KeenHire Blog by Margaret Graziano

KeenHiring Recruitment Project Manager

Recruitment Project Manager

As a KeenHire Recruitment Project Manager you are a core member of our team responsible for delivering in Top Grading initiatives and Recruitment Process In Sourcing programs to our customers.

You are a high achieving self-starter with exceptional people skills and a strong desire to work side by side with top tier professionals.  You have recruited and placed over 500 people in full time roles throughout your career. You pride yourself on making high quality hires that exceed performance metrics and advance your customer’s retention goals.

You are a persuasive communicator who connects and builds rapport with new people easily. You enjoy prospecting for new candidates outside of job boards and top of mind resources. You have a keen ability to read, evaluate and glean people’s competencies, talents, passions and goals with grace and ease.

KeenAds: An Account Executive In Silcon Valley

Account Executive/ New Business

Change the Game in Recruitment & Talent Management! 

You pride yourself your ability to build and maintain relationships and bring leading edge solutions to your customer base. You enjoy the selling and business development process and prefer for someone else to manage the details of fulfillment, service delivery and day-to-day administration. An ideal situation for you is one that provides residual income opportunity and gives you the freedom to go get new business while your account base and bank account grows.

You are an innovative, driven, successful professional with strong business–to-business sales experience and a deep Silicon Valley decision maker contact list. Your tenacity and drive rewards you with a strong income and a steady stream of new customers.  Your strategic selling ability makes you well poised to sell to the C suite and deliver high impact business solutions.

We are KeenHire Talent Management; we provide the next generation of recruitment and retention solutions to growing organizations where hiring the RIGHT mission critical, key contributor and leadership talent for the right roles for the right price is imperative to their success.

You are looking for a high impact sales role. You are keen on selling customer centric, high value, customizable solutions. You chose to utilize your natural talents and play to your strengths while generating a long-term residual revenue stream.

You are well aware that the game of business is forever changed. You are very clear that when you do not offer a differentiated value proposition, a deeper level of service, and a more effective solution that is strategically priced; then someone else will.

In the next 5 years 90% of companies report they need to improve and expand their recruitment and retention programs to compete for the best talent. Many companies state they are ill equipped to manage their expected growth, mitigate their risk in hiring, reduce unwanted turnover and compete for the best U.S. talent for key contributor, mission critical and leadership talent.

KeenHire Talent Management is Growing and needs the right person in Silicon Valley to open doors and close deals. We provide recruitment & talent management process in-sourcing (the people, systems & tools) for companies expanding or shifting their workforce; where making & keeping the right hire effects profitability, customer engagement and retention. Our customers currently do not have the internal capacity or desire to implement or manage effective spike hiring, selection, on-boarding & retention programs.

If you are called to respond to this opportunity, please check out our web site – www.keenhire.com, and the keenhire blog – blog.keenhire.com and let us know in your phone interview why you believe we are a good match for one another.

To Apply click here

 

Think, Work And Grow Rich In A Sales Career

 

There has never been a better time in the staffing industry! Economists are forecasting a 20% growth in staffing requirements in 1^st quarter of 2011. For a hungry sales person this means an opportunity to gain market share, expand client base, make a name for yourself, lay the foundation and sew the seeds for a marvelous and lucrative next 5 years.

The question many candidates, employers and Sales Managers ask is, “How do I know if a person, or if I am right for a sales career?”  Some answers to that question as well as some insights around who makes it in sales for the long term are detailed below.

A key in consistently producing high levels of sales in any industry is a core belief in the product or service you sell. Fundamentally, you are the type of person that would spend money on the service you are pitching, you know what you expect as a deliverable and then sell it.

Additionally, you posses the right raw material required for a successful sales person. Some raw material traits that the best sales people studied by Sales Gurus, Industrial Psychologists, Performance Analysts and Business leaders are the “high achiever”, “self starter”, “personal accountability”, “solution oriented” and “astute” traits. These are not behaviors or personality traits that are taught, prodded, coached or developed in someone else, you have these traits or you don’t.  You know you have these traits when you are the type of person who gets things done with little external stimulation, you drive yourself to high levels of productivity, you take responsibility for what gets done and what doesn’t and you create a plan to get what did not get done complete ahead of schedule.  You know you have the astute trait when you have a keen awareness of what is happening with people around you, you observe conversations, communications and respond accordingly, you look in the mirror and see the beauty as well as the warts. You possess the astuteness trait when you are the type of person that looks at what is not working with you and aims to fix it. A person who thinks they are perfect in every way; lacks common sense, common sense is astuteness.

Beyond these personal deep-rooted traits, most highly effective, Sales professionals who build sustainable incomes are people, like it or not who put a high value on money, things money buys, the freedom money provides and the opportunity to measure their effectiveness by the money on their commission check. Another value that propels sales success is the value of independence and influence and power over others. The driving force of needing to control outcomes, wanting your causes to be victorious is critical for most Sales roles.

These two values operating in synergy in a person who has the self-starter trait, the personally accountable competency, the common sense trait, the solution-oriented trait is like a Ferrari engine, a full tank of high-octane gas, a brand new paint job an open track and a green light – vroom!

Now let’s throw in your behavior of being highly competitive, needing to win, your strong sense of urgency and your need to service your customers and you are positioned for a top producer role. 

Next, you need to assess your listening skills.  Do you sell or do you tell?  A person with all the right stuff who does not shut up long enough to hear what the prospect or customer’s true pain is; is a person who leaves money, a lot of money on the table.  When you listen you are poised to influence.

If you think a Sales career is the next step for you, I suggest you watch a movie, assess the behaviors, traits, ethics and competencies of the lead “Sales” role and ask yourself if that is you.  A great moving to watch addressing this very concept is “The Pursuit of Happiness”.  Will Smith powerfully demonstrates exactly what it takes to win in a sales career.

Once you determine you have that raw material, behaviors, competencies and values to be a killer sales person, it’s time to isolate and identify the industries that you believe in and are passionate about.  Then find companies in that industry that offer a solid value proposition, have a business model you can get behind and a decent training program combined of on the job ‘doing’ and classroom ‘theory’.   The last aspect of focus is the commission plan.   

Every organization I read about and work with as well as every CEO I interview tells me very clearly if the person is putting numbers on the board, generating sales, retaining customers; they compensate fairly.  I have been paid out 16% commission (no base, straight commission); I have been paid out 50% commission. My favorite job by far, my favorite company, the place I learned the most and grew the most was the 16% commission place.  They provided the structure I needed to learn the recruiting and staffing business, they provided the coaching and the training and they hired only top producers, I was surrounded by and emulated the top producers.

Do you hear yourself in any of this?  When you know yourself as a sales person at heart and you want the opportunity to earn what you are worth.  When you never ever want to look for another job; look for a sales career and look to staffing, recruiting and consulting in the Talent Management space. There is no limit on the opportunities and anyone who puts their heart in to it, has a strong work ethic and has the natural ability to sell is in a position to think, work and grow rich.

Recruiting As A Career

You are considering employment in one of the fastest growing industries in business today. The Recruitment and HR Consulting industry is challenging and rewarding and solves real business issues such as workforce scalability, organizational effectiveness, operational efficiency, corporate profitability and market expansion. 

You are considering employment in an extremely competitive industry, one where only the strong, ethical and top tier Recruitment and HR consultants thrive.

Successful consultants have a driving force of internal motivation.  They come in early and stay late.  The first five years in the Recruitment and HR consulting industry requires intense learning. Effective HR and Recruitment consultants bring mastery in learning, focus and intensity.  Focus and intensity is determining what actions you need to take and what there is to do and then actively doing it.  Winning HR and Recruitment consultants produce the results they promise in the time frame they promise. 

Most importantly, triumphant HR and Recruitment consultants have a strong sense of urgency and serve customers in the time frame allotted.  Robust Recruitment and HR consultants have an innate ability to read people, to listen intently and facilitate a quality match between the right candidate, the right role and the right company.

Exceptional recruitment and HR consultants are known as honest, forthright business people who have a strong code of ethics. Self-assured Recruitment and HR consultants realize that mistakes happen and they learn the lesson the 1^st time, fail forward and quickly turn the problem into a solution.

Every successful expert in any field from professional athlete and musician to computer inventor and sales person invests a minimum of 10,000 hours perfecting their area of discipline and recruiting is no different. A flourishing Recruitment and HR consultant is constantly evaluating their performance, they celebrate and diagnose their success and autopsy their failures as well as use their lessons learned as grist for the mill. Any recruitment consultant that is effective, successful and fulfilled after their two first years in the business typically chooses Recruitment and HR Consulting as their life’s work.

Welcome you to the best industry on the planet!  Expect to make an impact every day. Expect to earn a salary commensurate with the results you produce. Expect to change lives, businesses and expect to be thoroughly engaged and fulfilled every day!

 

Margaret Graziano

Founder, KeenHire Talent Management

We Are Hiring Top Notch Recruiters-Sales, Engineering, Management

Align with a fast growing, innovative, high quality Recruitment Insourcing Services Firm. Take your talent and mastery to the next level with KeenHire Talent Management.

You are a high achieving self-starter with exceptional people skills and a strong desire to work side by side with top tier professionals.  You have recruited and placed over 500 people in full time roles throughout your career. You pride yourself on making high quality hires that exceed performance metrics and advance your customer’s retention goals.

We are KeenHire. We provide contract InSourced HR, Recruitment Services and Talent Management solutions for strategic-minded Business leaders committed to building with the best.

You are a persuasive communicator who connects and builds rapport with new people easily. You have a keen ability to read, evaluate and glean people’s competencies, talents, passions and goals with grace and ease.

You are creative and intuitive.  You appreciate proven systematic processes that aid you in delivering results.  Your drive, passion and intelligence facilitate you in learning new systems quickly, training others and efficiently managing growth.   Upload your resume now.

We partner with top executives and international business leaders to build In Sourced recruitment and Talent Management programs while maximizing our customer’s returns on their people investments.  We deliver the highest quality results in cost effective manner and create long-term impact.

You are highly motivated to become part of a 21^st century consulting firm and catapult your career!

Requirements 5 years of recruiting for high touch (sales, management, service) roles

Expert at Internet and live candidate sourcing, i.e. name generation

System and Process orientation - quality and efficiency driven

Strong integrity

Management potential

To Apply-Click the link below

http://keenhire.sayhired.com/ci/apply.shp?which=837-1001-1241

KeenHire Recruiter Certification Training - November 11, 2010

Performance Based Hiring Model Certification Training Agenda 11.11.10-11.13.10

THURSDAY AFTERNOON – Margaret Graziano

1:00-1:40         Montage, KeenHire Story, Charter  

1:40-2:10         Business Case

2:10-3:15         KeenHire Business Model Presentation

3:15-4:30         Conscious Hiring Presentation

4:30-5:00         Download 26step Conscious Hiring Process

5:00-6:00         Keen Case Studies (Duncan, Discovery, Clark, Les Mills)

6:00                  Social

7:00                  Dinner – Thea, San Jose  

FRIDAY MORNING – Margaret Graziano

8:00-9:30          Benchmarking/Role Analysis Overview

9:45-10:45        KPI Role Play

10:45-11:15      Task Analysis

11:15-11:45      Cluster Tasks

11:45-12:30      Selection Criteria (working lunch)

FRIDAY AFTERNOON -  Dr. Stephanie Marberry

1:00-2:15         Assessments & Behavioral Interviews - Why are they keys to hiring success?

2:30-4:00         Assessment Presentation

4:00-6:00         Introduction to Behavioral Interviewing Presentation and Software

6:00                  Social

7:00                  Dinner – Maggianos, San Jose  

SATURDAY MORNING – Dr. Stephanie Marberry

8:00-9:30         Behavioral Movies

9:30-10:00       Matrix Ranking

10:00-10:30     Pick Questions & Overview of Keentip and scoring (recruiter)

10:30-11:00     Mock Interview Role Play I

11:00-11:30     Mock Interview Role Play II

11:30-12:00     Rapid Recall

MANUALS & RESOURCE MATERIAL

• 26 Step Process
• Behavioral Interview

SUPPORTING DOCUMENTS

• 26 step overview (in manual)
• Sample Assessments (KeenClues, TriMetrix, Achiever)
• Behavioral Scan
• Training documents for sending and pulling assessments

 

 

Poaching- Recruitment Market 2010 -The War For Talent Is On

By Sharon L. Florentine

 

Poaching. Logic would have predicted the high unemployment rate would have put an end, at least temporarily, to the practice of recruiters and hiring companies competing for each other’s employees. Logic would be wrong, said a number of recruiters and hiring experts who spoke to TheLadders.

High unemployment has simply created more competition for employed candidates. “Our clients want the candidates who are currently working for their competitors,” said one Texas-based executive search professional who wished to remain anonymous. “They feel that these folks are obviously valuable since they haven’t been laid off, and they’d rather hire them than a candidate who may have been unemployed for some time and who they see as undesirable.”

As a result, executive search firms are under increasing pressure to poach employees and are forced to hone their skills at dislodging candidates from employment, which became harder to do during the recession that bred a desire among employees for job security above all other entitlements.

It’s usually about more than just a higher salary, said the recruiter from Texas. These ‘poachees’ are offered greater upward mobility, the opportunity to work on new products and up-and-coming projects, a better work-life balance, educational opportunities, etc.

When it comes to poaching, most executive recruiters practice a two-step tactic to dislodge the employee, the recruiter said. The executive search firm plants the seeds of doubt about leaving safe employment for a better opportunity and the hiring company (usually a human resources manager or hiring manager) picks a ripe candidate when they’re ready. It’s a bit of salesmanship, he said.

“We have to plant the seed of doubt, and then the hiring manager has to close the deal. In partnership with our hiring manager, we put on our salesperson hat, and we go to work finding out what we have to offer to incite those folks to move out of their current job.”

Once the candidate is sufficiently intrigued, and the seeds of doubt are planted, the recruiter said, the hiring manager or human resources manager at the client is responsible for closing the deal and making good on what the recruiter has promised.

“If we’ve accomplished what we set out to do, then by the second interview, these candidates are starting to think, ‘Maybe I’ve been too focused on this company (or job or career path).

Improve Your Bottom Line. Hire Smarter.

The fundamental goal of the KeenHire 5 Pillar Conscious Hiring™ and candidate selection process is to hire the right candidate for the right job in a company that values a candidates’ unique contribution.  An effective hiring process takes into consideration the strategic reason for the positions existence as well as the candidate’s individual work style, behaviors, motivation, and core competencies. The end result is a solid hire that performs in the role and produces the key performance metrics. 

While employee training and development are mandatory facets of a solid Talent Management Strategy, the results of such programs are almost always insufficient when created outside of an effective and efficient hiring process.  Any company committed to long term organizational success must build a hiring process that closes the performance management gap. We have all heard Jim Collin’s mantra, “Hire the right people, give them the right tools, get out of their way and let them perform”.  Creating, implementing & systematically utilizing a Conscious Hiring process for your business that hones in on the key elements to your organization’s long-term success is a critical element of your human resources strategy.

Our 5 Pillar Conscious Hiring and Selection Process™ defines and quantifies your company’s corporate culture and work environment, the role’s key performance indicators, the ideal candidate’s work style, attitudes, behaviors, competencies, motivations and values.  KeenHire’s Conscious Hiring process begins with strategic organizational workforce planning and company discovery and results in improved return on hiring investment, corporate profitability, workforce productivity and overall organizational effectiveness.

Keen’s recruitment, selection and hiring program takes the recruiting process and breaks it down into five specific pillars, each focusing on different element of the recruitment function; beginning with organizational workforce planning, then key contributor benchmarking and role analysis, then candidate sourcing, then selecting, and finally on-boarding. Creating a Conscious Hiring and Recruitment process is essential to the health and organizational effectiveness of any organization committed to serving and retaining customers.

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. 

 

 

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.