Search Results - Americans strategy

Blog Post: Best Practices for Employer Career Fair Preparation Post-COVID: Despite the increasing popularity of virtual job fairs, hosting an in-person hiring event in the post-pandemic recruitment landscape is inevitable. For a significant section of candidates and…; Added by Ngan Pham at 12:07pm on November 19, 2021

Blog Post: Gangnam Style going viral and your Recruitment Content

In today’s hyper connected world, it’s incredibly interesting how an unknown quantity can become an internet sensation in a short amount of time. Just ask Korean rapper PSY.

Although he…

Added by Chris Brablc at 2:28pm on September 18, 2012

Blog Post: What happened in 2015: job boards, recruiting sites, and....money: Another year has (almost) come and gone. Startups have started up, sites have…; Added by Jeff Dickey-Chasins at 8:36am on December 8, 2015

Topic: Exclusive Interview with Kimberly Thompson, Director North America Brands & Leadership at Whirlpool: o lead the company forward. Kimberly Thompson, Director North America Brands & Leadership, Whirlpool, is a speaker at the marcus evans Talent Planning & Leadership Development Conference taking place in Chicago on 30-31 August, 2010. Here she addresses some central issues surrounding talent management. What are the key attributes a leader needs to steer a business in today’s changed economic environment? They must have a good character and enduring values. You have to represent your integrity, have respect for people, be inclusive and build an environment of trust. Leaders need to be those things in this day and age where there is a lot of speculation and so many examples of bad behavior. Thought leadership and being a director of change is also important. Someone who consistently challenges the status quo and is always looking for the next best thing is vital. Thinking about it from an evolutionary standpoint, it’s the whole idea of continuous improvement and how do we continually stay on top of it. Be that driver of change to make sure we stay ahead of the competition and win in the market place. In talent planning, should a company try and distinguish itself from others so it can attract that often-elusive talent and make them want to stay? Over the last five to seven years I’ve had a change of mindset regarding this. People have changing needs in what they are looking for in their career and in a company. They want a company that is very honest with them in terms of what they are looking for them to do as a talent. For a company, it’s not so much about getting the best for the best – it’s more about getting the best for what you need to have done. I think it’s a much truer and honest approach for both the perspective employee and the company to have that mutual understanding. How crucial is customer-focused leadership in engendering brand loyalty in a slow economy? I think it’s very important and it’s not something that we generally think about because we think that people are still going to spend money in a slow economy. But the fact is that consumers will still buy because they need to buy; however they will be much more deliberate about their purchases. From a customer perspective, our customers are so different in as far as what they expect, what they value and what they’re willing to pay for. In a slow economy we have to remember that we still have all of these different customers out there. And yes there will be customers who want to pay the least amount of money possible to get what they need. But there are also customers who will spend anything to get exactly what they need or want. We can’t lose sight of that. So internally you need to keep your group focused on the fact that there are multiple customers, they have different kinds of needs and even in a slow economy you have to continue to meet their needs. What is the significance of sustainable brand leadership for Whirlpool and for the future of the company? A brand is really the perception of the customer. As we are a multi-brand house, we have to identify and understand those brands are targeting different customers who all have different needs. For us to be sustainable we’ve got to make sure we deliver to those consumers because we are a manufacturer and marketer of durable goods. To be competitive we can’t win on price alone. You really do have to deliver to your customers what they value and what they will pay a premium for. Just going with the low cost solution is not a viable business strategy in the US for a durable goods manufacturer. What are the new opportunities that the strong China market presents for a company like Whirlpool? Geographic expansion into China - and other areas of the world where the population is underserved – is a great opportunity for us. Here again there are many types of different customers and so our mission is to be in every home everywhere. Our challenges understand the different types of consumer base there. The misnomer about China is that everything is just cheap. Over the past year we’ve been watching Chinese companies starting to get their heads around brands over price because brand will get you to a premium but price is just a commodity. It’s not an easy win where you go in and sell cheap products. You really need to go in and know your customers and have a great value proposition. What are the recession lessons learned by Whirlpool? We’ve come through very well in spite of the fact that we are so linked to new home building and remodeling of homes. For some people appliances are the largest purchase they will have all year. It tends to be a very deliberate purchase and not one they take very lightly. Our CEO sent us on a mission when the recession gained steam. He said we are going to control what we have control of meaning that we can’t control the economy; we can’t control the price of materials, or the price of oil. What we can control is how we do things internally that drive unnecessary waste and cost into our products and services. We made a choice not to do a lot of advertising. We invested that money instead into creating the next generation of products. That whole mantra of ‘taking control of the things you can and it will pay’ - it definitely has worked for us. The marcus evans Talent Planning & Leadership Development Conference takes place on 30-31 August in Chicago. Contact: Michele Westergaard 455 North CityFront Plaza Drive9th Floor NBC TowerChicago, IL, 60611Telephone: 312 540 3000 ext 6625 Fax: 312 552 2155Email: michelew@marcusevansch.com …; Added by Michele Westergaard at 4:48pm on August 5, 2010

Blog Post: Mapping Out Your Job Search (Part II): In my previous blog, I indicated that there would be a series of blogs discussing mapping out your job search in order to navigate to the next destination in your career. This was a result of…; Added by Gary Hamrick at 12:56am on June 22, 2010

Blog Post: Netflix’s Anti-Establishment, Pro-Cash, Live-And-Let-Die Culture: Netflix’s culture seems to fly in the face of…; Added by Paul Petrone at 10:54am on March 5, 2015

Topic: Meet Luigi Lupo, 15+ Year Staffing Industry Veteran, DoubleStar's Talent Measurement & Acquisition Services: 15 years of Recruitment and Operational Staffing experience, with expertise in designing and implementing complex, high-volume strategic staffing programs and initiatives domestically and internationally. Strong background in all aspects of executing strategic recruitment initiatives to fill various staff, managerial, executive and specialized IT positions within Fortune 500 organizations and start-up ventures in the Financial, Pharmaceutical, Biotech, Healthcare, Medical Device, Insurance/Reinsurance and E-Commerce industries. Organizational development experience includes developing Affirmative Action Plans, applicant tracking compliance, designing and implementing internal referral programs, internship program, process re-engineering, internal departmental/divisional communications, recruitment branding, new employee onboarding programs and policy and procedure development. Through out his career, Luigi has lead national RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, NASDAQ, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals and Eli Lilly, among others. Luigi currently leads both DoubleStar’s Talent Market Research and Sourcing Services Teams, two groups that are critical contributors to our operational excellence on direct-recruiting projects. Luigi earned his Bachelor’s in Human Resources and Marketing from Temple University and is an active member of the Society for Human Resource Management (SHRM) and Human Capital Institute (HCI). He is also an active member of the Electronic Recruiting Exchange and various other recruitment networks. Q& A with Luigi Lupo Six Degrees: Tell us of your home world. Luigi: I feel like I am very fortunate to have the home and family I do. They provide a great balance to my work life. I’m married to a wonderful wife, Christina, and have been blessed with 2 incredible children, Mia and Joseph. My oldest, Mia is 4 and a half and my youngest, Joseph, is 2. They absolutely keep us on our toes and on the move. I consider myself a media snacking news junkie and will use all means available to get my fix. Really doesn’t matter whether it’s a newspaper, magazine, newsletter, computer, TV or my phone. I still enjoy reading the newspaper but am addicted to all the snip-its of news and information on the internet. I’m an avid reader but tend to focus on business and industry related topics. My night table holds my latest group of great reads including “Talent on Demand” by Peter Cappelli, “Extreme Future” by James Canton, “The Leadership Challenge” by James M. Kouzes and Barry Z. Posner, “Big Think Strategy” by Bernd Schmitt and one of my favorites “Blink” by Malcolm Gladwell. I’m a magnet for online newsletters, reports, statistics, surveys, webinars and slide presentations. I earned a bachelor’s in Human Resources and Marketing from Temple University and am an active member of the Society for Human Resource Management (SHRM), Human Capital Institute (HCI, ERE, Recruitmentblogs.com and various other recruitment networks. I enjoy pretty much any kind of outdoor activities including mountain biking, hiking and camping . I’m an avid freshwater fisherman and try to get water side as often as possible through out the year and have both a NJ and PA fishing license. I enjoy spending quality time with my family and have recently introduced my daughter to fishing. Six Degrees: How many years have you been in the staffing industry? Luigi: I have been in the recruiting industry for 15 years now and have enjoyed every second of the ride. This industry has come a long way from when I started. I can remember my first experience with candidate generation was approving a newspaper ad by 4:00 on Thursday to run over the weekend (when the employment section was about 25 to 30 pages long) and making sure the fax had plenty of toner and paper to run over the weekend. Believe it or not, this was my biggest challenge when I started in the industry. Six Degrees: How did you get started as a recruiter? Luigi: I’ve been developing talent acquisition strategies for the last 15 years. I feel like I had found my niche from the very beginning. My first job out of college was as a personnel assistant in the HR department at the Philadelphia Stock Exchange. Within six months I was asked to work as a non-exempt recruiter and the rest is history. Although, I do remember hesitating at first and did not want to get into it – WHAT was I thinking?!? I enjoy all aspects about recruitment and labor markets and spend a lot of time on the DOL & BLS website. I have been consulting with clients for the last 10 years. Recruitment consulting has provided me the opportunity to work and understand the recruitment functions of many small, mid and large companies globally. I’ve consulted in multiple industries and at multiple levels. I’m proud of my career and feel that my experience has given me the opportunity to view recruitment from a unique perspective. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Luigi: I think that would have to be my first employer and boss the VP of HR at the Philadelphia Stock exchange. I was given the opportunity to get into recruitment. My boss at the time was an inspiration and mentor to me and when I hesitated to get into recruitment said “Luigi, I know you will enjoy recruiting and you will run with this and never look back” -- She was right. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Luigi: One of the mistakes I made earlier in my career was that I did not understand the value of internal consulting. I learned my lesson and better underestimated the change management aspect of the implementations and process changes and have never made that mistake again. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Luigi: I have been fortunate to have worked with some amazing people throughout my career. I have had mentors and brilliant individuals coach me through out my career as well as had the opportunity to observe entrepreneurs and leading influencers in the industry. I believe that you can always learn from the individuals and the environment surrounding you at any given time. Six Degrees: Tell us about your work at Doublestar Luigi: I’ve been consulting with DoubleStar Inc. for the majority of the last 10 years and have learned so much from the experience. DoubleStar focuses on Talent measurement and Acquisition services including but not limited to RPO, Assessment & Planning Services, Analytics Consulting, Recruitment Training, On-Demand Project Recruiting, and Talent Market Intelligence I posses a successful track record of recruitment support and alignment to business needs and strategies at all levels. I’ve lead national recruitment initiatives and RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, Philadelphia Stock Exchange, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals, Noven Pharmaceuticals, Vanguard, Merrill Lynch, Aventis, and Eli Lilly, among others. I currently lead and develop both DoubleStar’s Talent Market Research and Candidate Generation Services and Teams, two groups that are critical contributors to DoubleStar’s operational excellence on direct-recruiting and Talent Intelligence projects. I’ve always enjoyed training and designed and delivered customized training programs for HR managers and staff recruiters on various topics within recruitment. I enjoy understanding how the latest tools, resources and technologies can help organizations’ improve their recruitment initiatives. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Luigi: I’ve had the privilege to have worked as a consultant for the last 10 years and have experienced with quite a few organizational recruitment functions and simply said, admire any organization that realizes recruitment is a team sport. (B) In what aspects are they superior? Luigi: I admire the recruitment functions that embrace change and not afraid to both research and take a new approach to talent acquisition. I admire the recruitment functions and recruitment leaders that seek to understand the emerging resources and technologies and can continue to evolve their recruitment functions and harmonize the process with the organization’s culture. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Luigi: I have to say that most recent controversy in Iranian elections and how we received our news information impacted by my world and my work. Basically, the country tried to cut itself off from the media and the rest of the world but streams of information and news poured out of the country on Twitter and Facebook. This event combined with every news personality now marketing both their Twitter and Facebook profiles have really had an impact on me. Times are changing - these and other emerging technologies will not only change the way we communicate but the way we recruit globally in the future. Six Degrees: Tell us about your broader involvement within the staffing industry: Luigi: I try to stay as active as possible within the recruitment community. I’m a regular blogger on various topics on recruitmentblogs.com, ERE and on Lou Adler’s wall. And I’ve been hooked on Twitter since the moment I clicked on the site. I’ve always enjoyed mentoring others through out my career as I was mentored and am an active mentor in the SHRM mentoring program as well as my employer. Most recently I have been providing free resume critique and interviewing tips in my local neighborhood and community out of a local coffee shop. Six Degrees: Can you detail how the recession has affected your particular industry niche? Luigi: I think we have all felt the impacts of the current recession and it has affected everyone regardless of the industry. I have heard of many colleagues and friends lose their job in this recession and try to help in any way I can. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Luigi: I have always enjoyed networking. Most recently I have been connecting with recently laid-off professionals within my neighborhood and local community at a local coffee house to provide free resume critique and interviewing tips. It is a great opportunity to meet people and share experiences and expertise amongst professionals. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Be specific Luigi: I think that we should all be open to networking in this market and it’s a real opportunity to build strong relationships. if I had to think of something not to do it would have to be to Not forget that networking is a two way street and professionally you can develop long lasting relationships. Six Degrees: What is your next career goal? What do you need to do to get there? Luigi: My overall career goal is to continue learn and evolve and educate myself through emerging technologies within the industry and to be an asset to my clients globally.…; Added by Dave Mendoza at 9:21pm on September 20, 2009

Blog Post: Remote Recruiting and Hiring Success: A How-To Guide For Recruiters in 2021

Americans, with confusion and uncertainty bubbled up inside of us,…

Added by Ngan Pham at 2:21am on October 24, 2021

Topic: Meet Suzanne M. King, her Name's On The Door" at King Executive Search: eries please click here. "Since I’m used to working with C-level executives and minding their tightly arranged time schedules, I can be very concise and quick to prioritize a problem and how to handle it. Sometimes, a person who is not yet at a C-level or new to their decision-making function, needs more time to marinate in the available options before making a call. In this case, that person would view me as being too direct and I would need to be more watchful of them for readiness to accept my input." "It’s always been disappointing to watch someone try to struggle in a position when they are clearly beyond their Peter Principle. I’ve had to take over work in the past from others who were out of their element ... it was extra work to overcome what could have been resolved upfront by getting the right person for the job at the get-go." • RecruitingBlogs Profile • Linkedin • Website • Office: 949-718-0266 • Email RecruitingBlogs Articles: "Duplication of Effort," "What Do You Really Want?", "Take It Easy" Suzanne King has 20 years of experience as a corporate business professional. Her background leverages a career in accounting, finance, corporate strategy, and mergers and acquisitions. While working for public and private, global and strictly domestic, billion-dollar to boutique-sized, professional services and industry-based companies, Suzanne has led, managed, designed, built and downsized corporate teams for a variety of industries and functional areas. She has introduced well over 2,000 candidates to Fortune 150 hiring managers. Suzanne has in-depth knowledge of and expertise with corporate recruiting processes including the identification, screening, recruiting and hiring of technical, management and sales professionals. She is an award-winning recruiter and has designed processes used by Fortune 150 corporate recruiting professionals. Throughout her career, she has personally coached high potential individuals who have navigated various organizational cultures and corporate politics to rise in the ranks to positions of leadership and influence. Suzanne holds a BS in Finance and Economics from the University of Southern California and an MBA in International Business from Pepperdine University. Q&A with Suzanne M. King Six Degrees: Tell us of your home world. Suzanne: I married my college sweetheart and we share parenting and dog management duties as well as a love for business, real estate, fitness and recruiting. We’re a fantastically, fearless team. Six Degrees: What do you do for fun and adventure? Suzanne: Dance, martial arts, snow skiing, cooking for friends and reading. I’m a classically trained ballet dancer and a 2nd level brown belt in Tae Kwon Do. I grew up on the slopes because snow skiing is a family passion, and I used to race as a kid. Now, almost every Sunday I walk into one of my dear friend’s kitchen and make a meal for six people from whatever she has in her frig and pantry. It’s a fun challenge to make something delicious out of what someone else claims is “no food in the house”. Six Degrees: How many years have you been in the staffing industry? Suzanne: I suppose for longer than I’d realized before you asked this question. My approach to the staffing industry comes a bit at an angle. For years, I interviewed and hired people for my teams in corporate America. I also, interviewed numerous entrepreneurs and corporate executives as part of my time in the mergers and acquisitions field. In 2002, I became CFO of King Executive Search. When your name’s on the door, you wear many hats, so I ended up doing work for Oracle (initially in areas where my past career had cross-over and then eventually for a whole myriad of positions within various business units). I ended up becoming a two-time Everest Award winner. Who knew I would find a new application for my skills? Six Degrees: How did you get started as a recruiter? Suzanne: Recruiting was always part of my business as a corporate executive, but I became an external professional services provider seven years ago. Interestingly, looking for a good company to acquire has a lot of similar thought processes to looking for the best candidate for a given team. Although, there are a load less spreadsheets and contracts involved. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Suzanne: Korn/Ferry recruited me years ago to an M&A role for a medical device firm. The executive search consultant who worked with me was so good at her job and I really admired her how she approached me and knew her market. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Suzanne I have more than one mentor. Each has a different area of expertise but not a career similar to my own. It’s helpful to be able to tap into someone’s experience and perspective that comes at a situation differently. I try to assimilate inputs and go with the best approach that I can. Six Degrees: Tell us about your company, Susan. Suzanne: As Partner of King Executive Consulting, I’m directly involved in providing service to my clientele yet I also wear multiple “back office” hats. I recruit, coach, and develop business, while also tackling administrative tasks and managerial responsibilities. Our team is presently at five and we’ve got a growth plan, so stay tuned for more announcements from us. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Suzanne: The two that I admire are Heather Broome at Blue and Paul King at King Executive Search. They are prior Korn/Ferry executives, Paul was a Client Partner, who know how to cover the market and implement a senior level search. They are smart business people, well-networked in their communities and ultra professional. I consider them to be “Best of Breed”. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Suzanne: My undergraduate degree was in Finance and Economics so I lean towards these stories in the media. The recession, timing for recovery, global market health in relation to the U.S. market health and technological improvements are all on my watch list. I also keep a pulse on the stress level of the candidate pool because it affects how I implement. Six Degrees: Tell us about your broader involvement within the staffing industry: Suzanne: I speak at universities to help build awareness amongst the next generation of corporate executives and the executive coaching that I specialize in aims to improve the candidate pool. Six Degrees: Can you detail how the recession has affected your particular industry niche? Suzanne: Recessions don’t discriminate. The technology and medical sectors are hanging in there but search volume is reduced. More candidates are dealing with a lot of stress and need coaching to prepare for interviews and navigate highly political environments. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Suzanne: The social person in me is networking-friendly. LinkedIn, Plaxo, Doostang, Facebook, Twitter, Naymz, RecruitingBlogs, www.kingconsultant.com and a periodic newsletter are all places where you will find me. Six Degrees: What is your next career goal? What do you need to do to get there? Suzanne: My first incremental goal is to double the size of my firm. What do I need? Good people, hard work, creativity, perseverance and luck.…; Added by Dave Mendoza at 9:08pm on October 25, 2009

Blog Post: The Net / Net of Net Geners

The Net Net of the Net Geners

Presented by: Doug Douglas – National Engagement Manager at…

Added by Doug Douglas at 5:01pm on May 9, 2012