Archives for March 2018

March 22, 2018 - No Comments!

What is our weapon to successful candidate engagement?

It’s our creative and strategic approach to search marketing....something we have learned over 20 years of search and recruiting at the management level in competitive environments.  Supply of experienced professionals and leaders is limited and demand is growing.  How do we get a great talent to engage in a conversation?

 IT ALL STARTS WITH THE STORY

No matter how adept a recruiter is at finding and connecting with great candidates, they need a compelling story to tell that piques the candidate’s interest.  Since the best candidates are already employed (most not even looking for a new position), we have found that it takes much more than a company name, job title and list of qualifications to engage them.

This is why we spend more time on the front end of a search with a new client – taking a deep dive to better understand the culture of the company and the nuances of each opportunity.  We conduct interviews with key members of our client’s team to get at the  management style, respected values and critical characteristics of the role.  This allows us to create an authentic and compelling story about the company, the leadership and the opportunity. It helps us accomplish the following:

  • Engage the most desirable candidates
  • Allow the recruiter to better assess for best fit
  • Help set candidate expectations more accurately
  • Create an urgency and encourage a call to action

Use a quote from a marketing document or strategic plan. For example;

“We’re entering a stage of rapid and meaningful growth, and that’s where you come in.  We need your talent and expertise, and we need it now!”

BUILD IT AND THEY WILL COME

When a candidate is approached by a recruiter, often times they want to learn more about the opportunity before committing to a conversation.  They’re busy, and while they might take 2 minutes to click through to a website in order to learn more, they may not want to spend 5-10 minutes talking to a human being right off the bat.  And lets face it, the most sought after candidates get a lot of recruiting calls.

Our first goal, then, is to pique their interest so they will engage.  We accomplish this by creating a “teaser” message that encourages them to view a branded microsite we create using the story content, allowing them to learn more.  Now they can peruse the opportunity at their leisure as their schedule allows.  Once there, they can also contact the recruiter directly through the website, while their interest is piqued.

Microsite, podcasts, interviews with current employees all add to a richer story about why talent might come work for you.  Let us know if we can help you build that story - you have the data and passion - we have the ability to transform that quickly into a unique message.

Published by: Sherry Benjamins in Uncategorized

March 13, 2018 - No Comments!

Sherry Benjamins on “Work ReImagined” for The Next Chapter Podcast

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Today Sherry and I will engage in a discussion on the dynamics of an entirely new concept of what the workplace and the world of work is going to look like in the very near future. In fact, many companies have already adopted or are in the process of adopting these changes.

The old idea of 9 to 5, show up at the office, do your delegated job and go home is quickly becoming outdated. There is a New Show in the world of Work and that’s what we will be discussing today.

It was an honor to be featured on an episode of The Next Chapter with my friend Charlie Hedges where we discussed the future of work. You can listen to the full episode by clicking on the PLAY button below or read more about the episode here!

Published by: Sherry Benjamins in Uncategorized

March 12, 2018 - No Comments!

A talk with Brandon Moreno, President of EverHive: A New Blended Workforce is Here

A tidal wave of change is coming that will make the way we work almost unrecognizable. There will be new ways to organize, recruit and manage.  Imagine having a seamless blend of high quality workers who work, on demand, to fill the talent needs of your company as it grows and changes. In this new future, which has already arrived for many, you have mastered this worker challenge and have a strategy to manage it proactively so that trusted relationships are built with the best individual and team players. Getting really good at this is no longer an option, it’s a necessity.

Those leading business today must figure out how to deliver value with new solutions.  Research states that already 40% percent of our workers are “non-employee” and are flexible on-demand skilled resources. Work will be delivered via platforms, projects, gigs, freelancers and technology has empowered us to be creative and solution driven.

Brandon Moreno, former HR & Talent Acquisition executive, now president of EverHive, is clearly ahead of the curve and helping organizations build strategy, processes and technologies to manage this growing blended worker cohort like no other services firm. His bottom line results are impressive. I was intrigued to learn more about Brandon’s perspective on the future.


Sherry Benjamins: Brandon, What led you to this business? 

Brandon Moreno: I have been involved in HR since 1993 and learned a lot from the leading companies that I was able to work with. Working with these business leaders and executives, we saw early on that if we did not add value to the business, we would be relegated to a merely transactional function.

The playbook for Talent Acquisition had to change. I am passionate about educating clients and elevating the conversation and actions to be taken around flexible, on demand highly skilled talent. The growing space of contingent workers captivated my attention and I decided to build a capability and solutions model to help companies manage these non-employee resources with a line of sight to improving the bottom line.

Sherry: How can managing the contingent workers impact productivity?

Brandon:  First, the growth in this segment is taking companies by surprise.  There are many organizations that seem to be running this ad hoc or with little priority on the program. We are seeing more CFO’s and CTO’s involved in the discussion along with Procurement, HR and heads of Talent Acquisition. We start with a client by understanding their current state, analyze spending and then partner with them to map out their future state of their entire end-to-end contingent worker program.  The goal is to architect and design a program that is customized but also efficient, effective and flexible.  There are many factors that impact productivity and creating base line metrics to manage this program sets the stage for meeting worker demand.  My goal is to help the client establish strategy, elevate and optimize their contingent worker function, achieve significant cost reductions, enhance compliance and streamline process.

Sherry: Why should the CEO pay attention to this change? 

Brandon: If a company’s non-employee workforce spending is growing (and many are in the $10 – 400 Million range), this has significant impact on the bottom line.  Surprisingly, there are many companies that do not have a handle on this aggregated cost.  Talent is the number one issue that keeps most leaders up at night and it’s their limiting factor for growth.  I understand how hard it is to predict what will be needed as the business changes, however, without a forward looking plan or integrated forecast, the CEO is reacting to changing demands and ad hoc solutions.  The ultimate goal is for organizations to have access to on-demand and flexible workers to complement their overall talent acquisition strategy.  Not only will this have cost benefits to the bottom line, but it frees up current employees to be more strategic and elevate overall business operations.

Sherry:  When launching this business, what have you learned that you didn’t expect you would?

Brandon:  I am most surprised in seeing the difficulty and fear that HR departments have in moving this conversation into a managed solution for action.  I understand this is a challenging problem for business leaders. Their positive intention is to get the work done with resources available.  I can see they have significantly less patience now compared to one year ago.  The fight for resources and the right talent is more intense now and addressing this requires a new mindset.  I am surprised that many say this is urgent, yet they are slow to act.

I have also learned that building trust, educating our clients and introducing tools that will help them start this work makes sense for many.  Others feel the criticality of an enterprise-wide solution.  Sometimes we take small steps to get them onboard.  Even smaller firms who see this tidal wave coming are better to build the platform now and think about contingent workers and unique skills required rather than wait until it is an imperative.

Sherry: What advice would you give business leaders today as they prepare for 2025?

Brandon:  Step outside of the comfort zone. Look at the talent challenges holistically and as though you are already in 2019 or 2020.  I know contingent workers have been around a long time but the growth in demand is taking many by surprise.  Ask your executives including HR to look ahead and be focused on running the business in pursuit of better outcomes and a strategic talent plan that eliminates ad hoc problem solving.  Five years from now, contingent workers will expect to be integrated into the workforce – an extension of your culture with a unique set of rewards that includes interesting and fulfilling work.

Concluding Comments

Leading the work in the future will profoundly change the world of HR.  Work will be deconstructed and dispersed with rewards being more short term and individualized. The organization will have an internal and external, permeable structure.  Kate Kjeell, SBC’s Managing Director facilitates a group of TA leaders in OC from premier companies.  She noted that managing a contingent workforce has been the top issue TA leaders have struggled with for the past three years. Awareness of the size, cost, liabilities and opportunities of this workforce is a significant catalyst for change.

To learn more about this worker and workplace change check out Brandon’s site and feel free to speak with him. (800) 945-6340, brandon@everhive.com.

http://everhive.com/

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Published by: Sherry Benjamins in Newsletter, Recruiting, Talent Economy, Uncategorized

March 12, 2018 - No Comments!

A Strategic Connection: SBC & EveryBusiness HR Essentials (EBHR)

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When two companies share a truly unique approach to their customers and are committed to the people side of business, why wouldn’t they team up? This year, S. Benjamins & Company (SBC) and EveryBusiness HR Essentials (EBHR) have agreed to a strategic partnership.  We believe that growing our shared resources will benefit our clients and teams.  Through this effort we are demonstrating the importance of openness and agility needed in business today.  SBC and EBHR are practicing what we preach.

We help organizations attract and hire great talent.  In addition to “finding the one”, we expand the conversation to include talent strategy and solutions beyond a single hire.  Sonya helps her clients embrace customized HR solutions at various key stages of their business growth.  Neither of us are a “one size fits all” firm and it is an exciting time to combine forces.

As we advise our clients about what workers want today and how they will thrive, we see less importance on hierarchy and more emphasis on reciprocity and creative collaboration.

How did we pair up? 

I met Sonya ten years ago.  We were hosting a learning event for HR leaders in transition and Sonya had just returned to California from a successful mid-west entrepreneurial venture.  She was looking for that next opportunity and what author Jenny Blake calls, “the pivot” to something new.  The successful pivot starts with a foundation of core values and understanding your strengths.  Sonya was entirely grounded on that front and was in the process of creating a vision for another chapter of her career in HR.  As  years passed, we developed a great relationship and exchanged ideas about our focus on the human side of business.  When she was ready to leave the corporate world and start her own company, we met to talk about the entrepreneurial life, which of course included the risks and rewards.

What I observed was Sonya’s quiet transparency, business savvy smarts and genuine positive spirit.  She was and remains open, curious and authentic about what matters.  She places purpose front and center.  EBHR cares about community, giving, learning and bringing the best ideas to her clients.  Our team values that too.  Most importantly we both approach our clients with a kind of care and commitment that I find energizing.  Together our firms support On Demand HR, Business Essentials (Work Design, Talent Strategy and Search) and Learning Forums/HRoundtables.

Our Plan

Kate Kjeell, our Managing Director and I are excited about this change and partnership with Sonya’s firm.  We’ll continue to focus on talent strategy and management search. That means finding our clients great leaders (in HR, Sales, Marketing, General Management, Operations) or helping them build their own capability to do that for themselves. For the past twenty years, we have utilized a project on-demand business model to deliver candidates and fill key management openings.  We augment our client’s existing Talent Acquisition function in a variety of ways.  Story telling in search is a key differentiator of ours.  We use creative approaches to help our clients tell their story to ensure we “find the one.”  Video, podcasts, marketing micro-sites are an example of the ways we increase our response rate with passive candidates.  The goal is to develop a high quality pool of talent for our client’s immediate and future needs.  It is all about meaningful and ongoing conversations.  We hope to hear from you to learn what you are up to and how we can stay connected and continue to learn from each other.

You can learn more about us at sbcompany.net & everybizhr.com!

Published by: Sherry Benjamins in Blog, Communication, Management, Newsletter, Recruiting, Talent Economy