KeenHire Blog by Margaret Graziano

World-Class HR Director Role Now Available! Chippewa Falls WI

You are a dynamic HR professional with a can do attitude who enjoys implementing Best HR practices in a company hungry for improvement.  You are looking to support a company that utilizes all of your expertise and knowledge in HR & Talent Management in a manufacturing environment and gives you the authority & creativity to apply what you know to make a real difference in their ability to scale.

You are excited about an opportunity to be in the lead HR role where you directly impact the organization’s ability to scale.  You are a passionate trendsetter who prides yourself on your commitment to excellence and maximizing your company’s return on its employee investment.

About EDI:  We are EDI. We began as a machine shop with four people in a small town in the Midwestern United States in 1971. Today, we are a global force. As the leading manufacturer of flat extrusion dies, co-extrusion feedblocks, and slot die coating heads in the world, more than half of our product is delivered to customers outside the United States

EDI’s Director of HR has three main focal points - Personnel Management, HR Compliance and Talent Strategy.  One of your first initiatives will be refining and implementing HR policies and processes that improve effectiveness, efficiency and compliance; both domestically and internationally.  As the department manager you set the structure for offering a 1^st class HR service response to every level of employee; as well as high-level guidance and coaching to Managers and Executives.  Most importantly, you are responsible for setting the foundation for EDI to scale four times in the next five years.

EDI provides innovative solutions with state-of-the-art design techniques, sound engineering principles, and world-class manufacturing methods.  Through our growth, our focus to provide value, quality, and dependable service has held true.

Job Requirements 

Experience:  You have a Bachelors’ degree and ten years of HR Generalist/Talent Management experience and at least three years of HR Management experience in a manufacturing or plant setting. You have deep domain expertise in all elements of contributing to a high impact Talent Strategy; including and not limited to Workforce Planning, Comp & Benefits, Recruitment and Hiring Employee Development, Key Contributor Retention and Performance Management - for plant, office, and executive personnel.

Market Manager -Chicago

Market Manager

You enjoy selling and business development, creating strategic solutions that meet your customers’ needs as well as becoming an integral part of your customers strategic advisory counsel.  An ideal opportunity for you is one that affords you an opportunity to sell a unique service offering, provides residual income, a sales process that knocks out the competition and gives you the freedom to uncap your income.

You are looking for a high impact business-to-business sales and market manager role. You are inspired about selling customer centric, high value, customizable HR and Talent Management solutions. You pride yourself on your ability to establish and build long-term business relationships, open up new accounts, cross sell multiple service lines and continually grow your customer base. You are looking for the right company to join forces with, one that rewards your tenacity and drive and that affords you the opportunity for growth, development, advancement and a potential equity stake. 

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

 

The Best Time Of All Time, To Be In Staffing, Is Now!

You are a high achieving sales professional with 4+ years of business-to-business new account generation and continual territory sales growth specifically where you sold high value services or products to decision makers. You are well versed in navigating through the sales process and do so with efficiency and perseverance.  You have a steady successful track record for new account acquisition and sales growth.

We are Addison Search a high performing, customer intimate regional staffing firm with a solid track record for growth.  We offer staffing solutions in Information Technology, Healthcare, Administrative, Finance and Accounting.  We attribute Addison’s growth to our team’s strong work ethic, our corporate commitment to excellence, our high quality service delivery and our teamwork.

You are a persuasive communicator with excellent written and verbal sales skills, strong relationship building and relationship management expertise as well as a solid ability to glean key information about your prospects staffing needs, hiring cycles, and project completion deadlines. You have a superb ability to discern your prospects upcoming needs, posses strong questioning and probing skills and know when and how to close deals.

You are a solution selling professional with astute business to business sales acumen, refined prospecting, sales mining, qualifying and sales presentation skills. You have a track record for winning new business through navigating and building referral networks inside and out of your customer’s businesses.

Addison Search offers the right candidate a long-term progressive career path, independence and freedom, a full scope of Staffing Solutions for a wide variety of buyers as well as an opportunity to earn a lucrative income.  Requirements For Pros in the Staffing industry
4 years of business to business Staffing sales (or) 4 years year of high volume staffing and recruiting and a strong desire to be in Sales.

If your ready for a wise career sales choice, click here to apply now!

 

Excellent New Talent Needed For Recruiter Position

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 Insourced HR, Recruitment 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. 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.      

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 

Click HERE to apply!

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

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!

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.

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.