Posts Tagged: philadelphia


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

Top Executive Recruiters Contingency Search Firms

May 10th, 2016

2016_Top_Executive_Recruiters-Contingency_Search_Firms_List-Logo-smCBI Group made the Philadelphia Business Journal‘s 2016 list of the top 21 Executive Recruiters: Contingency Search Firms. We launched our search practice in August 2008, almost eight years ago, and Strategic Search continues to be a valuable recruitment solution for our clients.

Our Search practice was built because of customer feedback about their talent acquisition needs as the market evolved. Today, customers are still asking for search services and we continue to work with them to build solutions that meet their goals. CBI Group President, Chris Burkhard explains, “When your firm provides broad talent solutions, it is important to listen and understand your customers need and want from the services you provide. Making this list certainly demonstrates that our customers want need a strong search partner.”

When asked about our recruitment capabilities, one of our Executive Recruiters, Adrienne shared, “We have a breadth of experience and are positioned to serve a variety of hiring needs.”

Learn more about how CBI Group’s Strategic Search is different from the industry perception of headhunters by reading Chris Burkhard’s article entitled “Why I Hate Headhunters.

Looking for the right fit candidate?

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Outside-In® Companies Among 60 Companies Honored at Awards Ceremony

January 17th, 2014

Philadelphia SmartCEO Honored Fast-Growth Companies at its 2014 Future 50 Awards Ceremony, Jan. 16
More than 550 Philadelphia executives joined Philadelphia SmartCEO in celebrating 60 of Greater Philadelphia’s fastest-growing companies.

Philadelphia, PA (Jan. 17, 2014) — Philadelphia SmartCEO honored the 2014 Future 50 award winners at a basketball-themed awards ceremony, which took place on Thursday, January 16, 2014 at Drexelbrook. Sixty Greater Philadelphia companies were recognized for their fast-growth based on a three-year average of employee and revenue growth. In all, 55 mid-sized Future 50 companies and five large Blue Chip companies were recognized in the program. The 2014 Future 50 winners collectively generate $3.2 billion in annual revenue and employ 10,412 individuals in the Greater Philadelphia area.

The Outside-In® Companies were among the sixty Philadelphia-area companies honored on Thursday evening. Chris Burkhard accepted the award on behalf of CBI Group and Placers. (The award was officially announced before Barton Career Advisors was an Outside-In® Company) See below for a complete list of winners. For more information on the Future 50 winners, visit www.smartceo.com to view the digital edition of the January 2014 issue.

“The companies we honored this year are growing in spite of the economic hardships we have all been facing. These companies are investing in themselves, investing in their people and rising above the rest. They deserve to be recognized and celebrated because they are moving the economy and the region forward,” says Rick Crane, regional president of SmartCEO. “We are proud to recognize them for their achievements and growth.”

More than 550 executives, friends and family attended the black-tie-optional event to celebrate the winners and their achievements. The evening kicked off with a cocktail hour and high-level networking. A seated dinner and video-packed awards ceremony followed to honor and celebrate the 2014 Future 50 Award Winners.

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Chris was featured in the following video, which was among the many videos played during the ceremony.

View photos of our team at the event here.

About SmartCEO
SmartCEO’s mission is to educate and inspire the business community through its award-winning magazine, connections at C-level events and access to valuable online resources. SmartCEO’s integrated media platforms reach decision makers in the Baltimore, New York, Philadelphia and Washington, metropolitan areas. Nearly 50,000 offensive-minded, growth-oriented CEOs turn to SmartCEO magazine to find ideas and inspiration to help them grow their businesses. Each issue includes behind-the-scenes looks at local success stories, columns written by key opinion leaders and other resources to help the region’s middle-market CEOs conquer the daily challenges of running a business. SmartCEO magazine is published on a bimonthly basis with editions in four major markets: Baltimore SmartCEO, New York SmartCEO, Philadelphia SmartCEO and Washington SmartCEO.

About the Future 50 Awards

The Future 50 Awards program is the largest and most highly anticipated SmartCEO awards program of the year. This program recognizes 50 fast-growth, mid-sized companies in the region, five large Blue Chip companies and five small Emerging Growth companies. These companies represent the future of the region’s economy and embody the entrepreneurial spirit critical for leadership and success. The winners, chosen based on a three-year average of employee and revenue growth, are listed alphabetically, not ranked. The winners are profiled in the January/February issue of SmartCEO magazine and celebrated at an awards reception in January.

2014 Philadelphia SmartCEO Future 50 Award Winners

Aavalar Consulting, Inc.
AnnieMac Home Mortgage
Arora Engineers, Inc.
Audience Partners, LLC
Benetrends
Brad’s Raw Foods
Cenero
Classic Cake
Closets By Design
CMC
CoreDial, LLC
The Dagit Group
Data Systems Analysts, Inc.
Empirecovers.com
eZanga.com
Fesnak and Associates LLP
Fox Chase Bank
Free For All, Inc.
Friday Architects/Planners, Inc
Gemini Building Systems, LLC
Gibraltar IT, LLC
Global Business Consulting Services, Inc. (GBCS)
H2 Contracting, LLC
Hawkeye Management
Health Advocate, Inc.
Intuitive Company
iPipeline
Javan Engineering, Inc.
Juno Search Partners
Keystone Fire Protection Co.
Magellan Search & Staffing
Meniscus Limited
Nielsen-Kellerman
Optellios
Outside-In® Companies: CBI Group & Placers
PCS
Perryman Building and Construction Services, Inc.
Praxis Data Systems
Providge Consulting, LLC
QuadGen Wireless Solutions, Inc.
Quality Data Services
Renavatio Healthcare Communications
RSI Content Solutions
Saturn Infotech Inc.
Shades of Paper Inc.
SLM – Facility Solutions Nationwide
SofterWare, Inc.
Sovereign Security LLC
Specialized Education Services, Inc.
Stream Companies
Stroll
Tri-Force Consulting Services, Inc.
Triose
Unlimited Technology Inc.
USA Technologies
Blue Chip Winners
AmeriQuest Business Services, Inc.
Aria Health
ERT
MedRisk, Inc.
Radian Group Inc.

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.

Outside-In® Book List

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