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Talent Acquisition

Finding the right people is difficult…strengthening your recruitment process can help

Finding the right people is difficult…strengthening your recruitment process can help

By on Jun 14, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

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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Finding the right people is difficult

Finding the right people is difficult

By on Jun 12, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

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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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 Consulting, HR contractors and HR consultants, 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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