Perspectives from the Kinetix team on HR, Talent Acquisition & Management, life lessons and whatever else we want.
Energizing the Workplace
"If you don't read the newspaper you are uninformed, if you do read the newspaper you are misinformed." -Mark Twain
An Eight-Round Knockout: The Right RPO Beats In-House Recruitment for Mid-Size Businesses
The battle for Recruitment Process Outsourcing (RPO) has traditionally been waged among large organizations – companies that need more than 1,000 jobs filled annually. But the right RPO also makes a perfect fit for a mid-size organization – a company with as few as 100 hires annually.
Kinetix, the RPO firm for growth companies, explains in a new and engaging executive brief, “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment,” why mid-size organizations have been neglected by most RPO firms and delivers solid counterpunches to the eight most common arguments mid-size organizations make against considering an RPO.
“The bottom line is that the old way of thinking doesn’t make sense today, not when you have RPOs that are designed and built to deliver the goods specifically on behalf of, and to serve the needs of, the mid-size organization,” Shannon Russo, chief executive officer with Kinetix, says in the first installment of “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment,”
Click here for the eight most common arguments a mid-size organization makes against working with an RPO.
Tags: changing industry, HR consulting, Recruitment Process Outsourcing
Here’s to 2010 and Beyond!
Thanks to Bill Boorman for sponsoring the HRCarnival video blog asking for quick comments on ourthoughts for the coming year. Bill is a great guy with a 
passion for the HR/recruiting world and seems to never sleep even with the time zone differences (he is in the UK). I also wanted to thank Bill because this forced me to do my first ever video blog post….from my home office mess in my weekend attire complete with baseball hat. Well – here’s to embracing all that is and moving forward even with things that terrify you….i am sharing my first with you.
Thanks for indulging me – and let me know if you think this is a decent way to deliver messages (snickering aside) and for which kinds of stories.
Shannon
Tags: career, career search, changing industry, HR, HR consulting, human resources, job search, LinkedIn, LinkedIn network, Social Media, Twitter
Unemployment’s No Fun, but You Will Get Through It
Being laid off is a blow to the ego, no doubt. The good news for today’s victims is that they’re in good company. Economic declines are always accompanied by job loss, but in this unprecedented downturn, it’s rare to find someone unscathed. Still, like losing a loved one or going through a divorce, job loss brings with it a grieving process. It’s important to recognize everyone must move through the stages of grief and that they’re not linear; that is, you’ll move between the various stages throughout the grieving process.
Here’s what you can expect if you find yourself in this situation.
Denial- It’s not uncommon to be shell-shocked when you get the news of your release. Like a spouse who won’t sign divorce papers, you may be inclined to protect yourself from the pain by resisting it. The sooner you can come to terms with the situation the sooner you’ll begin the recovery process. For job seekers we often see that they will not change their LinkedIn profile or send out updates to say they are looking.
Anger – Playing the blame game is typical, and while it’s not productive, it’s important to let yourself move through this stage rather than pretend all is well. It’s okay to feel angry and perhaps betrayed; just don’t let it control you.
Bargaining- In an effort to retain your position, you may be tempted to offer to reduce your compensation, go part-time, or become a contractor for your current employer. While these may be viable options, it’s likely your employer considered them before moving to a layoff. It doesn’t hurt to ask, but don’t be surprised if the response is no. And ultimately, would you really be happy under these new terms? If you’re honest with yourself, probably not.
Depression- Feeling blue is to be expected in this situation. The important thing is that it not become debilitating. If you find depression persists, seek professional help. A key to this aspect for job seekers is to get out often and surround yourself with positive people – not get together with those that sit around to cry the blues.
Acceptance- Eventually, you’ll make peace with the change and embrace the future. It’s in the Acceptance stage that you’re confidence will return and you’re most likely to land your next opportunity. Remember that when one door closes, often it is another, perhaps better one that opens – albeit not always apparent at first.
Remember, being laid off isn’t the end of the world. In fact, people typically report being in a better place as a direct result of their job loss down the road. You could be offered a much better job or follow your passion and start the business you’ve always dreamed of that you’d never have had the nerve to pursue had you not lost your job! Finally, understand that being released from a job isn’t about you, it’s about your employer’s financial condition. It can happen to anyone, and like hundreds of thousands before you who’ve experienced it, you too will get through it. Good luck!
Tags: career, career search, changing industry, job search, Job Seeker, unemployed
The Importance of a decent photo in social media – especially in job search
How you present yourself online is critical, as it can be very beneficial or detrimental when it comes to your career. With the wide acceptance of social media and the growing number of job seekers on the market, public profiles (Facebook,Twitter, MySpace, LinkedIn) and resumes (iResume) are being viewed many times daily. Recruiters, hiring managers, and colleagues in your professional network are seeking you out online, with or without your knowledge.
We have all heard the horror stories about someone claiming they were sick and then posting pictures on Facebook of the party from the night before. Or the guy on Twitter who slammed a company that had just offered him a job – a job offer which was then rescinded. This brings us back to the topic of pictures…You should be aware that what is on the internet is not private, and first impressions can help or hurt you in this age of social media.
One area where few people spend a lot of time to thinking about is their profile photo. Many times this is a small photo, anywhere from 48×48 pixels to something slightly larger. It is hard to find a good photo of yourself that works well in this format. Plus, many people don’t like photos of themselves… This is understandable. We often prefer to be behind the lens than in front of it, but it is important to have a good photo of yourself to create a good first social media impression.
Many times, the wrong kind of photos are being chosen. Don’t choose your mug shot (or something that resembles one) or a full body shot that provides no facial recognition or professional appearance. These photos don’t work in small formats and make your online profile look sloppy.
You do not necessarily have to use a standard “corporate” style headshot…often, something more unique is preferred…But the main thing to remember is to present yourself in a professional and interesting manner at the same time. Remember that the first thing most people are going to see in the job search process is your profile photo. Do you want your potential boss having a first impression of you holding a beer? How about being hugged by two girls in bathing suits? OK guys, this sounds great! But don’t miss the point…potential employers might not get the right idea.
Articles are coming out daily sharing that more and more employers are searching the internet (using Google or Bing to search your name, searching Facebook, LinkedIn, etc) as a part of their vetting process for new hires. When they do find you on a social media site, what will be their first impression?
On many social media sites, you may choose to display a family photo, which can be very tasteful. On more professional sites such asiResume and LinkedIn, a head and shoulders shot is much more appropriate. It can be off center or black and white (as long as it is not too dark) to add variety but still provide a professional appearance.
So, should you hire someone to take a professional photo? Not a bad idea! You can find someone locally that can shoot your photos from $50 to $150 dollars. We suggest taking several setups such as wearing a suit to something slightly more casual like a white shirt and jeans.
But, if you are looking to save money and have a friend that can help, you can have them can take photos for you. But know that self-portraits (sometimes abbreviated as “sp”) don’t always turn out as nice. People tend to create weird angles or perspective or develop a double chin. At a minimum, have someone else take it, even if it’s a spouse or girlfriend or friend – just have someone else take it. So when I say “hire” it doesn’t mean necessarily paying someone, if you can find it free, go for it.
Revisit your social media profile photos and ask yourself “is this the right photo?” If not, make the effort to get one taken. Remember, people beyond your friends and family may view it, and in this competitive market, you want to standout in a positive way.
Happy picture taking and happy job searching!
-Allison
This entry was co-authored by Frank Lazaro, an experienced marketing executive, BS from Kean University, MBA from Coles School of Business, and founding board member of Atlanta photography and arts-based not-for-profit, Atlanta Photography Exhibit.
Tags: bio, career, career search, changing industry, employment verification, FaceBook, job hunt, job search, Job Seeker, LinkedIn network, online resume, professional, Social Media
Create a Self-Affirming Job Search Process
A guest post written by my pal Rebecca Holderread. Thanks Rebecca for sharing your story.
It has been over six months since I eliminated my own position due to cash constraints. I loved my job, the people with whom I worked, and I miss it. However, out of all of the days of unemployment I have only been “low” for a half a day.
Perhaps the following approach may help others take control of their transition in order to begin a positive cycle of net working and netweaving in their lives.
Keeping your head in the game!
I had an epiphany a few weeks back. Several people asked, “How do you stay so positive and up beat?” I realized that my focus had been on making new friends, rather than finding a position. It is that simple, but it involves many hours of work.
The economy has turned the job market into a buyer’s market – employers are providing detailed and specific requirements as they select new members for their team. If my goal is to make new friends, I have multiple opportunities for positive self-affirmation each week. If my goal is simply a job – the reality of the job market is likely to provide weeks of disappointment.
If I build relationships through networking and netweaving, I will be able to reach the decision makers before the position description is written or at least with a recommendation that may overcome the checklist of the recruiter. In addition, these new friends will be there long after I start my next position.
What I don’t do and what I do. Beating the economic odds.
Historically I have always been a good job hunter. During 25 years of work, I have been with 7 companies. I found these opportunities in a variety of ways: 3 by networking, 2 by recruiters, 1 with a direct mail, and 1 by answering a Monster ad.
The current economy slows things down. From what I hear the current estimate is 4 to 8 weeks of search for every $10 thousand of income. In order to beat these estimates, I have developed a model of activity which I hope will cut the time by more than 50%. These action items are the result of experience in 7 previous job hunts, two sessions of outplacement, and the teachings of my career coach, Richard Kirby (www.executive-impact.com).
My goal is to find a great opportunity for employment. I plan to find this opportunity indirectly and in a manner that will provide friends and contacts that will be with me for a very long time. I approach this process as I would any job or position – with dedication, focus, performance measurements, and process evaluations along the way. In addition, I have a coach as my “chairman” who checks in to keep me on track—a loop of accountability.
Activities/things I don’t do:
- Don’t scan the job boards.
- Don’t attend frequent meetings of large numbers of unemployed. These large meetings can sometimes be depressing.
- These meetings may serve an important role for those who have never networked.
- Don’t do things that don’t make me feel good.
- Don’t spend money on “networking” events unless there is a cost/benefit return. I make sure that the opportunity to network, real quality time building relationships, is possible or I don’t spend the money.
Activities/things I do:
- Hang out with positive, up beat people.
- Network/netweave to make 8 to 10 new friends a week. These are one- on-one meetings lasting anywhere from 1 to 2 hours each (1 being the norm). Build the foundation for a long term relationship.
- Focus on paying it forward – in each network meeting, my goal is to WOW my partner with relevant connections—a minimum of at least 2.
- Metrics to measure my performance:
- 8 to 10 one-on-one meetings a week.
- Maximum of 2 to 3 group meetings a month.
- Mix of one-on-one meetings should be 70% working and 30% non-working.
- Network with a variety of functions and levels within an organization.
- Exercise and have an outlet for discussion and review of my processes on a daily basis – I try to do both with a good friend.
- Increase my volunteer work, above previous levels—I balance my inward focus with an outward focus to help others.
- Keep my LinkedIn Profile up to date. I monitor the number of searches for which my Profile was identified and make changes to increase the search performance of my profile.
- Work 8 to 10 hours a week for a former boss – allows me to earn a little money, but more importantly make an active contribution to a company.
Does it work? Opportunities and leads.
In my opinion, yes it does work. The following are some examples and results that my network has brought to me. The activity seems to come in waves every 6 to 8 weeks and is tied directly to my “pay it forward” introductions on the behalf of others.
- A friend and former vendor called with a position referral. His friend, the CEO was desperate for a CFO. My introduction to the top was of the highest quality and it was delivered with a reference on my work. However, the company decided to hold onto their liquidity until later in the year. A prudent move.
- One of my networking groups posted a non-profit position before most of Atlanta knew about it. I applied and had a phone screen. The feedback was that the client wanted someone with “larger revenue experience.” I was unable to network to the hiring manager to build a relationship that would override the job description.
- My network brought me a posting for a VP of Finance position. I had strong contacts that led to the hiring manager and the peers of the position. The initial feedback was that I would make it to the final round. At the last minute, an internal candidate came forward – a smart and safer choice for the organization.
- A friend sent my resume to the executive search firm where he used to work and I was selected to interview for a position. I passed the screen of two recruiters and had one round of client interviews (not with the hiring manager). There were three candidates. At the same time, the company laid off several key employees. I may not have made it to the final round, but I am not sure I wanted to.
- A contract service provider recommended me to a retained recruiter for a specific search. My screen with the recruiter went well and I was presented on paper to the client. They have chosen to pursue other resumes at the current time. My network did not take me to the hiring manager–a disadvantage.
- A new friend, who provides an outsourced HR service to entrepreneurial firms, has two clients that are ready to add some outside executives to their team. My contact feels that I am a good fit. However, both clients are moving cautiously – both are profitable and growing – and delaying adding overhead until the economy is stronger.
- Currently, two members of my network have startup firms who just finished their funding that are in need of someone with my skills. We are currently trying to coordinate meetings to discuss further.
- One of my new friends is a recruiter and consultant; she has recommended to a private equity investor that I be considered for a position outside my normal function—this is a non-fee situation.
- Through a group meeting of angel investors, I networked with two of the presenters. Both have expressed an interest in having me join their team and I am beginning a discussion of the next steps.
- A former peer introduced me to a local, private equity owned firm that had a posting for a CFO position. During the interview, I learned that there were some requirements that were not reflected in the job description.
Based on the above and with regard to my job search, yes I think the process is working. It is all about building relationships where your contacts KNOW, LIKE, and TRUST you.
Does it work? Other Results that create my “brand.”
Recently, I have had some exciting stories reach me from those I networked together. This is really what the process is about. Think about the “brand equity” I am building in the Rebecca Holderread brand here in Atlanta.
- A network friend called to invite me to lunch – he told me I was directly or indirectly responsible for three new contracts.
- While meeting an attorney, we discovered that his wife’s car had been hit by someone insured by a company where I had a contact. My new friend was struggling to get the claims adjuster to pay the claim. One call to a former peer of mine and within 24 hours the situation was addressed.
- Another new friend called to let me know that two of the introductions I made were scheduled to meet with his Chairman and the third is partnering with him and a mutual client.
- A local banker said that she was able to help two of my introductions each land a new piece of business and she had landed one as well.
- An angel group is hiring an accountant that I introduced who specializes in their product line.
- I helped round up 15 to 20 resumes for my former company. One contact and member of my Kettering Group landed the VP position – a win for my former company and for my new networking friend.
These are just the benefits that have been reported to me. The positive affirmation of joining people together to help each other – in business or personal endeavors – is very rewarding. This is a long term play and investment in the future.
Conclusion
Take the opportunity to build your “brand.” Stay positive and up beat. Invest in relationships that will be there for many years to come. Networking and netweaving should involve intentional actions by each person to help the other with meaningful introductions.
You cannot control the economy, but it is my sincere belief that with my networking/netweaving approach I will beat the statistics and find a meaningful position faster than the average executive – and have fun doing it!
Rebecca W. Holderread lives in Atlanta with her husband and two children. Over the last 25 years she has taken progressively higher level financial management positions, rising to CFO and, in her most recent position, CFO & COO. Her experience spans several industries including manufacturing, financial services, restaurant / hospitality, logistics, and most recently digital printing. Although she began her career in the Fortune 150 arena, she has spent the last 11 years working in private organizations. She is interested in learning more about Atlanta’s private and entrepreneurial companies in the $5 million to $150 million revenue range. http://www.linkedin.com/in/rebeccaholderread
Tags: career search, changing industry, cv education verification, interview, job search, LinkedIn network, unemployed
Why RPO in a down economy?
If your organization is like most in America today, you are probably facing tough decisions related to your workforce. You are trying to do more with less, eliminate under performers, optimize internal talent, and outsource functions that are not part of your core competency. You may still be recruiting new talent but at much different levels than in the past and in different departments within your organization. What to do with a recruiting function built under much different business conditions?
Recruitment Process Outsourcing (RPO) is a scalable recruiting solution that will help reduce cost per hire, provide flexibility to address quickly changing recruiting needs, and eliminate the need for additional headcount in your HR organization.
Here are 5 reasons why companies consider RPO – they are especially relevant in a down economy:
- Costs are more variable and align more closely with actual recruiting volumes.
- Organizations gain access to specialized recruiting resources with no incremental cost.
- Eliminate concerns about how to construct a recruiting team to address short-term slowdowns or potential upticks.
- Ability to leverage an RPO firm’s scalability and eliminate costly contracts for job boards, background checks, drug screens, and recruiting technology.
- Potential to have less than a full time employee dedicated to the recruitment function.
More and more organizations are realizing the converse difficulty of recruiting in a job market that is flooded with candidates. More resumes in their inbox, more phone calls (from agencies and applicants), difficulty in deciphering good talent, and the need to recruit locally given relocation challenges for many homeowners. RPO offers the potential to get the expertise you need, when you need it, to deliver the talent your organization needs.
Tags: career search, changing industry, HR, human resources, outsourcing, Recruitment Process Outsourcing, Recruitment Solutions, RPO
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