Workforce Insights

Margaret Speaks

Keynote Speaking from Margaret Graziano

 

Margaret Graziano is a torchbearer in the staffing and recruitment industries. 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 KeenHire, created Conscious Hiring™, 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 ability to hire and retain the right people for their customers.

Margaret speaks on a number of current and pressing issues relative to hiring, leadership, retention, and selection in the professional world. Now more than ever it has become an absolute necessity to gain and utilize valuable industry knowledge. Through countless hours of research, education and experience, Margaret brings her unique point of view and deep industry background to you. As for specialties – well – she has many. Take a look:

• Talent Strategy 3.0
• 21st Century Leadership
• Conscious Hiring™
• Employee Retention
• Hiring Better Salespeople
• Organizational Development
• Maximizing Your Effectiveness
• Strategic Planning
• Succession Planning
• Recruitment Process Outsourcing

 

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Interested in booking Margaret for your event, business or conference?

Please contact KeenHire directly.

 

About Us

KeenHire Talent Management

 

We help our customers select, hire, develop, manage and retain
highly qualified people with specialized skills in customer interfacing roles.

 

Behavioral Interview Training & Certification

About the Program

This virtual program has been HRCI approved for 16 credits (16 hours)

The KeenHire™ Behavioral Interviewing Certification empowers corporate hiring authorities and managers to delve deep into the process and experience the impact that effective targeted selection and behavioral interviewing has on a companies’ ability to secure and retain top talent.

Join us for this provocative, insightful and fun program that encompasses every aspect of targeted selection and behavioral interviewing.

Let’s face it; in the world right now, your internal talent is one of your only competitive advantages. For your company to sustain its growth and be a leader in industry it is critical that you hire difference markers who have the capacity to achieve the companies’ goals and objectives.

Employee Development

Employee development and training means we invests in our people and help you to do the same.

We provide a systematic and integrated approach to employee development and training, delivered though 1-1 coaching, in-person seminars, or convenient teleconferences. By making career and personal development relevant, timely and social, we help you redefine your approach to employee development and help you to identify your emerging leaders.

Executive Search

Outstanding talent is what your business needs to move forward.

 

KeenHire delivers.

Talent, skill and education alone will not make your company great. Our firm will find you the extraordinary leaders who are fully aligned with the vision you have for your business.  Our Retained Search process ensures that we fully understand what drives your company, using our own signature organizational assessments to understand your company’s direction, competitive advantages, values, and unique challenges.  The result is a dynamic, effective executive search process that brings you exactly the right leadership for your business.

 

Executive Assessment

As a leading decision maker at your company, it’s almost certain that you need to be sure your executive staff is corporately aligned and motivated for success. Because this type of psychometric data is almost never laid out in front of you, we’re here to show you that it can be. Take this sample executive assessment and a member of our team will guide you through how it works in solidifying and scaling your leadership team for the future.

 

Organizational Assessment

No matter what your industry is, your business operates on multiple levels that are crucial to bottom-line success. The effectiveness of each component working with the others is directly related to business sales, retention, and the overall effectiveness of your organization. Our organizational development experts work with your company’s existing operations to improve the quality, profitably, and efficiency of your business.  Our extensive organizational assessment tools are vital to this process.

We start with an extensive and precise data collection process to understand the root causes of organizational barriers to what your company wants to accomplish.  We then analyze your business processes and provide you with the feedback necessary to take developmental steps toward optimal organizational health. The goal of organizational assessment is to eliminate your company’s weaknesses and maximize your strengths for success.  Once the organizational development analysis is completed, we offer you our expertise in optimizing your strengths to offset your weaknesses. A thorough Organizational Health Check will make sure we know what these are and how to address them.

Talent Strategy And Workforce Optimization

If you have been concerned about how your company can compete for key talent now and in the future, it is imperative to sit down with the business leader and discuss the need to develop a compelling talent strategy. An effective talent and workforce strategy must have more than an endorsement from the CEO. In other words, developing and implementing a competitive and effective talent strategy for the purpose of optimizing your workforce must be an initiative that comes from the top of an organization. Without stakeholder alignment no talent strategy can sustain the test of time.

With four generations in the workforce, emerging industries on the rise, senior level leaders on the verge of retirement or redeployment and a whole new generation entering the workforce, every company who relies on people to deliver a service needs to be working on building competent hiring practices, creating employee development programs and establishing competitive employee retention strategies. While these are all elements of an effective talent strategy they are not the only important factors. Workforce optimization requires a comprehensive holistic approach that includes metrics and measurement in key areas of concern – employee retention ratios and hiring effectiveness ratings, from both the hiring manager and the new employee.

Talent Strategy or Competition? How to make all your people feel like they’ve been promoted

I recently read an article for employees about how to position themselves for a promotion.  In a corporate culture where the path to the goods is getting on top, getting that promotion is the key to nirvana.  The next step up the corporate ladder means more money, more respect, more job satisfaction, and perhaps a sense of job security, if anyone has that these days!  What if all those things could occur for everyone who works for your business? 

You can reference the entire article here.  For our purposes, I’ll give you the tip for getting that promotion, followed by deeper look at how you can optimize your employee engagement strategy.

1.  Know your job.  The advice for promotion seekers is to do a good job with the one they have.  This is easy to do if the job is a good fit.  Your job as a manager is to hire right in the first place.  Keenhire’s Conscious Hiring process ensures precious time and resources are not used placing a square peg in a round hole.
2. Volunteer.  People who want to be made use of make themselves useful.  Your job is to have a great talent strategy so that the gifts and talents in your talent pool are contributing.  This is how everybody wins!  You get the best results, and your people get to do what they’re good at. 
3. Create your own position.  When people are stepping into a need, new job descriptions get created.  Your job is to develop your people so they can step into the new opportunities that your company’s growth will provide.  A comprehensive employee development strategy is a must.
4. Let your boss know.  Your job is not to wait for an employee to tell you they are interested in contributing.  Make sure your employees know that you know who they are, and are paying attention.  This is a key component to employee engagement, which I discussed in last week’s blog. 
5. Get more education.  Your job is to add value to your workplace by providing ongoing training and development within your organization that helps people do what they do even better.
6. Don’t create drama.  It is difficult for your employees to create drama if you have crafted your company culture to reflect the ideals that everyone wants to participate in.  Company culture starts from the top down, and congruence throughout the organization will make drama a waste of time for all concerned.  Keenhire’s organizational assessment tools will help you understand what’s going on at every level of your organization.
7. Network.  The promotion seeker networks.  The productive organization encourages collaboration.  Cooperation rather than competition is something that you can create, if you’ve hired right, provided a dynamic, creative, high performance company culture, and set up an ongoing employee development strategy. 

Today’s economic climate requires that people at every level of your business are engaged and happy.  A promotion is a great thing, and you can ensure that everyone who works for you is happy without one.  To make sure you're creating the company culture you want, talk to a Keenhire consultant today at 888-533-6447.

 

Written by Elizabeth Danu

 

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