the rest of the TA internal. Whether IT recruiting, Sales hiring, or Finance is your sore spot, contract recruiters provide you with expertise and results while keeping headcount and budget in line.
  5. An Acquisition or Divestiture: Organizing, merging, and restructuring HR departments can be confusing and difficult during an acquisition or divestiture. CBI Group contract recruiters can handle the HR side of things for a short-term or long-term period of change.

Connect with CBI Group to learn more about our Recruiter On-Demand service.

Outside-In® Companies Make Smart CEO Future 50 List for First Time

November 1st, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator

Outside-In® Companies, CBI Group and Placers are very humbled to announce their inclusion on the 2014 SmartCEO Future 50 list. This prestigious award is particularly pivotal because it commemorates being able to excel and demonstrate continuous growth despite economic hardships.

F50.logo_.2011SmartCEO is a panel of business executives and esteemed mentors alike with the common goal of inspiring business development and innovation throughout the community. For more than ten years, Smart CEO magazine has been an outlet for leaders and entrepreneurs to tell their unique stories and plant the seed for future business leaders.

The Future 50 Award is an annual recognition that honors the fastest-growing, highest revenue grossing companies in the Philadelphia area based on a three-year average. The winners are then profiled in the January issue of SmartCEO magazine and are celebrated during a dinner ceremony.

Founder & CEO Chris Burkhard credits the success of the business to customer-centric leadership and living the Outside-In® way of life. “The Outside-In® Companies are pleased to be celebrating growth and market leadership with such an illustrious group of industry leaders!” said Burkhard. “The award symbolizes our hard work and our Nth Degree commitment to the customer. For us, this award represents being Outside-In®.”

CBI Group and Placers aspire to see continued advancement and success following the official partnership declared earlier this year with fellow Outside-In® Company Barton Career Advisors.

In addition to the Future 50 award, CBI Group has recently earned a spot on the Philadelphia 100 and Inc. 5000 list along with two ‘2013 Honors’ including a #11 ranking in the Top 100 Delaware Companies and a #69 ranking in Philadelphia Metro Area sub-categories.

Please click here, if you’d like to see the other 49 Smart CEO Future 50 winners.

CBI Group Makes The Philadelphia 100 for Fourth Time Since 2005

October 21st, 2013

Guest blog spot by Caitlin Olszewski, Communications & Design Coordinator

CBI Group is pleased to announce our inclusion in the Philadelphia 100 list for the fourth time, making us one of the most consistently growing entrepreneurial companies in the region.

efe_philly100-2013-largeThe Philadelphia 100 is a prestigious awards program that honors the fastest growing, privately-held companies in the area. It was founded in 1988 through the Entrepreneurs’ Forum of Greater Philadelphia to promote young, successful companies. The program has previously recognized CBI Group in 2005, 2006, and 2007. This year marks the momentous achievement of being able to emerge from the recession more successful than ever. Our continued growth and entrepreneurial spirit secured us a spot on this year’s list at #25. CBI Group aspires to see continued advancement and success following the official partnership affirmed earlier this year with fellow Outside-In® Companies—Placers and Barton Career Advisors.

Founder & CEO Chris Burkhard credits the achievements of the business to the fact that the company has always been customer-centric and results-driven. “Success comes from working hard on making the little things of our business more Outside-In® every day,” said Burkhard, “and frankly, not doing it for the awards or recognition. Always putting our customers first seems to bring its own reward and recognition!”

In addition to the Philadelphia 100 award, CBI Group has recently earned a spot on the Inc. 5000 list along with two ‘2013 Honors’ including a #11 ranking in the Top 100 Delaware Companies and a #69 ranking in Philadelphia Metro Area sub-categories.

If you would like to learn more about The Philadelphia 100 please visit www.philadelphia100.com.

Leaders Must Stand Alone

September 4th, 2013

Leading when times are good is easy! Leaders can walk around patting people on the back and giving compliments for a job well done. The work environment seems to have its own momentum. The heart of the business seems to beat faster and faster and faster. All we need to do as leaders is run alongside and just try and keep up. The team is confident and everyone seems to believe in the culture, the business direction, and you as the leader. Times are good…until they are not.

All of sudden the air gets still and the phone stops ringing. What you did yesterday does not work today. An employee is unhappy. A customer complains. We lose a new customer with whom we had a signed contract. They can’t do that! But they did. You’re off your sales forecast now. So, what do you do? Leadership confidence is real.

As leaders we must be careful where we take our energy from and derive our confidence. As leaders, it is a cautionary tale to take our cue from the external events around us. Events change every day. Confidence and leadership self-esteem are everything – and that must come from within.

Fear is normal. Worry is real. Feeling sorry for yourself is okay for a moment (with your boss or when your alone). However, great leadership is defined by what you do next. What do you that is useful with that stress?

It is easy to manage a winning team, whether it be a sales team, recruiting team or maybe your Tuesday night recreational sports team. Managing a losing team, well, not so easy. For example, I inherited a soccer team that had not won much in the last few years. I had to change the culture and instill values that the kids could believe in. I had to make changes. We had to work incredibly hard to improve our skills and our fitness. We have worked tirelessly for two years on and off the pitch. We are in shape now. We know the strategy and the plan. But we must learn to win. Every team – and every company – must learn to win.

So insert yourself here now. Are you coaching a winning team? Are you ready to do the work and make the necessary changes? Frankly, there is no such thing as an overnight success. But remember, it starts with you. Leaders must stand alone!

CBI Group Lands on 2013 Inc 5000 List

August 28th, 2013

INC5000Recruitment solutions firm CBI Group has earned a spot on the Inc 5000 list for the third time in six years. The Delaware-based human resources company first made the list in 2007 (4,648th) and again in 2008 (1,380th).

One of sixteen Delaware companies to make the cut in 2013, CBI Group secured the 2,734th spot on the exclusive list which recognizes the fastest growing companies in America. For a three year margin, CBI Group reported a 128% growth rate from 2010 to 2012.

“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. 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. We are able to help more of our customers gain a real advantage with their people practices,” says CBI Group President, Chris Burkhard.

In addition to the Inc 5000 list placement, CBI Group received two ‘2013 Honors’ including a #11 ranking in the Top 100 Delaware Companies and a #69 ranking in Philadelphia Metro Area sub-categories.

CBI Group is headquartered in Newark, DE with an office location in Wilmington. An Outside-In® Company, CBI Group partnered with local HR companies Placers and Barton Career Advisors this year to provide full-scale recruitment, staffing, and outplacement services nationwide.

Would You Work for Yourself?

June 5th, 2013

Look in the leadership mirror. Would you go to work for your leadership self? Are you proud of the leader you are today? This is an interesting question whether your currently in a leadership role or perhaps aspire to be one.

I have always felt that my job as leader is to provide clarity and to clear all of the issues, challenges, and problems out of the way so that my employees can be as productive as they can be. This means providing tools, training, feedback and advice, even emotional and spiritual support for them.

As leaders, we set the tone culturally. We have the job of letting people know what excellent looks like, and in sharing when their behaviors and results are not excellent. We have to be willing to make tough decisions sometimes when folks don’t want to be as “excellent” as we need them to be.

Several years ago, I decided I would work for me. However, I am still working on some things to master leadership. I hope in sharing them, that you can find your own leadership voice or frankly, make your own list! Below are my six practices to master leadership:

1. Provide better feedback as a company.  Employees want to know what winning looks like.  We all want a scorecard.  And I have an absolute responsibility to make this as clear as possible and to have a company routine that provides this.  My job means I have to help my leaders get great at this too!

2. Remember to praise sincerely.  Catch them doing right things!  No one likes flattery.  Everyone likes a sincere compliment.  Taking the time to be clear and creative in your praise is very important.

3. Always do what you say you’re going to do.  This is critical on the little things, however, also on the very big things.  If we announce some change or something big, I have an obligation to help staff see our progress and let them know we are committing resources and energy to that initiative.

4. Celebrate wins.  Entrepreneurs always say “that’s terrific” but whats next?  I think it is important to slow down and enjoy the wins along the way.  The key is to plan to celebrate. To be organized enough to be able to do it. To not let your day run you over and have this be the thing you were going to do and never go to…

5. Stop saying “I am busy”.  All Leaders do it.  We are busy.  We all run lean.  We all have big leadership challenges.  We all have big jobs to do.  Our people know it.  We need to stop complaining about it and just get the work done. No one wants to work for someone who is all selfish. Selfish behavior is when we can only think about our time and calendar.

6. Grow other leaders.  This is my number 1 job and goal for my company.  As my leaders grow, so will our companies. Investing time in learning, training, coaching, group experiences in leadership is mission critical to bringing our purpose to life!

A friend mentioned to me that it takes 10,000 hours to master something (including leadership.)  This is no surprise if you have tried it.  Few of us went to school for it.  Most of us were thrust into our first roles.  Leadership is something that you must work at to master.

Passion or Profit?

May 29th, 2013

For many years I thought passion was all I needed to have success with my business. It is not true. Entrepreneurship (my personal definition mind you) is the balance of organization and structure with innovation and creativity in business. Can you really be too creative? Too market driven? Is it really that wrong to innovate constantly? Many entrepreneurs love the idea of being business. They love their invention, the technology, the notion of being in charge and out on their own. And I hear it all of the time. “Love what you do and the results will follow”. Of course, there is something to loving how you spend a majority of your waking hours. If you hate it, success is possible but not sustainable for long.

I am living proof of passion over profits. For many years, I pursued growth at all cost! (I am proud to say I am reformed growth junkie today.) I misunderstood the importance of running my company for profit. To leave money in the company. What did I do? I would reinvest it. Many times before I had it in hand! I have missed the point. I thought that top line revenues mattered more than anything – and frankly our egos and pride get in the way! Growth becomes intoxicating, but profits mean choice. They give you a point of comparison in our industry or market. Are you adding value more than your competition?

So few companies make it past the first few years and I have gotten clear as to why:

1.  We don’t know our numbers. As hard as it may seem, we don’t set and run our business to make money. We pursue growth. Growth takes cash. Fast growth often chokes a company.  We spend our profits on growth.

2.  We don’t realize that profits can drive innovation and investment. Most organizations have been damaged coming out of the recession. When facing new and big business opportunities few organizations have the reserves or resources to invest in new business opportunities!

3.  Our business strategy is the walking dead. Having a company that survives each month to the next one is common for most companies in the early years. But when do you need to look at making changes? Leaders find it hard to make tough changes to a business strategy, but business is designed to be profitable and must create a fair return for stakeholders.

4. When an entrepreneur is the only stakeholder, we rationalize. Sometimes there are advantages to having other investors.  I see entrepreneurs spend their life savings to invest in their business and to keep their business and dreams alive. However, business make money eventually!

So don’t get me wrong. Passion is a part of our purpose. And our purpose is why we get out of bed every day and go to work each and every day. But passion must be balanced with profits to have something sustainable for customers, employees,  and stakeholders.

Growing a Small Business? 3 Obstacles to Overcome

April 10th, 2013

You started your company to leave your mark and get away from the structure, hierarchy, and the limited impact you had in corporate America, right? So, you enjoy your leadership freedoms as an entrepreneur and you run your company like the Wild West. No rules, no regulations, and a strong individualistic identity. And guess what?  The Wild West actually works. I grew my organization an average 40% per year for five years this way.  And, if you were thinking I loved it, you are right on.

The Wild West is easy when you’re under 30 employees.  We would gather in a conference room or someone’s office and the entire company could get on the same page with the company direction.  In fact, everyone came to every meeting when we had them.  Which was not frequent, because I hated the meetings I had to attend in my last gig.

The Wild West is about letting people be themselves. Early employees join because they believe in the founder and in why the company exists. Employees simply made decisions. There are no job descriptions. When the phone rings someone answers it. When something needs to be done no one needs to ask, someone simply did it.  This time in the business is really special.  Every customer win or innovation is so easy to see and celebrate, and communication happens in real time, all of the time.

Then one day it all stops working.  The growth stops.  You might even lose ground!  This is my story.  The Wild West gun slinging era stopped producing results. Your staff hates it and can’t figure out why!  And they will leave unless you make changes to how you run the day to day. And many small business folks never figure out how or why.  As you grow communication begins to break down.

Everyone stops knowing everything. The business that ran so perfectly in its early years grinds to a halt. It seems like every person, every step in the business, every process, even every function of the business like accounting, sales, or marketing can’t keep up and does not know what the other parts of the business are trying to get done.

So why is growth so hard?

1.  Leaders find it hard to change the business routines.  Small business leaders love working long hours at first.  I was known to say “Every problem is mine to fix!”.  The variety of tasks and duties (although overwhelming) is intoxicating.  Delegation becomes really important here.

2. We have an identity crisis when it comes to putting process in place. If you worked in corporate America I bet there was lots of process and focus on systems. Early companies just exist. I find the hardest part of my job is right here. How much process is enough for the stage my company is right now?  Or if I am growing for next quarter? Don’t over-engineer and kill the entrepreneurial spirit. BUT, if you don’t put process in place your costs of doing business will escalate and not keep up of with your top line.

3.  All of a sudden competitors and clients know you exist.  Small business does not claim market share. Small business goes out and does what it needs to do to sell things and create top line revenues. Bills must get paid. The big hope really is that as you pay some bills, your customers will help refine and improve your products and services. This Outside-In® interaction with your market will drive creativity and new offerings to solve your customers challenges – and your growth cycle continues.  However, if you grow, your (bigger) competitors get to know you, …and they can lower costs or press to take away your clients.  So it is hard to mature and grow as a business, everything about your business must grow up too!

I know I said three reasons growth is hard.  However, there is one additional big challenge to stay aware of and that is the entrepreneurial leader. We as leaders must change our approach and style with the phases of growth of your business.  Yes, you still want to open the mail, and show that you’re hands on. But how does your role need to evolve? It involves trust in your colleagues and employees. Are you able to let go of the reins a little bit and let your vision grow in the hands and minds of those you hired?

Growing Your Business With Ubiquity

May 30th, 2012

Ubiquity means existing everywhere.

In the 1980s, Microsoft set a lofty goal to get computing power everywhere: clothing, watches, phones, tablets, refrigerators, you name it. Microsoft wanted to be everywhere. In essence, they achieved their goal. Thirty years later, computing technology really is everywhere: GPS navigation systems in cars, computerized registers in stores, and you may even be reading this blog from the Internet… on your cell phone.

As of late, my companies have had a real revelation with the notion of pinpointing when someone makes the decision to do business with us. We do a postmortem on all of the possible reasons they found us, they bought from us, etc. For a company that is Outside-In® and cares deeply about customer experience, this probably does not seem too unique.

However, what we have learned is that we sell and customers buy — when there is a sense of ubiquity about our presence. CBI Group, Placers and Barton Career Advisors are everywhere! Well, not really. But that is what it must seem like.

Marketing and sales are about impressions. Is it the newsletter that got someone’s attention? A new website? An outgoing call from your company? A traditional billboard? Or a chance encounter at a networking or trade show event? Or maybe…just maybe, it is about business ubiquity. You get to know several of your customers involved in the business and in turn, they get to know you.

I no longer question this theory of ubiquity. I know it is true. People do business with whom they like. But in order for people to get to know you and like you, you have to be front and center to capture the mind share of your prospects.

Microsoft’s ubiquity reflects an unprecedented revolution in technology, and many may not be able to match that level of omnipresence; but then again who really knows? Anything is possible. So, ask yourself this question: What can you do to put your company front and center…and keep it there?

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