Executives and Managers
In organizations of all sizes, an empty seat is like an open wound. It’s a painful distraction. When a job opens, you suddenly go from having one job to now having to do three at once. You have to handle your regular responsibilities, manage the workload of that empty seat, and conduct hours of interviews to fill the job. It shouldn’t surprise us that leaders are overwhelmed, distracted, and stressed out.
I work with executives and managers to change how their companies hire. Engagements often include one or more of the following approaches:
- Advising executives on how to build a talent-rich company that better serves their customers, dominates the market, and achieves higher profits.
- Leading strategic planning sessions to ensure a company always has the talent necessary to achieve organizational goals.
- Designing hiring blueprints that allow managers to consistently choose the right people to hire.
- Incorporating improved methods for succession planning so that leaders and employees aren’t forever stuck in their current roles.
- Facilitating a seamless working relationship between hiring managers, HR, and internal recruiters.
- Improving the quality of the workforce by tapping into a more diverse pool of people.
- Coaching leaders on proven methods for managing staff, retaining top talent, and mentoring and training new hires and existing team members.
- Conducting workshops to teach managers fast and accurate interviewing techniques.
- Implementing a system that provides hiring managers with ready-to-hire talent the moment a job becomes open.
Human Resource Leaders and Talent Acquisition Professionals
As an HR or talent acquisition leader, you have one of the most challenging roles in the business world. Why? The human resource function is responsible for the most important asset of every organization–their people. With this responsibility comes many tasks, including onboarding, payroll, benefits, training, compliance, administration, and communication.
On top of all of that, you’re responsible for leading the hiring process, including finding enough suitable candidates to interview. Not easy to do when there’s a persistent skills shortage.
I serve an as strategist, advisor, and educator for HR leaders, talent acquisition executives, and their teams, showing them how to streamline the recruiting and hiring process. To do that, I help you implement one or more of the steps of the Talent Accelerator Accelerator Process, my methodology for filling one, several, or all of your jobs the instant they become open:
Talent Accelerator Process
- Create Hire-Right Profiles
Design a blueprint of who’s right for the job - Improve Candidate Gravity
Generate a continuous flow of diverse quality candidates - Maximize Hiring Styles
Enhance your ability to choose the best people - Conduct Experiential Interviews
Employ better interviewing methods to improve precision and speed - Maintain a Talent Inventory
Build a pool of ready-to-hire people - Keep the TAP Flowing
Set up a system that enables instantaneous hiring
Staffing Executives and Leaders in the Workforce Solutions Industry
The staffing industry has evolved into an entire ecosystem of workforce solutions, including staffing and recruitment, outsourcing, talent acquisition technologies, consulting, and payrolling and compliance. Competition among these firms is fierce, fiercer than ever. You’re competing for talent in the midst of an increasingly difficult skills shortage. Plus, you’re also competing for business against tough competitors and other firms that are competing on price. Because of these challenges, you’re likely working long hours. Many leaders tell me they’re tired, overwhelmed, and stressed out.
I work with staffing leaders, workforce solutions executives, and their teams, advising and educating them on how to improve their companies while reducing their overwhelm and stress. Our work often includes one or more of the following areas:
- Building a talent-rich team that better serves their customers, dominates the market, and achieves higher profits.
- Creating plans during strategy sessions to increase market share, improve margins, expand their reach, or innovate how they recruit and sell.
- Incorporating hiring blueprints that allow managers to consistently choose the right people to hire for internal roles.
- Coaching leaders on proven methods for managing staff, retaining top talent, and mentoring and training new hires and existing team members.
- Designing succession plans so that leaders and employees aren’t forever stuck in their current roles.
- Preparing the company to sell or to acquire other companies.
- Improving compensation plans to drive the right behaviors to reach company goals.
- Adding better onboarding and accountability methods, including streamlined metrics, that make managing staff easier and improve employee productivity.
- Conducting workshops to teach team members improved methods for selling, recruiting and leading.
- Implementing a system that allows the company to fill job orders the instant they come in.
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