Search Results - planet-renowned

Topic: Recruiting For The Succession Plan: ing the wrong person for a key role; from the loss of new business and business in general, to the impact on employee performance, productivity and morale. A deeper look reveals more impact specifically directed at the hiring manager (ultimately accountable for the failed attempt) loss of reputation amongst peers and staff as well as credibility as a leader capable of surrounding himself with winners. Let’s not forget to mention the risk related impacts when a poor hire terminates; legal, hr, intellectual capital, unemployment, etc. Media from the Wall Street Journal to CNN, “Good to Great”, “Top Grading”, and hundreds of CEO's with whom I’ve spoken, agree that one of the top strategic initiatives of many companies is hiring not only new talent, but also the right talent. What recruiters need to understand and embrace is that while there is a talent shortage, growth oriented companies are demanding more of their workforce, and are unwavering in their expectations to attract and hire 'difference makers.' This means our industry as a whole needs to get better, fast. The opportunity to make an impact has never been greener than it is and will be for the next 15 years. With the diminishing available talent pool, and the compelling messaging about off-shoring lower skilled labor and processes; astute companies recognize the need to invest in hiring and retaining key strategy impacting players. Companies in tune with the global demand for talent as well as the changing demographics and psychographics affecting their workforce are painfully aware of their inability to attract, select, retain and develop the right people on their own. These companies committed to winning the war for talent also know they need to create an environment that fosters growth, development and challenge. All of this means these firms are making investments in systems and operating practices that elevate their ability to attract & retain the best. Companies choosing to leverage their opportunities for innovation, competition and achievement of corporate objectives know they need to invest in and partner with industry experts who specialize in building hiring systems and teams, retention programs and leadership and employee development programs. Recruiting is where it all begins. There is no employee development program on the planet that can rebirth a poor manager with poor competencies into a great leader if they fundamentally do not have the right behaviors, values and motivations. When then right core traits are present, competencies can be learned; when they are not present, all the training in the world cannot and does not make a difference. That’s where assessments and behavioral interviewing can make a huge impact in your ability to position yourself as a leader in Talent Acquisition. When you take the step and gain the ability to bring the future to the present and predict what will show up in the performance review, your clients regard you as a team member committed to their end game. Assessing the candidate starts with understanding and assessing the client, their goals and objectives, their road blocks. It starts with uncovering their core values and their often unarticulated core rewarded behaviors. Moving into common denominators of top performers at the company and then into competency and behavior gaps that this candidate needs to fill. Once you fully understand where your client is going then and only then is it appropriate to find out about their recruiting need. When you do, find out how the position impacts the companies direction, core objectives and values. Probe into the key performance indicators for the role and how this performance in the role is measured. If they don’t know use your consulting skills to facilitate a discussion. You certainly cannot recruit for a job and successfully fill it with the right impact player if no one knows what great performance looks like. Then your job as a recruiter extraordinaire is to analyze the role and ensure what this role is accountable for doing directly impacts the performance indicators, as many times when you do this you will find that the role is doing a lot of things that never affect the performance indicators. Your clients know that they do not know how to create job functions, they know they need help, they know their hiring process does not always work and they know they cannot afford another mistake, so don’t be afraid to challenge their thinking. It makes sense to link the functions to the measurements, it’s common sense. The last thing you do, before you get the requirements for filling the role is talk about the real person they need. Ask questions like, “If I find you a person with the perfect resume and the wrong behaviors, what is the impact?” When they trust that you have their end game in mind, and they believe they can count on you to deliver the right person; most companies will tell you if you find them a person who can achieve the objectives in the role and they honor the company values and they cause great things to happen, it does not matter exactly where they come from. People get hired for their experience and or resume and get fired for who shows up on the job. More questions to ask when determining the who the ideal candidate is are: “So, how would the ideal candidate be motivated?” By Money. Power. Making a difference. “What would they value?” “How would they manage people?” Through inspiration, delegation, development. “What management and or sales style would most work here?” “What would the ideal candidates thinking be like?” Would they think from a place of integrity, innovation, common sense, of high level decision making?” Once you and your client understand who the ideal is, and then you honor that conversation by validating that your candidates and submittals are ideal; your influence of placing someone who is part of the succession plan exponentially increases. Once that happens you are also part of the succession plan !…; Added by Margaret Graziano at 7:23am on August 7, 2008

Topic: Are Assessments An Unnecessary Bottleneck In The Hiring Process: I have seen just about every way to try to make money in the "staffing" (for lack of a better term) industry and the only thing that always works is picking up a telephone, calling a president, owner, or GM, getting sendouts, then closing immediately for an up or down decision. That has always resulted in great success. To my way of thinking, anything which detracts from quick decisions harms our business. Perhaps I am unclear about KeenHire, and I can see a lot of utility for using it for hiring recruiters into search and placement firms but, frankly, I would not want to see a hiring company add it to their hiring process. It seems to me that KeenHire adds a step to a hiring process, is an "assessment tool", brings "logic" rather than emotion to the process (people buy on emotion), and results in slower hiring decisions. Quick decisions are what the entire placement planet desires because we all know the passing of time kills placements. Worth noting: to me, "quick decisions" does not mean "bad hiring decisions made hastily". It means good hiring decisions made quickly. Neil P. McNulty McNulty Management Group Virginia Beach, VA Neil, I can appreciate your concern. Let me shed some light on first why I developed KeenView and secondly how it is used to not lengthen the process yet how it is used to manage, control and shorten the hiring process. As a top producer for many years myself and having relationships with many different companies and hiring authorities; I saw how many companies were adding dimensions to their hiring process that I had no control over. Many of my clients were using some type of selection tool in the final stages of the hiring process. In several cases I found myself and my team at the affect of another 3rd party, one that did not have the knowledge that I did in making a hiring choice. As I conducted more research and asked more questions, the information that I gleaned brought me to new possibilities in recruitment and new openings for actions for my career and for our industry. KeenHire was not created to lengthen the sales, recruitment or closing cycle, it was created to arm 3rd party recruiters with better tools to serve their clients with on the front end. When used appropriately behavioral interviewing (KeenView) places the recruiter as an expert in selection. It sews the recruiter into the selection process and eliminates last minute ‘think about its”. Given the process for effective behavioral interviewing begins with benchmarking the role; the recruiter immediately positions themselves in the key strategic conversations that true account development and management are made of, and frankly is allows for more process control across the board. When the traits and questions are created and agreed upon, a good account manager will manage the recruitment process and hone in on putting the right candidates with the right stuff into the top of the funnel. Whether you delegate or conduct the sourcing yourself knowing what your client needs from a behavioral stand point alters the course of the search. By the time the candidates are submitted to the client, the client is well aware that these are the top tier candidates who are clearly the best fit for the role and there will be no need to see anyone else. Another point I want to make is that the candidates are also clear that they are the best person for the job, as candidates who are not serious about the role will not waste their time in the assessment process. KeenHire also is a distributor for some of the top personality assessments in the market place, my intention with this service offering is not to get in the recruiters way; it is to arm them with the knowledge they need up front to recommend their clients use the appropriate assessment in their hiring process. If the person accountable for finding the right talent understands and has a say in the tools their employers are using, they are equipped to submit candidates who will fit the bill. On the contrary when a recruiter is out of the loop on the products their clients are using to evaluate their candidates’ abilities, they are left in a vulnerable and powerless position. All assessments are not created equal and in many cases companies are using inferior or inappropriate products to evaluate their candidates; with your knowledge comes power, with your power comes insight and with your insight comes solid recommendations from you for the ‘right’ product. At Alliance HR Network, (my previous company) we assessed the role we were recruiting for up front. We sourced, recruited and evaluated candidates in the beginning of the process for their viability for a specific client, if they were not a fit, we held on to them for something else; however we did not try to fit a square peg into a round hole. For direct placement this worked. We made money, had exclusive contracts and mastered the ability to replicate quality on a large volume. At Keen Consulting, (KeenHires’ search recruitment process outsourcing and consulting business) our model is; we charge the companies upfront for our consulting services which begin with evaluating their needs from an organizational perspective, assessing the key stake holders that this role impacts and benchmarking the role in question. What this leads to is a better understanding of our clients, stronger insight into the key performance indicators and a strong focus on ‘what right looks like’ in the company and in the role. This entire process directly impacts client’s organization effectiveness, which leads to profitability and a higher return on the hiring investment. When I approach my sales calls for search and recruitment outsourcing with this results orientation, companies are hard pressed to say no to my (keens’) offerings. The bottom line is that most companies are using some sort of tool to evaluate ‘our’ candidates and in many cases; ‘we’ have nothing to say about it. Keenhire changes the game and puts the recruiter in the power position of being the Talent Acquisition/Human Capital Consultant. The breadth that one can reach in that role is much deeper and wider than putting the right butt in the right seat.…; Added by Margaret Graziano at 11:50am on September 8, 2008

Blog Post: The anatomy of the perfect recruitment email: Carefully-crafted, impactful recruitment emails are the…; Added by Roxanne Abercrombie at 10:34am on April 27, 2015

Blog Post: Want to write better job posts in 2010? Here's how.: I've been meaning to put together my thoughts about writing recruitment advertisements, or job posts as many call them, for some time. After all, I have written thousands of them down the years…; Added by Alasdair Murray at 9:56am on December 19, 2009

Blog Post: Top 15 US HR Tech Influencers to Follow in 2022

HR-Tech-Influencers

RChilli is privileged to recognize these top 15 US HR Tech influencers who have…

Added by Rchilli Parser at 2:13am on August 26, 2022

Blog Post: Recruitment… Champagne or Razor Blades…: I was going to entitle this post Why Recruitment is like the Titanic… but I didn’t. However, sometimes you do really feel like DiCaprio – you remember, the king of the world scene -…; Added by Craig Watson at 7:46am on April 26, 2012

Blog Post: Lies, Damn Lies, and Recruiting: As much as I HATE to give this post any more link love than it's already probably getting, I just can't help but call out something I read this morning. Here it is, in all its glory -…; Added by Amy Ala Miller at 1:51pm on March 21, 2013

Blog Post: Three Ways to Get Your Small Business Noticed with Minimal Costs: Added by Cristopher Denton at 3:30pm on February 28, 2014

Blog Post: Creating Job Advertisements That Attract a Multi-Generational Workforce: Added by Joe Weinlick at 9:58am on November 12, 2015

Topic: Shally Steckerl, EVP Arbita, Inc. and Founder of JobMachine, to be Key Note at Onrec EXPO 2009 Sourcing Summit November 2, 2009 in Chicago: ng Summit taking place one day before the Onrec.com Online Recruitment Conference & Expo 2009. This intense training program will be held at the Donald E Stephens Convention Center, in Chicago, on November 2, 2009. Starting his career in technical recruiting in 1996 Shally Steckerl has experience consulting with and building sourcing organizations at many Fortune 500 companies such as Microsoft, Google, Coca-Cola Enterprises, Cisco Systems and Motorola. From early in his career he has developed techniques that dramatically increase recruitment productivity and allow companies to exploit the Internet. He has been teaching those techniques to staffing leaders since 1998. Shally is a proven leader in the development and implementation of Best Practices in Centralized Sourcing and research organizations. Mr. Steckerl is the Founder and Chief CyberSleuth of JobMachine, Inc. (now Arbita ACES) (www.aces.arbita.net) the premier provider of sourcing consulting services and research training. During his time with Microsoft, he managed the research arm of their global centralized sourcing and research team. Previously, he consulted at Google where he built a central sourcing organization that produced 100 hard to find female Engineering hires per quarter in extremely demanding, technically advanced disciplines. While at Coca-Cola Enterprises Inc., Shally consulted on Talent Acquisition strategy, fulfilling an average of four offers per week in a full-lifecycle recruitment environment. He was responsible for supporting all corporate hiring managers and functional channels throughout North America, staffing an average of 120 simultaneous open positions in a large manufacturing organization with 74,000 worldwide employees. Experienced in enforcing adherence to consistent hiring practices and coaching department managers, Shally is in a unique position to provide consulting on large corporate hiring practices. During his tenure at Cisco Systems, Inc., Shally was a Senior Member of the eCruiting organization, defining Cisco’s online Recruiting Strategy. There he supported Cisco’s Recruitment Intelligence Operations, responsible for research and development of aggressive tactical and strategic Internet sourcing methods, along with training fellow recruiters on how to utilize aggressive Internet recruitment tactics. Before Cisco, Shally was a Senior Internet Sourcing Specialist with Motorola’s Global Talent Supply Team where he successfully applied his approach in a very demanding technology multinational. Previous to working as a Contract Recruiter, Shally’s clients in the contingency staffing industry included MCI, IBM, Oracle, Digital Equipment Corporation, First American Financial, TOSCO, Cendant, IMS Health, Excel, PepsiCo and Frito Lay. The advanced methods he practices and teaches have been replicated throughout many large corporate organizations worldwide. With ten years of experience in all aspects of Recruiting, Shally is capable of assessing, teaching, mentoring and implementing successful global Recruitment methods. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as an authority in Internet search, and a pioneer in recruitment research. An accomplished author, consultant and trainer, Mr. Steckerl is a frequent contributor to many industry forums and speaker at leading conferences. Shally can be contacted by email: shally@arbita.net or phone: 877-293-3541. Shally will present a session titled: “Every-day Activities Anyone can Effectively Use to Maximize New Features in Web 2.0 Technology.” Where he will be discussing what as a Staffing Leader you need to know about how your recruitment organization relates to your entire company's environment. Borrowed and interpreted from the marketing department, the simple yet effective SWOT analysis reveals insights on how you can defend from threats, take advantages of opportunities by applying your strenghts, and overcome your most critical weaknesses. Translated into Recruiting by leading subject matter expert Shally Steckerl, the SWOT (strengths-weaknesses-opportunities-threats) Analysis can be efficiently used to audit your recruitment ecosystem, particularly in an environment where the best defense and survival strategy is to maximize your internal resources. As a highly regarded recruitment consultant Shally has been instrumental in the building of over 200 recruiting organizations. Combined with his degree in International Business and global experience, Shally demonstrates real-world practical ways to apply the SWOT analysis in mapping your talent-acquisition landscape so you can figure out which areas of improvement to make your highest priorities. A SWOT analysis can reveal critical needs that must be addressed and pinpoint unknown capabilities to leverage. - Learn the basic ground rules for creating a practical analysis - Find out how to Identify what strengths, weaknesses, opportunities, and threats are related to recruiting - Follow along the very real SWOT analysis case study of a well known world-class recruiting organization - Walk away with suggestions on strategies that could be formulated as a result of the SWOT analysis He will also be leading the group which will be presenting: “Every-day Activities Anyone can Effectively Use to Maximize of new Features in Web 2.0 Technology” What's new with LinkedIn Events, LinkedIn Answers, Tiwtter, Facebook and semantic search. Stop wasting time on the Internet. Tying together everything Web 2.0 communities have to offer, and assembling them into an integrated approach, is the difference between wasted time and getting results. In his keynote presentation World-renowned social network recruiting guru Shally Steckerl will reveal to you the techniques he has used to stay connected and informed without being overwhelmed, while leveraging all Web 2.0 has to offer. Learn how you too can apply his techniques to maximize your time online. In this discussion, Shally will lead the group in a conversation exploring how to stretch new technologies like LinkedIn Events, Answers, and Groups to their maximum potential. Leverage new features and applications that make it easy for you to get what you need from Twitter, Facebook, and dozens of other online networks. Go beyond time-consuming internet searches with semantic search. Learn how to build your network in several communities from one centralized location in order to see more of the right kinds of contacts for free than you ever saw before. Grow your referral network, raise your brand to ever higher levels, and increase your personal influence and visibility with Web 2.0. Onrec.com EXPO 2009 is widely regarded as the “must attend” online recruitment event of 2009 and will be held the days following the Sourcing Summit, on November 3 & 4, 2009. Onrec.com is the world’s leading information resource for Human Resource professionals and recruiters using the Internet to recruit. Onrec.com EXPO 2009 is the only global gathering of online recruiting leaders and game-changing technologies. For more information about Onrec.com EXPO 2009 visit: http://www.onrec.com/Expo2009 Running off of last year’s success, Onrec.com EXPO 2009 will bring together delegates and exhibitors involved in online recruitment from around the world to share their common interests, provide a business driven networking environment and stimulate discussion, debate, and beneficial partnerships. The Sourcing Summit will provide attendees with a deep training opportunity, and will allow attendees to begin their conference experience early with leading experts giving them the tools, techniques and strategies to deepen their talent pool and optimize their sourcing channels. The Onrec.com Online Recruitment Conference & Expo 2009, will be hosted by both recruiting powerhouses Kennedy Information and Onrec - for more information visit: www.onrec.com/Expo2009 For other Onrec session topics visit: http://www.onrec.com/conferences/031109/topics.html For more information on all of the speakers participating at this event visit: http://www.onrec.com/conferences/031109/speakers.html For more information on The Onrec.com Online Recruitment Conference & Expo 2009 and the Sourcing Summit, contact RD Whitney at rd@onrec.com or go to www.onrec.com/Expo2009…; Added by RD Whitney at 3:52pm on September 7, 2009