Posts Tagged: marketing


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.

 

CBI Group Recruiter Sees Networking as Path to Your Next ‘Great Adventure’

May 10th, 2013

One of the most influential ways to approach a job search is through networking.  But how and why invest your time in networking?

“In 2012, networking accounted for more than one in four hires at major companies, the most of any strategy used in job hunting,” says David Vander Does, President of the National Search Advisory and a Recruitment Consultant with Gore Medical Products and CBI Group.  “And if a candidate has a referral from inside a company, he/she is 70 times more likely to be hired than a candidate without this connection,” Dave adds, referring to a finding published by Career Xroads.

So how do you network?  Where do you start and what are the tools to help you?

“Networking is all about relationship-building.  It’s who you know and who they know that can really make the difference in your search” Dave says.

The first step is to make a list of current and prospective contacts.  “Think about the relationships that you already have (family, friends, previous co-workers, etc…) and add them to your list.  Then do your research and identify others that you need to know (company contacts, business leaders, others in your profession) and add them to your list.   Think beyond the obvious, be strategic,” Dave advises.

There are lots of tools to use in building your network with www.LinkedIn.com as one of the best places to start.  “If you don’t already have a LinkedIn presence, establish one,” Dave says.  “This serves as your professional profile for recruiters, hiring managers and all the current and potential people in your network.  Think of it this way: if you don’t have a presence on LinkedIn, you don’t exist.”

Once you’re on LinkedIn, you can conduct searches by company name, industry, through current and former co-workers and through your network of LinkedIn contacts that you should be continuously growing.  Similarly, using search engines like Google can provide great insight into your field, and help you identify prospective companies and professional associations.

Dave says your next step is to divide your list of contacts into three groups: warm (people who know who you are and can give you a good reference), casual (people you may need to reconnect with) and cold contacts (people you haven’t met yet, but you need to meet). “This will help you prioritize and maximize your efforts as you begin to work your network”

Develop a database or a spreadsheet with of course names, titles, e-mail addresses, etc. but then leave a column for “Notes” where you can track of your progress with each networking target.

Now you’re ready to get out there and network. Dave says to practice these four steps with each person you meet:

1.  Make them aware that you are looking for your next “adventure”

2.  Guide their thinking about what that “adventure” could be

3.  Be confident and specific

4.  Give them permission to share your name or resume as they see fit

Dave also encourages job hunters and net-workers to develop a script and practice in your home or office.  “For most, networking can be overwhelming and frightening.  But remember, it’s really nothing more then the act of building relationships one contact at a time.  The more you do it; the easier it becomes.”  Keep these elements in mind:

1.  Intro- who am I and why am I calling or e-mailing?

2.  Your mission- I’m pursuing my next best adventure and thought you could help…

3.  Give them permission to say “no.”

4.  Provide something of value in return.

5.  The sensational close- share your plans for follow-up and ask if you can keep in touch.

“Most people will encourage you to stay in touch… do-so, you’d be surprised at how many people never get in touch with these prospects again,” Dave says.

When reaching out to a networking prospect you haven’t met, start with an e-mail introducing yourself and making a connection (Our mutual friend Sam Jones suggested I contact you; we attended xx college at the same time, I’m also a member of your professional association…). Then state your purpose and tell them when you’ll follow-up.  Then when you call, say “I’m following up on the e-mail I sent you on…this process helps to eliminate the “cold call””

Remember to say thank you. “People in jobs today are busier than ever and even if they only give you five minutes, it’s important that you acknowledge their time,” Dave points out.  “And if they help you make a good connection, let them know how grateful you are.”

And remember; always try to provide value in return.“Good relationships are not one sided; do what you can to help others in your network in return for the help they provided to you. It makes all the difference and will help to strengthen your network for the future.”

The First 30 Seconds

May 1st, 2013

At our company we examine every customer interaction and decide how we could take that experience as far as we can. We call this our Service to the Nth degree value. Can we take every moment of interaction to an extreme? How could we make it better for that person? For example, how can we answer a phone call with Nth degree thinking? Try getting to the caller quickly and eliminating voice mail. Or perhaps, always answer in three rings – or better yet, two. (Maybe even one!) Why keep that customer waiting? Create the best Outside-In experience you can.

However, today’s blog is about extending that service impression to the process of sales. In fact to put a fine point to it, for those of us that have to introduce ourselves and our companies to prospects, this is about the first 30 seconds of an interaction! Sales people struggle with the first introduction. Most of us spend hours preparing and researching our target. We know about their last annual report, we have read the press releases, we know about our competitors. My guess is that you’re loaded up with marketing materials. You have brochures, white papers, and case studies coming out of your ears.

So what do you need to focus on during the first 30 seconds? First off, your words.

1.  Be crystal clear with your purpose.  Sales people of the world… face it – we’re not crystal clear with our purpose in the first 30 seconds! We wander in these early conversations. We try to connect and “build relationships”. We try to impress with our knowledge of our offerings. We ask for the “order” when our prospect barely knows us. Be direct without being pushy. Be authentic.

2.  Don’t ask for a relationship right out of the gate. It is weird to ask to build a relationship in the first call. It did not work in the hallways of high school, and it is just as well, creepy when selling. This is just too much of a leap of faith for an audience that really is still paying attention to their email or the project they were working on when you called them and interrupted them.

3.  Differentiate yourself. Oftentimes, we act like and conduct business like everyone else. You could insert any product into your introduction and you would sound like the other ten voice mail messages your prospect deleted this week. Make yourself stand out. Think about how your company differentiates itself and how you can communicate it. Don’t let your introduction be “one size fits all”.

4.  Make sure to speak in terms of customer benefit.  As sales people, if we’re not careful our opening conversation sounds something like this to our prospect, “I am Chris Burkhard, I work for my company, I am interested in getting to know you so I can sell you my product so that I can meet my monthly quota, because I am falling behind on my bills, and I really need this sale now, you see.  Truth is, I need a a quick hit to stay on track, and keep my sales manager off my back.” Does your introduction sound like me, me, me?  It is subtle but true.  Until we learn to speak in an Outside-In way and in terms of the customers benefit, we will always sound selfish. Who wants to build a relationship, ever, with someone that is all about themselves?

Sales people of the world, if you’re on plan then you can ignore me.  If you’re falling behind, I bet I know why, and I have the answer – it starts with your first 30 seconds.  How good are you and your company at first impressions?

Is Your Brand Working Hard for You?

March 27th, 2013

Sales is not an easy profession. By the very nature of the role you have to be able to deal with a lot of negativity and rejection. Most buyers say no. This is simply a fact. The job requires so much hard work – busy work, really – research, preparation, meeting planning, detail follow-up with emails and phone calls, all for brief “performances” with your prospect and customer.  Sales is 99% hard work, planning and preparation, and 1% actually selling.

There is so much we can do to be better sales people.  Reading about sales and going to workshops on sales technique is a must. Being prepared and planned everyday is critical. Many sales people sometimes wing it; they count on their strengths too much, and they don’t prepare to to maximize their time. They do too little in the way of the activities that are necessary to produce the volume of output their quota probably requires!

However, I have come to grasp that sales people can’t do it alone! Your company has to work hard on your behalf.  I believe a company must work hard on its brand, and that the brand must be an honest representation of what the company stands for, whats it personality and character are like, and what promise you can make to your prospects.

This is always a brand challenge for any business. Every business has a brand.  Sometimes the brand is intentional; sometimes it is the absence of a plan. In all cases your company gives the marketplace an impression of what it is all about and what it stands for.

In my experience, I have found that being an Outside-In® company matters. Our brand is about being all about the customer. Our brand is our culture, and our culture is how we view ourselves. You can call this our overall personality! This personality is how we help our sales staff add value and clearly how we stand out in a world that is terribly the same! We are definitely not the same. However, we are not different for the sake of being different.  Our difference is because we chose to turn ourselves inside out. We are what our customers need and want us to be!

Our culture and our values? 100% a reflection of employee behaviors that will best enable each employee to be the best they can be in the unique business landscape we all operate in today. Our brand is our culture.  Our culture is our values.

Remember, good marketing helps you amplify the truth, not pitch something that you wish exists. That is the difference!

Watch our video for our truth!

Defining Your Personal Brand Promise

October 24th, 2012

Every organization, at least the ones that succeed, works hard to figure out what they do better than their competition and they know how to articulate it. This is called the brand promise.  The reasons why some may prefer Nike over Adidas, or Coke over Pepsi, is that those companies’ potential customers identify with their brand promise – it is how customers make decisions.  This got me thinking.  Do we all have a personal brand promise?  If you serve customers, work in sales, work on a team, or want your manager to get the best out of you, you need the answer to this question.

Every one of us serves a customer base and has real opportunities to convey our brand promises.  I think this is not as hard as we think.  You may just have to take the risk. Don’t know who you are or what you want to stand for?  What makes you stand out is usually the quality that folks notice the most. I am told my unique personal brand promise is sincerity.  I believe that being authentic, honest, empathetic are my brand.  And I don’t even have to say it for customers to see it, notice it, or be apart of it.

So in defining brand promise, think about what you do better than anyone else.  What is your competitive advantage over others?  Why would someone buy from you personally? And how do you convey and keep that advantage?  When a customer considers buying a product or service, they inevitably get to your company through a sales and or marketing process.  Perhaps they have seen your website or heard of your company before.  Or perhaps, your service was recommended.  These are all things equally considered in a buying decision between two companies; and, the final decision often comes down to the people and/or experience that you create.

Many products appear very similar.  What makes something better?  Was it delivered on time?  Were there hassles along the way?  How were the inevitable problems handled?  Your company also has a role here.  Serving customers requires that all of the organizational systems  and operating philosophies focus on the customer  What is your specific role and how do you convey it? What do you do better than others within that role? For example, are you responsive? If so, feel free to use it in a sales situation, “Mr. Customer, I’m known for my follow-up. Can I get back to you at an agreed upon time with the answers?”.

So, in short, how do you go about defining your own brand promise? Take a few minutes to go through the steps below, and send me your own personal brand promise!

1.  Brainstorm what others have said about you.
2.  Ask your best friend at work.
3.  Listen to what customers say.

Haley Marketing Features CBI Group Website

August 20th, 2012

Last month, Haley Marketing, the industry’s largest marketing firm focused on staffing and recruiting, selected our website as a sample of their work on their blog, Ask Haley. We love how they incorporated our company’s culture and personality into the site design. Thanks for the shout out Haley! We appreciate you taking on our challenge and we love our site!

To view the post on the Ask Haley, click here. [Update: Link removed]

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