KeenHire Blog by Margaret Graziano

Off shoring is in the past, can’t afford to hire salary? Why don’t we start leveraging the power of our contingent workforce?

We all want to increase jobs in America, but what if that is not economically possible. What if companies can simply not afford to hire on more salaried workers? In the past companies have turned to off shoring, relocating their business process from this country to another. Well, this is no longer working. New evidence suggests that shifting production overseas has inflicted worse damage on the U.S. economy than the numbers show. Off shoring is a problem because it takes interviewing 100 candidates to find the right one, not to mention the language and culture differences that come with moving operations overseas. Currently there is an average of 40% employee turnover when companies decide to off shore; this causes serious intellectual property issues and inadequate infrastructure, not to mention the shrinking salary differentials.

So then what are American Companies to do? Not get the work done, lay off more people? NO! Why don’t we start leveraging the power of the contingent workforce we have.

According to the Bureau of Labor Statistics, there are currently 14.0 million Americans unemployed. If we can’t get those people back into the workplace our economy is going to continue to contract. The HR profession has identified that the trends have shown that the rise of the contingent workforce is making a major strategic impact on the workplace and there is a growing need to develop retention strategies for current and future workforces.

Forms of contingent workforce:

• Temp Workers
• Consultants
• Contractors
• Mentors
• College Interns
• Job Sharing
• Remote Workforce

Not only are Americans unemployed but also there are a significant overlooked population segments. Retired military, displaced homemakers, older workers, welfare-to-work and the underemployed just to name a few. We need to be opening our eyes to the possibility of expanding our vision and opening the doors to new workers.

By using these different outlets we can decrease the unemployment rate, promote the American economy from within and create a flourishing workforce.

 

By: Emily Eastman

Confident Employees are Successful Employees

Why worry about your employees' confidence? Because employees who are confident in themselves and in their abilities are successful employees, and successful employees make a successful company.

If you haven't thought about your employees' confidence before, consider this:

Confident employees want to come to work, they are less likely to quit, and they project a positive image of your company in the wider community. The more confidence an individual possesses, the more efficient and productive they are in meeting their goals. Confidence builds commitment and creates trust among colleagues. A confident work force uses initiative and makes decisions that support organizational goals. Extra benefits—such as an aligned, focused and supportive corporate culture as well as a better and stronger workforce morale—are icing on the cake.

Staffing Industry Executive Forum Recap

2011 marks anew for all industries alike. The Staffing Industry is not immune to change, nor should it pretend to be. Since 2009 a lot has changed, and the Staffing Industry is becoming a whole new animal. From Margaret attending the Staffing Industry Executive Forum in Miami, we've accumulated some valuable information for anyone and everyone involved with the Staffing Industry.

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.

An Employment Rant From An Outsider's Point Of View

Getting hired hasn't been a problem for me, nor do I foresee it becoming one in the future. Saying that may surprise many people, especially given the current state of employment in this country, but I'm not done... I'm 20. Now I know what you're thinking, "Damn kids, look what's being put into their heads. They've got no sense of reality," but the only thing I have to say is that times are changing.

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. 

If the Job Could Talk...

By Bill J. Bonnstetter

 

JOB TALK

If a job could talk, it would explain precisely what was necessary to achieve superior performance. We could ask it to tell us about the:

• Knowledge a person needs,
• Personal attributes required to drive success,
• Rewards for superior performance,
• Hard skills vital for the job,
• Behaviors necessary to perform at peak levels, and
• Intrinsic motivators.

But we all know that jobs can't talk. If they did, we would certainly hear the real story.

AP survey: Outlook for 2011 economy is brightening

WASHINGTON (AP) — Employers will hire more workers this year, and the economy will grow faster than envisioned three months ago, according to an Associated Press survey that found growing optimism among leading economists.

But unemployment will stay chronically high — nearly 9 percent by year's end, the latest quarterly AP Economy Survey shows. A majority of economists say it will be 2016 or later before unemployment drops to a historically normal rate of around 5 percent.

Economists have become more confident 19 months after the worst recession since the Great Depression ended. Lower Social Security taxes and higher stock prices will embolden Americans to spend more and help power the economy, they say.

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. 

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