Posts Tagged: staffing


Game of Jobs: Talent is Coming

April 23rd, 2014

If you look at the numbers in TV and talent of late, it’s clear to see that a lot more people are watching Game of Thrones (#1 download this week of all TV!) Who can blame them? It’s like General Hospital in the middle ages with enough family, fighting, war, and drunkenness to satisfy everyone.

GoT-LogoAnother key insight is that there is a new, more modern war for King’s Landing brewing. This is apparent in the US talent numbers, too. It’s just going to take a little longer for all of us to really notice. Job creation is way up for four straight months, bubbling up in the 40,000 range consistently. The 121,000 announced large reductions in force for the first quarter of 2014 are a 19-year low! And private employment is up, up, and up. Temporary staffing, services, hospitality, technical roles, IT, you name it.

However, no one is talking about it. Unemployment has remained flat. There is an interesting thing about public perception. All perceptions take time to change. I propose that it takes a good six months for the general public to change a perspective. Perhaps you’re always late for work. Everyone in the office knows it. Now suppose you work to change that perspective. And you come in diligently on time or even early! But I bet few will notice. You will still be known as the character that arrives late—for a long, long time. Over time perceptions change. People take notice. Others comment. Someone might even make a joke or compliment you for your efforts. Eventually being late is nothing more than a memory.

In the war for talent our economy has putted along for so long, far from roaring and not quite stopped cold like a Stark at a Red Wedding. Our common understanding is of recession and slower business times. Businesses are doing just OK. Big Companies are hoarding cash for the next growth opportunity. Yes, the stock market is doing well but that is for rich people, right? Or that is my retirement. That does not make my day-to-day life easier or put more money in my pocket. This common view has impacted careers and work systems. Today’s hiring managers have had so many choices from which to hire people, that they still believe it. That perhaps they can always hire slowly. They can always hire who they want. Even offer them salaries or whatever they might want.

Todays Game of Jobs is shifting right before our eyes. Fifteen years ago pundits predicted a talent war around right now. This was a long-term view based on the supply and demand of talent. That there simply were not enough or the right kind of workers available. That this would be a great time to be employed and that this is going to happen. Every day we talk to employers who have an aging workforce; a workforce of allied health workers or of pipefitters and tradespeople that simply cannot be replaced fast enough.

So if you think power changes hands fast with recent Game of Thrones episodes. Well, some day soon the workers will have control and families like the Lannisters will no longer have the advantage as the employer!

Image courtesy of hbo.com.

4 Things The Avengers Taught Me About Talent Acquisition

April 9th, 2014

By Outside-In® Team Member Caitlin Olszewski

TAMarvel2Anyone and everyone in the industry knows that finding superhero talent is rare and extremely hard to do. When looking for new talent you need to ensure that their skillset can coincide with the team and work together to fulfill the purpose of the business. Each member of your team must bring a unique expertise that ultimately strives for the success of the organization and the growth of the company.

Here are some things to remember when looking beyond masks and capes:

1. Superhero powers are rendered useless if not harnessed and executed properly. Nobody wants a hulk candidate smashing everything in sight, or an archer that cannot master the skill to hit a target. It’s important to look for talent that not only meets the skill requirement, but also has the proven ability to use said skills in action. Screen for specifics and ask for examples of a time your candidate used these skills to overcome common obstacles in your industry.

2. Resumes can be deceiving. Sure, they graduated top of their class from MIT and have two master’s degrees under their armor prior to the age of 19. That doesn’t mean the man behind the iron is the right person for your team or a cultural fit for your company. Face to face interviews with the entire staff are crucial. Bring them into your office and see how they interact with every single person in the company and try to weed out any signs of evil.

3. Candidates must be up to date on all technology and facets of your industry. Although your super serum-enhanced candidate can wield a shield and have an unprecedented patriotism toward your company, they may have been asleep for the last 70 years when it comes to current technology and practices. Whatever your industry, it’s important to troll for candidates that are ahead of the game and know “the next best thing.” If your stellar candidate is slightly lacking in this category, make sure that they have the willingness and drive to learn quickly.

4. Always be comfortable with being in BETA. A company’s work is never “finished”. Look for candidates who can wear multiple suits and focus towards creating a 2.0 improved version. Businesses boom when employees are superhuman and innovative. Troll for candidates with diverse backgrounds within your industry and you can bet on an unstoppable force of business growth and development.

You don’t need Charles Xavier or Cerebro to locate your next talent. At Outside-In® Companies, we offer Blank Sheet of Paper Recruitment Solutions that are completely customizable for your needs! We can help you.

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 www.outsideincompanies.com.

Hiring Tens, Nines, Eights… Ones?

April 4th, 2012

It is the contemporary point of view of talent management experts that hiring A players and keeping A players is the way to go in business. A’s outproduce B and C players tenfold and A’s don’t play well with B’s and C’s.

Over the years, I have been taught a similar theory in hiring. We all want to hire 10′s. The challenge is that over time if your hiring process is not a focus, 10’s tend to hire 9’s, 9’s hire 8’s and so on. And if you’re not careful your business could be full of 1’s and 2’s.

We see this in our work with customers every day. It’s never intentional. We tend to hire staff we are comfortable with. We want to hire people that can grow into the job. We want comfort and ease, not a strong push and challenge from our team.

Growth is a also a factor. When we are growing, we skip steps in our hiring. We forget to reference. We hire in a hurry to get to the tasks at hand. We compromise and select from the candidates that are available. We don’t take the time to put together quality job descriptions. We don’t invest in using search firms or focus on building a talent acquisition function or competency in our business.

We do not want an overly arduous process either. If you take too long you will lose great talent.

But if you are not careful in your zest to grow and get the job done, you might just find yourself surrounded by 1’s and 2’s at a time where it takes 10’s to make a real difference!

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