KeenHire Blog by Margaret Graziano

3rd Party Recruiting- You Don’t Want to Do The Heavy Lifting, Let Us Do it For You!

Some say the great thing about being a third-party recruiter is that there are no firm rules on how to recruit. Well, this is just not true. If there wasn’t a right and wrong way to recruit it would simply fall apart. Every client differs, every position differs, and every candidate differs: this is a fact, however, the way that you recruit your candidates and make your clients happy is all the same.

Third party recruiters provide a service to their customers, not a function to their employers. If a recruiter can ensure successful hiring process that results in less waste and an increased return on investment, they must have a system set in place. A proven process that allows any company to close-the-door on expensive mis-hires and unwanted employee turnover is the engine that drives 3^rd party recruiting.

A process must ensure one thing; the right person in the right role, for them and for the company. This is the only way to ensure employee retention. While sales professionals only have to deal with customers’ emotions, recruiters have to deal with both customer and candidate emotions. The candidate’s motivational drivers, methods of interacting, ways of acting and reacting, thinking strategies, and leadership behaviors are all brought into context by the recruiter. It’s not just the traits of someone that predict their performance; it’s how traits interact with each other that calculates success.

Along with each client, each job must be addressed differently while apply a solid hiring process. Great companies spend time isolating what great performance is in the role they are searching to fill. Invest more time in defining what the candidate needs to do to achieve great performance, and even more time proactively assessing and defining the right behaviors, values, and motivators of that the right candidate should have.

No matter what the job is, if a recruiter has a process that involves assessing who the employee needs to be to do the job, they will come out successful. A strong hiring process includes selecting behaviors, talents, traits, willingness, “want,” power, skills, experience, and even education- the whole nine yards!

Check out KeenHire’s conscious hiring process for an example of great third party recruiting with a process in place for success!

By: Emily Eastman

The Retention Issue: How To Assess Candidates, Perfect Selection and Retain Top Talent

According To Noah Webster, retention is the act or power of keeping or retaining, but Corporately, retention is the power to keep employees actively engaged and committed to being an integral part of the organization. So what is retention like in this day in age? Are employers on the same page as their employees when it comes to effective performance and talent management?

According to the SHRM Workplace Forecast of 2011, our workplace trends are directly related to talent acquisition, selection & retention. All of these being consecutive to one another and going hand in hand with creating a successful business.

A recent survey on employee performance and retention conducted by Express Employment Professionals, one of the nation's largest privately held staffing companies, found that employers are more disconnected than ever from their workforce. Express' survey revealed that 77 percent of leaders say retention was not a problem or only a slight problem in 2011, while 91 percent of employees said they are willing to switch jobs. These extreme figures should be waking up the employers of our nation, and creating a call to action that something’s not right.

With Employee turn over in the US at 16.4 percent what is there to do? How do you shift your talent management, selection and retention in a way that that increases your profit, your employee satisfaction and turnover?

First of all strong leadership is imperative right now in order to enhance your management operating style, implementing accountability systems, while building and developing high-performance teams.

Talent acquisition can only be beat one way: putting the right people in the right roles. How do we do that? By perfecting selection. Selection can be managed with internally, with a 3^rd party recruiter or using both. Whichever your company decides to go with you must ensure that their skills, personality, and values align with the job and the company. Developing Interview strategies that include pre-established critical screening questions, an in-depth career history review and custom built behavioral interview models prevent the unhealthy corporate impact as well as the high cost of a mis-hire.

Over all the corporate response must be to link employee performance and its impact on the organization’s business goals. Doing this will keep employees goals align with the company’s, creating increasing accomplishment and happier on track employees.

So try something different, create a new hiring process, change the way you interview and beef up your leadership training and finally retain the talent you need. 

To learn more about retention, talent management and see how to create a conscious hiring process, visit us at keenhire.com. We equip companies with systems, processes and people to hire & retain with clarity and insight.

By: Emily Eastman

Taking Your Top Talent Straight To The Top!

The economy has shifted; the world is changing- we all are trying to do more in less time and with less money. Less than 15% said they were “extremely” satisfied. Meanwhile, employers believe that 30% of their workers are “extremely” satisfied.

As we climb out of this recession we are entering into a brand new place, The Talent Market Place. Companies can hire top talent labor cheaper than ever before.  Competitors in your marketplace are popping up all over the globe.  What happens when your competition offers your customers a better solution for less money? 

We all must maximize our effectiveness while minimizing our costs. Going forward one of the ONLY competitive advantages a company will have is the people working in their organizations. The U.S. talent market is shrinking while the global talent pool is expanding.  In the next 4-6 years, companies will face the most challenging and tumultuous times in building and retaining their workforce.

Your company has choice in recruitment solutions.  You can build your own, In-source it, outsource it, or wing it. Be Smart, take your top talent to the top by benchmark your key contributor talent, clarify the DNA of winner in your company and then use that DNA to validate new hires.

Once you have evaluated your current workforce: what is working, what is not, what needs to change; you must then hold managers accountable to make that happen, and it will. If you keep this in line you will only have bring in skilled recruiting talent, when you need them.

Choose KeenHire for your next recruitment needs! Within an organization, making certain each role is producing at or above expectations can be extremely time consuming and frustrating, especially for new managers. We have developed a systematic process for putting the right people in the right jobs and therefore improving overall performance and reducing management inefficiencies.

It takes personal accountability, leadership, organization, an ability to motivate and influence and of course a discipline to hire the right people for the right roles. Our proven performance management training and coaching sets your managers and your company up to win.

 

By:Emily Eastman

 

Solyndra. Any Business Is Only As Strong As The People Inside.

Solyndra. Once one of the greatest solar companies just a few years ago, today is dead, and sending over 1,100 employees home. “As the manufacture of solar panels in the USA has fallen from 40% of the market a few years ago to around 5% today, the fossil-fuel-lobby is quick to suggest that the whole idea of the government supporting a dying solar energy industry is misguided” (Forbes). 

They have said that the “global economic and solar industry market conditions have forced the Company to suspend its manufacturing operations.” How is this possible when the National Lab report shows that, the solar power industry is the fastest growing industry in America and we are delivering strong economic returns? Something must be up. 

Can this down fall be traced back to a hiring process? Could it be not the economy, or the jobs available but those who are doing them? A company is only as strong as the people inside; no matter how fast the industry is growing or how many jobs they are creating for the American people.

Secretary Chu of Solyndra told FORBES, “On Thursday, President Obama spoke about the need to continue creating the jobs of the future,” said Secretary Chu. “And that’s exactly what today’s investment does—putting Americans to work right away and helping position us to win the global race for the clean energy industries of tomorrow.” Although job creation is important and a significantly high priority in this country, the benefit of creating these jobs goes out the window when the candidates applying and the new employees holding them are mediocre at best.         

With the right type of hiring process all of these mishaps could be avoided and steer clear of. With a Conscious Hiring process management is enabled to learn how to identify the right people for the right roles, which directly impacts the ability to achieve corporate sales objectives and leads to success.

By engaging in a Conscious Hiring process you hone in on the key elements it takes to produce consistent sales results in your sales organization and you learn to identify the core sales behaviors, values and competencies needed to achieve those results reliably over time.

The impact of mis-hires can result in unwanted unhappiness. It produces unhappy clients, it damages a reputable company’s reputation, and it will affect all salary and benefits outlays, and in Solyndra’s case- destroy the company from the inside out.

Great companies invest more time, and ever more time. Companies must spend the time isolating what great performance is in the role, define what the employee needs to do to achieve great performance, and proactively assess & define the right behaviors, values, motives, of the right person. Only then can a business flourish to the top.

Hiring decisions make or break your business; what you don’t know COSTS YOU.

 

By: Emily Eastman

Conscious Hiring: An Operationally Efficient Sales Hiring Process That Gleans World-Class Results

As business leaders of scaling organizations you know that the success of your organization  depends on the quality of the people inside. KeenHire Talent Management’s Conscious-Hiring webinar enables you to learn how to identify the right people for the right roles directly impacting your ability to achieve corporate sales objectives.

Registration for Conscious Hiring Webinar is FREE

Date: August 2, 2011

Time: 10:30 - 12:00 PST

CLICK HERE TO REGISTER NOW!

During this high-powered webinar you change the way you think about your employees' impact on your business while raising your level of expertise and control in choosing your sales team wisely.

By engaging in this Conscious Hiring process you hone in on the key elements it takes to produce consistent sales results in your sales organization and you learn to identify the core sales behaviors, values and competencies needed to achieve those results reliably over time.

You walk away with:
1. A blueprint for creating a highly effective Conscious-Hiring process
2. Insight into Role Analysis, and why it is the key to effective sales hiring
4. Understand how & why to use psychometric assessment tools
5. Review Behavioral Interviewing techniques; the when, why and how

 

The Expert

Margaret Graziano is a torch bearer in the Staffing and Recruitment industry. Her visionary ability, astute knowledge of full life cycle Talent Management and her tenure in the field, positions her far ahead of the Human Capital innovation curve. In the early 2000's Graziano shifted her mindset from recruiter working to make a placements to consultant committed to building extraordinary workforces. She added a talent management division to her staffing operation, adopted a world-class conscious hiring and placement process and significantly invested in her own personal and professional development. She utilizes her certifications in Organizational Development, Behavioral Interviewing, Psychometric Assessment usage, Role Analysis and Employee Retention to create curriculum and programs that elevate KeenHire's customers' ability to hire and retain the right people.

REGISTER NOW!

Can't make the webinar, visit the KeenHire on line store and purchase tools, workbooks, scripts, manuals, assessments, CD's, DVD's, books and more!

The 6th Annual NHRC Forum May 5th in Schaumburg

The 6th Annual NHRC Forum is just two weeks away! Where else can you see top-notch presenters deliver credit-worthy material at such an affordable rate?   Members: $150 Non-Members: $200 What are you waiting for?!  Register Now!   More Forum Information

Flourish Your Career! Recruiting Coordinator In San-Jose/ Chicago

You are an articulate, upbeat and professional minded Recruiting Coordinator with strong attention to detail, excellent written and verbal communication skills and comprehensive Microsoft office expertise. You thrive in a role where you are supporting a busy team in a customer-facing environment, where you act as the right arm and the person who ensures what is happening on the front end is properly executed on the back end. You have the ability to work remote and also enjoy coming into an office at least 50% of the time and working with a team.

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.

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.

Recruitment: Why Change is Good

Global employment is changing rapidly. Within the last 20 years, we've witnessed highs and lows that have redefined the way talent is acquired, assessed, and implemented into the various business environments of the modern world. This change has been a result of global events, government regulations, and a changing economic climate that has demanded efficiency. Not only is this change revolutionizing the recruitment and hiring process, but is benefiting both recruiters and growing companies alike.

Choosing To Win During A War For Talent

By: John Kurzatkowski.

I currently work with Margaret at KeenHire as a Sr. Recruitment Consultant, and wanted to share with you a bit more about how to win in the midst of a war for talent. 

As the business-news media competes for our attention by flashing information on the impending talent shortage, some of us listen with a keen ear while others turn to more urgent, pressing issues. After 22+ years in the human resources business, I don’t need the media to tell me there is going to be a problem; I already feel it in my bones, similar to how my grandfather used to know it was going to rain by his knees aching. When your business is the business of finding talent you are the first to feel ANY inkling of change in the marketplace. Although I may feel like I run a best-in-class business, and I may have evidence that I know how to skin the cat better than the competitor, KeenHire is all the more faced with the challenge of locating new talent for myself and my clients in a diminishing talent pool marketplace.