KeenHire Blog by Margaret Graziano

KeenHire Now Hiring

Internal:
Virtual
Recruitment Manager

Operations Manager

San Jose
Sales/New Business

Clients:
Full Life Cycle Recruiting - San Jose
VP Talent Management - Virtual DC
Benefits Manager- San Francisco

Acing the HR Interview

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!

KeenHire is hiring. Recruitment Manager - Virtual Position - Midwest or San Jose. Business Development/New Account Generation - San Jose and Midwest.

Performance Management - Make Your Management Impact Wisely.

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.

You can Influence your workforce's Behaviors, Competencies and Capacities.

Risk Taking
Leading Edge
Education
Experience
Organization/Planning
Self-Awareness
Communications – Oral & Written
First Impression
Customer Focus
Political Savvy
Selecting A Players
Removing C Players
Coaching/Training
Goal Setting
Empowerment
Performance Management
Running Meetings
Compatibility of Needs
Presentation Skills

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. 

Choose Your Executive Search Firm Wisely

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. 

 

 

Choose Your Executive Search Firm Wisely

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. 

 

 

Do You Want to Profile Performance or Predict It?

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.

Should You Hire A Contingency Recruiter, Retained Search or Contract Recruiter?

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. 

Astute companies are building internal or external talent minded programs that generate top tier candidates, amplify their employment brand and mitigate their risk of mis-hires and unwanted employee turnover.  Leading edge talent minded organizations are solidifying their relationship with Executive Search providers, Interim HR Executives, Contract recruitment organizations while building competitive employee retention programs that maximize employee engagement and personal productivity. 

Given the last 2-3 years have had most companies operating in survival mode, many of them have lost touch with their external and internal Talent Acquisition providers.  KeenHire has seen a huge uptick in inquiries for developing Hiring Process, Executive HR Search, Interim HR Executive contracts and Employee Retention program development and the biggest challenge our customers have shared is that the market is changing daily and they just can not keep up.

Some reports say that the search activity for Executives is 60% higher today than it was one year ago, which is a good thing; however from where our clients sit this makes it extremely difficult to identify and differentiate between the winners and the whiners. 

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.

Maximize Your Profitability. Build and Execute A World Class People Strategy

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.

 

Establishing Performance Criteria For Your Talent Acquisition Department

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.

What amazes and concerns me is, in none of these job advertisements for Talent Acquisition Director; absolutely none of them have the key performance indicators and specific measureable intended outcomes clearly delineated in the ad.  In the cases where there is no Human Resources leadership in place I understand a lack of clarity in role expectations, however in hundreds of cases the companies doing the hiring have well established HR executives and HR leaders and still no clear expectations listed. 

If companies really want to impact their ability to hire and retain ‘A’ players they must clearly outline the specific measurable results for those expected to deliver.  ‘A’ players want to win and area attracted to challenges.

Any company taking the initiative to hire a Talent Acquisition professional for the purpose of owning the recruitment role and impacting their ability to build and grow  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. 

 I am going to give an example of some key performance indicators a well-crafted Talent Acquisition Director Role might include. While these are only an example I think you will get the concept of clearly articulating role expectations.

 Time to Fill – Talent Acquisition Director is expected to build and maintain a pipeline of at least 25 qualified potential software engineer candidates at all times therefore impacting their ability to fill open positions within 20 business days.

Quality of Hires - It is expected that 85% of all Talent Acquisition Director’s new hires are achieving intended outcomes at their 90 day, 6 month and 12 month performance review.

Employment Brand Management – Talent Acquisition Director is continually delivering a high quality recruitment and engagement experience for candidates involved in our companies hiring process resulting in increased high quality applicant referrals and high marks on new hire surveys. 

Customer Service – Hiring Mangers are delighted with the level of service and attention their recruitment needs and business unit receives from the Talent Acquisition Director.

They key to building a strategic HR department is to be the change you want to see.  If you want the Talent Acquisition Director role to deliver and truly impact your businesses ability to grow and compete then you need to consciously hire the right person. In order to hire the right person for the Talent Acquisition Director you must be specific about what you expect the role to produce. You must be clear about what you expect the role to deliver and what excellent performance looks like. 

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.

Keys Points for Hiring Strategic Minded Talent Acquisition Professionals

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!"

Employer of Choice. Train Your Managers To Retain The Best Employees

The Premise

With a rocky economy, emerging industries on the rise, four generations in the workforce, Sr. level leaders on the verge of retirement or redeployment and a sea of talent management issues knocking at your door, it is time to start thinking about how our company will maximize it’s return on your people investments.

 

The Society of Human Resource Management reports that 6 of the top 10 Workplace Trends are directly related to talent acquisition, selection & retention.

 

The number 1 trend to most likely have a major impact on the workplace is workforce retention, and the most critical HR function effecting business strategy is Staffing/Employment and Recruiting.  Companies who know that people are their competitive advantage are focusing on achieving organizational effectiveness, implementing stronger hiring processes, improving employee engagement, impacting workforce retention and elevating the performance of their people.

 

The KeenHire™ Talent Strategy 3.0 program empowers employers to take a new look at their human resource processes and their approach to Talent Management, Recruitment, Performance Management, Employee Engagement and Key Contributor Employee Retention.

 

Join us for this provocative, insightful and fun program that delves into the corporate strategic talent management and workforce performance issues and highlights innovative and practical solutions to solve them.  Click Here NOW to register.

 

The Program

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.

-Employee Retention-Understand the difference between Talent Equity and Tenure Equity. Review the generational parameters and influencers effecting employee engagement & retention. Delve into practical retention strategies and how to implement them into your day to day business.

-Workforce Assessment-Learn the organizational development approach to uncovering your company's people challenges.  Work with Benchmarking and Top Grading and learn how it can help you help your company maximize it's returns on it's people investments and mitigate hiring, engagement & retention mistakes.

-The Talent Mindset-Understand how a change in mindset is imperative to your company's ability to attract and retain the right people in the right roles. Strategize on astute methods, keen processes and provocative employee programs that forward your company to be an Employer of Choice.

-The Real Cost of Employee Turnover-Work through a hands on deep digging exercise and uncover the painful impact of hiring the wrong person or keeping the wrong person in a key role.

Take Aways

1. You gain hands on experience in uncovering the Real Cost of Employee Turnover and the impact that it has on your ability to achieve your corporate strategic objectives.

 

2. You learn the organizational development methodology for assessing your company’s real human capital needs.

 

3. You gain competence and capability to improve your company's ability to attract, select, engage, manage and retain your mission critical, key contributor and next level leadership talent.

 

4. You walk away with power and prowess as well as hundreds of practical employee retention strategies and employee engagement initiatives that forward your company's ability to incorporate the Talent Mindset into your everyday management and people practices.

  

The Expert

Margo coaches business leaders on building strategic minded stakeholder centric organizations. Her expertise in Strategic planning and Organizational effectiveness position her in a senior level Executive advisory role. She has developed proprietary work flow process, training and tools that enable her customers to implement Conscious-hiring protocols, High performing Recruitment initiatives, Employee Retention and Leadership development.

 

Want to Bring a KeenHire Consultant In-house? Call Today! 1-888-533-6447

 

 

Registration

 

Virtual Courses consist of 8 weekly 2 hour sessions and begin on June 18, August 9, September 17 and costs $599.00 per person. Save 30% overall when you register 3 or more participants.

 

Strategic Selling For Professional Services Firms

Differentiate and Dominate!

 

The Premise
Differentiate from the competition and close more business; watch your referral business and your margins grow! You learn how to establish yourself as a unique service provider in your market. You master the art and science of strategic selling. Control your income by controlling your outcomes and use our working model in consulting situation. Experience your effectiveness and reputation soar.

 

The Program

In this intensive, fun and progressive 16 hour workshop you are immersed in Strategic Selling Strategies and a tactical practical systematic process for implementation. Inside the course you work with a coach for an 8 week period. You have real time home work that empowers you to take the sales distinctions you learn and put them in action. Learn as you go, get better every week.

 

Click Here to Register NOW

This course is a must for companies needing to differentiate themselves from the masses and position themselves as leading edge solution providers. 

 

-Create your Unique Selling Proposition 

-Define your IDEAL customer
-Isolate the RIGHT pain indicators
-Introducing the Up Front Contract
-Identify when conditions are RIGHT for change

-Learn to Qualify & Evaluate Your Prospects need

-Differentiate yourself in the Selling Process
-Learn a methodology for landing exclusive spike staffing and recruitment projects  

-Utilize provocative, innovative, and consultative approach that dismisses traditional order taking and  positions your organization at the forefront of the competition.  

 

The Takeaways
1. Step by Step sales process that works in today's competitive climate
2. Pain based selling scripts, tools and workbook
3. A comprehensive methodology to full scale solutions

4. Live one on one sales coaching
5. You STOP selling on PRICE and start selling on ROI

 

Want to Bring a KeenHire Consultant In-house? Call Today! 1-888-533-6447

 

Registration

Virtual Courses consist of 8 weekly 2 hour sessions on Fridays at 8:00 a.m. pacific and begin on June 18, September 3, October 29 and costs $599.00 per person. Save 30% overall when you register 3 or more participants.  Click Here NOW to register.

Maximize Your Effectiveness with the Success Factor

The Premise
You are the sum of the results produce in life. While some like to point to luck being at play when great success is reached. I say luck is what happens when hard work and preparation meet opportunity and inspired action.

This high-energy, collaborative program highlights the drivers and levers that bring long-term personal and business success.

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

The Takeaways

1. Goal setting tools that turn ideas into action

2. Actionable activities that sharpen your saw

3. Heightened awareness of what stops you and how to cut that off at the pass 

4. Self Management strategies that eliminate time bandits and unworthy distraction

5. Resources to maximize your strengths

The Expert  

At 21, single mother Margaret Graziano had a tough choice to make: to fight for child support or try supporting her family with a straight commission sales job. She chose the latter and never looked back. Graziano began her personnel career as an employment consultant earning a six dollar an hour draw and within 10 years, had opened her own staffing agency. In testament to her business savvy she has established a client base stemming from 80% repeat business, earned more than $5,000,000 in personal “desk production” income, and placed more than 2,000 candidates in direct hire positions with a 98% placement satisfaction rating.

 

Want to Bring a KeenHire Consultant In-house for Training? Call Today! 1-888-533-6447

 

Registration

Virtual Courses consist of 6 weekly 1 hour sessions and begin on Monday evening June 14, August 9, October 4 at 6:00 pst and costs $299.00 per person. Save 30% overall when you register 3 or more participants. Click NOW to Register.

Emerging Leaders Immersion Training

The Premise
If you are new to the responsibility of Managing people, process or systems and your company requires an efficient and effective use of their resources this hands on Management immersion training program is for you.

This high-energy, collaborative program hones in on the fundamentals of managing your team, maximizing your effectiveness and building a high performance team. Click here to register NOW!

The Program
•    Workplace Strengths Awareness
•    Delegating Authority
•    Accountability
•    Personal Productivity
•    Hiring the Right People

•    Motivating and Inspiring your team
•    Performance Management
•    Navigating through your Role as Manager and Key Contributor

 
The Takeaways
1. You gain power and prowess in your ability to lead
2. You walk away embracing your managerial role
3. You learn systematic methods to maximize productivity  

4. You get a process for hiring, on boarding and managing your team
5. You focus on building and strengthening on your and your teams X-Factor

The Expert
Margo coaches business leaders on building strategic minded stakeholder centric organizations. Her expertise in Strategic planning and Organizational effectiveness position her in a senior level Executive advisory role. She has developed proprietary work-flow process, training and tools that enable her customers to implement Conscious-hiring protocols, High performing Recruitment initiatives, Employee Retention and Leadership development.

 

Want to Bring a KeenHire Consultant In-house? Call Today! 1-888-533-6447

 

Registration

Virtual Courses consist of 8 weekly 90 minute sessions and begin on Monday mornings June 14, August 30, October 11 at 9:00 a.m. pst and costs $399.00 per person. Save 30% overall when you register 3 or more participants. Click here NOW to register.

 

follow me on twitter - @keenmargo