Your Strategic Hiring Plan - Focus on Balance!

You’ve heard it before, it all starts with the right hire. Finding the perfect candidate that will bring a unique skill set and all the qualities you are looking for from cutting-edge technical skills to top-notch interpersonal skills, the ability to work with upper management as well as the customer, a drive to grow and the list goes on and on.  We can picture that perfect person in our head.  That person comes into work with a smile on her face, ready to take on the world, thereby bringing your company to higher levels of greatness.  Ahhh, bliss! And while that ideal candidate may be out there, how many employees do you have at your firm?  And is it possible for every employee at your company to have a combination of all of those skills that define the perfect employee? Unfortunately the answer is no, because while you might find candidates that display a tremendous amount of technical ability, not all of them will be the best communicators.  And in addition to finding ideal employees, you also have to be concerned with employee retention.  So much to be concerned with, but there is hope!

In today’s economy, we are faced with a market of potential hires that are on a spectrum.  The two most common players in the market are:

• The college graduate. He has the technical skills that will knock your socks off, is confident and ready to take on any project that comes his way but lacks the finesse of a seasoned communicator. 

• The experienced professional.   This person can interface with anyone who comes his way, has a comfortable nature about him, knows the ropes of the job, yet isn’t very excited about bleeding edge technologies and skills necessary to succeed in the digital world. 

So what is the answer?  How do we have a workforce that has all the attributes that we talked about making up the “perfect employee?”  The answer is through strategic hiring.

Through strategic hiring you bring on-board individuals that create the ideal whole, a combination of hard and soft skills; the combination of individuals that have the cutting edge technical skills coupled with those employees whose soft skills bring professionalism and harmony to the office.  After all, you don’t want to have an office full of individuals that bring mad technical skills, but when you sit them down  for constructive criticism they look behind them and think, “she can’t be talking to me,” because after all they are a hot shot in their field technically.  On the other hand you don’t want an office filled with individuals that can give and take direction well, know how to handle a crisis in the office, but when faced with a cutting-edge task, look at you and say, “Hmmm, what are you talking about?” 

The secret to a cohesive and effective team is to hire individuals who complement each other. 

In life, people rub off on each other.  When the guy sitting next to you knows how to do something and is proud of his work, in true human spirit we are curious and want to learn what he’s doing.  So when the Hot-Shot College Grad with her cutting edge programming skills is sitting next to Mr. Seasoned Professional, it may very well make sense that they will rub off on each other; the college graduate gaining professionalism in how she conducts herself in the office and deals with others, and the seasoned professional gaining some new technical skills.  Through this exchange of skills, all mutually benefit.

It is always important to keep this diversity in mind in terms of skills and experience when hiring.  Think of the office dynamic – what skills, both hard and soft will bring the best synergy to the group?  How will this new person impact the office?  With the right balance, you can expect an enthusiastic work force that works within their strengths and yet brings each other to the next level. Employee retention is the natural byproduct, because all parties involved are growing and learning, and that is what makes work satisfying.

Working From Home - The Great Debate

So…I feel compelled to add my two cents to the great Working From Home Debate.  Marissa Mayer, the new CEO at Yahoo, recently made the decision that it was best to put an end to employees being able to telecommute, in the interest of increasing teamwork and fostering better long-term innovation within the company.    And given the challenges Yahoo faces to climb to the top of the competitive heap, sometimes desperate times call for desperate action.  However, leading by example is always the best practice when these types of controversial (and sometimes unpopular) decisions are made.  Maureen Dowd’s recent column on the subject – see http://www.nytimes.com/2013/02/27/opinion/dowd-get-off-your-cloud.html?_r=0 – really rang true with me and I’m hoping Ms. Mayer took the time to read it.  Basically, it warned that privileged female executives risk losing touch with the difficult work/life juggle that most ordinary (read less wealthy) female workers experience. 

For example, if Ms. Mayer has the professional clout to establish a nursery next to her office, what message does this send to other working women at Yahoo who don’t have such a luxury?  Frankly, I think this set up could be every bit as distracting as working from home.  I hope Mayer’s ban is just a temporary policy, as I believe that having a flexible work schedule that allows working from home occasionally is helpful for working parents – both male and female – if utilized responsibly.    From a talent acquisition perspective, Yahoo definitely needs to lure the best and brightest – and this policy is a major buzz kill. 

Welcome, Joel Radziewicz!!!

A few words of introduction from Joel Radziewicz, our recent addition to the Talent Tap team!!

I’m very excited to be the newest member of Talent Tap organization!!  My role will allow me to serve the Central Pennsylvania community in new and exciting ways.  Helping people transition into a new long term career is a true passion of mine; I believe that there is more to a resume than just skill sets and experiences.  Looking beyond the piece of paper is and getting to really know the person is the way I can truly match up great candidates with great companies and enrich lives.   I’ve lived in the Lancaster community for over eleven years.  During that time I’ve seen large companies grow smarter and smaller companies thrive and expand by the support of the unique community and culture in Lancaster.  In the future I’m looking forward to playing a lead role in supporting the growth of Talent Tap and our community as a whole!

Talent Tap's New Home!!!

We're thrilled to announce that Talent Tap is moving operations to new offices at The Groundworks, an upscale satellite location for The Candy Factory!!!  Our new address, as of 12/1/12, is 30 North Queen Street, in  the heart of beautiful downtown Lancaster!  Check out the official press release at http://goo.gl/nmVc3.

Some of Groundworks' perks:

10 premium members will be housed in this state-of-the-art office space - literally right next door to the oldest farmers market in the country.  Lunch anyone?

Convenient parking for candidates, clients and visitors at two nearby lots owned by Hager Parking. 

Wonderful meeting rooms and shared working space with an inclusive kitchen

An Open House Party is in the works - date to be announced ASAP!!! 

Exciting news!

Great things happening at Talent Tap!!  Stay tuned for an upcoming post with the details!

The Golden Rule

I just got off the phone with a job seeker who was referred to Talent Tap.  After explaining that my industry niches were not a match for his experience, I referred him to two other staffing companies who I thought would be better positioned to assist him.  The candidate mentioned that one of those companies didn’t engage him in any conversation when he called them a year ago and just pointed him to their website.  Needless to say, he was really turned off.   I love these calls because it gives me the opportunity to mindfully practice a key value at Talent Tap – treating people like you would want to be treated.   After eighteen years in the staffing business, I have noticed that it can be easy to let this practice slip when you’re juggling incoming calls, candidate interviews, follow up to clients and the other million tasks that pop up every day.

 

I was fortunate to be hired right out of college by a progressive, local staffing firm, The Byrnes Group. They were a great group to work with for most of my time there – the training I received was invaluable and I learned a lot about running a successful business because it was an open-book management company.  Our President, Randy Byrnes, believed in educating all staff to think and run their desks like owners.  The one piece of advice he offered really stuck with me throughout my career:  Remember that not only do we serve our clients (they write the checks that keep the lights on), we also need to serve our candidates well, too.  Most job seekers are in a stressful time in their lives – professional change and transition is never easy – so always practice the Golden Rule:  treat them like you would want to be treated if the tables were turned.  And you know what – very few of us get through our professional lives without becoming a job applicant at one time or another.  

Candidates remember how they were treated when knocking on doors and they tend to tell their friends and family.  Paying it forward is always the right choice as staffing professionals and as human beings, as we walk our respective life paths. 

"Sit Here and Fill Out This Application..."

Most job seekers’ experiences working with employment agencies are akin to going to a new doctor.  They walk in to a pleasant but bland office, are greeted by a distracted receptionist with a forced smile who searches for your name on a daily calendar and then you’re given a folder of ten to twenty forms to fill out before a 20 minute interview with a recruiter.  

Most professionals in the staffing industry don’t realize that although our business is customer -driven (read businesses pay for our services), our success serving those customers relies on establishing meaningful and mutually beneficial relationships with candidates who are in the job market.  And a candidate’s positive or negative impression about a staffing firm starts from the moment they enter the front door of our office.  

Talent Tap is located at The Candy Factory in downtown Lancaster, PA.  No real candy is sold here – we’re a co-working community that has re-purposed the old Keppel’s Candy manufacturing and office space in the arts district of the city.   We’re a community of businesses, freelancers and other independent professionals who believe that by working together, we can create an engaged community of entrepreneurs who benefit from our collective knowledge and skills -and have a lot of fun in the process!  For Talent Tap, being located at The Candy Factory means that we can offer our candidates a unique, personal experience that they can’t find anywhere else.  When an applicant steps into our funky space, they are greeted by music courtesy of Pandora.  They can opt to sit in our informal, open conference area for their interview or a private conference room on our first floor (before they arrive in our reception area) if confidentiality is a concern.  We don’t have ten to twenty forms for anyone to fill out.  Sure, we have processes and policies – but that doesn't drive the initial applicant experience.  Our interviews are thorough and focused on really getting to know a candidate – our meetings last at least an hour, on average.   Once the applicant is done meeting us, they can step outside and walk to any number of great restaurants, art galleries or boutique shops, if the spirit moves them.   We strive to make a connection with each applicant and really understand their professional goals, interests and talents.   Even if they don’t score their next position through us, we can be a valuable connection for them within the business community.  If we aren’t the right resource for them, we will refer them to another staffing firm who can help them out.   

In the end, businesses and people thrive when they do the right thing for everyone who crosses their path.

The Art of the Surprise – A Key for Success

President Obama dropped into Afghanistan yesterday for an impromptu visit with our troops, which got me thinking about how some of the most successful people I know employ surprise in very smart, strategic ways to achieve success in various aspects of their lives.   For the purpose of this blog post, let’s tackle two scenarios:  how employers can use surprise to increase employee morale and engagement, and how job seekers can “wow” a prospective employer by doing the unexpected.  

It’s really easy for leaders within organizations to get so bogged down with their daily challenges, hassles and concerns that they miss what I call “moments of magic” within their rank and file.  By this I mean that managers and executives many times don’t slow down to really observe that really great sales call Mark just made or appreciate the fact that Linda in accounting figured out a new report that will make it easier for the company to profitably manage clients.   They get stuck in the “glass is half empty” syndrome.  They forget to celebrate the small, daily successes that can serve to be the catalyst for bigger achievements – like a snowball rolling down a hill.    A gift card tucked under a coffee cup, a thoughtful note thanking someone for their hard work or just dropping in unexpectedly to chat with Joe, the new kid in IT, can make a big difference in someone’s day.   And – bonus! – you’ll feel good, too.

For job seekers, using the art of the surprise effectively can be the difference between getting that really awesome job or being passed over.  Instead of sending the typical “thank you” email or note after an interview, how about sending a couple of pizzas with a “Thanks and lunch is on me” note?   Or it can mean just being really, really prepared for an interview – reading up on the company, checking out their website, planning out the questions you want to ask and how you’ll ask for the job.  You would be surprised how many people just “wing it”, trust me.  

The bottom-line is, if you want to make an impact – in your company or in your career, you’ll need to break some bad habits, get out of your comfort zone and be creative to get the results you want. 

Letting Your Work Speak

If you’re operating in the creative field, then any job that you’ve looked at will include a request for a portfolio.  The reason is simple, it’s all well and good to talk the talk, but you’ve got to walk the walk.  Too often hiring managers will end up interviewing candidates who sound incredible, but can’t deliver the goods.  Your portfolio is the first key to an interview and beyond.

The problem here is that most professional creatives are married to a lot of their work.  Culling down the list to the best of the best is key.  Example?  Unless you’re going for a gig in the music industry, the hiring manager doesn’t want to see mock-ups of your friend’s band’s CD cover.

Before we hit the “do’s” let’s talk a bit more about the “don’ts”:

-          As mentioned, no CD covers

-          No flyers for the very same band

-          No schoolwork*

-          Nothing that isn’t yours.  I didn’t think I had to say it, but there have been times…

-          Nothing that could be NSFW (look it up, learn it, love it)

-          Not on a CD in the form of a bunch of files that need to be clicked through

*Unless you’re fresh out of school and that’s all you’ve got.

Think of the “do’s” as a checklist on your way to a new job:

-          It’s online and is easily navigated

-          It has only examples of your best work

-          It makes sense for the industry that you’re targeting

-          You can clearly state which part of the project you were a part of

Of course, I’d be lying if I told you that it’s just all about the pretty pictures.  There also has to be a knowledgeable mind at work.  The best way to show that?  Let your portfolio site have an “About Me” and “Blog” section (much like the one you’re reading right now).  Recruiters and employers alike are going to be giving this stuff a really good once over and if you can prove to us that you’ve got it where it counts, you’re going to be way ahead of the pack when it comes to getting a gig.  Use the “About Me” to talk about your past experiences and interests while you leverage the blog to drive the point home that you can think critically and are up to speed on the latest and greatest.

Oh, and speaking of interviews and such, don’t show up unprepared.  Bring a laptop or tablet to show your work on as well as hardcopies.  It’s a horrible mistake to put all your eggs in technology’s basket.

For those that aren’t in the position to need a portfolio, think of how you’ll present your amazing deeds.  It’s best to approach it like a case study.  You need to be able to tell the story, from beginning to end, about how you made a project happen.

Have any portfolio tips?  Experienced any portfolio disasters?  Now is the time to share them with us!  Leave a comment to help our other job hunters everywhere!

You Are Your Brand: Don’t Mess It Up

There are a lot of articles out there that will tell you what not to have up on social media.  For some, it’s for security reasons, for others it’s about landing a job.  I want to explain why you should have social media on the mind and what it takes to build your own brand.

That’s right, you’re a brand.  Think of any iconic company out there and your mind will flash to elements of their brand.  Be it a logo, tagline or slogan, the brand is what’s memorable.   If you’re out in the market looking for a new position, new clients or a new profession, you need to think about how to brand yourself.  Are you the stalwart professional who does it by the book and gets the job done?  Are you the wacky creative who flies by the seat of his pants but still manages to turn out brilliant work while defying authority?

These things matter.  When branding yourself professionally during a job search, you have to be true to who you are or you could potentially end up in a bad situation for you and the employer (see last month’s posts for examples).

So, how do your begin to develop a brand for yourself that will help you get the job?  Here come the bullet points:

-           

• Make sure your email isn’t something like Corona_luvr@hotmail.com.  There are so many things wrong with that I don’t even know where to start.
• Your profile shouldn’t be a picture of you at a bar, setting something on fire or any combination of those two things.  Candid is fine, tacky isn’t.
• Be prepared to offer fresh content via a blog that isn’t just what you ate for lunch.  Let employers know that you have the brains to do the job.
•   Be consistent.  We all have mood swings when it’s a good day or a bad day, but your online brand should be solid as a rock.
• Deal with your past.  This could mean going through years worth of social media content and deleting posts where you ranted about your boss or shared how messed up your weekend was.  It’s got to go.

That’s just to get the creation of your brand started.  What happens once you get all that sorted and ready to roll?  You’ve got to keep building it and manage your reputation carefully.  Look at it like this:  Paris Hilton is still getting work, which means someone out there is doing what they can do to polish that girl’s rep.  Time to do the same for yourself.

• Google yourself and your business name (if you’re a freelancer).  You have to know what is out there and being said about you.

•  Ask past coworkers/clients for recommendations and reviews. LinkedIn has this built in, but you can put them elsewhere as well.

• Learn to become politically agnostic.  We live in a weird time when it comes to politics, but who knows what your potential bosses and coworkers think, so for now?  Keep a lid on it.

This type of stuff takes time and dedication.  Many people start strong and then let the effort fade away, but if you’re serious about your job search or in an field where staying on top of things like social media matters, then this is where the race is won or lost.

Next up will be the grandfather to many of these social media sites: your portfolio of work.  Before social media there were rarely places where you could leave yourself as open as a portfolio.

See you next week!