September 29, 2017

3 Methods for Mastering American Innovation

According to an article from The Wall Street Journal, it takes six months to a year for a new hire to get up to speed in their new job, and hiring the wrong person can “wreck a tight budget.” Since employees are your company’s biggest asset—and biggest expense—it benefits you to take the time you need to find the perfect candidate. However… With the quicksilver pace of modern business, you may fall behind if you wait too long to develop your new app, create the hottest and most useful technological integration or otherwise capture the lion’s share of today’s tech-driven consumers. If you’re taking the time to hire right, how can you stay ahead of your competition? How Top Leaders Achieve Agile Innovation – At Their Pace Savvy business leaders stay on the cutting edge by finding creative solutions to their toughest problems. If you need a new app or IoT (Internet of Things) integration, you can follow the experts’ path: • Decide what you want your innovation to do • Outsource the work to specialist temps • Get the work done in record time Typically, there are three ways you can accomplish this. By following these methods in order, you’ll have mastered the secret to lightning-fast business innovation. 1. Hire a Consultant There’s nothing new about calling in consultants to solve thorny problems, but business leaders often overlook the many skilled technology consultants who are available to work on a short-term basis to meet specific goals. Whether you need […]
August 14, 2017
Interview

How HR Can Future-Proof the Hiring Process

Due to the pace of technological change, many people across a variety of industries continue to wonder about what skills will be needed in the future, which tech tools we’ll be using or how the addition of machines in the workplace will change the employment landscape down the road. With such unpredictability, is there a way to “future proof” the hiring process to inject more solid answers? Yes. Obviously we’ll always continue to monitor such developments for the rate of change, but here’s what we do know in the interim: Good IT talent will represent critical hires, because only they can train and manage the workplace machines of the future. Let’s talk about the best ways to find and hire technology professionals who can help with your transition to automation, now and in the years to come. Why It’s Important to Hire the Right Technology Professionals Technology isn’t simply an operational business tool these days. It’s a strategic tool. Companies that meet their customers’ expectations for a personalized, responsive experience will be best suited to pull ahead in the new economy — but to do that, you’ll need the right IT tools and staff. With well-chosen tech hires, your staff and board will be able to better meet strategic goals by overcoming current tech obstacles with creative solutions and your customers will benefit from a better experience with your company, powered by technology. Unfortunately, techies are especially hard to hire. Often focused on skills, these computer wizards can either be […]
July 8, 2017
As you engage in onshoring, are you aware of what pitfalls may lie ahead?

The 3 Biggest Onshoring Pitfalls and How to Avoid Them

A few years ago, it seemed offshoring would be the answer to all business problems. It would save money and would provide unlimited opportunity for labor. In many cases, offshoring successfully accomplished these aims… but then there were the other cases. If you’re ready to onshore some of your operations, read this article first. There is a correct way to pull ahead of your competition during this process, but you’ll need to avoid the three most common onshoring difficulties in order to succeed. 1. Running Out of Talent Offshoring provided unlimited labor expansion in a global setting. Onshoring definitely limits your expansion. In fact, if done wrong, your onshoring project can quickly lead to a costly labor shortage for your company. Avoid the issue by carefully choosing your onshore location. If you’re planning to “farmshore,” which is when you relocate some of your in-country operations to less populated areas with a lower cost of living, you’ll want to pay attention to key growth and labor generators. These include: These include: • Nearby colleges and universities that offer degrees in the skill sets your company seeks • A base of certified professionals with required skills • A desirable location where young college grads can build a home Increase your onshoring success by making sure nearby colleges and universities have large student populations. In today’s job-hopping society, the one thing you can definitely count on is turnover, so you’ll need new people to fill those vacant spots regularly. In addition, ensure that […]
May 1, 2017

Emotional Intelligence: How To Evaluate This “X Factor” In Candidates

Emotional intelligence is the ability for individuals to recognize their own and other people’s emotions, to distinguish and understand feelings, to use emotion to guide thinking and to manage those emotions to adapt to an environment or situation. A term coined by psychologists, emotional intelligence (EI) has gained traction in the field of recruitment, and the reason is simple. EI encompasses social skill, motivation and empathy, as well as self-awareness and self-regulation. People who possess these qualities work well with others tend to be natural leaders. Beyond just skills, experience and “book smarts,” many savvy recruiters are factoring EI into their hiring processes. While this can take some extra thought up front, the payout is in an employee who not only grows with the company, but also helps take it to the next level. It can be tempting to take shortcuts, but standard personality tests are not an accurate gauge of EI. Instead, take these things into consideration.   Start with the job description First, when establishing a job posting, don’t just focus on the qualifications and responsibilities of the role. Consider the primary behaviors that would make someone successful in that position. Discuss with the client, consider the qualities they will need in an employee and what type of employee will fit the company’s culture.   Interview with EI in mind This may sound obvious, but most of the time, it doesn’t happen. Often, recruiters and hiring managers accept vague answers without asking strong follow-up questions. Instead, ask questions […]
April 20, 2017

Recruiting for a Multi-Generational Workforce

The multigenerational workforce refers to the fact that in many corporations there may be three distinct generational groups. These include millennials, born roughly from the early 1980s to mid-1990s; Generation X, born between the mid-1960s to late 1970s or early 1980s; and baby boomers, those born following World War II, generally 1946-1964. In theory, an organization could have employees ranging in age from 18 to their 70s. With so many different ideals and life experiences, this can create challenges for everyone in the workplace. However, while each group brings different expectations, behaviors, and work and communications styles, they also each bring unique strengths to the workplace. Whether recruiting a full team or adding team members to an existing one, employers can benefit from including members from each generational group. Consider these tips when building a multigenerational team. Encourage team building. Without structure, it can be difficult to get workers to engage with other generations, who they may feel they have little in common. Introduce and integrate team-building exercises that are enjoyable and foster collaboration. When planning these, be sure to set clear objectives to avoid them turning into a social gathering – which often ends up with groups sticking to their own. Recognize what motivates them best. Each generation values different benefits. For example, baby boomers are motivated by perks and promotions, while Gen Xers value corporate training and investments in their careers by their employers. Likewise, millennials are most inspired by receiving credit and feeling as though their work […]