Where Have All The Good Candidates Gone?

MCG-Logo hdr-logo

Where Have All The Good Candidates Gone?

The role of assessment and digital branding in hiring the right employees

Join us on Tuesday June 4 for:
“Digital Branding and Talent Assessment: Two Sides of the Same Strategy”

Topics covered:
MCG: Candidate Assessment
TMP: The Role of Technology & Branding in Selection

Finding talent in today’s mobile, digital, and social environment is challenging enough, but finding talent in a way that leads to more effective attraction, increased productivity, and improved retention? Well, that’s a completely different story.

Join TMP Worldwide, MCG Partners, and talent management leaders from Raytheon, Constant Contact, Dovetail Health and Lewtan Technologies as we discuss real-world strategies that can help you in your quest to hire the right employees.

Topics will include how digital branding and talent assessment can help attract, uncover, identify, and select ‘great candidates’ for role, team and culture fit. And more importantly, you’ll hear from talent management professionals who face the same challenges you do.

 

Agenda for Tuesday, June 4:

  • 7:30a-8:15a: Breakfast
  • 8:15a-9:00a: Presentation of ‘Digital branding and talent assessment: two sides of the same strategy.’
  • 9:00a-9:30a: Panel facilitation with Q&A
  • 9:30a-10:00a: Networking

Location:

TMP Worldwide
1000 Winter Street
North Entrance, 1st Floor
Waltham MA 02451

RSVP:

Space is limited. Please RSVP here to reserve a spot!

Panel Bios:

Marcus Tgettis, Director of Talent Acquisition for Constant Contact
Marcus Tgettis is the Head of Talent Acquisition at Constant Contact where he currently oversees all aspects of recruiting, hiring, and employment branding. Constant Contact is a leading online marketing technology company for small businesses and non-profits. Prior to Constant Contact, Marcus was a Senior Human Resources Business Partner for the Engineering & Operations organization at Akamai in Cambridge, MA, the leading internet infrastructure company. During his time at Akamai, he also led Akamai’s technology recruiting team and strategy when the company grew from 500 to 2500 employees globally. Before Akamai, Marcus held the position of Recruiting Manager at ESPN, The Worldwide Leader in Sports. Marcus holds a BS from the Isenberg School of Management at the University of Massachusetts at Amherst, is a member of the employer advisory board at Babson College, and is currently serving as the co-chairman of the Massachusetts Technology Leadership Council’s Workforce Development Cluster.

Andrea Kourafas, Director of HR from Dovetail Health
Andrea Kourafas is currently the Director of Human Resources for Dovetail Health, an innovative managed care company. She has over 15 years of experience in Human Resources and recruiting. In her current role Andrea is responsible for all HR functions, particularly recruiting and has doubled the staff of the company in just about 6 months and is hoping to double it again by the end of the year. In Andrea’s prior roles in engineering and private equity she has recruited staff into the hundreds. This experience has enabled Andrea to enhance best practices around hiring and fit within an organization.

Sandy DaSilva Director of Human Capital for Lewtan Technologies, Inc
Ms. DaSilva is responsible for Lewtan’s global human capital strategy to support domestic and international growth opportunities across the company, and is also responsible for the HR functions while working with leaders to improve operational excellence and talent development. Ms. DaSilva has more than 14 years of experience in Human Resource leadership roles across diverse industries including technology, professional services, finance, healthcare, and manufacturing. She holds a Master of Science in Human Resources Management from Emmanuel College, a Bachelor of Science in Human Resources Management from the University of Massachusetts – Dartmouth, and an Associate of Arts in Business from Eastern Nazarene. She is also a certified Predictive Index (PI) Analyst.

Keith J Laezza, Talent Acquisition Manager for Raytheon Integrated Defense Systems (IDS)
Keith started with Raytheon in January 2005. A member of the IDS Talent Acquisition Leadership Team, Keith is currently the Talent Acquisition Manager for IDS Executive Recruiting, responsible for managing Executive Searches for Director and VP level positions for the business. During his 8 years at Raytheon, Keith has provided full cycle recruiting for IDS functional and product line departments such as Business Development & Strategy, Human Resources & Security, Operations & Manufacturing, Mission Assurance & Quality, Integrated Air & Missile Defense, Program Management Excellence, Global Integrated Sensors, and Seapower Capability Systems.

Posted in Announcements, behavioral assessment, Leadership, Management Training, Talent Management | Comments Off

Aligning the employee and organization- from hiring to onboarding to development to succession

CheryJacobsCheryl Jacobs to speak at the HR.com virtual conference  - Integrated Talent Management webinar on June 19, 1:30 – 2:30 pm EST.

Cost: Free, membership to HR.com required (cost for membership “Free”)

Click here to register

The importance of the right match between candidate and employee is well documented. According to a 2012? Study by IDC Marketscape, a global market intelligence firm, employees cost businesses an estimated $37 billion every year because as hard as it is to believe, employees do not fully understand their jobs or how to perform within the culture of the organization.

Best in class companies recognize the importance of making the right hire. They are focused on making sure potential employees are qualified to perform critical job functions. But they also know that how well a candidate matches with the organization’s culture and brand will impact short and long term performance.

In the selection process, these companies gather critical information on job requirements and cultural demands, and assess how well these requirements match the employee’s style, drives and motivations. These analytics in the selection process become a springboard for the employee’s ongoing development and growth. A recent Aberdeen research report details how 90% of new hires make their decision to stay at a company within their first 6 months of employment. So, leading companies are not only able to assess a candidate’s ability and organizational fit at the interview stage, but they are also able to determine the future development and where he or she will be most effective in the future.

This session will demonstrate how to link the selection process to an effective onboarding program. You will learn how to shorten the time it takes a new employee to get up to speed, be engaged and contribute to the organization’s bottom line.

You will also learn how to extend the onboarding process to connect employee talents and motivations to the future needs of the organization.

You will leave this session with an understanding of how to match the organization’s current and future needs with what most naturally motivates and drives the employee.

Cheryl Jacobs to speak at the HR.com virtual conference  - Integrated Talent Management webinar on June 19, 1:30 – 2:30 pm EST.

Cost: Free, membership to HR.com required (cost for membership “Free”)

Click here to register

Posted in Announcements, behavioral assessment, Management Training, Talent Management | Comments Off

Executive Coaching: An Individually Tailored Leadership Development Program

Start-ups, non-profits, small & mid-sized companies and the Fortune 500 continue to use executive coaching to develop their leaders. The challenges – when to use coaching?  how to determine expectations and measure impact? What criteria should be used in selecting a coach? who to provide coaching to? Hopefully the following can shed some light on what I have seen in the last 30 years and what we have experienced in the last few:

  • Most coaching today is for development purposes. Helping an established leader address one or several areas to be more successful or to assist in getting to the next level in their career and leadership effectiveness. Punitive coaching still occurs, but infrequently as most organizations are hesitant to make such a substantial investment for someone with a questionable future within the organization.
  • Organizations often struggle with setting expectations, often not completely addressing the rationale for coaching. Coaching is often used to flush out what to develop.When specifics are clear, coaching is off to a significantly better start with less doubt, skepticism and concern as to why coaching is really being offered. Impact is measured when clear expectations are initially addressed, with agreed upon means of measuring success. A key issue today is the struggle and hesitancy to hold leaders accountable for results and behavior and talent management metrics.
  • Many professionals have entered the coaching field the last several years. The challenge – how to determine qualifications, track-record and impact.  Recently there has been significant emphasis to have coaches ICF certified.  I applaud this but there are several additional key considerations – a person’s academic training & credentials, their behavioral assessment, 360 and employee engagement certifications, and I believe a critically overlooked qualification – a coach’s business and leadership experiences and accomplishments. A coach with no leadership or business experience hopefully will help increase self-awareness and provide feedback from survey’s, but there is no substitute for someone who has had to progress to several levels of management, including executive management, and has run several functions, P&L, and has had to manage change, M&A, growth and restructures. Coaches should also be able to provide a proven coaching methodology and process.
  •  Coaching is primarily offered to senior level leaders. We are beginning to see an increase of coaching offered to additional levels, which is fantastic.  Why? the Premise – if high potentials and new managers are provided with critical skills, learning, techniques, strategies and awareness, this will accelerate their effectiveness and impact the organization and its objectives.

Chuck Mollor, Executive Coach & Managing Partner

Posted in behavioral assessment, Coaching Case Study, Executive Coaching, Leadership, Management Training, Talent Management | Comments Off

Managing the Challenges Of the New Virtual Workforce

The Use of Personality Data to Build and Develop High Performing Virtual Teams

Overview

A company’s workforce has always been its most valuable asset and typically its biggest expense. Attracting and retaining the right talent continues to be a foremost concern for managers. Today, however, many workforce’s operate in a virtual environment. The increase of the virtual team has had a significant impact on managers, who must reconsider traditional management strategies on how to meet the unique challenges (for example: how to communicate and collaborate effectively) of the characteristics of remote teams, whose members live in different time zones, rarely or never see one another in person, and communicate primarily via electronic mediums. This white paper explores some of the major trends that are contributing to the rise of the virtual workforce, examines some of the main challenges related to remote- team management, and outlines the key principles that will help managers achieve success with virtual teams. Continue reading

Posted in Announcements, behavioral assessment, Leadership, Management Training | Comments Off

Educational Seminar – Selling in the 21st Century

Greater-Newburyport-Chamber

Greater Newburyport Chamber of Commerce presents

Educational Seminar – Selling in the 21st Century

Date: April 24, 2013 Time: 7:30 AM – 10:00 AM

Click here to register online

Click here to visit the Chambers website

Bill-HousePresented by Bill House Senior Vice President - MCG Partners

 

 

 

Greater-Newburyport-Chamber-event-salesBuying and Selling has changed dramatically over the last 5-10 years. Customers are smarter, more informed, have higher expectations and have more purchasing options  than ever before.  Are you still relying on old, outdated sales techniques? Today’s art of selling can be more important than the science.

Continue reading

Posted in Sales Excellence, Talent Management | Comments Off

Chuck Mollor to speak at the 2013 Maine HR Convention

Maine HR Convention
Chuck Mollor Executive Coach & Managing Partner – MCG Partners will be speaking on Human Capital Analytics “Purpose, People, Performance!” Getting talent management right is key to the strategic success of your organization. Starting with a creative, audience connector, Chuck Mollor (MCG Partners in Bridgewater, Massachusetts) will help you: 1) understand key talent measurements that impact business performance; 2) define measurable job expectations; 3) use analytics to enhance leadership behaviors; and 4) employ analytics to match candidates to job requirements, reduce turnover, and increase engagement.

Click here to go to the 2013 Main HR Convention home page

Click here to register for the 2013 Maine HR Convention

Posted in Leadership, Management Training | Comments Off

Our new advertisement,

NEHRA-Ad

Posted in Announcements, Leadership, Management Training, Sales Excellence, Talent Management | Leave a comment

7th Annual charity Golf Classic-Jimmy Fund and Dana Farber Cancer Institute

Please save the date for our 7th Annual Charity Golf Classic on Monday, July 15th 2013  to benefit the Jimmy Fund and Dana-Farber Cancer Institute through the Pan Mass Challenge. Please forward this to your friends, clients, colleagues, family! Last year we raised over $20,000 and 100% of each dollar raised went right to the fight to cure cancer.

Whether you are by yourself, a twosome, threesome or foursome, please join us! We are again at LeBaron Hills Country Club, Lakeville, MA www.lebaronhills.com, one of New England’s finest private golf courses.
× – 11:30 a.m. Registration & Lunch Buffet                                                                                        × – 1:00 p.m. Shot Gun Start
× – Cocktails, Dinner, Raffle & Auction to follow

For non-golfers – please join us dinner in the evening (we are offering the option of dinner-only including if you bring a non-golfing guest).
We have sponsorship opportunities available. To register (sign-up your foursome now!), to become a sponsor, or for more information, please contact Adrienne Mollor (Kravitz) at 508-279-0900, or at akravitz@capitalrealtypartners.com

Posted in Announcements | Comments Off

Four Steps to Increase Your Sales

Sales professionals believe they are focused on the customer.  Often they are focused on something else, or in the rush to close the deal, they prefer communicating product knowledge or convincing the customer to buy.  Being customer focused means putting being 100% present for the customer. The following 4 steps will help sales pros focus on the customer and prevent the rush to move to present or close:

Step #1: Use Research as a Platform for Learning

Most sales pros know that they should walk into a customer engagement only after doing research into the customer’s situation, business, market, etc.  However, the way that you use that knowledge differs greatly depending upon whether or not you are focused on the customer or focused on yourself.

Sales pros who focus on themselves typically begin a customer engagement by lecturing the customer, by demonstrating their knowledge and expertise, in the hope the customer will be impressed that the sales pro has done his/her research. For example, a sales pro might open a customer conversation like this:

“My research reveals that your firm is probably losing money because of poor inventory control. Since your industry is currently under stress due to the weak economy, you may need our product to help you fix this problem. That’s why I’m here to talk with you today.”

By contrast, sales pros who are focused on the customer, merely use research as a way to bridge into a meaningful conversation, like so:

“It’s my understanding that your industry, in general, has challenges connected with the weak economy and difficulties in controlling inventory. However, I’d like to know how you view the situation and to what extent that influences what’s going on in your own manufacturing facilities.”

Can you see the difference? The first approach makes the sales pro sound like a know-it-all who’s going to tell the customer how to run his business. The second approach shows that the sales pro did the appropriate research, but the request to hear about the situation “from the horse’s mouth” shows the customer that the sales pro doesn’t assume he or she knows more about the situation than the customer themself.

Step #2: Ask Questions that Create a Broader Context

Most sales pros know that selling involves asking meaningful questions, and many also know the open-ended questions are generally more effective than closed-ended questions.  However, there are actually three levels of questioning:

  • Level #1. Close-ended questions. These have short, definite answers like “yes” or “no” or a specific bit of information. Close-ended questions can be useful, but they tend to create a lull in the conversation, forcing the sales pro to segue, often awkwardly, into the next line of inquiry.  Example: “How many widgets do you use every year?”
  • Level #2. Open-ended questions. These are intended to solicit a more detailed response from the customer.  However, sales reps often craft open-ended questions to lead the customer into considering a particular product. As such, they typically result in a short answer that echoes the response that the customer assumed (correctly) that the sales pro expected to hear. Example: “What are your needs when it comes to widgets?”
  • Level #3. Strategic questions. These are questions that invite the customer to expound upon a situation. They treat the customer as the expert and naturally lead towards a deeper conversation that can lead towards a collaborative sales opportunity. Strategic questions usually begin with one of the following phrases: tell, share, describe, explain, explore, or help me understand. Example: “Tell me about how your company uses widgets.”

In order to be customer-focused, you should always prepare two or three strategic questions for each customer meeting.

These strategic questions will reveal valuable information that will prove useful throughout the sales cycle.  More importantly, they will make customers feel as if they are guiding the discussion.

Step #3: Present Solutions in Terms of Customer Value.

Many sales professionals falter on this one.  There are three general ways that sales professionals can present a solution:

  • Feature/Function. You describe the offering, what it does, and why it’s a quality offering.  This is often ineffective, because customers are far more interested in their own business and their own problems and may not be able to understand how or why a given feature or function might be meaningful to them. Example: “Our widgets are manufactured locally.”
  • Feature/Benefit. The sales pro describes a feature or function, but ties it to a particular benefit to the customer.  While this is better than the feature/function approach, the feature/benefit approach does not put the feature into the context of the customer’s business. Even if the customer recognizes the benefit, it’s not immediately apparent why that benefit is of value to the customer. Example: “Our widgets are manufactured locally, so you can be assured of an immediate supply regardless of demand.”
  • Value/Benefit. The sales pro summarizes the value that the customer would like to achieve through the offering, and ties that value to a specific benefit of that offering. This approach allows the customer to immediately visualize the positive financial impact of buying the solution. Example: “You’ve explained how manufacturing delays have cost your company $10 million over the past year and that those delays are the result of the inability to get widgets in a timely manner. Because our widgets are manufactured locally, we can provide them whenever you need them with less than a day’s notice.”

See the difference?  When you present value/benefit you are telling the story from the customer’s perspective, rather than the perspective of your firm and its offerings.

Step #4: Consider Closing the BEGINNING of the Sale.

Most sales pros see closing the deal as the end of the sales process. From their perspective, they’ve worked hard by researching the customer, investigating the customer’s needs, and presenting a viable solution. The sales pro is often a bit worn out by this point, and simply want to know whether or not the customer will buy, so that they can either write up the order or move onto the next prospect.

That’s ironic, because it is at this point that the customer is fully awake and aware. It’s relatively easy for a customer to consider alternatives, discuss possible solutions, and sketch out the basic parameters of what might happen.

However, when it comes to the point of actually making a decision, suddenly the customer’s money and budget is on the line. This fact energizes the customer right at the point when the sales pro is beginning to wind down in expectation of a final decision.

If you want to be customer, focuses, you see closing as a collaborative process that involves working together to ensure that the final deal makes sense.

If the customer surfaces objections, a customer-focused sales pro uses further strategic questions to investigate and clarify the situation. That investigation is then reflected in a new or more detailed expression of the value of the offering to the customer.

Posted in Leadership, Management Training, Sales Excellence, Talent Management | Comments Off

Get On-Board! One Day Non-Profit Board Training

Get On Board, a one-day boot-camp, prepares business professionals like you for the rewarding experience of volunteerism, nonprofit leadership, and board participation. This Saturday, December 1st, this excellent and inexpensive one-day program (9:30-3:30) is for anyone interested in learning what it’s like to serve on a not-for-profit board or who is currently on a board but has never received board training. You can also be placed on a non-profit board as well!

This fun and interactive seminar covers:
• Board types and structures
• Effective board governance
• Group dynamics and decision making
• Legal and fiduciary responsibilities
• Fund raising, marketing and strategic planning
• Finding the board for you

The organization sponsoring and facilitating this excellent program is the Arts & Business Council – www.artsandbusinesscouncil.org. I’m the Chair of the Board, they do an excellent job.

Location & cost of the program:

Boston Society of Architects Space
290 Congress Street, 2nd floor
Boston, MA
$275.00 (includes lunch)

TO REGISTER GO TO:
www.artsandbusinesscouncil.org/get-on-board-dec
OR email dlynne@artsandbusinesscouncil.org

Posted in Announcements, Leadership, Management Training, Sales Excellence, Talent Management | Comments Off