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Integrated Talent Chain – Part III

Written by:  Tim Saumier, CEO

As a follow up to our series over the past couple of months, this is Part III (Part I, Part II)  in our series evaluating what it takes to put a true Integrated Talent Chain in place and make it a competitive weapon for your company.  Now that we have an understanding of current inventory and forecasted needs as well as turnover, let’s talk about what it takes to attract talent.

Question 1 – Do you have an Employment Brand?

What exactly does this mean? I boil it down to this one statement – it is why people come to work for your company and ultimately why they stay.  what is employee brandingThey may not stay forever but there is something that attracted them. A fancy brand, cool products, great giveaways, a specific location, the opportunities, the career pathing, the industry, etc. These are all examples of why people join companies and defining what is very unique about your company is important in defining who you are. A good place to start is a clear Mission that is meaningful and impactful to a person’s life. Talk about what you are trying to do as a company – your Vision. Make sure people understand your Core Values & Beliefs. From there you can then decipher the answer to your Employment Brand and learn how to share it appropriately. My warning to you is a cool product is not the answer; free coffee is not the answer; ping pong is not the answer – it is something much more impactful that stands the test of time. Yes it will be tweaked as time progresses but the core of who you are should not. This can be a very challenging exercise to go through as you have to get in touch with what is really the purpose of your business.

Question 2 – Do you have a clear Talent Acquisition Process?

You want to frustrate high potential talent, have an unclear, ever changing process with no repeatability and no speed. This is where most companies fail miserably. First their posture is to start from an arrogant perspective (my opinion) where they believe the talent will wait on them and they need to demonstrate their value to the company only when in reality when you are pursuing high potential talent it’s always a two way process. 1 way 2 wayHere’s my position on the process:

  • It should be well defined using standard work such that wherever a person interviews in the world they will have the same experience
  • Right up front – when you first speak to the individual, layout the process and make it very clear to them what they should expect as it pertains to steps & timeline. I can only think of one client in our lineup that I can honestly say does a good job of this. Most companies miss this mark.
  • As part of the process it needs to be swift and decisive. If the process is well documented up front, you can move people through the process at a good pace and make a decisive yes or no – if it’s a maybe it’s a no. I have heard the term “keep them warm” over a 100 times in my career – this is a joke. When I hear this I tell the individual to move on.
  • Don’t start the process unless you have preauthorization to hire someone. It’s a waste of time to get someone to the final stage of the interviews only to put them in a holding pattern while you run it up the presumable ladder for approval. This should be a foregone conclusion that you can hire this person. World class is the person leaves your building with an offer in hand. I’ve seen a lot of this 1 up process instilled over the years where the hiring manager is required to interview the person and weigh in on the decision. This is a failure as you are not fixing the process but rather inspecting every product.
  • If more than a few people have to interview the person like the boss’s boss as an example you have the wrong leader in the hiring capacity – replace them or replace yourself.
  • Don’t let perfection get in the way of getting better. There is no perfect person out there. Your focus should be on the journey at hand which is getting better daily.

Question 3 – Do you have the capacity to recruit & develop talent?

Recruiting good talent is difficult. It’s not about finding a resume online or a LinkedIn profile that’s looks good that makes it difficult. It’s a courting process just like it would be looking for a lifelong partner. It takes a lot work to source, call, qualify, recruit, attract and get the person on-boarded. When I hear an internal recruiter tell me they are personally working 20+ jobs at the same time, it’s a recipe for disaster. HelpIn my office, we estimate that a professional recruiter (working 50 hours/week) can work between 4-7 orders at any given time and actually have an impact. Especially given the amount of non-value added things that have been added to the process with applicant tracking systems, etc. I feel bad for most internal recruiters because of the unrealistic expectations put on them. If you’re going to get serious about recruiting you need to have the proper capacity with the proper tools and skills to be successful.

Now you’ve spent all this time, effort, money, etc. to get this talent aboard what are you going to do to keep them? I’m talking about a formal Talent Development process in which I will discuss in Part 4.

Again, I welcome your thoughts and feedback on anything. This is one man’s opinion on the Integrated Talent Chain.   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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The Trifecta – Make yourself more attractive to Hiring Managers

Written by:  Steve Sanders, VPGM Industrial Practice

Recruiters spend a lot of time working to find that perfect person who fits a very narrow set of criteria and has the intangibles that make them a good fit with the client. I’m constantly evaluating people based on their work experience, industry experience, location preferences and a host of other things that may or may not be evident by a simple resume perusal.

I remember seeing this chart in a presentation a while back and I even drew a little picture of it in my notebook that I have hanging on the wall in my office.  Many times when I am debating whether someone’s level of fit to a particular position I find myself using this criteria as a guide. I call it The Trifecta.

The Trifecta is a Venn Diagram that describes, in very simple terms, the level of fit that a particular person may or may not possess when it comes to a position I am recruiting.

Let me break it down for you.

There are 3 circles here that each represent some attributes for the particular candidate or job. Skills, Geography & Industry.

  • Skills represent the required experience or skillset that this person must have to be qualified for the role. This might be Education, Experiential or even Knowledge based skills. An example might be someone who has led a lean transformation from the corporate level.
  • Geography is pretty straightforward. It essentially means that the person or job where the role is located is a good fit. Ideally this would be local and within commuting distance but it could also be in a place that is highly desirable for some reason. Maybe it is a virtual role.
  • The final circle is Industry. In the ideal situation the individual or position fits well with the industry background.

Now comes the scoring part of the diagram. As you can see, there are numbers 1, 2, and 3 on the chart.

  • 3 represents a fit for both skills & geography but not industry. This is the least desirable situation as the person might be a good fit based on experience and they are in the right place but they lack experience in that industry. We can’t change this because the person either has it or they don’t.
  • 2 represents a fit for both skills and industry. This is better than 3 because we can do something to change this.  Ex – We can relocate the individual to the location where the job needs them to be.
  • 1 is The Trifecta. The individual has the skills, industry experience and is located in the right geography. This is what we are looking for in the perfect world.

What does this mean for you as a Job Seeker or Hiring Authority?

As a Job Seeker, try to find positions where you meet The Trifecta. This means that you are local, meet the skills requirements and also have experience in the industry. In the popular vernacular this is a “no brainer” for the person who receives your resume. You’ll get an interview, which is what you are after.

As a Hiring Authority, this means that you are screening for skills, industry & geography as you scan resumes and talk with potential candidates. Clearly those who bring The Trifecta are your ideal fit and you can focus on confirming that the cultural fit is there in the interview process.

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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The Pursuit of Greatness

Written by:  Kraig Ware, VP of Operations

Greatness is something that calls out to most of us, to a certain level, everyday. To define it and or give you 5 quick steps to obtain it would simply degrade what Greatness is all about. First, let me say…

Greatness is not an accident or a destination.

Let’s look at it this way, what I would call the 3 Levels of Greatness:

The First Level of Greatness has been experienced by all of us. clemson-2It is very crowded at this level with family, friends, co-workers, etc. Simply reliving greatness as we retell stories, read an article/book, watch a movie, or enjoy a TV show that has captured greatness at one point in our history.

The Second Level of Greatness has not been experienced by all of us; yet, more than likely, most of us. At this level we observe greatness first hand.
clemsonThings like hearing a life changing speech, watching an inspiring athletic performance, absorbing a mind blowing musical performance, witnessing incredible acts of heroism first-hand, or observing something that is simply miraculous. Like the First Level, it is pretty crowded here as well.  Unfortunately, most of us get stuck at this level.

The Third Level of Greatness is open to anyone, just like the first two levels; yet, only a few will ever make it here. If you are really fortunate, you will do what you are already capable of doing…you will achieve greatness, not observe or hear a story of; yet, achieve or taste greatness.  Greatness is simply a state of mind that you will not accept anything other than achieving your best…what you were created to do.

What happens when you achieve greatness?

  1. Your self-less act, display of courage, or achievement of uncharted excellence will be retold. (Level One of Greatness)
  2. Your self-less act, display of courage, or achievement of uncharted excellence will be observed by others. (Level Two of Greatness)

Greatness will always be observed, greatness will always be retold, & greatness will always inspire and attract others.

So why are we all inspired and/or attracted to greatness? Simple, that’s what you were created to obtain. It’s the quest we are all on; however, it’s easier just to observe and/or retell vs. to actually do. Most people just get comfortable with their surroundings, peer pressures, and typically succumb to mediocrity. mediocrityPerhaps you are thinking, my “mediocrity” is pretty good. I do not know what greatness looks like for you, to be completely clear, no one else does either. If you are honest with yourself, you already know what it is that you have been created to accomplish…the greatness has always been inside you, simply waiting to be unleashed.

Here are three things that will happen when you are on the right track to greatness:

  1. You will be transformed prior to tasting/achieving greatness. In other words, nothing is going to change if you remain the same.
  2. Your current social circles of family, friends, and co-workers will become smaller. Be prepared, you might even feel like you are by yourself for a while. Have no worries, as this is a short season. Like minded, driven persons will emerge and/or someone from your original social circles will be transformed to support or join you. Simply put, your environment will change for the better.
  3. Most important, greatness will impact and/or inspire others in a positive way, creating a continued domino effect of inspiration all around you.

I encourage you to do one thing different today, just take one stepgreatness3…one step that will inspire those around you. We both know that there will be more than one step to take on your quest for greatness. But by taking just one step, you will be closer to your greatness and that will fan the flame that is already inside of you. Good luck and be true to yourself, the person you were created to be.  Best of luck to you and your family in 2017!

I encourage your feedback as I focus on striving for excellence within the business world and within our personal lives.   Let’s stay in touch and connect  on LinkedIn. You can also follow me at twitter @SKraigWare  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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8 Ways to Help a Recruiter Find a New Role for You

Written by:  Steve Sanders, VPGM Industrial Practice

I often talk to candidates who have worked diligently to find a new role but have failed time and time again to find something suitable. Often, they have interviewed several times only to come in second. It amazes me that these same candidates expect a recruiter to able to wave his or her magic wand and get them in front of a dozen great companies who are hiring. choices3Let me be honest with you: I do not have a magic wand and I do not know any recruiter who has one either. I do know that finding a new role is tough and is made even more so by those who will not help themselves.

Having said this, I have some ideas for those who work with recruiters that will maximize the value you receive from that relationship.

  1. Treat the recruiter like the valuable resource they are. Be honest and open with them about what you want to do and where you want to go. Help them form a clear picture of what you want.
  2. Time kills all deals. Never waste the recruiter’s time by professing to have interest in a role when you really don’t. Make sure you do your due diligence and then pursue the role with all of your energy.
  3. No surprises. Be open with them about everything. This includes the good, the bad, and the ugly. Don’t set the recruiter up to fail by withholding information about why you left your previous job, etc.
  4. Follow the recruiter’s advice in all things related to the job search. Remember, this person makes a living finding people like you a job. When the recruiter tells you not to discuss something with the hiring authority, then don’t. If you are unclear on what you should or should not discuss, then ask.
  5. Get organized. Know what companies have been given your credentials in the past. Don’t set the recruiter up to give a company a resume that is already on file.
  6. Prep. Prep. Prep. When you go into an interview, you should know everything publicly available about the company and the role. Who are the decision makers? What are they looking for in a candidate? Why have others done poorly in interviews? Get all the information you can from the recruiter about these things so that you can prepare for them.
  7. Process is key. If you are unclear about the recruiter’s process or the company’s hiring process, then ask for clarification. Make sure you do what you say you are going to do when you said you would do it.
  8. Check in on a regular basis. Even if have not heard from the recruiter, you can certainly call or email once every week or so with an update. Nothing keeps your name on someone’s lips like regular communication.

So that’s it.

Help us to help you.

A recruiter can get you into an interview, but it’s up to you to get the call back by showing them what you’re made of when the time comes.

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.

cropped-hr_tyges_stack11.jpg