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 […]
March 3, 2017

Top 5 Perks To Attract And Retain Millennial Talent

Over the next several years, millennials are expected to make up about half of the country’s workforce. As more baby boomers retire, millennials will begin to shape the U.S. workforce. While the generational divide can make recruiting new employees a challenge, the reality is this new generation will soon be driving your company’s bottom line. When recruiting millennials, many companies have been smart to offer perks specific to what this generation is seeking. Below are five of millennials’ most requested incentives from their employers. Professional Freedom Many millennials grew up watching both parents work around-the-clock, so naturally, they’ve grown to appreciate work-life balance. By giving millennials some freedom with their schedules – such as the option to telecommute or work a flex schedule, particularly during busy seasons – creates the type of culture where millennials tend to thrive and produce greater results for their employers.   Purpose When accepting a job offer, the majority of millennials are looking for a “sense of purpose” beyond just the work. Millennials thrive most when in an environment where they clearly see how their work impacts the company as well as their industry and society at large. Employers can accomplish this by removing bureaucracy and increasing transparency. In other words, millennials want to feel as though they are “insiders,” with access to as much information about overall goals as possible.   Training and Development It’s true that millennials tend to leave jobs faster, but one reason for doing so is lack of leadership development. […]
January 3, 2017
The right talent is out there. Here are the hiring trends for 2017 we see at ISG to get in front of now.

5 Big Hiring Trends for 2017

The New Year is officially here, and with it comes resolutions and grand plans galore. With that, hiring managers are largely looking ahead to new hires for the upcoming year. Consider these trends for hiring in 2017.   Increased Hiring According to the report by LinkedIn, “Global Recruiting Trends 2017,” the majority of recruiters expect their hiring volume to increase over 2017, with operations and engineering being two of the top roles for which hiring managers are recruiting. Of course, this does mean increased work for recruiters and hiring managers, but luckily, candidates will be actively pursuing new opportunities.   2. Tech Professionals on the Move A favorable job market has many technology pros taking advantage and considering new opportunities. While many factors may be driving professionals’ desire for change, a recent survey by IT software company, Spiceworks, cited advancing technology skills, working for an organization that prioritized technology and working with a talented IT team as some of the top reasons for considering a career move.   3. More Temporary IT Staff Just as full-time hiring will increase, so will temporary hiring for technology positions. With approximately 80 percent of workers currently being full-time to 20 percent contingent, this ratio should only be expected to shift slightly, if at all, toward temporary hires. Rather, temporary staffing will increase in tandem with full-time staffing needs.   4. Automation in Recruiting With an increased applicant pool, as well as growing staffing needs, recruiters and hiring managers will be pressed to streamline […]