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Ingredients of a Great Company

Written by:  Kraig Ware, VP of Commercial Growth

When you think of a great company, WHAT stands out? In other words, what do you see or feel?Success Story Cover

  • A creative logo?
  • A simple well written mission statement?
  • Employee friendly offices?
  • Interactive/Intuitive Website?
  • A uniquely impressive product/service/process?
  • A giving back philosophy…locally and/or abroad?

We could all agree these are some of the important things for a great company to possess. However, a better question to ask ourselves would be:

When you think of a great company, WHO stands out?

Success Story5Let’s face it, any great company has incredible people that make it happen; regardless of what stands out in your user experience with that company. Somebody is behind it, someone’s Success Story.
Recently I had an exchange with a person that would meet that criteria. When she started just a short two and half years ago, she had no experience in the field at which she was pursuing. However, with a little hard work and utilizing a proven system…she is now on the #1 performing team in the company. When asked WHY she does what she does, she replied:

“There are many things I love about my job. The one thing that sticks out the most though is the ability to help someone better their career. This in turn will hopefully better their lives and that of their family’s lives as well.”

Let me introduce you to Pamela Webster. PamelaHer focus is recruiting top level talent within the Sales & Marketing sector of the Industrial Manufacturing B2B space for companies like Stanley Black & Decker, Crane, Idex, Filtration Group, Belden, Pulsafeeder, & Optical Cable Corporation just to name a few. All of these companies impact our world’s infrastructure in some way…some of the names you’ve heard of, others perhaps not; yet, they all make the products that we take for granted everyday. In her experience, she has been complimented quite a bit on her company’s process and how we operate as a recruiting firm. Pam explained one such story:

“Last year, we placed on individual with a client of ours based in Massachusetts. She really enjoyed our process from the initial conversation about the opportunity at hand, to the guidance received though the preliminary interview process. I only handled a small portion of the entire process. The Account Executive on my team then guided the individual through the final interview steps and the offer process. It was a wonderful match, and both the company and individual felt that it was a great experience.”

I see this time and time again when I focus on the traits of successful people. The recipe can have more ingredients; however, somewhere in the mix these two things always show up:

Humility & Passion

Every company goes through growing pains. These growing pains create needs, things like:

  • Scaling up production with existing sites and/or adding new plant(s) to meet customer demand
  • Building up teams to approach new markets and/or support current and future clients in a better way
  • Launching new systems to keep narrowing the technology gap making system’s safer, more efficient, while continuing to drive up quality in the pursuit of a better product/service for the end user
  • Replacing key individuals that may be retiring or moving on to other vital roles within the company

Once things like these are understood, then a strategy & plan can be implemented to strive toward the agreed upon solution.
Success Story2Pam’s “success story” doesn’t happen without finding solutions for the problems or needs that you and/or your company are facing right now. Pamela is part of team that has been successfully helping our clients for the past 15 years with over a 1,000+ placements because we genuinely want to see things through your perspective. I know Pamela would be happy to hear from you and eager to help you with your “Success Story.”

Perhaps you are looking for a new team to join, consider TYGES…be a part of our team or consider being a new “startup” office. We have successful and proven solutions for both.

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 at https://reinventingrecruiting.com/

Our mission is simple:

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

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Built A Great Team – Now What?

Written by: Tim Saumier, CEO

Now you’ve spent all this time, effort, money, etc. to get this talent aboard what are you going to do to keep them? Moving on to Part 4 (Read Part 1, Part 2, and Part 3) of this multi-part conversation as it relates to the “Integrated Talent Chain” (ITC), I want to focus on what happens after you’ve secured the talent and what you need to have in place to develop this talent that you’ve worked so hard for.  I’m talking about a formal Talent Development (TD) process. developmentSome companies do a decent job but most companies do not, which I think is more related to ignorance than the desire to not do it. It’s amazing the effort and money companies spend on recruiting and onboarding but they fail to see the real cost of losing someone due to the lack of development. You may argue that this needs to be organic. I won’t disagree but we need to have a standard process to help guide this process.

First – what is a formal TD process? One man’s opinion (mine). It’s what we do to not only retain but also make our employees better under our watch. Ideally we’d like to develop all employees but not all employees want it or deserve it. Hence the reason why we have to select the top 20% and pour our energy in to them. This 20% will deliver 80% of the results you are looking for ultimately (pareto principle). pareto-principleThese people provide a higher return and expect and deserve the attention of the company. The company has to do their part and take care of them and develop them. These high-potentials are treated differently on purpose – they are given a lot more freedom, are given first crack at stretch jobs (internal mobility), mentors / coaches, c suite visibility, training & development, invitations to top leadership meetings, leadership training, advanced educational courses, long term equity, and even higher raises (versus the typical merit raise). The challenge is keeping the egos in check. Sometimes a high-potential needs to leave your company. If they do, let them go gracefully and wish them well.

While this concept of having a process with specific touch points may seem like an abstract concept, it is something that can be developed in to a structured process where leadership can be wrapped around the process to drive its execution. Herein is the rub though:

Most managers don’t take this serious and nor do they want to do this.

Massive mistake and if you have people in your organization who don’t want to do this they should be removed from leadership. If they are not showing specific and measurable results in the area of developing talent, they should be removed. building-leadersI would go so far as to tie part of their income to their ability to achieve “people” metrics….this could include # of people promoted, # of people who they lateral out to another group, # of people who resigned (negative), etc. Don’t misunderstand me, these people need to be trained on how to be a leader and given the tools & processes before they can be held accountable. Most people put in leadership roles are not ready. We need to help them get ready.

So how do we get TD going? Start by mapping the process. Use a cross-functional team that incorporates your target audience (high-potentials). Yes they will come up with some ridiculous things but keep an open mind. Once you have the process, do a gap analysis on what’s lacking, of which you will find it will not only be process but it will be leaders and KPI’s. From their put a CTO (Chief Talent Officer) in place to own and drive the process. This is not an HR professional! I want to continue on this subject but I will hold out until next month to talk about this area.

Before I go, I will leave you with this. I thought the timing was perfect: I find it extremely interesting that a long-time client of mine reached out to us to start to work on hiring a non-traditional HR Leader for their global business where they are focused on being a true strategic business partner that can not only understand the business but also truly drive the business. change21They shared with me that they’d prefer a person who has run a business and wants to move in to HR and bring that level of business acumen to this typical administrative function. They went so far as to say they would consider someone who has never been in HR because they have a solid #2 in HR who can handle the administrative side of HR. Sounds pretty forward thinking to me and directionally what I’ll be talking about as it pertains to a true CTO.

Again, I welcome your thoughts and feedback. 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 Problem With Integrity

Written by:  Ted Fletcher, Account Executive

While the author is unknown to me, you may have heard the saying “Tell a lie ONCE and all your truths become questionable.” LieEveryone has worked in environments where integrity is not highly prized in word AND deed. You may feel contaminated or complicit simply because of guilt by association. Lack of integrity is slimy and casts its practitioners in a very poor light. The problem is that integrity is inconvenient. You may not close the deal, sell the product, win the election, because of that meddlesome nine-letter word. But you’ll also feel cleaner and build a good reputation which “is worth more than fine gold.” Integrity is freeing.

The natural inclination for a person or business is to take the easier route and not operate with integrity. But honesty and integrity are intentional, akin to strengthening a muscle through exercise. It won’t get stronger if not utilized.

I work in the world of recruiting, an industry sometimes characterized by less-than-above-board practices (here’s a plug for TYGES International…if you’re in the world of Industrial Manufacturing, TYGES is a search firm you should really consider working with for many reasons, one of which is our values).

easy routeWhoever you are, you (we) will undoubtedly approach a fork in your road today and will have to make a split-second decision to either act with integrity…or not. And when we DO take the easy route, hopefully we’ll taste the bitterness and determine to take the road less traveled next time.

Integrity is by all accounts a GOOD thing. Lack of integrity is a BAD thing. I want to do business with people whom I can trust, and so do you. So, whatever our context, occupation, etc., let’s have an excellent day and take the road less traveled.

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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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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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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Team Event – PSCs4Pies

by Kraig Ware, VP of Operations

We recently held our annual team event in Williamsburg, VA.  At this year’s event, we wanted to do something different, something that would outwardly reflect our company’s mission statement.  From that, PSCs4Pies was created.

As a company, we decided to tie one of our key metrics (PSC) to a donation that would go towards someone in our community that impacts us all everyday.  So, for every PSC that we generated as a team, TYGES donated $2.  During this event, we were able to generate about $800. This money was then used to purchase pies for our community servants, the folks that put their lives on the line everyday to protect us, our families, and our communities:

  • IMG_1955_edited-1Fire FightersGA PSCs4Pies
  • Police Officers
  • Emergency Medical Teams
  • Social Services
  • And other community workers that provide basic needs to those who would otherwise do without.

These folks should always hold a special place in our hearts and lives.  Especially with the recent events that have negatively targeted some of these brave men and women.

As a team, we had a great time together enjoying various competitions and team building fun; yet more Team Pic Social Mediaimportantly, we were able to make an impact in our community. #GivingBack

At TYGES, our mission is simple:

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

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What is Impact?

Written by:  Kraig Ware, VP of Operations, TYGES International

If you are an influencer within your business or on the people around you, you need to ask yourself this question, “What is impact?”  The definition of impact is as follows:

…the action of one object coming forcibly into contact with another

…having a strong effect on someone or something

You may even be an influencer and not even know it.  Look at it like this, no matter what we do everyday, we leave behind “footprints” that will have an impact on someone or something.  As an influencer, you will have impact on those things around you, good or bad…there is no indifferent.  Perhaps a better question to ask ourselves is what is “your” impact on those people/things around you?  I ran across this quote that made me think deeply about that question:

“A life is not important, except in the impact it has on other lives.”
― Jackie Robinson

We all know his story (footprints) and the impact they had on the sports arena and on our world for that matter.  It made me wonder what Jackie’s goal(s) must have been…  Was it just to play baseball in the big league?  Was it for a paycheck? Was it to change/impact the game of baseball forever?  Did he even have a goal?  Regardless of his goal(s), we can all agree that his life had an impact.

There is no doubt that sometimes our actions could have an impact and it be totally accidental.  However, what if we could be more intentional with our actions that ultimately led to positively impacting someone or something?  In other words, set goals in the things we do everyday to make an impact?

Rather accidental or intentional, our actions or lack thereof will have a direct impact on someone or something. 

Try this…within your company or sphere of influence, tie a key metric to an intentional effort to help impact someone else in a positive way.  For example, TYGES International is currently providing $100 for every successful placement (key metric) we make with our clients during 2015, to help build an Orphanage in Kenya for 200 kids that currently have no where to stay.  As of today, TYGES has been blessed to provide about $7,900 toward building this structure.  Intentional impact!  More than likely, we will never see these kids face to face; however, the motivations that we are provided thinking “What if” makes our team strive that much harder for success.

Motivation is not derived from what we do…but WHY we do.

I would really enjoy some conversation about intentional efforts that you or your company have had regarding IMPACT.

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 at http://reinventingrecruiting.com/

Our mission is simple:

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

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A Company’s Culture

by Kraig Ware, VP of Operations, TYGES International

I am sure you have heard the corporate buzz, it’s all about Company Culture. If you Google the phrase, you will come up with a plethora of information. I found over 293 Million self-help articles and other items to help you create, fix, and/or change your company’s culture. Wikipedia’s definition states:

Organizational Culture is the behavior of humans within an organization and the meaning that people attach to those behaviors.

Some of us might say, “Who cares about that kind of stuff?” I mean, come to work, do your job, and then go home…right?  If this is you, good luck in today’s business climate. Clocking In2Young or old, we all like to be a part of a team (family) to achieve a common goal within our businesses. This gives us a common purpose, as well as, the incredible feeling of accomplishment as a team. We spend well over a 1/3 of our life at work…you should like what you do, how you do it, where you do it at, and most importantly, why you are doing it.

So, what is the best company culture model to follow?

We all want the quick fix; yet, I am afraid that this issue is not that simple. Just look around you, our world is full of great folks with different backgrounds, values, motivations, and goals. There is no one-size fits all.

Regardless of your choice, every business has an existing culture. So ask yourself questions like:

  1. Do I currently like my company’s culture?
  2. Does everyone buy into our culture?
  3. What can be done to change or enhance our culture?
  4. Does our culture reflect “why” we are doing what we do?

Let’s look at it this way. This past winter we had a snow storm that hit us in the overnight hours. The following morning, I looked out the window upon the landscape and as if for the first time, everything looked different. The snow had covered the ground, outlined the tree branches, and icicles5icicles had formed on the overhangs. Overnight, my environment had changed. Continuing with this thought, what if I wanted the snow and icicles to go away? What would need to take place?

If the environment stays the same, so will the culture.

Unlike the snow and icicles, a company’s culture doesn’t form overnight, it takes much longer. The same is true for changing or enhancing a company’s culture. For the snow and icicles to go away, the environment must change (i.e. sun and temperatures above freezing). Not only does the environment have to change, these environmental changes must be prevalent for a long period of time. In this example, to melt the snow and ice.

To change or enhance your company’s culture the environment must change AND this change must be prevalent for a long period of time.

Perhaps you are where you want to be…you and your “entire” team are in perfect harmony, while crushing every goal on the horizon.

looking out3If so, keep a look out for the snow storms before you wake up and everything has changed. Perhaps, you are not where you want to be. Knowing this in itself, is a step in the right direction.

One tip I will give you comes from our Value Statements, “Do what is right, not what is easy.” Keep this outlook on your horizon, with it, great things will be accomplished.

I welcome your feedback and your stories of how your culture is impacting your team. I would enjoy connecting with you on LinkedIn and at Twitter you can find me at @SKraigWare, as we continue to pursue excellence in our business and in our lives.

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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Trending Toward A Positive Workplace Culture

By: Jonathan Bogush- Director of Connectivity

As a recruiter, I’ve learned two important things since our economy has been clawing itself out of recession:

1. Many employees within Fortune 500 manufacturing organizations toil to the point of exhaustion at jobs with little appreciation or meaning but plenty of distractions.

2. Less than half of the employed individuals I speak with are satisfied with their jobs.

While this may sound very gloomy; I believe that in 2015 a much sunnier story is taking shape. sunnyToday, there are a variety of forces that are pushing the workplace in a better direction. These factors include the rise of life/work balance-minded, meaning-seeking millennials, increased transparency into organizations, and mounting evidence that high-trust cultures lead to better business results. Thanks to these and other positive trends, there is no doubt that we’re at the beginning of new era where positive workplace culture is trending. I believe that in the near future, all people can expect to work for an organization where they trust their leaders, enjoy their colleagues and take pride in what they do.

This trend in positive workplace culture is in keeping with the rise of business sustainability, the emergence of the “purpose economy,” and the attention to reciprocity’s role in success. What’s more, signs of this new era’s dawning can be found in many sectors of the economy. Even the culturehardheaded manufacturing sector is finding a heart, in part because blending head and heart pays dividends, both in a healthy business and happy employees.

To be sure, there are countervailing forces to this positive workplace culture trend. For every well-tuned leadership team creating a culture of transparency and accountability, there are shortsighted stakeholders who oust leaders that are pushing too hard to invest in their people. On top of that, the occasional economic slowdown can make it hard for an organization to retain the long-term vision that is needed to build a positive workplace culture.

So how does an organization defend its workplace culture against setbacks caused by shortsighted Crushstakeholders or the occasional ebb and flow of economic conditions? I believe the key is to embrace the culture attributes of trust, pride, and camaraderie. Trust is developed over time as employees experience leadership through a manager who promotes two-way communication, demonstrates competency, maintains a clear vision, matches actions to words, and treats employees with respect and fairness. Pride relates directly to the employee and their belief that the work they do is meaningful and making a difference in their organization as well as creating a positive effect in their community. And camaraderie is something that employees need in order to feel a real connection with their co-workers. Many times camaraderie can be accomplished when employees can be themselves, experience a sense of fun, engage with friendly co-workers, and experience a sense of community or family.

One thing is clear: companies that embrace a positive workplace culture will be better positioned in their particular marketplace; they will see more meaningful engagements with their employees and customers and thereby see better business outcomes. In addition, they will see a variety of internal benefits ranging from recruiting advantages to more effective innovation at the strategic level.

With all this said, it is clear that there are plenty of organizations that do not provide great workplaces, but I am confident that powerful forces will continue to propel the positive workplace culture trend I am seeing today. Good luck in 2015! Feel free to reach out to me directly to discuss in greater detail.

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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