Posts Tagged: talent


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 Search Fund Accelerator, 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.

 

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 according to the tradewinds recruitment. 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.

 

 

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:

Attract

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.

8 Candidate Traits to Thoroughly Vet

September 14th, 2016

As a recruiter, it is your responsibility to recruit quality employees, whether for your client, or internally. Depending on the size of your company or client, you likely get plenty of resumes each day, or identify plenty of potential talent. So how can you tell early on in the process if a candidate is possibly no the best fit?

Close up of business person investigating infographs with magnifier

#1 Long Gaps Between Jobs

With the unemployment rate what it has been these days, it is very uncommon to find long gaps between jobs on a candidate’s resume. While it is common to have a gap or two at one point in their career, if you have an applicant with long gaps between jobs, there should be a good reason. Childbirth, education, and being self-employed are valid reasons, however; if there is no explanation for the gap, it is a red flag.

#2 The Applicant is Unemployed

The first thing you would need to do is find out why the person is no longer employed. If the applicant was fired or they quit, they may not be the best person to recruit., but its worth vetting. Dive into their thinking and reasoning to make your decision. If they have been unemployed for a long period of time and out of the workforce, their jobs skills may not be as fresh as other applicants.

#3 Job Hopping

Going from job to job could mean that the candidate cannot commit to a job. When things get tough, the applicant doesn’t stay. Hiring this type of employee can waste the company’s time and money to hire and train someone to replace the individual.

#4 Poor Attention to Detail

One of the biggest red flags when going through resumes is spelling errors. If the candidate couldn’t take the time to proofread their resume, chances are, they won’t be dedicated to their role after hiring. Someone who took the time to thoughtfully and accurately put together their experience indicates more of a quality candidate.

#5 Lack of Professionalism

Professionalism is a must when it comes to recruiting employees. You should look for professionalism in their resume, the first phone call, and the interview. If an applicant shows a lack of professionalism, its crucial to dissect their true personality during interviews.

#6 Social Profile

A potential employee’s social profile can say a lot about them. You can learn a lot about a person by looking at their social profile. If the employee had posted any derogatory or disparaging comments about a job, employer, or former employer, it is a huge red flag. You don’t want to recruit a person who has no problem posting this type of negativity for the world to see.

#7 Discrepancies

If you are reviewing a potential candidate’s resume and LinkedIn profile and find discrepancies, it could be cause for concern. Either they are lying on their resume, they are forgetful when it comes to dates, or they are just plain sloppy. No matter the reason, not the best sign for quality talent.

#8 The Applicant is Overqualified

Some recruiters might find that an overqualified applicant to be a dream come true, however, it really isn’t. If the applicant is overqualified, it could be he or she is looking for a job to hold them over until they can find a better job. Also, they could get bored, and want to move on quickly. Take time to thoroughly vet the reasons for their interest.

Need help identifying quality talent? We can help! Give us a call at (302) 266-0860 

How to Attract and Retain STEM Professionals

September 7th, 2016

Illustration of STEM education in apply science concept

STEM (Science, Technology, Engineering, and Mathematics) professionals are in incredibly high demand. Government agencies and research organizations have a variety of definitions for what constitutes a STEM professional, but it generally includes the following career paths for employers in the United States:

  • Science: life sciences such as biology and geoscience, hard sciences like chemistry and physics, and social sciences such as psychology, sociology, and economics
  • Technology: computer and information technology, cyberinfrastructure, nanotechnology, robotics, geographic information systems, software engineering and medical software development
  • Engineering: civil, electrical, aerospace, industrial, and mechanical engineering
  • Mathematics: applied mathematics, statistics, actuarial science

There are several other subfields within STEM that intersect with similar career paths as well, such as biomechanical engineering. When most private sector employers think of STEM they tend to think of high-tech professionals like software developers, engineers, and data scientists since the needs (and average compensation) for the applied sciences and mathematics fields are not homogenous with that of high-tech and engineering.

Each field and subfield has various roles and expectations in the workplace. According to surveys of STEM graduates, higher starting salaries are extremely important to computer science and engineering technology professionals but mathematicians and life scientists value diverse workplaces with strong camaraderie, rather than going for the organization offering the highest paycheck.

Other integral findings for what STEM professionals are looking for in the workplace include the following:

  • Benefits that are meaningful. Benefit packages actually outrank starting salary in terms of what STEM professionals look at when they compare potential employers. Are you offering a competitive amount of flex time, sick days, maternity and paternity leave, transit benefits, medical benefits, and other perks that are important for attracting and retaining high-value employees?
  • Opportunities for personal growth and advancement. Regardless of where the professional falls on the STEM spectrum, all are seeking opportunities for personal growth like working on projects that are important to them, being challenged, and having a supportive work environment conducive to this kind of growth. If your projects can give also give him or her a chance to improve their communities, they highly value that opportunity more than enviable starting salaries.
  • Job security. Job hopping is the new normal in many fields today and most people want job security. However, STEM professionals highly covet job security over other factors in their work environment when selecting an employer. If you recruit primarily on a project basis or have high turnover rates, your organization will have a hard time attracting quality STEM candidates.
  • Inclusive and supportive company culture. STEM professionals greatly desire diversity and recognition for doing a great job over a casual atmosphere that offers craft beer on tap and ping pong tables. Make sure that your website and promotional materials demonstrate great company culture.
  • Assignments are clearly-defined. STEM professionals want to work in organizations where they don’t have to sift through middle management and oblique mission statements to figure out what they’re working on. If your company is known for getting down to brass to business, be sure to market your business in that way.

 

Nov 21st Talent Seminar

November 8th, 2013

The Outside-In® Companies are hosting their first Talent SeminarHRCI_ApprovedForCreditSeal on Thursday evening, November 21st, 2013 in Wilmington. HR professionals won’t want to miss this chance to learn and participate in group discussion about talent acquisition and how it relates to developing solutions that involve both internal and external resources.

The event will kick off with a networking half hour at 5:30pm with light hors d’oeuvres and refreshments.The seminar, “Building High Efficiency Relationships with Recruitment Providers” will be taught by CBI Group’s RPO and Recruiter On-Demand Leader, Lisa Van Ess. Attendees will have a chance to ask questions following the presentation.

To register for the event, go to www.outsideincompanies.com/events.

The Outside-In® Companies aim to share learning and knowledge with with the HR industry and plan to host ten talent seminars in 2014. Seminar Topics will include all things related to talent, including recruitment, staffing, and outplacement. As approved HRCI presenters, the seminar on the 21st is pre-approved by HRCI for one recertification credit hour.

With offices in Wilmington and Newark, the Outside-In® Companies are CBI Group, Placers, and Barton Career Advisors. The three companies provide talent solutions in recruiting, staffing, and outplacement to customers across North America.


HRCI_ApprovedForCreditSeal“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

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