CBI Way: What About Customer Engagement?

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Guest blog spot by Outside-In® Team Member Alex Patton

Last month, CBI Way brought attention to the problems a lack of candidate engagement can create, especially with millions of job openings. Well, you guessed it, reported by this month’s BLS Job Opening and Labor Turnover report, there were even more (predicted) job openings on the last day of August. Up to 4.8 million, the number of open jobs has an effect on a candidate’s potential options, and reiterates the importance of steady candidate, and customer engagement.

ID-100264594Client engagement can sometimes be overlooked, but in a partnership, active communication can set you apart from other providers in satisfying critical metrics with the customer. Established guidelines in the Service Level Agreement for feedback, timelines, and continuous improvement can be negatively impacted without making sure the customer is fully engaged. A daily or weekly meeting between the two partners is a great way to keep the customer informed, and reiterate the need for quick and thorough feedback.

It’s not difficult for a candidate to become uninterested in an opportunity, or simply think he or she is out of the running, especially passive candidates. That candidate engagement is directly altered by the feedback and turnaround by the customer. As a candidate, would you feel confident after waiting twenty days for feedback following your initial conversation? All parties involved are hurt by poor engagement; with money, quality talent, and ultimately, success, among the casualties.

Diagnosing problem areas or identifying needs for change can also be supported by great communication and commitment. In the next CBI Way blog we’ll identify some of what could go wrong, how to prevent, and if needed, how to resolve problems in an RPO partnership.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.


6 Benefits of Temping

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As the structure of work is rapidly changing and temporary work is on the rise, many people are asking if a temp position is the right fit for them. We’ve compiled this list of several short-term and long-term benefits of taking on a temp role to help shed some light on the expanding workforce!

  1. 1. Flexibility. If you opt for a temporary position with part-time hours or a flexible work schedule, you can have a more customized work/life balance and use your free time to do whatever you want!
  2. 2. Expanded Skill Set. Temporary positions often encompass various skills and roles; allowing you to learn more about diverse fields and how different companies operate, making you a much more qualified candidate for future positions.
  3. 3. Updated Resume. With those new skills you just learned, you can update and expand upon your resume, giving you an advantage against other candidates.
  4. 4. Foot in the Door. One way to get into a company you would like to work for full time is to come on board as a temp. Many companies bring impressive temp workers on full time once they can assert that it’s a fit on both ends. With job searching being highly competitive, proving yourself through a temp position is a great way to start your career path.
  5. 5. Network & Shake Some Hands. One of the greatest aspects of a temporary position is the exposure that comes with it. Take advantage of attending networking events and getting to know people. You never know what kinds of connections you’ll meet!
  6. 6. Career Path. Spending time fulfilling a temporary role can lead you to pursue different career paths or inspire you to enroll in graduate school. The experience can lead to many open doors and opportunities.

Curious about temporary work? We can help! Drop us a line at

Upcoming 10/30 Talent Seminar: The Happy Harry’s Story

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Remember Happy Harry’s?

Whether or not you remember this family-owned drugstore chain whose humble roots stem from Delaware — the story is one you will not want to miss. The Outside-In® Companies host a monthly series of seminars, which feature stories about people, talent best practices, company culture, and local business successes. For our next Talent Strategy Seminar on Thursday October 30th, Alan Levin, the former CEO of Happy Harry’s (and the son of Harry himself) will present The Happy Harry’s Story.

Alan will share a number of stories about the founding of Happy Harry’s and growing up in the family business, his management style and approach to hiring team members, and his commitment to customer service and the community. The first store on Marsh Road eventually grew into a drugstore chain that was acquired by Walgreens in 2006 when sales had reached nearly a half a billion dollars.

Reminisce with us and learn valuable business lessons from a successful and distinguished Delaware leader!

Eventbrite - Outside-In® Seminar: The Happy Harry's Story


You should join us if you:

  • Are a small business or startup leader
  • Manage people
  • Are from Delaware and committed to our community
  • If customer service important to you
  • Are in talent management or recruiting
  • Need HRCI recertification credits?


This seminar is Pre-Approved for 1.25 HRCI credits! In this workshop the participants will learn of the programs, initiatives and strategy that drove human capital contributions at Happy Harry’s. This program directly relates to the body of knowledge including Functional Area 01 and 02: Business Management & Strategy and Workforce Planning & Employment.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.


Hon. Alan B. Levin, Director of the Delaware Economic Development Office, serves as a Secretary in Governor Markell’s cabinet. In this role, Mr. Levin is responsible for the business and economic strategies for the State of Delaware, focusing, among other areas, in the technology, life science, and venture capital business sectors.

Previously, Mr. Levin served as President and CEO of Happy Harry’s, the tenth largest drugstore chain in the United States, until it was acquired by the Walgreen Company in July 2006. During his tenure, he grew revenues tenfold to nearly half a billion dollars, 76 locations and 2,700 employees, making Happy Harry’s one of the area’s largest employers. After the sale to Walgreen’s, Mr. Levin became the Founding Partner of Innovation Capital Partners, a later-stage growth equity venture capital firm. To read more about Mr. Levin’s distinguished career, please click here.


The Happy Harry’s story began with a small store on Marsh Road owned and operated by Harry Levin. Through hard work, a devotion to quality and the development of a dedicated workforce and a loyal customer base, the store grew into a company that became the tenth largest drugstore chain in the United States. At the time Happy Harry’s was acquired by the Walgreen Company in 2006, the company had revenues of nearly half a billion dollars. Alan Levin played a key role in the development of his father’s company, inheriting the core values that made Happy Harry’s successful and implementing them in his role as Secretary in Gov. Jack Markell’s cabinet and as Director of the Delaware Economic Development Office.

Two Paragraph Perspectives: Each of Us Make the Unassailable Difference

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Our staff works very smart and passionately in our business to make things better for our clients. I certainly hope that over time clients become friends and our relationships grow through the efforts of every one of our team members at Barton Career Advisors. I am stealing from my pervious professional life for these perspectives. I often do this when I need inspiration. I have had the privilege of working for and with some great companies. One of those organizations had a list of values that we carried around on a simple card, in our pockets and portfolios, every single day. We lived those values and we believed in our mission. What it all comes down to is each individual, doing their part, as a member of a symbiotic whole organism devoted to breaking the rules if necessary to amaze every customer.

I have learned in the last five years of leading and growing Barton Career Advisors that the outplacement and career transition industry is not about slick technology, a great business model, cost optimization, or sales and marketing. Our business is about investing in people. People. It is with this knowledge that we have worked to attract and educate some of the best career advisors in our industry. On a weekly basis we share stories of our successes (and failures) in an open forum to really get to the essence of what each client needs to be successful. It is the focus on live interactions with our clients that drive our team to be the difference in the lives of each individual professional. Test this out in your organization.

Throughout the fall season of 2014, Barton Career Advisors will dedicate its industry pieces and blogging to a new series called Two Paragraph Perspectives. There is so much going on in our world and it is often difficult to consume an entire article, thought leadership piece, whitepaper, or news story. Our world communicates at lightning speed and most of that happens in 140 characters or less. For the previously mentioned reasons we will bring you key thoughts, insights, and questions in an easy to consume two paragraph format. Before the steam is finished rising off your morning coffee or tea you will be done reading our bi-weekly digest of all things career transition, personal brand management and outplacement best practices. We hope you are looking forward to this series written by our Founder and Managing Partner, Chris Barton.