Blogs

Upcoming 2/26 Talent Seminar: Gore’s Employer Brand Story

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Please join us on Thursday, February 26th (7:30-9AM) for our Outside-In® Talent Seminar featuring guest speakers, Graham Williamson and Steve Shuster from W.L. Gore & Associates. A strong employer brand is a sustainable competitive advantage in the quest for talent. Find out what Gore learned on the way to developing their employer brand and what principles you can apply to any organization.

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

WHO SHOULD ATTEND? ID-100248850

You should join us if you are:

  • An HR Leader
  • In Talent Management or Recruiting
  • A business leader planning to implement or improve his/her company’s culture
  • Looking to expand your knowledge on best business practices
  • Seeking HRCI recertification credits*

*This seminar is currently pending approval for HRCI credits.

ABOUT OUR GUEST SPEAKERS

Graham Williamson, Regional Recruiting Leader

grahamGraham provides leadership to W.L. Gore & Associates’ Recruiting team and is part of a global HR leadership team at Gore responsible for aligning the HR strategy with enterprise objectives. For the past twenty years he has been involved in different sectors of the staffing industry from executive search in Europe to consulting and leading recruiting teams. One of his passions is Gore’s work on employer branding and the current global thread through this work is the focus on creating experiences for candidates and businesses that positively differentiate Gore.

Steve Shuster, Global Brand Manager

steveshusterbwSteve has thirty plus years of business experience with W.L. Gore & Associates. During these 30 years he has experienced many roles, such as; sales, marketing, product management, brand management and business leadership. Steve has extensive knowledge in value pricing, product development, market assessment and global markets.

Currently, Steve is the global Enterprise brand leader responsible for growing and protecting the GORE® brand and portfolio of Enterprise brands. For the past five years he has focused on developing and implementing global brand management processes for the Enterprise. In this role he developed, mentored and led associates globally around the importance of adding value to the portfolio of brands within the Enterprise. As part of this role he developed new strategic approaches to branded offerings throughout the Enterprise. Steve also co leads the Global Employer brand initiative. Steve is also a passionate champion for the Gore culture. At this point in his career his energy is derived from helping others grow through leadership development mentoring and coaching.

Don’t Miss Our Next Talent Seminar: Gore’s Employer Brand Journey 2/26

  by    0   0

Please join us on Thursday, February 26th (7:30-9AM) for our next Outside-In® Talent Seminar featuring guest speakers, Graham Williamson and Steve Shuster from W.L. Gore & Associates. A strong employer brand is a sustainable competitive advantage in the quest for talent. Find out what Gore learned on the way to developing their employer brand and what principles you can apply to any organization.

Register for the seminar here.

WHO SHOULD ATTEND?

You should join us if you are:

- An HR Leader

- In Talent Management or Recruiting

- A business leader planning to implement or improve his/her company’s culture

- Looking to expand your knowledge on best business practices

- Seeking HRCI recertification credits*

*This seminar is currently pending approval for HRCI credits.

ABOUT OUR GUEST SPEAKERS

Graham Williamson, Regional Recruiting Leader

Graham provides leadership to W.L. Gore & Associates’ Recruiting team and is part of a global HR leadership team at Gore responsible for aligning the HR strategy with enterprise objectives. For the past twenty years he has been involved in different sectors of the staffing industry from executive search in Europe to consulting and leading recruiting teams. One of his passions is Gore’s work on employer branding and the current global thread through this work is the focus on creating experiences for candidates and businesses that positively differentiate Gore.

Steve Shuster, Global Brand Manager

Steve has thirty plus years of business experience with W.L. Gore & Associates. During these 30 years he has experienced many roles, such as; sales, marketing, product management, brand management and business leadership. Steve has extensive knowledge in value pricing, product development, market assessment and global markets.

Currently, Steve is the global Enterprise brand leader responsible for growing and protecting the GORE® brand and portfolio of Enterprise brands. For the past five years he has focused on developing and implementing global brand management processes for the Enterprise. In this role he developed, mentored and led associates globally around the importance of adding value to the portfolio of brands within the Enterprise. As part of this role he developed new strategic approaches to branded offerings throughout the Enterprise. Steve also co leads the Global Employer brand initiative. Steve is also a passionate champion for the Gore culture. At this point in his career his energy is derived from helping others grow through leadership development mentoring and coaching.

Two Paragraph Perspective: Find Enjoyment in Others and Find Yourself

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Blog post by Barton Career Advisors Founder and Managing Partner Chris Barton

Meeting others and engaging people that I have not met previously is a large part of my life. It is also a large part of your life, and a very necessary facet of the human experience. It is not unusual for us to “enjoy” our time with close family and friends. However, many of us just do not relish the thought of hanging around new people that we do not know that well. As a matter of fact, many of us find the experience of going into crowded situations with strangers to be quite taxing emotionally and mentally. For a long time I wondered why this is so difficult for others. It was not until I began my years in human resources and coaching that I gained an understanding of the role our personalities and unique perspectives play in this aspect of our existence. I have a close friend that once said to me, “Chris, you will talk to anyone, anywhere, at any time, and it just seems so easy for you.” My response was simply, “Well, I enjoy it.” For others not so much.

Recently, I was encouraging a client to come to a networking event with me. I said with almost irrational exuberance, “It’s gonna be great. So many accomplished people are going to be in that room. You are bound to meet someone that will be able to help with your job search. I can introduce you to a few folks too.” My client said, “You know that’s just not my thing.” I get it. So many people feel the same way. A crowd, strangers, or even small talk, are all the features of an anxiety-ridden experience. My suggestion is simple: change your focus and make it about them, not you. I like to ask questions as soon as I make a new acquaintance. After we exchange names and the normal pleasantries I get things going. What brings you out today? What do you do? Any fun plans for your weekend? Did you grow up in our area? Where did you go to school? On an airplane or train I love, “Are you traveling for work or vacation?” Ultimately, these kinds of simple questions relieve the pressure and anxiety of feeling like you need to talk about yourself. You will also most likely enjoy meeting interesting people who inspire you with their stories. People love to talk about themselves, when asked. They also love to hear their name. Wouldn’t be great to find yourself in the process of enjoying others?

Barton Career Advisors has recently dedicated 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.

Image courtesy of FreeDigitalPhotos.net

What Does it Mean to “Earn the Right?”

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How many of us know what earning the right actually means? Today, my son asked me if he could go to a friend’s house, and I shared a story with him instead of saying yes or no. I told him that when I want to hike all day on a Saturday with friends, I am certain to find out what I can do around the house on Friday night prior to my fun. His response was a perplexing one; he did not think that he needed to prove himself to anyone to get what he wanted. He simply wanted what he wanted. This may work with a teenager on occasion (especially when his parents get worn down from the barrage of constant requests), but it rarely works in business. The challenge here is that successful staff members figure out how earning the right works, while unsuccessful ones run out of here while the rest of the staff might just help them leave! Earning the right is one of the values that we have at the Outside-In® Companies. To be successful no matter how you define success? This is a prerequisite.

I was recently in a discussion with a colleague who had a meaningful, strategic dialogue with a long time customer of the Outside-In Companies® about how we could help them solve their workforce challenges. This is our wheel house. This is what we live for. This is what we want to do as workforce consultants all day long, every day. Unfortunately, we don’t spend all day doing this. Not all of our relationships challenge us to be our best and I sense that earning the right has 100% to do with it!

EarntheRightEarning the right is when you do the right things in a relationship to earn the privilege to ask for or expect something from someone else. This is relevant on your team. This applies if you work with other teams in the company and it certainly applies if your role is customer facing. Customer facing roles are based on relationships with existing customers, suppliers, new inquiring ones, and anyone that your business comes in close contact with.

In the world of business development and sales, the notion of earning the right is often a source of conflict for sales and service associates. Salespeople have to sell things, they need to ask for next steps and commitments and they must show forward progress. If you’re serving a customer the same is true. You must ask for commitments, information, time and calendar space, and you must be taken seriously to do the job.

Maybe you’re in a company and you need the assistance of others that are not in your team or division to help you get a project done. Although you are passionate and the project is urgent, why should anyone else care or help you? You will have to do more then plead and beg for a lending hand, that is for sure. The work starts well before your need arrives.

To earn the right, you must first understand that earning the right is on you, your cubicle mate, your leader, the founder, and even the janitor. It is critical to understand that we are always in the process of earning the right. Our actions and decisions can knock us down a few rungs on The Relational Ladder. This is a fluid and ongoing process. One that everyone uses (formal or informal) on whether we are going to say yes to anything.

This is why it can take months, years, even decades, to establish what is right with each other, prospects, and customers. Next week, we’ll be talking about the Top Eight Ways to Earn the Right!

3 Thoughts for RPO in 2015

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Guest Blog Spot by Outside-In® Team Member Alex Patton

ID-100263020After a very encouraging year of employment data in 2014, there’s excitement for this year’s labor market, and in turn, hiring. With just under 3 million jobs added last year, we can expect to see the surge continue in 2015. With that said, how can RPO providers be prepared for increased hiring going forward? And who needs help? Let’s take a look at a few trends to help prepare and embrace the changing landscape of employment.

Technology: Supporting an RPO engagement with the right technology is becoming increasingly important with the rise of predictive analytics and capturing big data. It might be cleaning up and getting the most out of your ATS, or identifying inefficiencies in your direct sourcing tools. Keeping on top of new technology can go a long way to keeping your customer engaged, involved, and committed to the partnership.

Information Security: Sometimes it’s just about what’s going on in the world that identifies a growing market. With the recent security breaches throughout the retail and financial industries, IT security has become an ever expanding role, and is furthering its reach to greater markets, including healthcare, and protecting private patient information.

Healthcare: As an RPO provider, developing expertise within a specific industry can be a great way to attract new clients. According to the Bureau of Labor Statistics, the need for healthcare practitioners is expected to grow 31% by 2022. Attributed to new healthcare legislation and the 10,000 Baby Boomers who are turning 65 every day, the BLS also indicates home health care employment will surge just under 60% to almost 2 million jobs in that same time frame.

It’s easy to see that the 2014 employment situation has created momentum for 2015. There’s new strategies, more jobs, and growing industries contributing to an improving job market. As we see these changes, talent acquisition strategies must adapt. In the next CBI Way blog, we’ll look at the effect 2015 will have on sourcing top talent, and where sourcing is headed.

*Image courtesy of freedigitalphotos.net

Top Questions to Ask Temporary Staffing Providers

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Guest blog spot by Outside-In® Team Member Zach Werde

If your business is currently seeking a staffing agency, or if you are curious about what your current staffing agency offers in terms of temporary solutions, there are a few key questions you should ask. Asking important questions will help you determine if the benefits of using a temporary staffing solution outweigh the costs of its implementation.

Here are a few questions that will help steer you in the right direction:

How do you recruit talent? Learning the recruiting process from sourcing and screening, to interviewing and hiring, will greatly determine whether or not your business should outsource to a staffing firm. By understanding all steps in the process, you might find that you could use the help!

How long have you been in business? Work with a reputable company that has positive feedback and is financially stable. Poorly run staffing agencies go out of business fast so make sure the one you work with has a history of getting positive and timely results.

How do you screen candidates? Ask your staffing provider about the steps they take to conduct proper background checks and screening on candidates. It’s important that this process meets the needs of your company to ensure that the best quality candidates will be presented to you.

How do you ensure that you’re being compliant with labor laws? This is a good one in order to keep your bases covered. You want to make sure that the agency is up to date on all labor and employee laws.

What are your rates? This is the most common and obvious question. Viewing different service levels and their prices will help you find the right solution that fits your company’s hiring needs.

Do you have employee materials? Since the temporary candidate would be an employee of the staffing firm, it’s a good idea to review any materials they distribute during the on boarding process to see what kind of policies are in place. Ask to receive a copy of the employee handbook to ensure that both your company and the agency are on the same page.

If you’d like to learn more about the services Placers provides, drop us a line at icanhelpyou@myplacers.com