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Halfway through 2016 – Now What?

Written by:  Steve Sanders, VPGM Industrial Practice

The 2nd quarter is over and many people are thinking of vacations and seeing their kids out of school for the summer. In the business world, companies are evaluating where they stand relative to their annual goals and what needs to happen in the next two quarters to put the company in a position to meet the goals they set last Fall.
As an individual, I find myself evaluating my performance up to this point and asking if ITrack am on track to meet my goals as well. In my business we have leading indicators and metrics that are predictive of our level of performance. I am sure this is not unique to the work that I do and that you also have an idea of where you stand relative to your annual goals as well. The end of May is a good time to dust off your annual goals and evaluate where you stand in relation to where you should be at the midway point.
I imagine you will find that you are ahead of pace with some goals, while others are behind, and some right on track. If you are ahead of pace or on par then good for you! Take some time to celebrate the fact that you have done good work up to this point and think about what you can do to continue on this path. You might even set a little bit of a stretch goal for yourself beyond what you have as an annual goal. Why not shoot for the stars if you are ahead at the midway point? It helps to have a stretch target to keep your juices flowing.
track3If you find yourself behind pace, then it is time for some self reflection. What have you done well and where have you fallen short? What changes are you going to make to your approach, effort, attitude, etc.? Now is the time to commit to these changes and implement them in your daily routine. If you need help identifying the root cause of why you are falling short of expectations then seek out the counsel of someone you trust to give you an honest assessment of your work up to this point. This may be your boss, a peer or maybe a mentor.
Sometimes we won’t be able to meet our initial goals no matter how much we change ourselves or our approach. In this case you should set a new annual goal that is more attainable and hold yourself accountable to reaching it instead of your original goal. In this case you still have something to shoot for and can use this as motivation going forward.
Essentially you should try to use this time of year for evaluation of where you stand relative to your goals and make changes that are appropriate to keep you on the right track or get you back on track.

TYGES is here to help either way so check out our website  to see how we can help and good luck to you in the second half of 2016!

Our Mission is simple:

We’re here to make good things happen to other people.

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Behavioral Interviewing — Why So Scary?

Written by: Steve Sanders- VP/GM of Industrial Practice

If there are two words in the English language that strike fear in the heart of a Job Seeker more than “Behavioral Interview” then I am not aware of them. I prep people for interviews daily and just the mention of this type of interview creates a palpable sense of fear that I can feel over the phone. It is surprising because of all the things I would want to talk about as a potential employee actual situations where I made a tangible impact are at the top of my list. I thought it would be helpful to provide some quick pointers for those who are preparing for the dreaded Behavioral Interview.
Essentially, a Behavioral Interview entails asking questions and seeking responses that are illustrative of the interviewee’s past behaviors. Ideally, an interviewee will answer these Behavior Interviewing 2question in a specific format defined as the “STAR” format.

• Situation – What was the challenge you were facing?
• Task – What did you need to accomplish to overcome the challenge?
• Action – What course of action did you follow?
• Result – What happened as a result?

It makes sense that the interviewer will be looking at your resume during the interview so I would encourage you to begin your prep work here. As part of your prep work consider each title/position listed on your resume and provide a written answer to these two questions.

1.) Make a short list of your most relevant accomplishments or achievements while working in this position.

What did you Make, Save or Improve during your time here?

2.) For each accomplishment/achievement you identified in #1, provide a brief explanation of the strategy you employed and the implementation process you used to get to the end result.

Now organize these into bullet points that you can refer to on an interview cheat sheet during your call or meeting. The cheat sheet should follow along with your resume in terms of timeline by title and position. As you prepare for the interview review these bullets and be ready to share them with the interviewer as they come up in the discussion.

That’s it really. I see no reason to be fearful if you have a good plan to address the questions in the way the interviewer prefers to ask them then you should be in a position to give a good accounting of your past behaviors.

If you need other ideas about how to prepare for various interviews then check out our online REFERENCE GUIDE.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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Scarcity – Steve Ballmer, The LA Clippers and Recruiting

Written by:  Steve Sanders, VPGM Industrial Practice

A while back my boss shared a blog post about scarcity and it really resonated with me. The blog post discussed how Steve Ballmer of Microsoft had purchased the NBA franchise L.A. steve ballmerClippers for a heap of money and how many people think that he overpaid. The author of the blog was making the point that there are only 2 NBA franchises in L.A. and the result is that the commodity is very scarce. Steve Ballmer recognized this and snapped them up because the odds are slim that he will ever get another chance to own one of the NBA franchises in L.A.

I was thinking about how this applies to hiring and recruiting.

In most cases, my clients bring me into the search process after they have exhausted all their own resources via job postings, career board searches and maybe even some networking using a social media platform. By the time I get the call, the client has done their best to fill the role without engaging me. I like this as a recruiter because it meansscarcity2 there is urgency and the client is convinced that the only way to make the hire is to call in an expert search agent. In terms of scarcity, this also means that the person that the client is looking for is scarce in terms of their talent and experience.

I like this as well because it means the client is prepared to follow through with the steps in the process quickly, help me sell the opportunity and make an acceptable offer of compensation. If the client has a sense of urgency and is prepared to follow through and be a partner in the process, then it all boils down to my ability to find and engage the right people. At that point, I control my own destiny as a recruiter.

As a Hiring Manager, you need to ask yourself if you are committed to the hiring process before you call in a search agent. Once you engage someone like me then you are admitting that the person you need is a scarce resource and needs to be treated as such. Much like the L.A. Clippers franchise, you might have to overpay a bit because there are only a few of these people out there and just the fact that they are talking to you means that you need to treat them differently than someone whose resume came to you from a job board.

As a candidate in the job market, you need to think about what it is that you do or have done in the past that makes you a scarce resource. If you can identify what it is that makes you scarce then you can use that as a selling point when you are in job search mode. If you are happy in your job and not in job search mode, you need to at least be thinking about how to gain experience that makes you a scarce resource. If something changes in the future and you become more of an active searcher then this scarcity will determine your success or failure as you search for a new position.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  I would enjoy helping you as a Career Coach; who knows, perhaps our combined insight will unlock something better for you and your family.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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Integrated Talent Chain….Does it exist?

Written by:  Tim Saumier, CEO TYGES International

 Almost fourteen years ago, I made the decision to leave the “fast track” at John Deere at the age of 34 and ventured out to start out my career as an entrepreneur. As I began my due diligence, the last thing I ever thought I would become is a recruiter but low and behold, I made the jump and started TYGES International in July 2002.

Needless to say I was terrified as I had never been in HR and nor had I been in Sales which ended up being an advantage in the long run. To help me deal with the emotions of walking away from the perceived security of corporate America, I prayed a lot but I also read every article I could find with a variety of topics including recruiting, sales, etc. One article stuck out to me and still stands out today. I don’t remember who wrote Closedit but the basic premise was that companies with great products, services, solutions, and with solid profit margins would go out of business at some point in the future.
Fourteen years later, I can see this becoming more and more of a reality.

Why did he say this?

The author of the article stated that companies would struggle to recruit and retain talent that they ultimately need to manage/grow the business. Companies over the last decade have truly lost sight of their greatest asset – “people” all to focus on short-term results. This has and will continue to come back and hurt companies. We’ve lost our way as company leaders.

You may argue this point but if you do believe this is a possibility within your company here’s my question for you: Do you have an Integrated Talent Chain?

Most people arehead scratcher scratching their heads right now and wondering what is an…

…Integrated Talent Chain.

With my roots being in Operations & Supply Chain, I’ve been fortunate enough to bring a different perspective to recruiting. I look at recruiting as a value stream where we bring in solid people and wrap them around solid processes. This is not a one-time thing but one where we are always trying to improve. Looking at it as a value stream, we cross over typical functional silo’s and focus on serving our customers (people & companies).

So back to my question – Do you have an Integrated Talent Chain?

Let’s start with some questions first.
1. Do you know your current inventory of Talent in your organization? people
2. Do you have a forecast of your needs in the next few years?
3. Do you have an idea of your turnover (voluntary / involuntary)?
4. Do you understand your capacity to recruit and develop talent?
5. Do you measure/rank your talent?
6. Do you have an Employment Brand (Not a product or company brand)?
7. Do you have a clear Talent Acquisition Process?
8. Do you have a clear Talent Development Process?
9. Do you have a Chief Talent Officer (CTO)..typically not an HR person but rather your best company person?
10. Does your CTO own the entire ITC and drive the Value Stream?
Most companies have fragments of the items above but very few if any have the entire ITC. The reason this is a “hot” topic right now is we are meeting with clients who clearly do not have their arms around this and are seeking our assistance to not only recruit for them but also to develop their ITC. I would appreciate your feedback and any insight you may want to add. My plan is to talk about each of these specific items over the next few months.

You can find me on LinkedIn and at Twitter you can find me at @timsaumierTI.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Are You Living Your Destiny?

Written by:  Charlotte Harmon, Executive Recruiter

As we’ve entered Q2 of 2016, many New Year’s resolutions are simply memories by this time. The goals written down are still there on that piece of paper on the corner of the desk … but have we made any progress towards achieving them?  For all of us, life happens and can dim our enthusiasm or simply knock us down … taking us off the focus of our goals!

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Are you looking for…

A Rewarding Career with:

Team Pic Social Media

  • Unlimited Earning Potential
  • Advancement
  • Work-Life Balance
  • Benefits
  • Professional Training
  • Growth Oriented Performance Company
  • Base + Commission

 

If you are a driven professional looking for unlimited earning potential, upward mobility, and work-life balance (No Weekends, No Evenings, & No Travel)…then TYGES could be the company for you.

TYGES International is currently accepting applications for our growing team with a potential start date during the month of June 2016.  If you have a driven & professional personality, strong time management skills, computer fluency, a 4 Year Degree, knowledge of Sales, Industrial, Manufacturing, and/or the Healthcare Industries, a strong desire to learn, and an undeniable passion to help others…then we look forward to hearing from you.

Click Here to get started.

You can learn more about TYGES on their website www.tyges.com and stay connected with the latest industry news and resources through TYGES International’s LinkedIn group page, on Twitter, and here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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Who Has The Loudest Voice At Your Company?

Written by:  Kraig Ware, VP of Operations

Think about that question for a second…every organization has an individual or two that seem to be the loudest.  Loud doesn’t necessarily mean volume; yet, someone who always has something to say.  As Merriam Webster states:

Loud – expressing ideas or opinions in a very open and forceful way

Today, we had some of those voices at the table discussing a “key topic” that has and will impact our future here at TYGES.  As we all shared our ideas, there was one voice that was LOUDER.

There is a voice that doesn’t use words. Listen. – Rumi

This voice, is the voice of our customer.  Our key topic, getting feedback from our customers…the good and the bad.  How do we best serve our customers?

The answer, a LOUD”Listen!”listen

Here at TYGES, we are listening.  Click Here to see what our customers are saying.

I encourage your feedback and would like to connect with you on LinkedIn. You can also follow me at twitter @SKraigWare as I focus on striving for excellence within the business world and within our personal lives. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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What criteria do you use to judge when it is time to change jobs?

Written by:  Steve Sanders, VPGM Industrial Division

How do you know when it is time to start a new job search? I often talk with people whochange8 are unsure if now is the right time for a change and they often miss out on good opportunities. Only you can judge if now is the right time and it costs nothing except time to look at a new opportunity. I can tell you that, as a recruiter, I only want someone to change jobs if it is truly a better situation for them and their family.

Clearly, a job change is a personal decision.

To help with that decision, here are some criteria that I think would be helpful for you to evaluate making such a change. It’s called the C.L.A.M.P.S. model and here’s a quick overview:

CHALLENGE

 People often change jobs because they are not being challenged in their work. No one wants to do the same things every day and people need to feel that their work is meaningful. A new challenge might be something that gets your juices flowing again.

LOCATION

This one is self-explanatory. I often work with people whose job search is driven by a desire to leave or get to a new or former location. Many times I see people who are trying to get closer to family.

ADVANCEMENT

I would say this is the most common reason I’ve found for why someone would consider a job change. Many are driven to climb the corporate ladder and change jobs solely to get a promotion or expansion in scope of responsibility.

MONEY

Another self-explanatory reason. I am wary of those who would change jobs only for the increased compensation. I would say that if this is your primary motivator you should be careful because changing jobs solely for the money can be a path to unhappiness. Making more is great but you could find yourself chasing ever increasing compensation and become a “job hopper” which will impact your future marketability.

PEOPLE

Many candidates I work with are unhappy with the people they work for or with. It’s important that you have good chemistry with your manager/peers/subordinates. If you can’t see yourself working with these folks long term then it might be time to kick off a search.

STABILITY

People need to feel like the company they work for has a future. If that future seems shaky then it can be a huge driver for someone to seek other employment. Employers could do a better job of making sure employees know they have a future.

I welcome your feedback, as well as, any questions/concerns that you may have about your career’s trajectory.  I would enjoy expanding upon the C.L.A.M.P.S. model with you as a Career Coach; who knows, perhaps our combined insight will unlock something better for you and your family.  You can find me on LinkedIn.  Also, you can learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our Mission is simple:

We’re here to make good things happen to other people.

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Company Culture Ain’t Rocket Science

Written by:  Ted Fletcher, Executive Recruiter

A story is told of President John F. Kennedy’s visit to NASA’s Cape Canaveral facility.Jfk  During his tour he approached a janitor and asked what his job was. The janitor replied,

“I put men on the moon.”

This is a loose retelling of that event, but the take-away is significant.  NASA had done such a fabulous job at instilling the “mission” into its employees and the value that each person had in this process, whether a janitor or an executive.

Consistent and clear communication of company values and employee importance is very simple.  Many companies don’t succeed in this endeavor simply because value isn’t intentionally communicated from the top down.

We have NO idea with whom we will interact at work today.  But we can each play a part in Help2communicating value and mission to those people.  Getting others to buy into the company’s purpose (raison d’être) can transform their own job perspective…taking it from “mundane” to “out of this world.”

Go have a great day and take others along with you.

I encourage your feedback and would enjoy being a “Career Coach” for you.  You can learn more about me HERE, also you can follow me on LinkedIn and/or on Twitter as I focus on helping make good things happen to other people. Learn more about TYGES at www.TYGES.com, on Twitter @TYGESInt, or here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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#GivingBack – Beyond Boobs

Thank you all for playing and/or sponsoring at the 9th Annual “Breast” Ball Golf Tournament this past Friday presented by Ben Smykowski and York River Electric. Despite the questionable weather conditions, we were spared from the worst of it, and our golfers overwhelmingly said they didn’t mind anyway. The day brought out 340+ players, 60+ volunteers, and raised more than $50,000 all in support of a great cause!

We are truly grateful for our dedicated players and sponsors. For some it was your first 20140425_132049time, and for others you have been with us since the beginning.

Please know that each and every one of you holds a special place in our hearts and helps us to further our mission to improve the lives of young women diagnosed with breast cancer.

Next year will be a huge milestone, as Beyond Boobs celebrates their 10th annual tournament on April 21, 2017. Click on the Beyond Boobs link if you have any feedback you’d like to share with them or if you need information on being a sponsor or just signing up a team for a day of golfing for an incredible cause.

#GivingBack is important to TYGES International…thanks to Eric, Jonathan, Maria, and Tom for your time in supporting Beyond Boobs and having some fun in the process.  Congrats on placing #2 overall!

You can learn more about TYGES on their website www.tyges.com and stay connected with the latest industry news and resources through TYGES International’s LinkedIn group page, on Twitter, and here on our blog.

Our mission is simple:

We’re here to make good things happen to other people.

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