KeenHire Blog by Margaret Graziano

Is Recruitment Process In-Sourcing A Solution For You?

Does the life of your company depend on the people inside?

Are quality service, employee productivity and corporate effectiveness important to your organization’s success?
 
Are you forced to do more with less?
 
Have you experienced frustration and concern that your current recruitment and hiring process is not delivering people who deliver the results you need when you need it?
 
Is your company committed to maximizing your return on your people investment?  
 
If the answer to any of the above questions is yes, Recruitment Process In-Sourcing with KeenHire Talent Management is the solution for you.

Our Premise

We partner with companies serious about thriving in today’s competitive market place by enabling them to maximizing their return on their people investment. We do this by developing and managing a recruitment, hiring and on boarding process that mitigates the risk of a mis-hire and brings forth the best-suited talent for the role and the company. Our work doesn’t stop at the offer; we work with your management team to ensure a smooth transition, effective integration and peak utilization of the new hire’s skills and talents.

Keen’s conscious-hiring process is comprised of 4 key elements
 
1.  Understanding your corporate strategy and creating a workforce assessment and gap analysis – we tie your corporate strategy to your people strategy.
2.   Conducting a deep dive performance based role analysis for each position - we validate the job needs from an outcome, behavioral, value and  competency point of view.
3. Executing a lean recruitment and candidate vetting process – we save your management team time, money and resources and only submit the right match
4. Standardizing On-boarding and creating a customized new hire integration plan for each manager and their new hire – we maximize your team’s ability to leverage this new talent in the shortest possible time period

Today there are many alternative cost saving packaged and component recruitment solutions from RPO to off shore resume aggregation and on line candidate sourcing.  

Imagine working with a company who brings forth the best component offerings and built a process that operates on efficiency, economies of scale and identifying the right fit (cultural, philosophical, competency, character, values), all while maximizing your ability to synthesize your new hires.  

KeenHire Talent Management offers this specific solution and we have many happy customers to show it.  

Candidate’s say, for the 1st time they feel listened to and cared for in the hiring process, whether they get the job or not they are better suited to go out and target the right role for them after participating in the KeenHire process. An effective recruitment and conscious-hiring process amplifies your Employee Value proposition.  

Employer’s are delighted when they show up in an interview and the person sitting across from them is exactly who they said they wanted at the beginning of the project.  A great process saves your people time and effort.   Hiring Managers are thrilled that they are given the tools, material and guidance to get the best out of their new hire early in the employment life cycle.  

KeenHire RPI – top shelf technology, efficient recruitment process, earnest employment branding, solid candidate assessment and effective new hire on-boarding. And there’s more, our highly skilled Recruitment professionals’ trained and certified in Employee Recruitment, Selection and Retention are available to work at your location or ours, it’s your choice. 

We help you put the right person, in the right job, for the right period of time, for the right cost.  

How Can You Improve Performance Metrics and Employee Productivity?

A study of the Corporate Executive Board found that since the recession began, managers have become less effective at defining employees roles and accountability. Before the recession, only 60% of employees said their managers did an okay job of effectively communicating expectations, since the recession that number has dropped to 45%, which considering is quite low.  Before, Front Line and HR Managers told employees how they fit in to the overall strategy and market share objectives, now they tell employees to get to work and be grateful they have a job.  Ouch…….that is pretty short sighted thinking.

The highly interesting part of this is that when employees understand how what they do fits into the overall strategy of the business and the achievement of their corporate objectives productivity can increase by 10% at a minimum. Ten percent of ten employees equates to an additional headcount.

When I lead my Maximize Your People ROI workshop and keynotes I speak a great deal about Jim Collins’ call to action, “Put the right people on the Bus”.  Five years ago I learned two provocative processes for assessing, evaluating & validating job specifications, at Keen we call these Benchmarking and Role Analysis.  Both of these tie Organizational Development and Recruitment processes together and drastically improve hiring metrics and recruiting success rates.

If you want to attract more of the best, you first have to truly understand why some of your employees are high performers. Is it coincidence, dumb luck or a lot of hard work when a key manager assembles a team of high performers?  Or is it a calculated and well-executed strategy?

Experts say that building a high performance work-group does not happen by anything other than a well defined, executed recruitment plan and selection hiring process. High performing teams are not created by accident.  There is always a plan of attack that attracts people with solid competencies, required behaviors, complimentary traits, and shared values.  Companies like HP create programs for this by assessing their top performers and understanding what drives their performance; aspects like competencies, motivators, behaviors, values, work style, and emotional intelligence.  They then build a hiring model that vets candidates with similar winning formulas.

This is what KeenHire refers to as benchmarking.  The Keen team has assessed over 1000 high performers conducted over 200 corporate benchmarks since our launch.  In one company alone, we saved the employer over $1,000,000.00 in poor hiring costs  Download Keenhireclarknatcasestudy because they stopped hiring people who they thought would fit and they started hiring people they knew would fit.  This new age Talent Management stuff really works!

Conducting a Role Analysis on positions that you are filling whether through an internal promotion or a new hire impacts not only your ability to put the right person on the bus, it effects your companies ability to improve workforce production and engagement. When your employees know that you chose them because they had the natural ability to do the job in a way that amplifies the companies mission and vision and they know what is expected as well as how these accomplishments impact the big picture; they are awake and aware to exactly what you are counting on them to achieve on a daily, weekly, monthly, quarterly and annual basis they are much more likely to achieve it. 

The Bottom Line is if you want a more productive, engaged workforce hire the right people for jobs they are well equipped to do, make sure they know what you expect from them and then encourage them to use their natural talents and abilities to get the job done.

If you have professional HR Management, Contract Recruitment staff or In Sourced Recruitment consultants on your team make sure they are trained in these critical hiring selection programs and strategies; if you do not and you need to go outside to Recruiting services require these service providers to offer solutions that enable you to hit your hiring and retention metrics. 

2010 Goal Setting and Accountability

It is January 26th, Have you Set your 2010 Goals and Action Plans yet?

Here is a quick overview of the process that Keen Coaching utilizes with our Emerging and Executive Leaders. 

1. List 2009 Successes - Celebrate, pat yourself on the back, kiss the mirror, get a hug, give a hug

2. List 2009 Resentments, In-completions and Disappointments - then say what you need to say, burn them, laugh at them, but get over it.

3. List your 100 Life Goals 

4. Look 5 years old and imagine your life as the masterpiece you want. What are you doing? Where are you living? What is your bank balance? How does it feel? Create Affirmations for each area of life that is important to you, be very descriptive of how life looks, feels and is in the future that you create. 

5. Create a 1-2 page 2010 Plan - Business & Personal Goals in the areas of life that are important to you. For me it is Fitness,Family, Fun, Financial, Love Life, Work - not in that order. Chose what your overarching area of concentration for 2010 is going to be. Chose the Values that you will use to monitor your behavior. Set dates to each goal. Make them measurable.  Add some ZIP and ZAP to the goals. Loose 10 lbs gets old and boring, like washing the toilets. Looking fabulous and sexy in the speedo is a bit more enticing. 

6. Create a monthly habits chart - things you will do that bring out the best in your. Drink lots of water, do Yoga, meditate, Say thank you, etc. Download MonthlyHabitschart

7. Create a monthly score sheet for your goals so you can track your progress.

8. Create a Weekly Activity Tracking Sheet Download WeeklyGoalTracking2010

9.Use a daily 6 Most Inspired Actions worksheet to keep yourself attached to the weekly, monthly and annual goal.

10. Create a HOT, Fun, Inspiring Vision Board  -See  Above..... :)

11. Engage  buddy you can count on to schedule weekly accountability calls with you, have a consequence for blowing the call.

2010 - Your Time To Ascend !

From The Trenches-Strategic Positioning For Recruitment and Staffing Firms

KeenHire's Keen Recruiting Institute began it's 1st 2010 training session on Friday, January 22. It is an exciting course for me to lead as I have 3 member companies who have already taken Keen's Talent Strategy 3.0 / NAPS CERS course in attendance and 3 brand new Keen customers, 2 whom are Key contributors of dear friends of mine who own extremely successful staffing operations in California.

The students were challenged with coming up with their Unique Selling Proposition, reading Attracting Perfect customers and tying their 2010 personal goals with their business and sales goals.                                                                                                                                                  

Some highlights of the 1st weeks course are:

1. The Customer getting what they want, when they want it - Is critical. Actually, it's all that REALLY matters.

2. The look and feel of the competition in Staffing & Recruitment is very different today than it was 24 months ago. Your current and future customers do not need more of the same, they need full scope solutions that effect retention, engagement and profitability.

3. If we are not being more efficient and more effective in our Recruiting process and exceeding our customers needs, someone else will!

4. It is not about us-- Find out what is important to them.

5. What are their challenges and frustrations as it relates to their people - what keeps them up at night?

6. Sell to Decision Makers or don't bother selling at all. Companies do not need to pay your rates to have you submit a resume to a VMS or a MSP. Your success will be temporary, at best with that approach.

7. Know what makes you better and different and if you sound just like everyone else, get to work on figuring out WHY a company should work with you instead of everyone else.

8. It is about them, what they need - not about what you want to sell them. For some of your that statement alone will be worth taking the time to read this.

9. They have big problems to solve, like global competition and we need to be more than an ista fix.

10. Follow a process for defining your ideal customer, targeting & prospecting to them, qualifying their pain, budget and possible gain, engaging in their purpose, creating a win/win solution, a process for closing as well as a process for quality service delivery.

11. Do the work or none of what you learn matters

Next Week we will be delving into

Defining Your Market Niche and Prospecting 101