You’ve just hired a receptionist with great computer skills, but poor people skills. Do you go through the costly and time consuming process of firing that person, or put up with the unsatisfactory performance in one area?
DENVER — MAY 1, 2013 — ColoradoBiz Magazine ranks Experience Factor, a full-service recruitment firm, as one of Colorado’s Top 100 Woman‐Owned Businesses in 2013. Experience Factor connects professionals with Colorado companies in a range of key industries including healthcare, telecommunications, commercial real estate, food and beverage and financial services. ColoradoBiz is a leading monthly publication dedicated to in‐depth coverage of the Colorado business community.
Corporate culture once again came into consideration following Yahoo’s decision to end its work from home policy. CEO Marissa Mayer says it was a necessary step to rebuild employee creativity, accountability and engagement at a struggling tech company. Others saw the move as an assault on workplace flexibility that could have a particularly negative impact on women in the workforce.
The bottom line is that in every workplace, there is a set of established values, attitudes, behaviors and expectations intended to positively impact the organization’s performance and results. When you are in the recruiting and staffing business it’s imperative to identify that unique culture every time you fill a position.
Stephanie Klein, president and CEO of the Experience Factor, is a regular columnist for the Denver Business Journal. Her most recent column, reposted here, focuses on the mindset you need to get a promotion.
An experienced, midlevel professional with several years at her company wants to find a new job. That’s because she’s frustrated and exasperated because once again, she had been passed over for an internal promotion.
When her department needed a new director, she was certain that her skills and job performance were strong enough to ensure she would be selected. But senior executives hired from the outside instead. Sound familiar? Here’s advice for those who have felt the same disappointment.
Making sure a new hire gets a smooth start on the job involves a carefully conceived plan, what Human Resource professionals and recruiters call “on-boarding.” Put simply, it’s all the administrative, intentional, and logistical steps to ensure the new person has the basic knowledge and tools they need to get started on the job. It’s also the personal touch that makes them feel welcome, valued and it follows, more committed to the new organization.
The Metro Denver Economic Development Corporation (EDC) forecast for positive job growth this year doesn’t surprise our hiring team here at Experience Factor. In fact, for the past several months, we’ve been noticing one sure sign that companies are planning to fill more positions: some of the hottest jobs right now are in Human Resources (HR)!
Experience Factor just had four of its busiest months ever and if you are an HR professional, our clients want to see YOUR resume. Currently, we are assisting companies in telecom, healthcare, food service, manufacturing, oil and gas, and construction to expand their HR departments. In some cases, these companies are growing quickly enough that they are hiring in-house recruiters. In fact, many candidates are getting multiple offers. View our HR job openings.
According to the EDC report, job creation in Metro Denver increased 2.5% in 2012 over 2011, far outpacing the national job growth rate of 1.4%. Positive economic indicators mentioned in the report include strong home sales, the improving commercial real estate market, retail sales growth and the busiest year ever at Denver International Airport. Job growth is expected to continue this year. The following hires were reported last year in the Denver area:
• Professional and business services added 8,300 jobs
• Education and health services added 7,200 jobs
• Wholesale and retail added 6,800 jobs
It’s not all good news. Declines were reported in information jobs (-1,200 jobs) and government jobs (-800 jobs).
The unemployment rate dropped slightly in the seven-county region in 2012 and was 7.7% in Denver. Boulder County had the lowest unemployment rate, at 6% followed by Douglas County at 6.2%. Read the Metro Denver EDC report.
Since we fill a range of positions in every industry sector, we have a special vantage point at Experience Factor. During the recession, HR staff were sending out pink slips and discovering their own jobs were precarious. Now the trend is reversing, and it goes without saying, that’s good news for ALL job candidates. View all job openings.
At a time when the unemployment rate is above eight percent and people are desperately seeking work, employers are surprisingly having difficulty filling critical positions. According to a recent article in Chief Executive, the reason employers struggle to find employees is because an overwhelming number of skilled Baby Boomers are retiring, leaving the workforce inundated by under-skilled entry-level applicants.
So how do employers address this challenge? Many CEOs are prioritizing their talent-management strategy. Such strategies entail identifying leadership potential in applicants, performance assessments and development activities. CEOs are also actively participating in the interview process, rather than completely relying on or delegating to HR. Here are some of the strategies employed by major CEOs for recruiting and developing talent:
Miles White, Abbot Laboratories CEO, participates in the interviewing process for the top 400 jobs in his company. He says this gives him greater insight into the talent pipeline and allows him to plan for movement of resources well in advance.
Mark Hass, president and CEO of the world’s largest public relations firm Edelman, regularly holds 90-minute video conferences with employees called “Hangouts with Mark.” The video conferences allow Hass to engage with his employees on a variety of topics and gain visibility into them at a different level.
Jim Moffatt, CEO of Deloitte Consulting, emphasizes the importance of talent and people. He responds to his employees efficiently and authentically, mentors them and helps them develop their talent. This lets his employees know they are important to him and inspires them to do the best they can.
Mark Hatton, CORE Security CEO, hires people with management experience but offers them opportunities to learn new skills. Providing employees at the management level with resources and training creates an environment focused on learning and innovation. Hatton says dynamic learning environments always attract the best talent out there.
Most of us would probably like to have a higher salary. Most of us are also probably hesitant to negotiate a higher salary. According to Bloomberg Businessweek reporter Claire Suddath, we don’t need to be. Saddath recently sat down with salary negotiations expert Victoria Pynchon, founder of the She Negotiations consultancy, to learn about the art of haggling. The following tips could help you feel more confident about sitting down at the negotiating table:
Research salaries people make in positions similar to your own. You should be able to find salaries for government or high-profile positions online. For positions not in the public eye, you can call people. While you shouldn’t directly ask what they make, you can ask for their advice on the market. Pynchon says you’ll likely find out their salary anyway: “People like nothing better than to tell you what they’re making.”
For women, know what men in your field make. Particularly in male-dominated fields, men tend to make more than women on average. Pynchon says knowing what men make will let you know what you’re really worth and prevent you from accepting a low salary offer. When you sit down with your bosses, share your research with them.
Make the discussion about what you can provide, rather than what you want. Explain why you are worth more than the average person and what you can bring to the company. Doing so provides your bosses with concrete reasons why you deserve a higher salary.
Request a salary before they offer one. The first number on the table will influence how negotiations unravel.
Don’t give in. If your employers yell at you or refuse to meet your basic demands, wait a few days for them to change their minds. If they don’t, you might consider fighting for your salary at a company that understands your worth.
Read Claire Suddath’s article here: The Art of Haggling.
In a recent Wall Street Journal article, workplace reporter Rachel Emma Silverman discusses the distractions bombarding the modern workday, which often prevent us from efficiently accomplishing our tasks. Such distractions could be questions from co-workers, personal discussions, seemingly ceaseless meetings and internal emails. Plus, the popularity of social networking has led to workers interrupting themselves. Academic studies have found that workers experience interruptions approximately every three minutes; once interrupted, it can take up to 23 minutes to get back on task.
With so many interruptions, many workers scramble to get their real work done early in the morning or late in the evening. What can be done to minimize interruptions and make the workday more efficient? Some companies have employed the following methods to cut down on workplace distractions:
Stephanie Klein, president and CEO of the Experience Factor, is a regular columnist for the Denver Business Journal. Her most recent column, reposted here, focuses on how an employee’s level of satisfaction or dissatisfaction with their work impacts how engaged–or disengaged– they are in their current position.
When your job is to interview people, you are inevitably exposed to many different types of individuals, career paths and employment choices. At some point in their career journey, many people recognize that it may be time for a change, such as a new job. This reflects directly on their level of engagement at their current workplace. Although everyone is unique and situations vary, an employee’s level of satisfaction or dissatisfaction with their work impacts how engaged–or disengaged– they are in their current position.
The Wall Street Journal’s Sue Shellenbarger recently published an article discussing how rarely appreciation is shown in the workplace. In fact, the workplace ranks last among places people express gratitude. According to a survey conducted this year by the John Templeton Foundation, only 10 percent of adults say thank you to a colleague on a daily basis, and just seven percent say thank you to a boss. Similarly, bosses are hesitant to express gratitude to their employees.
Why is gratitude so rare in the workplace? According to the article, some bosses fear employees will take advantage of them; gratitude might inflate egos and prompt employees to ask for raises. Others worry they will appear insincere or embarrass their employees. Dr. Bob Nelson, author, speaker and president of Nelson Motivation, says many supervisors choose to criticize rather than express thanks because doing so gives them a sense of control and makes them feel like they are in charge. This hesitancy of managers to say “thank you” has a domino effect in the office; because bosses significantly influence employee attitudes, employees are also less likely to show appreciation and more likely to be negative.
Interestingly, research indicates that people work harder and are more loyal when they feel appreciated. This means making regular demonstrations of appreciation the norm could very well be good for your company. However, you can’t just go around thanking everyone for everything all of a sudden, because employees and colleagues will likely view such gestures as insincere.
Make an effort to express gratitude at work, but be sincere. Acknowledge when your colleagues or employees have genuinely done good work, and show appreciation for extra time put in and personal sacrifices made on behalf of the company. You might consider setting up recognition programs, or having employees fill out a questionnaire about how they like to get feedback – not everyone appreciates a big show of appreciation; some prefer simple, kind gestures.
A group of leading economists, including CU Boulder economist Dr. Richard L. Wobbekind, anticipates another positive year for Colorado’s economy and job growth in 2013. In a recent interview on NPR, Wobbekind discussed Colorado’s incredible economic growth throughout 2013, as well as the Colorado Business Economic Outlook for 2013, an industry-specific forecast of the state’s economy.
Although the national economy has been moving as slow as a tortoise, Colorado’s economy has been booming by comparison, defying economists’ expectations. Forecasts for 2012 predicted 23,000 jobs would be added. After a strong growth spurt in the middle of the year, Wobbekind and other economists updated the estimate to 35,000 jobs. Actual job growth exceeded even that number, with approximately 45,000 jobs created by the year’s end.
The job search process is time consuming and stressful for most job seekers. You spend hours customizing your cover letter and resume to a job description. Then you send it off… and wait. There is nothing more frustrating than applying for a position that you feel you’re well qualified for and never hearing back on why you weren’t being considered.
To better understand what prospective employers are looking for when reviewing resumes and the red flags that make them push certain applications off the table, Fortune columnist and author Annie Fisher shares the five top reasons from 1,500 recruiters and hiring managers why they don’t call an applicant.
You have an open position and are ready to hire someone. That’s great news, particularly in our current Colorado jobs economy. As we see at Experience Factor daily, there is a wealth of talent waiting outside your door ready to work. But before you rush into filling the position, consider the following tips from Margaret Heffernan, a CEO and author who has hired hundreds of people on finding the best person for the job.
1. Write up a job description that matters. The best job descriptions don’t just outline duties, responsibilities and necessary skills. They also articulate how you want the work to be done and the moral climate in which the company operates.
At work, we often plan our day per the clock on the wall. A staff meeting at 9, a conference call at 11, lunch at noon and so on. But have you ever thought about scheduling your day’s tasks based on your body clock?
A Wall Street Journal article reports that a number of researchers suggest that paying attention to the body clock, and its effects on energy and alertness, can help identify the times of day when most of us perform our best at certain tasks. While line staff may not have the luxury of setting their schedule, organizational leaders often do, allowing them to build a schedule that facilitates maximum output.
As challenging as it may be to align work schedules with the body clock, though, it could be worth a try because of potential health benefits. According to Steve Kay, a professor of molecular and computational biology at the University of Southern California, disruption of natural rhythms has been linked to health problems like diabetes, depression and obesity.
Colorado business leaders are adding jobs, according to the Experience Factor Market Pulse survey results released today. Colorado business executives were polled on their business growth and whether they have been hiring throughout 2012, among other issues. This was a follow-up survey to one conducted early this year to gauge expectations for 2012.
Stephanie Klein, president and CEO of the Experience Factor, is a regular columnist for the Denver Business Journal. Her most recent column highlights how, according to a new study, base pay has become a priority for job seekers and for retaining employees — a surprise to recruiters and HR professionals.
Read the full story HERE.
The Metro Denver Economic Development Corporation (Metro Denver EDC) released its eighth edition of Toward a More Competitive Colorado (TMCC), an annual benchmark report of Colorado’s strengths, challenges and opportunities for future job growth and economic expansion.
First published in 2005, TMCC is the foremost effort to compare Colorado’s competitive position against the other 49 states. The study is developed by the Metro Denver EDC’s Chief Economist, Patty Silverstein of Development Research Partners, and is presented in cooperation with Wells Fargo.
According to Silverstein, several years of TMCC data shows that Metro Denver and Colorado may be moving past what is termed a “boom and bust” economy, which are cycles characterized by extremely rapid economic expansion, in many cases based in one industry, followed by rapid and extended contractions.
This year’s report shows that Colorado is among the top-10 states for employment growth in 2011 at 1.7 percent, up from 40th last year, and posted the fourth-fastest growing population base.
Report findings also solidify Colorado’s dominant position among its competitors when it comes to innovation. Through challenging economic times, the state has maintained top-five rankings for venture capital as a percent of state GDP, initial public offerings, Small Business Innovation Research Grants, and entrepreneurial activity.
Employees who complain at work make everyone uncomfortable. Unfortunately, they can also affect workplace productivity. But there are a number of tactics employers and employees can take to deal with chronic complainers and, sometimes, help them resolve the reason for their griping.
At Experience Factor, we’ve heard the gamut on how firms – or individuals – deal with such folks in the workplace. While it’s often best to just walk away from a workmate who complains, this can be challenging, particularly in today’s team-based work environments. Staying neutral is one tactic, but this can sometimes backfire because the complainer or other employees might view you as being self-righteous and not supportive. Jon Gordon, a consultant and founder of a Florida-based training firm, recommends bonding with fellow co-workers while setting an example by not griping yourself.
It can take Colorado jobseekers weeks, months, or even longer to find a job on their own. Common obstacles include not knowing where to apply for a job, how to write an effective cover letter or resume, or what to say during an interview. As a result, many people are coping with unemployment as they try to navigate an often intimidating job market. There is help, though, and it’s called a staffing agency.
A staffing agency is an organization that matches employees to employers. It is staffed by experienced recruiters—also known as headhunters—who regularly communicate with hiring managers to assess their needs and provide them with qualified candidates capable of helping their business reach its goals. Recruiters also help jobseekers like recent college graduates, laid off workers and career changers with professional development to further their career plans.
The Boston Consulting Group (BCG) recently released findings on the power of individual human resources functions and recruiting came out on top as the most impactful HR function for businesses.
As we know here in Colorado, in this highly competitive job market and in these challenging economic times, HR departments are lucky to have a large pool of the best and brightest to pick from. But with this comes a responsibility to recruit the right talent who are the best return on investment.
In our high-tech world, it’s not unheard of for companies to allow employees to work remotely. With always advancing technology, gone are the days of standing around the water cooler at an office. Today, people can easily connect—and work—via video and social networking.
A recent Wall Street Journal article profiled several companies with remote workforces—staff work from home offices and typically conduct meetings via Skype or Internet chat. Depending on the business, some employees interact with one another when traveling to client sites.
Despite high levels of unemployment, many Colorado employers have difficulty finding qualified candidates to fill job openings. Employers point to the talent pool’s lack of technical job skills, experience, business knowledge or formal qualifications. However, the same employers often avoid using staffing agencies to help sift through the candidate pool, citing cost as a barrier. These employers should weigh the cost of having the wrong person in a position due to a poor hire, the cost of lost opportunity by having a position unfilled and the cost of endlessly searching for a candidate when it is not their expertise.
Going it alone, a business must publish a job listing; collect, organize and review application materials, such as cover letters and resumes; prescreen applicants through informal or phone interviews; schedule and attend formal assessment meetings; contact and check references; verify past employment; authorize a compensation package; and extend a job offer that may or may not be accepted. Depending on the requirements of the position, the hiring process can take a few weeks to a few months.
To save the time and money needed for a direct-hire, a business can outsource its hiring activities to a staffing agency. Staffing agencies specialize in attracting, screening and selecting the right person for the job. First, a staffing agency meets with a business to determine its needs. This involves understanding its organizational structure, cultural norms and business environment in an in-depth and comprehensive way. Once these goals are defined, a staffing agency scans the job market for appropriate candidates.
In seven days last month, more than 100 professional cyclists rolled 683 miles as part of the USA Pro Cycling Challenge, a Colorado event that has been wildly successful in its first two years. For many long-time cycling fans, it rekindled days of the Red Zinger and Coors Classic races back in the 1970s and 1980s.
As this race concluded, George Hincapie, one of America’s most successful riders, announced his retirement. For those who are not diehard cycling fans, many would say “George who?” But to those who follow cycling, they recognize Hincapie as the ultimate teammate.
Hincapie raced for about 25 years, beginning as a teen. When he finished the Tour de France this year, it was the 17th time he’d competed, something no other cyclist has done. Yet for the most part, he went about his work quietly.
For the Denver Business Journal –By Stephanie Klein
When you’ve decided to look for a new job, and have worked diligently to secure an offer, having that offer in hand can lead you to believe your search is over. In reality, you’re not done yet. After receiving an offer, it is not uncommon to receive a counter offer from your current employer. Among HR and recruitment experts, conventional wisdom is that accepting a counter offer is career suicide, period. While most recruiters typically support this notion, many report experiencing an above-average incidence of it happening in the last several quarters. Why is there an increase? Is it still a bad idea to accept a counter offer? Let’s look at the factors contributing to this trend and how both candidates and employers can address it.
Considering the digital-saturated world we live in, it’s hard to believe employers relied on print classified ads to attract candidates as few as 10 years ago. But over the past decade, a majority of these businesses have become media savvy to the point where they are turning to Twitter to find their next hire. It’s called informal recruitment via social media, and nowadays it’s incredibly common amongst hiring managers who are just as concerned about cultural fit as they are with concrete qualifications. Given the overexposed nature of these websites, it’s easy to understand why.
Due to the sluggish job economy, some job seekers are resorting to nontraditional methods to stand out; for instance, some are creating interactive resumes, renting billboards, even auctioning their services on e-bay. Meanwhile, others are trying to fit in by ditching provocative wardrobes or removing visible tattoos. But if you lack the singing skills needed to post a music video on YouTube—or have a low pain tolerance—the good news is a little altruism can go a long way in helping you land the job of your dreams.
It used to be that all a fresh-faced college graduate or career changer needed to land a new job was a clean suit and a neatly typed resume containing all the right qualifications. Nowadays, the talent pool is overflowing with qualified applicants, which allows businesses to be more particular about finding who they need. For example, in 2010 at least 35.9 percent of people in Colorado had a bachelor’s degree or higher level of education, compared to 27.9 of people in the entire country. With so many credentials floating around, companies can afford to focus on cultural fit before handing out those coveted jobs.
It’s no surprise that being a boss is hard work. There are forms to fill out, supplies to order, and most importantly, employees to manage. But while some people naturally excel at leadership, for others it’s a constant work-in-progress. To speed the process along, Inc.com contributor Geoffrey James studied the behaviors of successful leaders and noticed a few recurring traits. These traits are spelled out in James’ post titled “8 core beliefs of extraordinary bosses,” but we feel they can be condensed even further into three essential steps.
When you are looking to attract better qualified job candidates, there are many benchmarks employers expect applicants to meet that aren’t always communicated. Some familiar expectations include what should be in a resume and how it should be delivered. What many employers don’t realize, though, is through their job posting, they can appear confused about who they are, and exactly what they desire in a potential employee. To see what we mean, look no further than the average job posting.
It doesn’t matter if you’re a recent college graduate or a seasoned executive, finding a well-paying job these days can be tough. The United States Department of Labor reports Colorado’s unemployment rate at 8.1 percent as of May, slightly better than the national average of 8.2 percent. So it comes as no surprise that hiring managers nowadays must sift through dozens, if not hundreds, of applications per job posting. Typically, these gatekeepers pinpoint the most promising applicants and ignore the rest in the name of efficiency. However, failing to respond to all potential candidates is not only rude, but risky. Here are three reasons why.
When looking to fill a job opening, recruiters are tasked with the challenge of finding unique candidates who possess the perfect combination of technical and sociological skills to succeed on their own. But an even greater challenge is the one faced by managers who are responsible for organizing these autonomous individuals into a collaborative team. Vineet Nayer, vice chairman and CEO of HCL Technologies, addresses three things that work, and one that doesn’t in a recent Harvard Business Review blog, “The Key Ingredients of a Successful Team.”
Contrary to popular belief, it is not the promise of financial reward that motivates employees to shuffle in the conference room each morning, but the thrill of a challenge. Not just any challenge though, but a big, almost unfeasible one like Google’s mission to “organize the world’s information and make it universally accessible and useful.” It is goals like these, not “reduce the budget by 10 percent,” that make searching for solutions exciting. It is also what helps unite socially and psychologically different people around a common purpose, which is crucial considering how diverse the modern workplace has become.
This column by Stephanie Klein was published by the Denver Business Journal
Hiring manager: Why has it been so difficult to find an X? (Fill in any specialized, degreed position here.)
HR/Recruiter: I’ve found a lot of resumes, but haven’t been able to find anyone who has either all the skills or is a good cultural fit for our organization.
Hiring Manager: But if we don’t find X, we won’t be able to accomplish our goals.
HR/Recruiter: Can we look at a different job description or change our hiring criteria?
Hiring Manager: No, I don’t have time to think about that right now. Just repost the ad on a different job board and maybe we’ll get a better response next time.
Hiring in this unpredictable economic climate presents extra challenges and more reasons for expert talent acquisition and management. Though not all 3rd party recruiters are the same; here are some concrete reasons why forming a valued relationship with one of your local recruiting firms can be an excellent investment for your company.
With unemployment still stagnate, you are seeing more than a pool of qualified candidates—you’re getting swamped with resumes, and many of them might not be right for the job. Sifting through the pile is a drain on resources, and when you finally do get to your short list, the hard work truly begins. A recruiting firm is better positioned to quickly deliver a solid candidate carefully vetted to be the right fit for the position and impact the time to fill your job. This saves you time and helps avoid the cost of a bad hire. Here’s how we work.
The job interview is commonly compared to a first date, where both the hiring manager and the candidate are sizing each other up. So asking the right questions is imperative. These days a lot of dates start out with an online connection; you’ve gotten to know a little bit about the person ahead of time. But that first face-to-face meeting is when to determine whether the person you met in writing meets expectations, or not.
Jeff Haden, a popular business writer with a renegade style, says these four job interview questions will give you revealing glimpse of the candidate:
Have you ever heard of Planet Money? If you listen to NPR, you probably know what we are talking about. Planet Money is a multimedia team covering the global economy. The team produces a twice-weekly podcast and creates radio stories for Morning Edition, All Things Considered and This American Life. It also writes a blog.
What we love about Planet Money is how they break complex topics into interesting stories that affect our lives.
A member of this team, Lam Thuy Vo, recently dissected a topic dear to our hearts: What Americans do for work. And, they looked at how this has changed in the last few decades. Vo’s analysis is interesting, showing us how little some things change, and how radically others do change.
In days gone by, if you worked for a medium to large-sized company, the personnel department was the place that processed your job application and federal Form W-4 when you were hired and maybe handled your pension. There wasn’t much interaction beyond that.
Times have been changing since those days of paper files and mimeographs, and once again, we can thank technology for driving a major shift in business strategy that started with the evolution of the Human Resources department and accelerated with another new concept known as “talent management.”
After computers began to automate many traditional personnel functions, managers in that arena were freed up to offer broader employee assistance. The Human Resources Department coordinated sophisticated benefit enrollments, staff trainings and evaluations. Starting in the 1990s, there was a new focus on staff development and view that people, not just capital or property, are business assets.
Getting hired for a job is all about standing out from the crowd. The first place to do that is on your resume and for many positions, you are trying to impress a computer—the way to do that is with the right resume keywords.
While human reviewers will look for action verbs and descriptive phrases, computers scan for keywords and phrases (typically nouns) that most closely match the job description. Resumes with the most number of matches rank the highest. Since there may be hundreds of people applying for one position, using resume keywords is the first step to getting in the door.
Job interview tips can help you land your perfect job. The next time you’re headed to a job interview, remember the advice your mother gave you about dating: just be yourself. That’s the conclusion based from two studies recently reported in the Wall Street Journal. But is it really the best approach?
The studies cited in the article found that frankness and honesty don’t hurt a candidate’s chances at a job and are likely to increase future job satisfaction because the individual is more likely to be hired for a suitable position.
Say goodbye to the rows of cubicles and offices that have defined business spaces—and Dilbert comics—for decades. The latest trend toward open offices is sitting better with some workers than others, but it has a growing appeal for several reasons.
For the Denver Business Journal — By Stephanie Klein
Of all the benefits to having a solid, proven hiring process at your business, the greatest is this: hiring the wrong person, which is often the result of a misguided hiring process, can cost your business thousands of dollars and have ramifications that echo far beyond that single bad hire.
It’s a scenario many business owners can relate to: you have a short amount of time to hire someone for a critical role in your company, so you post a basic a job description on a few job boards, review a bunch of resumes and hold a handful of interviews, deciding quickly on who you feel could fit the position well.
As a Human Resources professional or hiring manager, are you taking the right steps to recruiting and hiring the best employees? As a job hunter, you must always be looking for ways to stand out from the pack. Popular business writer, Jeff Haden, lists eight qualities of “remarkable employees” – a group of people that go above and beyond, who are even better than great.
Haden highlights traits that don’t normally appear on a performance appraisal or a resume. Yet he builds a good case for why these intangible qualities are keys to success in the workplace. Haden, who spent years working as a manager in the manufacturing industry, has plenty of experience to draw upon.
Facebook and other social media platforms are becoming common topics of discussion during the job interview process. More employers are first vetting a potential employee by “Googling” them, checking out their Facebook profile, Twitter feed, Google+ account, and more. This has led some job seekers to either hide or delete their accounts all together.
Everyone knows Google, Microsoft and Starbucks are wildly profitable and popular companies to work for, but read about some companies you might not have heard of on Fortune’s 100 Best Companies to Work for 2012. The survey tracks average salary, job growth, turnover rates, minority hiring policies, number of U.S. employees and perks that the companies provide.
Google claimed the top spot, with employees raving about the mission, culture and famous perks of the place. Another giant of the information age, Microsoft, ranked 76. Interestingly, while Apple’s profits have been making headlines, the company didn’t make this best of list.
John Lees is a UK-based career strategist and the author of “How to Get a Job You Love.” In a recent HBR IdeaCast podcast with the Harvard Business Review, he offered some great tips for how to conduct a smarter job search during this tough economic climate. How do you find a job you like during a recession? What is networking – really? What are some common mistakes people make? Read on.
Get off the computer
Even with mobile technology, there is still a residual trend to stay at home and do job hunting from there. “The reason, of course, is people want to stay in front of a screen,” says Lees. “Whether it’s applying on job boards or sending off your (resume) electronically, there’s this great temptation to use the Internet to solve all your career problems.”
As appeared in the Denver Business Journal — By Stephanie Klein
The good news is hiring continues to pick up, and many companies are reporting a more optimistic view of the year ahead. This confidence is partly based upon estimations that 2012’s revenue numbers could be the best they’ve been in three years. After all the turmoil we’ve been through, it’s hard to not get excited about such positive projections. As companies approve budgets, hiring managers have been given the green light to hire, and are planning the dream candidate – the elusive “A” player that embodies all the characteristics the company needs. It’s that perfect new employee who will help grow the top line, drive operational efficiency, and simultaneously create raving fans out of coworkers and managers alike. Sounds great, right? Before you move full steam ahead, though, consider the following steps along the way.
Denver—February 16, 2012—Colorado business leaders are feeling confident about the 2012 economy, according to the Experience Factor Market Pulse survey results released today. One hundred business leaders responded to the survey, which polled executives on Colorado’s economic prospects in 2012 and whether firms will be hiring, among other issues.
The survey found 81 percent of executives believe the economy will do better in 2012 than last year. Sixty-three percent of respondents said they will hire this year. Asked to estimate how many staff they would add, 43 percent of executives said they would hire up to 10 people, and 9 percent said they will hire more than 50 people this year.
Colorado business leaders are feeling confident about the 2012 economy, according to the Experience Factor Market Pulse survey results released today. One hundred business leaders responded to the survey, which polled executives on the prospects of the 2012 Colorado economy and whether firms will be hiring, among other issues.
Historically, resumes have been a critical part of the hiring process for employers and candidates. They have allowed candidates to highlight who they are and what they have done, and allowed companies to review a candidate’s qualifications and experience to narrow the interview pool.
Some companies, especially those in tech or marketing, are skipping the resume today and asking candidates to send links to their “web presence,” such as a Twitter account, LinkedIn profile, blog, or even a short video that demonstrates the person’s interest in the job. While standard fare is still to request a resume, this trend may be a prelude to future hiring.
Why might this practice grow?
Recent articles on hiring, talent management and leadership: January 2012
Stephanie Klein is a regular columnist in the Denver Business Journal; her latest column looks at how you should evaluate and ultimately choose a potential recruiting partner in your search for the best talent. >> See more…
By Stephanie Klein
If your company is like most, labor costs are either the highest or the second most expensive item you have. That said, most business leaders inherently understand that having the right people in the right jobs, regardless of those costs, is the most important factor in running a successful company. To help companies manage these critical business costs, staffing industries emerged, and have been thriving for the last 60 years. In fact, according the to the American Staffing Association, the staffing industry generated approximately $97.1 billion in sales in 2010. Many organizations use staffing companies as a strategic partner that enables them to leverage their risks, hire talent quickly, and keep certain labor costs variable when appropriate.
The holidays are a festive time, and holiday parties at your business should be too. Unfortunately, they are also an opportunity for liability and risk. Keep reading for tips on how you can lawsuit-proof your holiday festivities. >> Check it out…
Stephanie Klein, President and CEO of Experience Factor, is a regular columnist for the Denver Business Journal. Her column looks at one of the biggest challenges our struggling market faces today: a pervasive skills mismatch between available jobs and the unemployed seeking to fill them. >> Keep reading…
As appeared in the Denver Business Journal — By Stephanie Klein
One of the biggest challenges our economy, as well as many businesses, is facing right now is a pervasive and ongoing skills mismatch. Companies are seeking talented, experienced people, but unemployment numbers are still high and holding flat, demonstrating that their quest for skilled workers is bearing little fruit.
Unfortunately for many employers and unemployed individuals, this trend shows no signs of slowing down and instead appears to be increasing. Reports suggest that by 2020, high-pay, high-skill jobs will account for nearly 75 percent of new jobs being created, with only a small percentage of individuals available to fill them. That leaves about 25 percent of low pay, low skills jobs to be divided among the majority of workers.
It’s easy to put “creatives” in a category all their own, where they’re revered for their innovative thinking. Creativity and innovation, though, isn’t limited to a select few – pretty much everyone has the ability to come up with new, interesting ideas, if given the chance. Check out this piece from Fortune about how you can nurture the creative side within all your employees and thus benefit your business. >> Check it out…
Stephanie Klein, President and CEO of Experience Factor, is a regular columnist for the Denver Business Journal. Her most recent column suggests we must accept new realities, let go of outdated ideas and revisit traditional employment, hiring and management practices with fresh eyes. >>Read the column…
It goes without saying that things in the Colorado business marketplace are changing at warp speed. The recently roller coaster of economic outcomes and reporting underscores the volatility many are experiencing. Adapting to these forces means changing traditional ways of thinking, especially in employment, hiring and management. It means accepting some new realities, letting go of outdated ideas, and revisiting traditional practices with fresh eyes. Here are several Denver employment outlook predictions that will shape the next several years of hiring and management.
You’re constantly bombarded with complex questions and issues that require quick, decisive action. If you’re like many others, you probably don’t have a lot of time to consider your options. So how do you make decisions that reflect openness, integrity and authenticity? According to this Fast Company article, by relying on 10 core principles laid out by the author, which include examining your emotions and taking responsibility for your actions. >>Read the article…
When a business is weathering a crisis, the emphasis is usually placed on just keeping its collective head above water. Often the last thing on anyone’s mind is finding new talent. Could that be a harmful strategy, though? This Fortune article looks at what lessons can be learned from the crisis at the IMF and how hiring in the midst of a crisis can be a step toward recovery. >>Read the article…
While the need for strong financial acumen is a given when it comes to running a successful business, another more crucial measurement is that of a business’s employees. Do you have a system for measuring the value of your company’s talent? The fact is, a business’s financial success hinges on the sum total talent of its employees. Some of the best known and most successful companies judge its overall performance based not only on financials but on human capital as well.
Hiring someone new is hard enough – posting the job, screening applicants, interviews, benefits and pay negotiations. What’s even harder is dealing with the aftermath if you make the wrong decision. Check out this Harvard Business Review article to safeguard yourself against the worst and most common hiring mistakes. >>Learn more…
Carve a few minutes out of your day to watch this entertaining and surprising video about the truth behind what motivates us. That is, if you haven’t already – it’s got more than 5 million views and has stirred up quite a bit of discussion. Take a look and get in on the scoop behind what motivates individuals at home and in the workplace. >>Watch the video…
In recruiting, the best candidates tend to be those who are self-motivated, have an ability to motivate others, are achievement-oriented and have an insatiable need to solve problems. Yet many hiring managers rely on first impressions, faulty interviewing techniques and their intuition to make decisions, in effect missing out on that top talent. Finding new recruits who add value to your company is the most crucial role you have as managers and leaders. The ability to thrive in this economy correlates directly to the hiring decisions you make.
Recruiting is most successful when it is comprehensive, proactive, valued and a refined process. Below is a quick but comprehensive list of recruiting tips to make your next hire the best you’ll make:
The difference between effectively managing your employees and micromanaging them can be difficult to discern. Walking that fine line is no easy task. The authors of this Harvard Business Review blog post outline a technique they call Prep-Do-Review, which they say is a great benchmark for maintaining effective oversight without micromanaging, which hurts not only your employees, but you as a manager as well. >>Learn more…
Don’t be put off by the alarmist title (“Reinvent your business before it’s too late”) in thisHarvard Business Review blog. Then again, the advice it offers is valuable. Authors Paul Nunes and Tim Breene write skillfully about the art of reinventing your business as it matures. They note that one of the three key characteristics of businesses that successfully reinvent themselves is that those businesses “nurture a ready supply of talent.” Sounds about right.>>Learn more…
A paradox is defined as “a statement that is seemingly contradictory or opposed to common sense and yet is perhaps true.” I cannot think of a more fitting word to describe our current economy and employment outlook.
We all have a love-hate with change. We really, really want to, but then we don’t because we are emotionally attached to the way we do things. If you are a leader and you want to influence employee or customer behavior, Chip and Dan Heath offer sound advice. The Heaths are authors of the 2007 bestseller Made to Stick and the new Switch: How to Change Things When Change Is Hard. Writer Bob Gossage of Inc. recently interviewed the duo to uncover their ideas. >>Read more…
This Harvard Business Review article, published in the December 2010 edition, looks at why introverts may actually make better bosses, in certain situations. It’s common knowledge, the article states, that extroverts make good leaders, but in some cases, introverts can inspire confidence and encourage motivation among their employees. >>READ
In good times and in bad, finding top talent to accelerate growth or improve operations is a challenge. Business results have been improving for most companies, and many CEOs are cautiously optimistic about 2012. However, it’s been a rough ride for many companies during the last two years. When it comes to hiring practices, many corporate leaders are proceeding with care.
Good news from the Denver Business Journal: Denver is the 9th best city for those seeking employment. The statistic is based on a study by career search engine Juju.com, which found there were less than three job applicants for every job opening in the Denver area during November. Washington was named the top city for job seekers, while Las Vegas, Los Angeles and Miami were some of the worst. >>READ
Succeeding at Succession
Selecting your organization’s next leader is part science, part art. Some look within; others seek an outsider. Some say succession decisions are guided by too little data and too much reliance on rules of thumb, anecdotes, and even fads. This Harvard Business Review article breaks down general findings of a comprehensive study by executive search firm Spencer Stuart. We think you will find surprises. READ
Business owners and managers spend long hours building a company’s reputation. The people they hire, the quality of work those people do, and their skill at satisfying customers all play a role in creating the reputation of a business.
How a manager can be a positive influence
Dole out compliments. Think about teams rather than individuals. Encourage personal fitness. BusinessWeek columnist John R. Ryan offers ideas for injecting a positive atmosphere into your office and explains how it will pay off for your company. READ
Denver—The Boomer Group, a specialty employment services firm known for connecting smart, fast and experienced workers with Colorado companies, announced today it is changing its name to Experience Factor.
As you can see, we’re excited to say The Boomer Group is morphing into the Experience Factor. Why the change? While our strong team will continue to serve our employer clients and job seekers with the same high level of service, we think this name better reflects the experienced and high level of talent we bring to the market. It’s really not about age—it’s about outcomes. More to come. Our official name change takes place Sept. 20. Stay tuned….
The economics (or ‘tweakonomics’) of a hireless recovery
In an interesting take on why jobless rates remain persistently high, Michael Schrage, a research fellow at MIT, suggests in this Harvard Business Review article that we may be in a “hireless” recovery. With many firms uncertain about the future costs, they have refrained from adding staff. Instead, many are guiding money into technology and training to help staff do more with less. If you’re looking for a job, more than ever, you have to prove your ROI.READ…
Economic-recovery indicators are cautiously encouraging. As business picks up and revenue starts to improve, you’ll be tempted to replace the staff you were forced to let go during lean times.
But first and foremost, you have to take care of your current staff members — the ones who stuck with you and worked longer hours for less pay and fewer perks during recent years.
If times have been tough at your company, even your most loyal employee may have a wandering eye.
Most recruiters in Colorado will tell you that their phones are ringing off the hooks with candidates who are eager to find new opportunities.
A recent study showed that only a third of all workers feel fully engaged at their jobs. Here are tips on how to focus on energy, innovation and creativity in ways that make your employees feel more fulfilled – and encourage them to reach their full potential at your company. READ
Marshall Goldsmith, recognized as one of the world’s leading executive educators and coaches, says in today’s world many leadership positions may be too big for one person. His suggestion: Shared Leadership, where you maximize all the human resources in an organization by empowering individuals and giving them an opportunity to take leadership positions in their areas of expertise. READ
Is there a disconnect between the type of appreciation employees want and what their managers think they want? Possibly, according to a recent study. READ
If you’ve been waiting to grow your staff and add some talent to your company, the time is now.
Great workers are everywhere, if you’re willing to sift through an avalanche of résumés to find them.
Thanks to a brutal recession, droves of talented professionals who have created a lot of success for previous employers haven’t held a job in six months or longer.
You probably have more than a few friends who fall into this category: solid performers having much more difficulty finding a job thanthey would if the unemployment rate, and shortage of companies generating new hires, weren’t so high.
Spring provides an opportunity to renew goals and refocus ideas and intentions. Leaders who create extraordinary new possibilities are passionate about their mission and tenacious in pursuit of it. Rosabeth Moss Kanter offers 12 questions to determine whether your passion matches your aspirations in this insightful Harvard Business Review blog post. READ
The Boomer Group works with many types of companies in Denver: large, small, public, private and NPOs. Many of these companies are starting to hire, but how they do it and the way they find candidates has shifted. Almost every company has had to reset the way they operate and reconfigure their business model.
This has resulted in talent upgrades, and the hiring of contract staff to help keep labor costs variable and more flexible. I expect this continue for much of this year, as our new normal is established. The way more companies are hiring has changed. Job boards are still being used by larger organizations or those with little understanding of the new normal of recruiting utilizing social media and networks. However, most organizations are shifting towards using social media and industry groups to keep costs lower and the outcome more focused, faster and efficient. More…
Few companies are in a position to offer great raises and big perks in this economy. That doesn’t mean you’re doomed to low morale and high turnover in the office. Workers aren’t motivated by money alone. Many appreciate job perks -— even the little ones.
Friday morning bagels, gift cards to the corner coffee shop, flexibility to take on new projects and other small gestures can make a job with a modest salary seem more satisfying and valuable.
For those of you who know me, you know I have a lot on my mind and strong opinions about recruitment and staffing. The Boomer Group staff and I come in contact with so many employers in Colorado that are on the cutting edge of innovation, and we meet great boomer candidates almost every day who continuously seek and find meaningful work and ways to add value.
DENVER — MAY 18, 2009 —ColoradoBiz Magazine ranks The Boomer Group, a specialty employment services firm that connects smart, fast and experienced baby boomers with Colorado companies, as one of Colorado’s Top 100 Woman‐Owned Businesses in 2009. ColoradoBiz is a leading monthly publication dedicated in‐depth coverage of the Colorado business community.
Workforce Management asks the question ‘Since most companies often are not comfortable with the notion of flexible employment among their own core staffers, why would they accept it from their staffing providers?’
Denver Business Journal - by Paula Moore
Baby boomers find The Boomer Group and its new division, What’s Next Career Transition Services, valuable resources.
The Boomer Group’s Stephanie Klein chronicles how companies can use creative staffing solutions to survive and thrive in today’s economy.
New York Times Generation B columnist Michael Winerip talks with workers from The Boomer Group about their special attributes.
Denver Business Journal - by Bruce Goldberg
Bruce Goldberg chats with Stephanie Klein about boomers and jobs in today’s environment.
Stephanie Klein: We’re back!
Crazy times mean drastic measures—like re-launching The Boomer Group newsletter, getting covered in the New York Times, Denver Post and Denver Business Journal—all this month.
DENVER — As if Stephanie Klein isn’t busy enough heading up The Boomer Group, a local staffing agency that connects companies with talented baby boomer workers, she adds president of the board of directors of the Colorado Human Resource Association to her credentials. CHRA is an organization of business leaders and professionals with expertise and knowledge in human resources, serving as the voice of human resources in the broader Denver‐ metro area.
DENVER—The turbulent job market is providing a boost for The Boomer Group, a local staffing agency that connects companies with talented baby boomer workers. In particular, The Boomer Group has found its niche, experienced baby boomers, in a sought after worker demographic for firms seeking contract or long‐term staffing today.
For The Boomer Group, 2009 may have had its ups and downs, but now the company is back on track.
Entrepreneur Magazine - by Amanda C. Kooser, James Park, Lindsay Holloway, Laura Tiffany and Nichole L. Torres
Boomer staffing agencies are named an area to watch by Entrepreneur Magazine and The Boomer Group’s Stephanie Klein is named a leader in the area.
Human-resources expert Stephanie Klein starts job-placement service for older workers who thrive in tough jobs.
The Denver Post - by Doug McPherson
Stephanie Klein, president of Denver recruitment and placement agency The Boomer Group, tells why being a boomer looking for a job is “nifty.”
Ere.net - by Elaine Rigoli
New methods for attracting baby boomers to the workforce, like The Boomer Group, are chronicled in this article.
9News - Denver
The Boomer Group is featured in this story about how the baby boomer work force is helping Colorado’s younger employees.