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Posts Tagged ‘employment brand’
Tuesday, December 20th, 2011
 It’s that time of year! Organizations are involved and engaging executive search & talent strategy firms in conversations on how to make ‘Next Year’ the best year ever as it relates to attracting and hiring the right people! How do we take our key learning’s and challenges of this year and substantially enhance our recruiting and talent acquisition efforts? While this is a great time of the year to plan…let’s TRULY strive to make next year long-lasting by hiring the right people in the right seats who will be encouraged and engaged to utilize their strengths each and every day.
This is the year where your employment brand and recruiting efforts will mean more than ever as the talent war continues to intensify. [Check out Part 1 and Part 2 of The Talent War Has Begun!] Finding the “A” talent will never be more difficult and more rewarding – together let’s make sure we are victorious!
Many of our clients are experiencing the impact of thinking outside the box once again…it is not a matter of having a great post on CareerBuilder or Monster and the hundreds of resumes that come with it. It is about finding the right talent who will be the top performers your organization deserves.
I have been sharing all year that we are in an employee’s market vs. an employer’s market. “A” talent is simply more difficult today to attract, recruit and retain than ever before. This year will be a year where this is amplified as talent becomes more scarce and companies do more to engage their talent. What would you expect if you were being recruited to a new opportunity?
- You would expect to be attracted to an organization and culture where your values and their values align.
- You would seek an opportunity where your goals, personally and professionally, align with the organizations goals.
- You would most likely seek an organization who truly values and lives out community engagement. Why? Because this is what employees value…and this has been proven to improve employee moral & employee engagement.
It’s up to you so let’s think through some questions to ask ourselves to ensure we are recruiting and attracting the best talent for our companies! If your hiring managers and people leaders have the answers to the questions below you are FAR AHEAD of the Competition. If you don’t have answers let’s start working on them!
- What is your strategy to find great people that your competitors can’t and don’t find?
- What does the marketplace think of when they think of your employment brand?
- Are the people you find the best people you can find, or the first people you could find, or the easiest people for you to find?
- Did last years strategies attract many eagles or too many turkeys?
What are your responses to this initial list of questions….share it with us and let’s create conversation to assist each other in our efforts!
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations.
Learn more about Mike and his organization by visiting visit www.centennialinc.com.
Connect with Mike on Twitter / LinkedIn / Facebook
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Tags: annual planning, annual talent plan, attracting talent, branding, corporate branding, employee retention, employment brand, hiring talent, recruiting, recruiting best practices, recruiting strategy, setting a talent plan, strengths based leadership, talent acquisition, talent engagement, talent planning, talent strategy, world class recruiting strategy
Posted in Employee Engagement, Employment Brand, Hiring & Recruiting, Recruiting & Executive Search, Succession Planning | 2 Comments »
Tuesday, July 19th, 2011
Depending on the size of your organization you may spend thousands or even millions of dollars managing the brand of your products and services.
Managing a brand is the effort of managing your unique product or service offerings, why customers should buy from you and why your consumers should trust your product to meet or exceed their expectations.
Employment branding is the perception and reality of what it is like to work and do business with your organization.
Who defines your employment brand?
Your current employees, passive and active candidates, suppliers, vendors, clients, prospects, past employees and your key stakeholders.
Your employment brand is the most critical brand you should be investing in – it is critical to winning the war on talent. We encourage you to continue investing in your employment branding if you are currently. If you are not, it is time to step up your game. What if you do not? Your competitors will be happy to attract the ‘top talent’ to their organization…
An effective employment brand will make an impact on your entire talent management process. It will assist you in attracting and recruiting key leaders to your organization. It will enable you to develop and engage your talent. It will make a significant impact on your retention efforts of the best and brightest.
“The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.” Brett Minchington
Just as you invest money to attract, recruit, engage and retain your key clients, customers and consumers you should be investing in your current and future employees.
Take the lead! Create short-and-long-term dividends by investing upfront in your employment value proposition, marketplace perceptions, and employee realities.
Is it an investment?
Absolutely – it will take time and extensive effort but it will be worth the investment! Engage your executive team, leadership team, people managers and everyone else in the organization and start leading your employment brand today.
During the journey ask great questions, be authentic and care about each and every last individual who has come in contact with your organization.
~Your Executive Search & Recruiting Adviser
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Aquisition Expert / Business Advisor
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Tags: attracting talent, employer brand, employment brand, employment branding, engaging talent, executive recruiting, executive search, recruiting, retaining talent, talent value proposition
Posted in Communication, Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search | 2 Comments »
Tuesday, July 12th, 2011
“When does our organization’s executive search & recruiting process start?”
It’s an active process that is developing every moment of every day, as your employment brand perpetually communicates the value you are placing on:
- The values your organization lives out – not simply what is written in the lobby
- The true ‘culture fit’ of your company
- The chemistry dynamics of individuals and teams within your organization
- The probability of success
- The scope of developing, engaging and retaining the ‘best’ talent to hit your goals and objectives
- The impact an employee will experience if they accept an opportunity with your organization
- The short and long-term challenges a hired candidate will have if they accept the position
- Growth and succession planning
- Professional and personal time
- The truth – what it is really like to work at your company
- Authenticity – never before has authentic leadership and authentic culture been more important to leaders
- Passion – every “A” player wants to join a passionate team that has a consistent and constant desire to succeed!
If you believe the recruiting process starts when you or your HR department ‘finally’ get around to posting a position externally, it is time to have a crucial conversation with your leadership team, people managers and key stakeholders to discuss how you can best position your employment brand and proactively attract the right candidates to your organization.
What question should we ask to start this meeting?
Watch this video and ask your leadership team to be critical of your recruiting and hiring processes. If you want to recruit the best talent you must have a culture that attracts the best!
To Recruit Top Talent You Must Have A Culture That Attracts Leaders
~Your Executive Search & Recruiting Advisor
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Acquisition Expert / Business Advisor
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Tags: best places to work, centennial, company culture, company values, employee engagement, employment brand, executive recruiting, executive search, Inc., Leadership, mike sipple, recruiting, retention, succession, succession planning
Posted in Corporate Culture, Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, December 9th, 2010
Generated by: Facebook Members
I was recently asked to share what defines “A” players in the marketplace when recruiting leadership and key talent. The client asked, “what characteristics and traits should we be seeking if we truly want to recruit “A” talent to join our organization – executive leadership, management team and key people leader positions”. Although I could speak about this topic all day long, and technically do, I thought this would make for a great conversation with our blog readers!
First, let me share that this mindset in and of itself is unique. Too many organizations get comfortable in what has been successful and never move the needle beyond the point of yesterday’s success. This client, however, saw an opportunity to capitalize on what success looks like for the future. It’s exciting to partner with companies that are action and results-oriented!
They wanted to complement what has made them successful in the past decades with what will make them successful in the future! They truly do want to soar beyond where they are today…and
Second, I proceeded to share with them that an “A” candidate for one client does not equal an “A” candidate for another. However, after thinking through this organization’s request, I realized there are certainly traits that are consistent of top talent today.
Below is an initial list of traits that I believe define “A” candidates and top talent in today’s ever-changing environment. This list constantly evolves based on key learning’s from our client engagements and the dynamic definition of ideal talent in today’s marketplace. That said, here is my perspective today on what defines “A” talent:
Top 10 Attributes That Identifies “A” Talent
The executive and human resource team that asked this question is leading a growing organization in the consumer package goods and distribution industries and has been wildly successful over many decades. They are reaching for a new level of success and being challenged by the ever changing customer demands and the consumer/customer centric movement. During our engagement together we have been focusing on their identified strengths while recruiting leadership and talent that will stretch their minds and business beyond where they are today as they seek the desired next level of success.
What would you add to this list? What traits do you seek in top candidates and “A” leadership? What traits do you see as the ‘driving motivators’ of selecting the right candidates? How do you benchmark these traits among candidates?
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations. As a second generation recruiting executive this business is thought to be a calling!
Connect with Mike on Twitter / LinkedIn / Facebook
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Tags: attracting talent, centennial, employment brand, executive leadership, executive search, hiring, Interviewing, Leadership, leadership characteristics, recruiting, talent acquisition, talent assessment, talent succession
Posted in Employee Engagement, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Monday, June 14th, 2010
When asked about leadership challenges in today’s ever-changing marketplace, Mike Sipple Jr’s first comment is, “CHANGE is the new NORMAL!”
During a recent discussion about leadership and talent challenges, Jr. shared his perspective…
- Employee engagement. Everyone is talking about it…very few are taking action. Leaders need to ensure their best people are highly engaged and have a sense of security, ownership, camaraderie and excitement for what their organization is about and the impact they are making. Today too many leaders have one foot in and one foot out of the proverbial revolving door. If leaders can get their employees truly engaged and ignite passion by involving them in the business and nurturing relationships both professionally and personally, it will help minimize disengagement and the revolving door syndrome.
- Dealing with the uncertainty and communication. Leaders need to have clear and concise communication to build trust and engage and motivate their employees, yet so few do this as they may not be 100% certain about the details. We encourage our clients to communicate versus leaving their leaders in the blind. By maintaining a high level of commitment to communicate, they create more security, resulting in higher levels of trust for employees. As Stephen M.R. Covey states in his book Speed of Trust: ”…trust is the one thing that changes everything. You want to make an impact on your organization and the leaders who run it….focus on building trust.”
- Leaders need to look at and consider new ways of doing things. They should ask, Who are we? Who do we sell to? What should we focus on? They may need to look at distribution channels, sales channels, client diversification and more. It’s possible that changes need to be made – perhaps changing the mix of product/service offerings, remaining with core expertise, forming alliances with other companies to outsource/partner to deliver the best quality and value to clients. Strengths should be considered and creatively leverage.
What do you see as the major challenges facing leaders today?
I invite you to share your thoughts and comments with us…
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations. As a second generation recruiting executive this business is thought to be a calling!
Learn more about Mike and his organization by visiting visit www.centennialinc.com.
Connect with Mike on Twitter / LinkedIn / Facebook
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
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Tags: employee engagement, employment brand, innovation, Leadership, recruiting, talent engagement
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Social Media, Succession Planning | 1 Comment »
Friday, May 21st, 2010
 We get asked this question all the time…Mike Sipple Jr. weighs in to share his thoughts and opinions!
“The first step is to be sure you truly know what you’re looking for. Who are the decision-makers in the process? Have you all met around a table to agree upon what the ideal candidate profile looks like?
Have you agreed upon the benchmarks for the candidate evaluation? What do you want to be different than the last leader who held the position? What similarities and differences do you want in the next candidate compared to the past individual and others on the leadership team?
What behaviors should you be looking for in candidates? What are the behaviors needed today, and what’s needed to get your company where it needs to be in the future?
Once these questions (and more!) have been answered and agreed upon, we suggest you start by looking to an outside advisor who specializes in the process of recruiting and attracting talent. Also, look to people in your network who know you and what you are about. Who do you know and trust? Who understands and appreciates your business and culture? Who can identify and refer you the leadership and talent that will fit your organization?
This is where Centennial is especially strong, because we’re constantly out meeting people and networking. We are regularly communicating with the top leaders, whether they’re currently looking for opportunities or waiting for the “right time.” We invest the time with our clients to understand goals & objectives, challenges, opportunities and “fit” and match this to the leaders who can meet and/or exceed expectations.
If your preference is to use the job board process, that’s ok too, as long as you have the proper expectations. In this scenario, you’re really only looking at the best of who applied. There’s a difference between this approach, versus proactively communicating a message, networking and searching for candidates. You may be able to find an “A” player on a job board, but how can you be sure? How could you benchmark that?
It’s critical to understand and clearly communicate not only “what” you’re looking for, but also “who” you’re looking for. The “what” is defined by the role, responsibilities, and critical success factors to meet goals and objectives. The “who,” which is equally as important, is defined by the intangibles – chemistry, culture and character. They key is knowing both “who” and “what” you want, so you’re able to hit the target on the first round and the bulls-eye on the second round!”
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Tags: candidate engagement, employment brand, recruiting, recruiting process, recruiting talent, talent acquisition, talent engagement, talent retention
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Recruiting & Executive Search | 1 Comment »
Friday, May 21st, 2010
T.J. Bugg’s thoughts on how to attract the ‘right’ talent to your organization:
“You have to create a work environment where people want to be. This doesn’t mean you work thirty hours a week and make better money than anyone. What is does mean is that you understand who you are and what kind of people will be successful there.
Each company is unique and sometimes they’re even unique down to the department-level of the company. You must understand what that culture is and why someone would value working within that culture. Different people value different things. You have to find out what they enjoy and what they can tolerate to be sure there’s a good fit.”
Check out more thoughts and advice from T.J. Bugg
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Tags: attracting talent, company culture, Corporate Culture, employment brand, hiring, recruiting, talent
Posted in Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Recruiting & Executive Search | No Comments »
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