Posted by Margaret Graziano at 03:33 PM in Contract Recruiter | Permalink | Comments (0) | TrackBack (0)
Join Margaret Graziano and the Northern California Human Resource Association this Friday at 10:00 a.m. for a fabulous, informative and inspiring presentation specifically geared towards Human Resources professionals on Acing the HR Interview.
Whether you are an HR Consultant, Recruiter, HR Strategist, Benefits Manager, Strategic Business Partner, VP of HR, CPO, in Talent Acquisition, Talent Management or an Executive Search consultant the game of Human Resources and everything tied to it has changed.
Smart companies are adding roles such as Chief People Officer and giving that role the complete responsibility for maximizing the company's returns on their people investments. These key roles are created to own the processes and results for recruitment, employee retention, employee engagement, training and development, performance management, succession planning and more. Other firms are adding roles such as Director Talent Acquisition, VP of Talent Management and Employee Retention Specialist.
Given the only true differentiation any company really has is in the people they employ to create, deliver and manage their service, "People" Management has become a strategic issue.
The current state of the economic rebound, globalization, competition, price wars and emerging industries are just some of the compelling issues facing companies; add in the mass amount of people looking to retire and the 15.3% fewer workers available for the next generation of leaders and do not forget the millennial generation who have a ton to offer yet no business or people savvy and you have a perfect talent management storm. This storm creates an abundance of opportunities for strategic and business minded Human Resource industry professionals.
If you are up for the game, the next 10 years is the prime time for you to make your impact and leave your legacy. If you are exceptional at what you do, have a strong work ethic, think like a business person, have a healthy mix of concern for people and profitability and are willing to continue your education and stay ahead of the curve, there are no limits on what you can accomplish.
Margaret Graziano's Acing the Interview presentation enables you to evaluate your talents and strengths and target them towards business that needs what you offer. It delves into what you need to know about yourself and things you ought to consider before putting yourself in front of opportunities. The presentation digs into what and how the employers think when they are interviewing you, it teaches you how to communicate to your buyer (the employer).
Additionally and most importantly, the presentation gives you the tools to knock the socks off of the companies you are interviewing with. Join us this Friday from 10:00-11:30. Register now!
Posted by Margaret Graziano at 09:48 AM in Behavioral Interviews, Conscious-Hiring, Contract HR Chicago, Contract Recruiter, Contract Recruiting in Chicago, Contract Recruiting in Silicon Valley, Contract Recruiting San Francisco, Contract Recruitment, Corporate Recruiting, Employee Retention , Employee Training and Development, Employment Selection, Executive Coaching, Executive Recruitment, Hiring for Internal HR, Hiring for Start Ups, Hiring Process, Hiring Recruiters, Hiring Talent Management Professionals, HR Best Practices, HR Jobs, HR Shared Services, HR Strategy, Human Resources, Interim HR Executive, Interim HR Solutions, Recruiting Training, Recruitment, Recruitment Process, Recruitment Process Improvement, Recruitment Process In Sourcing, Recruitment Process In-Sourcing, Recruitment Process Outsourcing, Recruitment programming, Recruitment Strategy, Return on Hiring Investment, RPI, Talent Management, Talent Management Process In Sourcing, Turnkey HR Solutions, Turnkey Recruitment Solutions | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Acing the Interview, Careers in HR, Chief People Officer, Employee engagement, Employee Retention, HR Careers, HR Jobs, Performance Management, Strategic HR Business Partner, Talent Acquisition, Talent Management, VP HR
KeenHire is hiring. Recruitment Manager - Virtual Position - Midwest or San Jose. Business Development/New Account Generation - San Jose and Midwest.
Posted by Margaret Graziano at 09:17 AM | Permalink | Comments (0) | TrackBack (0)
All great Managers and Leaders want to run a high performing group, develop and inspire their people and take their team to the next level.
A Key elements in developing people is to ensure as a Manager you are focusing on those areas you can change and impact. Too many Managers focus on areas that they wish they could change in their employees and spend all too many hours beating their heads into the wall to make the necessary changes.
The following list serves as a guide for ambitious Managers in developing (or not) their people.
Competencies, Behaviors and Capacities that are harder to change but doable and if achieved raise Performance Management results. It is important to ask yourself if developing your employees in the following areas makes sense. Do you have the time to spend changing these behaviors? Do your employees want to make the needed changes? Are the employees you are developing as committed to performance management as you are?
Judgment
Strategic Skills
Pragmatism
“Track Record”
Initiative
Excellence Standards
Independence
Stress Management
Adaptability
Likeability
Listening
Team Player
Negotiation Skills
Persuasiveness
Team Builder
Change Leadership Style
Conflict Management
Credible Vision
Balance in Life
The following Competencies, Behaviors and Capacities are Very Difficult to change and we strongly encourage a Manager who is interested in leading a high performance work team does not hire people who do not show up with the following needed traits, competencies and behaviors.
Intelligence
Analysis Skills
Creativity
Conceptual Ability
Integrity
Assertiveness
Inspiring Leadership
Energy
Enthusiasm
Ambition
Tenacity
Competitiveness
Courage
Resilience
Authenticity
Using this list will enable you to choose your employees wisely, manage performance with ease and spend your time in employee development in areas you can impact.
Posted by Margaret Graziano at 09:34 AM in Behavioral Interviews, Conscious-Hiring, Conscious-hiring Certification, Employee Retention Certification, Employee Selection Certification, Employee Training and Development, Employment Selection, Hiring for Start Ups, Hiring Process, Performance Management, Recruitment Process, Workforce Performance Management | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Employee engagement, Employee retention, Performance Management, workforce management performance management.
In Today’s competitive climate for talent many companies are counting on
HR Executive Search professionals to be their field talent scouts. It makes perfect sense that progressive talent minded organizations would require a top notch Executive HR Search partner to augment their internal Corporate Talent Acquisition team.
Whether you are building your Internal Talent Acquisition
team or hunting for the right Executive Search partner it is important that you
ask some fundamental talent acquisition questions; such as:
1. What is your Role Analysis process?
2. What is your talent mining process?
3. Where do you find your candidates?
4. What percentages of hires are generated from which sources; job boards, social media, corporate talent mining and existing databases?
5. What is your hiring process?
6. How do you validate the candidates you recommend are the right candidates for our roles?
7. What is your on boarding program?
At KeenHire, our teams of tenured Executive Search, HR and Recruitment partners are each skilled in segmented niches and stages of Executive Recruitment and Employee Selection. Every Keen partner has been working in the HR, Executive Search, Talent Mining and Employee Selection field for a minimum of a decade and has a long list of successful projects, programs and customer references. Segmenting the Executive Search process allows for highly skilled people to focus on their areas of proficiency increases our throughput and effectiveness which brings you highly qualified candidates who match your criteria, faster.
We approach building your team strategically and deploy expert level Talent Mining and a Conscious Hiring process in every HR Executive Search project we accept.
At KeenHire Talent Management, our Executive Search model begins with a complete Organizational Culture and Role Analysis. We diligently follow Stephen Covey’s philosophy of begin with the end in mind. We work with your organization to understand your Organization’s direction, values, competitive advantages, objectives and challenges.
Once we know who you are, where you are going and what your barriers are to getting there, we help you discern what competencies, behaviors, beliefs, values and emotional intelligence levels your leadership team must possess walking in the door. Our proprietary Role Analysis process has been utilized in over 100 companies and is the foundation of all of our Executive HR Search projects. This process has successfully led our founders in placing over 2500 business leaders.
KeenHire’s team of highly skilled Talent Acquisition, HR and Executive Search professionals are certified in our Conscious Hiring process, the benefit to you is that each and every candidate presented to your company is fully vetted and benchmarked against the Role Analysis. We only present candidate with the right behaviors, competencies, values and emotional ability to do the job, in the right way for the right period of time.
In most Executive Search operations the founders have deep domain expertise in the firms area of specialty. At KeenHire, we too have deep domain expertise in our field of Human Resources, Talent Acquisition, Talent Management, Executive Search and Organizational Development. We have worked in these areas for over a quarter of a century. What makes us different is our commitment. Keen’s brand, unique selling proposition and core differentiators are all driven from our founders expertise with Top Grading principles and building Good to Great companies. We built our business with outside in strategic thinking. We built our business to help you scale your organization and achieve your goals.
Posted by Margaret Graziano at 08:26 AM | Permalink | Comments (0) | TrackBack (0)
In Today’s competitive climate for talent many companies are counting on
HR Executive Search professionals to be their field talent scouts. It makes perfect sense that progressive talent minded organizations would require a top notch Executive HR Search partner to augment their internal Corporate Talent Acquisition team.
Whether you are building your Internal Talent Acquisition
team or hunting for the right Executive Search partner it is important that you
ask some fundamental talent acquisition questions; such as:
1. What is your Role Analysis process?
2. What is your talent mining process?
3. Where do you find your candidates?
4. What percentages of hires are generated from which sources; job boards, social media, corporate talent mining and existing databases?
5. What is your hiring process?
6. How do you validate the candidates you recommend are the right candidates for our roles?
7. What is your on boarding program?
At KeenHire, our teams of tenured Executive Search, HR and Recruitment partners are each skilled in segmented niches and stages of Executive Recruitment and Employee Selection. Every Keen partner has been working in the HR, Executive Search, Talent Mining and Employee Selection field for a minimum of a decade and has a long list of successful projects, programs and customer references. Segmenting the Executive Search process allows for highly skilled people to focus on their areas of proficiency increases our throughput and effectiveness which brings you highly qualified candidates who match your criteria, faster.
We approach building your team strategically and deploy expert level Talent Mining and a Conscious Hiring process in every HR Executive Search project we accept.
At KeenHire Talent Management, our Executive Search model begins with a complete Organizational Culture and Role Analysis. We diligently follow Stephen Covey’s philosophy of begin with the end in mind. We work with your organization to understand your Organization’s direction, values, competitive advantages, objectives and challenges.
Once we know who you are, where you are going and what your barriers are to getting there, we help you discern what competencies, behaviors, beliefs, values and emotional intelligence levels your leadership team must possess walking in the door. Our proprietary Role Analysis process has been utilized in over 100 companies and is the foundation of all of our Executive HR Search projects. This process has successfully led our founders in placing over 2500 business leaders.
KeenHire’s team of highly skilled Talent Acquisition, HR and Executive Search professionals are certified in our Conscious Hiring process, the benefit to you is that each and every candidate presented to your company is fully vetted and benchmarked against the Role Analysis. We only present candidate with the right behaviors, competencies, values and emotional ability to do the job, in the right way for the right period of time.
In most Executive Search operations the founders have deep domain expertise in the firms area of specialty. At KeenHire, we too have deep domain expertise in our field of Human Resources, Talent Acquisition, Talent Management, Executive Search and Organizational Development. We have worked in these areas for over a quarter of a century. What makes us different is our commitment. Keen’s brand, unique selling proposition and core differentiators are all driven from our founders expertise with Top Grading principles and building Good to Great companies. We built our business with outside in strategic thinking. We built our business to help you scale your organization and achieve your goals.
Posted by Margaret Graziano at 10:05 AM in Contract HR Chicago, Contract Recruiter, Contract Recruiting in Chicago, Contract Recruiting in Silicon Valley, Contract Recruiting San Francisco, Contract Recruitment, Corporate Recruiting, Employment Selection, Engineering Recruiting, Executive Recruitment, Hiring for Start Ups, Hiring Process, Hiring Recruiters, Interim HR Executive, Recruitment Process, Recruitment Process In Sourcing, Recruitment Process In-Sourcing, Recruitment Process Outsourcing, Recruitment programming, Recruitment Strategy, Recruitment Training, Return on Hiring Investment, RPI, RPO, Sales Recruiting Consultants, Start Up Hiring, Strategic HR Professionals, Talent Acquisition Director, Talent Acquisition Professional, Turnkey Recruitment Solutions | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Executive Search, Executive Search Partner, Hiring Business Leaders, Hiring Executives, Search Partner
A Commentary from Previsor on the Risks of Profiling in the use of Pre-Employment Psychometric Assessment Tools in building a Conscious Hiring Process.
Overview
This commentary describes the profiling approach to using pre-employment psychometric assessments, compares it to the predictive approach to using assessments, and
then contrasts these two very different approaches. It then describes
the dramatically different results derived from an analysis in which
the two methods were compared side-by-side in the selection process for
a given organization. At KeenHire, we use both approaches in tandem to deliver the best hiring process to our customers. The Key is in the Role Analysis (referred to as job analysis in this article).
What is Profiling and How Does it Compare to the Predictive Model?
The profiling approach involves assessing a small group of employees
that have been identified by the organization as high-performers, and
using the resulting test scores to determine how to evaluate job
candidates. Candidates whose assessment scores more closely resemble
the scores obtained by the high-performers are judged to be better
“fits” for the role, and are forecasted to be better hires. A
predictive approach, by contrast, involves identifying job-relevant
traits based on an in-depth job analysis, and selecting those
candidates who earn higher scores on measures of those traits.
Seven Problems with the Profiling Approach to Assessment
Most
assessment experts do not advocate using a profiling approach, even
though it would be easy for them to implement, due to seven major
problems with profiling. These are summarized below.
#1: The "Ceiling Effect" Problem
The scores obtained by
the high-performing employees asked to complete the assessment define
the ceiling—the maximum possible score that can be obtained on the
assessment. This means that it is actually impossible to identify a
candidate who is a better fit for the position than current
high-performers. The high performers used to develop the model don’t
just represent “desirable,” they represent “the best imaginable. ”The
profiling model has no answer for the question, “If a candidate came
along who was an even better fit for the position than your current
high performers, how would you know?”
#2: The Not Enough Data Problem
The profiling approach
relies on a large number of conclusions and decisions made on the basis
of a very small amount of data. Profiling assumes that the test scores
obtained from a handful of employees produces information that will be
consistent with and generalizable to job candidates. But the
unfortunate reality is that small data samples are very rarely
conclusive. Models built on the basis of test scores from five people,
or even fifteen people, are very unlikely to be accurate. They may not
even be close, and can even lead to false conclusions. At KeenHire, we measure the actual on the job performance of every participant in the job benchmark study. If the on the job results are not exceptional, we encourage our customers to exclude that participant from the study.
#3: The (Non)Essential Trait Problem
Profiling is more
likely to incorrectly identify unimportant traits as job-relevant, or
overlook traits that are essential to job success. This is because the
profiling approach is based on a few individuals and their traits, not
on how relevant those traits are to the job demands or requirements.
Maybe the handful of assessed employees just happen to share traits
that are not actually job relevant. Maybe they differ on traits that
are job relevant because one or two of them have learned to compensate
for a limitation in one area with particular strengths in others. Maybe
the traits common to the top-performers who were tested are the same
traits possessed by weaker performers—but since weaker performers were
not assessed as part of the approach, there is no way to know. Any of
these possibilities would result in a profiling model that has no value
in identifying future high performers.
#4: The “Over-Cloning” Problem
Profiling emphasizes
similarities without any regard to whether or not they are important
similarities. For example, if the profile is created based on a
ten-scale personality instrument, but only four of those scales are
actually relevant for success in the position, the organization is
needlessly forcing consistency and uniformity in six areas. Good,
high-potential candidates may be passed over because they are not
sufficiently similar to current employees in areas that have no bearing
on their likelihood of success. At KeenHire, our process begins with an Organizational Development approach. We work diligently to build a balanced organization by first digging deep into who the organization is, we seek to understand the current corporate culture, the desired culture, the strategic objectives and goals as well as the barriers to achievement. We then assess and evaluate the Executive team,the mission critical and key contributors. We look for what is working, what is not and what is missing, the presence of which would make a difference. Only after we have a full picture of the current state and the desired future state do we make recommendations. No one with any level of discernment or sanity really wants the "Stepford" culture. Most companies simply do not understand how to build a high performance culture. That is where we come in and make the difference.
Continue reading "Do You Want to Profile Performance or Predict It?" »
Posted by Margaret Graziano at 02:45 PM in Assessments, Behavioral Interviews, Conscious-Hiring, Conscious-hiring Certification, Employee Retention , Employment Selection, Executive Recruitment, Hiring for Internal HR, Hiring for Start Ups, Hiring Process, Hiring Recruiters, HR Strategy, Human Capital Management, Human Rescources Management Consulting, Interim HR Executive, Interim HR Solutions, Keen Hire Products, Metrics, Organizational Development, Organizational Effectiveness, Performance Management, Recruitment programming, Recruitment Strategy, Retention, Return on Hiring Investment, Sales Recruiting Consultants, Start Up Hiring, Strategic HR Professionals, Talent Acquisition Director, Talent Acquisition Professional, Turnkey HR Solutions, Turnkey Recruitment Solutions, Turnover, Workforce Performance Management | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Behavioral Interviewing, Conscious Hiring, Executive Search, Hiring Process, Hiring Recruiters, Mitigate hiring risk, Performance based hiring, Pre-employment Screening, Psychometric Assessment tool
In today's plight for the
right talent most competitive organizations are dealing with the challenge of
securing the right mission critical, key contributor and next level leadership
people.
Below is an overview of what differentiates the Executive Search providers, Contingency and Contract Recruiters; it is a good reference sheet, so fee free to share it with your clients and your team.
Who Do They Represent?
Retained: Represent employer clients only, learn about their client and establish a solid foundation for the future.
Contingency: Can and do represent individuals seeking placement, they are more like sports agents, representing and pitching the latest and greatest.
Contract recruiter: Work for one company, and represent them but....share candidates from previous gigs, mostly they are loyal to themselves.
How They Work?
Retained: Conducts assignments on an exclusive basis only.
Contingency: Are usually in competition with other similar firms or agencies for the placement.
Contract Recruiter: Work on site at the customers’ office working on as many or as few assignments as are needed.
Continue reading "Should You Hire A Contingency Recruiter, Retained Search or Contract Recruiter?" »
Posted by Margaret Graziano at 07:58 PM in Contract HR Chicago, Contract Recruiter, Contract Recruiting in Chicago, Contract Recruiting in Silicon Valley, Contract Recruiting San Francisco, Contract Recruitment, Corporate Recruiting, Engineering Recruiting, Executive Recruitment, Hiring for Start Ups, Staffing in Chicago, Staffing in San Francisco, Staffing in Silicon Valley, Start Up Hiring, Turnkey HR Solutions | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Contingency Search firm, Contract Recruitment, Engineering Recruitment, Executive Recruitment, Executive Search, Hiring top Talent
Executive
Forum - January 16 & 17, 2011
Call for Presenters!
KeenHire is carefully
vetting senior level Human Capital trainers & consultants who are excellent
at live training, focused ONLY in the Corporate space, have a strong track
record of recent success and have world class strategic Talent Management
content focused in the below areas. We are accepting submittals now and will
select candidates for potential co-presenters by July 30, 2010. If you are
interested in being a candidate, the context of the event is maximizing your
profitability through building and executing a world class people strategy.
Module 1 - Talent Acquisition
-Current & Future State
of the Workforce-Keen Hire
-Workforce Planning
-Best Practice Teams
-Building your Employee
Value Proposition
-Building your TA Strategy
-Performance Metrics
Module 2- Employee Selection -KeenHire
-Building your Internal
Hiring Process
-Performance Management
-Talent Benchmarking &
Role Analysis
Module 3-Employee Retention
-Employee Engagement
-On Boarding
-Career Planning
-Performance Metrics
Module 4-Employee Development
-High Potentials
-Succession Planning
-Performance Management
Selected speakers are
expected to promote this event, register at least 10 companies and will be paid
a percentage of revenue.
Posted by Margaret Graziano at 11:11 PM in Employee Retention , Employee Training and Development, Employment Selection, HR Best Practices, HR Strategy, Human Capital Management, Leadership Development, Organizational Effectiveness, Performance Management, Recruiting Strategy, Recruitment Strategy, Succession Planning, Talent Management, War for Talent, Workforce Performance Management | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Call for Presenters, HR Executive Forum, Talent Management Executive Forum
Wow! As the market begins to rebound I am amazed at all the nation wide openings for internal Human Resources roles. Most of these roles no longer carry the Human Resources title; the most popular title I noted I see is Talent Acquisition Director.
their talent pool must also understand
that you get what you expect. If you are not clear on what you expect you can
not expect people to deliver just because they hold the title and have a resume
that says they know how to recruit.
A solid Talent Acquisition Director has typically spent their career working in organizations that paid for performance, rewarded proactive behavior and expected innovation and creativity on a daily basis.
Once you are specific about what you expect it will be that much easier to identify the person who has the competencies and ability to achieve those results. At KeenHire our proprietary conscious hiring process begins with creating the KPIs for each role and is completed by clearly detailing the behaviors, competencies, values, motivators and emotional intelligence it takes on a daily basis to perform effectively in the role.
Posted by Margaret Graziano at 09:21 AM in Conscious-Hiring, Contract Recruiter, Contract Recruiting in Chicago, Contract Recruiting in Silicon Valley, Contract Recruiting San Francisco, Contract Recruitment, Corporate Recruiting, Employee Retention , Employee Selection Certification, Employment Selection, Engineering Recruiting, Executive Recruitment, Hiring for Start Ups, Hiring Process, Hiring Recruiters, Hiring Talent Management Professionals, HR Jobs, HR Strategy, Human Resources, Interim HR Executive, Personality Assessments, Recruiting Strategy, Recruiting Training, Recruitment, Recruitment Process, Recruitment Strategy, Retention, Strategic HR Professionals, Talent Acquisition Director, Talent Acquisition Professional, Talent Management, Technical Recruitment | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Behavioral Interviewing, Conscious Hiring, Hiring Recruiters, Hiring Talent Acquisition Director, Key Performance Indicators, KPI, Performance Expectations, Role Analysis, Strategic HR Business Partner, TurnKey HR
Today I researched how many national job openings there are posted for strategic minded HR leaders, HR Business Partners, Talent Management and Talent Acquisition professionals. I was flabbergasted at the amount of companies choosing to take their recruiting and talent management to the next level. Amongst all the noise in the HR space, business leaders are listening and realizing that their organization is only as good as the people inside it.
For certain, the word is out that companies who need to compete for business and market share also need to have an HR professional on the inside who thinks strategically and can fully execute an innovate, effective and efficient talent strategy. Companies today are requiring their internal Talent Acquisition Director create and implement key recruitment strategies and execute a highly effective employee selection and corporate hiring process. They are expecting the same person to be a maven at sourcing candidates, initiating and continually improving new hire on boarding for employees of all levels as well as understand and influence key workforce planning strategies.
Beyond the skills of sourcing talent, hiring only the best and brightest talent, coaching and mentoring Management in adopting a Talent Mindset these same highly skilled and greatly in demand HR professionals are also expected to process day to day HR paperwork.
Is it me, or is something off? Who is writing these job descriptions? Are these companies interviewing HR professionals, Talent Acquisition leaders and VPs of HR or grabbing generic job descriptions off of Monster.com? In 25 years of Recruiting and working hand in hand with several hundred HR business leaders I have yet to see one human who can do it all, flawlessly. In companies where there is one key player holding down the HR fort, there is almost always a large budget for HR Consultants, Executive Search, Contract Recruitment and temporary HR support.
If the HR business parter is strong at sales oriented functions like recruiting, stimulating employee engagement programs, HR Management consulting and employee retention; they typically are weak at the HR Administration side of the house and vice versa. If they are not 'weak' they almost always complain that spending their time on these type of functions interferes in their ability to play to their strengths. What amazes me is that this day in age business leaders are still missing some basic instincts about human beings and what makes them tick on the job.
Would an astute VP of Sales hammer on his number one sales producer for not being on time with her sales reports? (okay maybe that's a bad example) Still, I think you get the point.
Proactive candidate Sourcing (not through the job boards), Interruption style Recruiting, Engaging, Persuading, Consulting, Business Thinking, creating HR Strategy, developing programming are all functions that require dynamic communications, creativity, risk taking and dominance to some degree. Filing HR paperwork, checking references, filling out forms, maintaining files, reporting, benefits administration and documentation are functions that require conscientiousness and attention to detail. Rarely is all of this found in the same person. Your high Dominant and Influencer person will almost always struggle with the highly methodical, routine work. They will do it last, at times forget about it then rush to get it done and if not supported, they might make costly mistakes.
There are two sides to HR - One being the Creative, Strategic and Solutions side and Two being the compliance, process and systematic side.
If you are lucky enough to find someone who excels at both, wonderful. However, if you are like 90% of the HR and Business leaders you will need to hire two types of people. One could refer to it as hiring both the yin and the yang types of people. If you simply can not afford that, you might need to resort to hiring an average producing hybrid type person. If that is not the answer either, then you might want to consider outsourcing the high level strategic aspects of the role to an HR Consultant or outsourcing the administrativia to a company like TriNet, Algentis or Administaff.
The whole point is HR is a critical function in every company that depends on the right people executing their business strategy. When hiring Key Contributors for Critical HR functions it's important to have realistic expectations and articulate specific measurable results for the role, it's very challenging to do that when the role is all over the board. It is important to note that Industrial psychologists when studying peak performers report that most highly effective employees are focusing on 3 maybe 4 key result areas at once and they also report that most employee's productivity breaks down when they are spread too thin and their skill set is continually diverted in multiple disciplines.
I am ecstatic to see the HR Job market heating up and even more excited to see that companies are finally taking steps and actions that honor the statement "people are our greatest asset!"
Posted by Margaret Graziano at 12:21 AM in Conscious-Hiring, Contract HR Chicago, Contract Recruiter, Contract Recruiting in Chicago, Contract Recruiting in Silicon Valley, Contract Recruiting San Francisco, Contract Recruitment, Corporate Recruiting, Hiring for Internal HR, Hiring Talent Management Professionals, HR Jobs, HR Strategy, Human Capital Management, Human Resources, Recruitment Strategy, Strategic HR Professionals, Talent Acquisition Professional, Turnkey HR Solutions, Turnkey Recruitment Solutions | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Employee Retention, Employee Selection, Hiring, Hiring in HR, HR Business Partner, HR Jobs, On Boarding, Organizational Development Consultant, Recruitment, Strategic minded HR, Talent Acquisition Director, Talent Management Director, Workforce Planning
We delve into your company's employment recruitment and retention issues, dispel the myths and uncover critical issues that affect your company’s ability to attract and keep the right people in your key contributor and next level leadership roles.
Take Aways
Posted by Margaret Graziano at 12:16 PM in Conscious-Hiring, Current Affairs, Employee Retention , Employee Retention Certification, Employment Selection, HR Best Practices, HR Shared Services, HR Strategy, Human Capital Management, Human Rescources Management Consulting, Management Training, Managing Change, Managing Virtual Employees, On-Boarding, Organizational Development, Organizational Effectiveness, Performance Management, Recruitment Strategy, Retention, Succession Planning, Talent Management, Talent Management Process In Sourcing, Virtual teams, virtual workforce, Workforce Performance Management | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Employee Retention, Employer of Choice, Hire and retain the best employees, Retention, Workforce performance management
This course is a must for companies needing to differentiate themselves from the masses and position themselves as leading edge solution providers.
Posted by Margaret Graziano at 12:02 PM in Recruiting Training, Sales Recruiting Consultants | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: recruitment management consulting sales training, Sales training for recruiters, Sales training professional services
If
YOU are really the source of your own success it is powerful to take a
look at how that success happens.
The thoughts you have, the beliefs
you hold, the actions your take, the people you surround yourself with,
what you spend your money on and how you spend your free time is all
about your choices; and your choices determine your outcomes.
Explore and create a vision for yourself and your future that it inspires you to take the actions that lead to success. Click here to Register NOW
The Program
• You to the 5th power
• Engaging Risk
• Making the Right Choices
• Being Unstoppable
• Commitment – Living inside a context for winning
Posted by Margaret Graziano at 10:26 AM in Emerging Leader Training, Emerging Leaders, Employee Retention , Employee Training and Development, Employment Selection, HR Best Practices, HR Shared Services, Leadership, Leadership Development, Management Training, Managing Virtual Employees, On-Boarding, Organizational Development, Organizational Effectiveness, People ROI, Performance Management, Personal Best, Succession Planning, Talent Management, Talent Management Process In Sourcing, Unwanted Turn Over, Virtual teams, Workforce Performance Management | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Emerging Leader training, Employee Retention, Employee Training and Development, Management Training, workforce performance management
Posted by Margaret Graziano at 02:00 PM in Emerging Leaders, Employee Retention , HR Best Practices, HR Shared Services, Human Rescources Management Consulting, Job-Seekers, KeenHire, Leadership Development, Managing Virtual Employees, On-Boarding, Organizational Development, Organizational Effectiveness, Performance Management, Personal Best, Retention, Succession Planning, Talent Management, Talent Management Process In Sourcing, Turnkey Recruitment Solutions | Permalink | Comments (0) | TrackBack (0)
Technorati Tags: Emerging leader training, Employee Development, Employee Retention, New Manager Training, performance management , Personal best