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Talent Acquisition

Human Resources Director Opportunity

Human Resources Director Opportunity

By on May 10, 2017 in Blog, Openings, Talent Acquisition | 0 comments

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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Part time contract Recruiter

Part time contract Recruiter

By on May 1, 2017 in Blog, HR contractors and HR consultants, Human Resources Consulting, Talent Acquisition | 0 comments

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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Assessing talent readiness through succession planning

Assessing talent readiness through succession planning

By on Jul 13, 2016 in Blog, Succession Planning | 0 comments

The long-term success of an organization requires identifying individuals with the potential and desire for advancement through succession planning.  What happens when a position on your team becomes vacant? When an opening occurs, are you caught off guard?  If so, you are left with a gap in your team because no one is ready to step into the role vacated. You can be left with unhappy customers.  You will be left scrambling to find a replacement, and you may hire out of desperation.  For the success of your business, in terms of revenue growth and customer satisfaction, it is essential to have a succession plan in place. First thing in assessing talent readiness is to rank your employees. Review position essential to the business’ operations Review all staff job descriptions Rank you staff against the skills, behaviors, results, and competencies outlined in the above documents. These rankings aren’t performance ratings; rather, they assist in determining developmental needs, identifying potential successors, evaluating overall position strengths, and assessing the overall strength and quality of your team. After having assessed your team, you are ready to rate your talent readiness.  Rating the talent readiness of your staff simply means identifying which employees are considered promotable, and determining when they will be ready. One more important thing… having identified promotable staff, one thing you will need to do is rate the risk factor of losing these employees within twelve months using a scale of low, medium, or high.  If the risk factor is high, consult with your immediate supervisor to identify opportunities to help ensure that top performers are ready for advancement. Watch for new postings on workforce strategy or contact us for other helpful...

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What is Succession Planning?

What is Succession Planning?

By on Jul 11, 2016 in Blog, Succession Planning | 0 comments

Succession planning, or talent review, generally deals with position replacement strategies that focus on the development of a pool of talent to prepare for the future of a company.  The primary object of succession planning is to build “bench strength.” This is defined as having the right mix of staff who possess the necessary skills and experience, a continued sequence of qualified staff ready to fill vacant positions, the right mix of promotable staff, the right pool of leadership, and an identified strategy or plan for succession. There are a few key elements to succession planning. These involve identification of current staffing needs, forecasting staffing needs, evaluation of staff in terms of strengths, weaknesses, gaps, and potential, matching the supply of manpower to the available positions, and assuming that positions will eventually become vacant. The process of succession planning requires that you: Be familiar with job descriptions Consider the overall strategic direction of the company Understand career opportunities to help identify career objectives for staff Identify growth potential in your staff Provide professional development plans designed to enhance skills sets of staff Monitor development of staff Assess the succession readiness of all employees Having an effective and efficient succession plan or talent review strategy in place will help grow and expand your business, promote people from within, and ensure the survival of your organization. Watch for new postings on workforce strategy here on our blog, as well as Facebook, LinkedIn,...

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Client success story – Reese Pharmaceutical Company

Client success story – Reese Pharmaceutical Company

By on May 25, 2016 in Blog, Success Stories, Talent Acquisition | 0 comments

An example of how Organizational Architecture assisted its client with a recruiting challenge is our recent work with Reese Pharmaceutical Company and its search for a Vice President of Operations. Reese Pharmaceutical Company [reesechemical.com] supplies the pharmaceutical industry, and ultimately, the consuming public, with high quality, unique medications that are stronger and more effective than either the name brands or their generic equivalents. Reese is located in Cleveland, Ohio. Tony Lamonica , Controller at Reese Pharmaceutical Company, said, “We never had to hire this level executive before.  Additionally, we had to make sure that the person we hired clearly understood our particular needs, and could be successful not only in our industry but in a family-owned business.  And they needed to be a willing mentor to our new generation of family leadership. “Organizational Architecture worked closely with us to think deeply about the experience needed to be effective.  More importantly, they helped us think about our culture and the unique challenges of a family-run business.  The candidates they screened for us had characteristics that matched ours, and made the selection process so much easier for us.  They really helped us be successful in our search.” As we tell our clients…often finding the right person means doing a little bit of homework on the front end and determining the success factors beyond the experience…critical behaviors and traits can make the difference in a successful hire.  Identifying them and developing screening criteria will make your process a success. Want to learn more?  Check out our blog or contact us at oa@oahumanresources.com or...

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Client success story – Vice President of Operations recruitment

Client success story – Vice President of Operations recruitment

By on May 23, 2016 in Blog, Success Stories, Talent Acquisition | 0 comments

A recent success story shows how careful and considerate work BEFORE you start the recruitment process for a key position pays off in the long run.  Our client is an over-the-counter pharmaceutical company located in Cleveland, Ohio.  We started working with them after meeting their Controller at an event at which we were invited to speak. Our initial assessment uncovered these challenges: The current owner – third generation – is planning to retire; Several key executives are also planning their retirement in the next several years; Fourth generation family members are preparing to take over the management of the business. Our client determined that the addition of a proven operations executive would assist with this transition.  But we needed to find someone who not only possessed the capability to lead a mid-sized organization to the next level, but someone who could be effective in a family-run business and serve as a mentor to the next generation of family leadership. Bearing this in mind, we focused not only on WHAT was important for our finalist candidates to have done in the past but HOW they have done it…and in what environment.  So we focused on the kinds of behaviors and traits that would be important for our candidates have mastered and used effectively.  And we partnered with a management psychologist to ensure we had a high degree of assurance we found these qualities.  Spending as much time thinking about HOW the candidates did their work…as we did on ensuring that they had the appropriate skills and experience in their background, ensured we sourced, screened, and selected effectively. Do you need assistance with a strategy for talent acquisition?  Learn more at our blog or contact us at oa@oahumanresources.com or...

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