This month’s success story is an example of how Organizational Architecture assisted its client, Shaffer Capital, with a recruiting challenge. Shaffer Capital was in search of a new Client Service Associate. Shaffer Capital is a financial planning firm located in Westerville, OH. They help their clients plan for retirement and achieve financial success through informed investments and risk management solutions. Matt Shaffer, Founder and Chief Executive Officer of Shaffer Capital, said: “We asked Organizational Architecture to help us fill the position because of our positive experience with them in the past. We knew they would listen to our unique needs and work with us to find someone who could be successful in our business. Organizational Architecture worked closely with us to think about the responsibilities of the job and the experience needed to perform those duties effectively. The candidates they screened for us had the characteristics we were looking for, which made the selection process much easier. They presented to us four qualified candidates who brought unique talents and styles which gave us options when making our selection decision. Not only did we find a great new team member, but we also connected with candidates who may have a future spot with us”. As mentioned in Part 1, we spent time doing a bit of work on the front end of the search outlining the necessary competencies for the job. Developing and identifying these screening criteria helped make our recruitment fast, efficient, and effective. Do you need assistance with a strategy for effective recruitment? Contact us and check out our blog for more helpful...
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Today’s success story highlights how Organizational Architecture helped its client recruit the right person to fill an opening in their office. Our client is a financial planning and investment management company located in Westerville, OH. We have a long-standing relationship with this client and were excited to help them again. One of the initial steps we took was to update the job description. We worked closely with our client to determine how this role fit into their organization as well as the necessary duties and responsibilities. Spending time on the job description ensured we sourced, screened, and selected candidates efficiently and effectively. It also helped us streamline the recruitment process and find the right person for the job. Additionally, by taking the time to update the job description to fit their present needs, the new hire would understand exactly what was expected of them when they started and be able to meet those expectations. Do you need assistance with a strategy for effective recruitment? Contact us and check out our blog for more helpful...
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As mentioned in Part 1, finding the right people for your business can be difficult. Here are some of the recommendations we make to help our clients find the right people: Take the time to write a good job description. The job description becomes your guide for identifying and screening talent effectively. Articulate the need to have versus the nice to have, competencies or behaviors needed to be successful, years of experience, degrees, etc.; this goes a long way to making the screening and selection process easier. Don’t use the job description as your job posting. Job descriptions are important but they can be pretty dry reading. Take the important characteristics of the job description to let candidates know what you are seeking, but make sure you include information about your company, why you are the employer-of-choice, and what makes you a great place to work. Your job postings should attract candidates…just like your marketing attracts customers. Use as many means to engage with the labor market as you can. Your website, a more general internet job board, and something targeted to the profession of the candidates are all good starts. Get the word out through your employee referral program and let your colleagues know on social media. Use the sourcing method appropriate to the candidates you seek. Don’t use a professional networking site like Linkedin.com for candidates who are not career-oriented. Make sure your hiring managers and selection team know how to interview properly. This not only guarantees you don’t get into legal trouble when people ask illegal questions, but also helps them successfully uncover information about the candidates. Always be on the lookout for good talent. Connect with people at trade shows. Stay engaged on social media. Source continuously. Participate in events that help showcase your company to the labor market. Finding the right people at the right time to serve your customers the right way is more of a process than an event. It takes work and it takes dedication. If you haven’t done so, consider adding a talent acquisition or recruitment specialist who can keep your talent pipeline full. Also think about talent pro-actively, instead of only when you have an opening to ensure you...
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In our Human Resources consulting practice, one of the problems clients often share with us is the difficulty they have with finding the right people. Many times, we find only a haphazard process [or no process] behind their recruitment efforts. Here are some of the things we uncover: Talent acquisition, or recruitment, only happens when a position is open. That is, there is no real engagement with the labor market other than the times they need to fill a position. Candidate sourcing approaches are inconsistent, or the sourcing methods are not the best for the candidate pool they are trying to engage. There is no clear and compelling messaging to candidates about why they should want to work there. No work has been put into defining what is needed and then seeking that out in the candidate pool. In many instances, companies go back to one sourcing approach, for example posting an ad on their website or an internet job board. Or they rely too much on employee referrals. Don’t get me wrong…referrals are a great source and you should use them, just be careful about overusing them to the point that your employees don’t bring the breadth of skills needed for today’s jobs. Here are some of the reasons we find for why the recruitment process isn’t working: There’s no process. There isn’t a defined process for determining headcount needs, much less a recruitment strategy. This can lead to results no better than random…here you would save a lot of time simply flipping a coin when making hiring decisions. Looking for the purple squirrel. The ‘purple squirrel’ or ‘unicorn’ is what recruiters refer to as the mythical candidate that not only has all the characteristics being sought by the hiring manager, but also possesses others that can be contradictory or well beyond the needs of the job. Think: CNC machinist with a PhD or the executive-level finance leader who will also be the payroll processor. Not being clear on ‘need to have’ versus ‘nice to have’. People may not distinguish between what is mission-critical [required] in a candidate versus what is preferred [nice to have]. Wasting time on the nice-to-haves can divert you from moving on good candidates sooner....
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We are proud to have been asked by our client The Cuyahoga County Public Library to assist them with their search for their new Human Resources Director. Information on the role is available here. This is a great opportunity to have an impact in one of Northeast Ohio’s premier organizations. Do you want to learn more? Contact us and we can share the details and answer your questions. Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with you!...
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Are you a Recruiter? Are you interested in part time contracting engagements? Organizational Architecture is always looking for talent to assist with consulting engagements or working as onsite HR contractors for our clients. If you… Know how to source and screen candidates Are analytical, detail-oriented, effective at solving problems, and finding solutions Are effective working autonomously Possess an understanding of current tools and technology and can use them effectively Have above average skills using MS Excel Have at least 5 years of experience within Talent Acquisition and Recruitment …we’d love to connect!…please send us your current resume or practice summary to us so we can learn more about your project work and experience. Pay range is $20 to $25 per hour. Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with...
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