SBC sets itself apart from other search firms because of our passion for search and connecting others with great opportunities. Coming from a corporate background I was afraid that going into a firm might be more transactional, but I love the deep connections that are fostered with both the clients we work with and the candidates we place. I feel as though I am an extension of our client organizations and am able to be a trusted business partner. Our clients have a lot to of
Forbes recently posted top workforce trends for 2017. I was delighted to see at the top of the list that companies are focused on strengthening their candidate and employee experience. There are several ideas around this that make it so powerful and relevant. First, a great candidate experience means first understanding the power of common courtesy. Being respectful of others matters for it reflects on who you are as a person and how your company brand is experienced. Our
Search and selection is a high stakes game and there’s pressure to get it right. As we all know, great talent is hard to find! Our clients see the value of strategic approaches in the search for talent. More important than finding great talent is finding “the one” person who is not only adept at the technical skills of their role, but can also seamlessly integrate into the culture of your organization. At S. Benjamins & Co., our creative intention is about helping you find th
There is no denying that we have reached an era of digital disruption. In the workplace, many CHRO’s are beginning to see the effect of digital disruption through a changing employment style. There is a new workforce rising through the “gig economy” (also known as contingent work, sharing economy, agile talent, non-traditional work relationships, or alternate forms of employment). Gig Economy companies include Uber, Airbnb, Lyft, UpCounsel, Instacart, and TaskRabbit. The ra
Don't we all want to work with amazing people? There is plenty of research and real life experience that says investing in who decisions pays off. Finding the one for your company means achieving success or just getting by. Enlightened CEO's place the importance of people decisions at the top of their list of important skills to develop and invest in. I grew up as an HR professional at American Hospital Supply (AHSC) - later acquired by Baxter Healthcare. From the first int
The Future of Hiring - Eliminating Bias Today’s topic is all about using new tools and strategies to move beyond “old boy network” hiring and towards a hiring strategy that allows for a more diverse workforce. In this episode we will discuss: What made Young’s Market decide that it was time to amplify that success by weaving a diversity initiative into the recruiting strategy. How the diversity initiative has effected the way Youngs Market recruits veterans and new graduates.
There is a sense of anxiety in our world today. Just read the newspaper or try following the political scene for a few days. It is crazy making. The financial markets have calmed down for the moment however, there is little confidence that we have a smooth sailing year ahead. So, is it hard to find the optimists? Maybe. Settling for a pessimist view is not the answer. Bill Taylor, speaker and author of Mavericks at Work and a new book soon coming out called; Simply Brill
This past week we hosted a Great Starts Breakfast, SBCo's learning forum in LA on the topic of "Why Brand Matters." Our guests were heads of HR, Talent Management leaders and those managing the Talent Acquisition function. It was a lively discussion about branding, which is one of the most misunderstood concepts in business. What does it mean to create a compelling brand message that lines up with your culture? Our experience is that messages and experiences on the inside
We are living in an increasingly connected world with incredible opportunities, tools and technologies to transform the work that gives us meaning. The growth in new-model companies presents challenges that excite the millennial and might frustrate the traditional leaders. Our friends at the Institute of the Future in Palo Alto say, “In ten years, today’s 11-year-olds will be entering the workforce. Today’s 18-year-olds will be taking on positions of leadership in our largest
If you are a recruiter or have responsibility for finding top talent, then you know about the talent shortage. If you read the news, listen to podcasts or talk to business leaders, you know the scarcity of talent is here in many key areas and will arrive soon in others. The Wall Street Journal is hosting a great series, which started November 23rd on "Demographic Destiny 2050." The series will talk about how we work, how we will age, and live in the coming years. This is n
We recently talked with long-time friend and respected talent leader, Jared Flynn, Senior Director, Head of Talent Acquisition for T-Mobile. Having joined T-Mobile in 2009 when they were not the most popular mobile phone carrier, Jared has taken part in their amazing transformation, a business transformation that has resulted in nine consecutive quarters delivering more than 1 million total net customer additions. We sat down with him to discover how and why T-Mobile reinvent
Our very own CEO & Founder, Sherry Benjamins, sat down with Critical Mass Radio Show to discuss how CEO's and Executive can find and hire great talent. The talent market is better than it has been in many years, but it is also more unpredictable than ever before. This landscape forces top leaders find, retain, and grow exceptional talent. Tune into to listen to Sherry here #Talent #Leadership #TalentEcomony #HR #HumanResources #Recruiting
Today's article in the Wall Street talks about employers who now with the power of big data can run an algorithm and predict who might consider leaving the company. http://www.wsj.com/articles/the-algorithm-that-tells-the-boss-who-might-quit-1426287935 #Candidates #Recruiting #Talent #TalentEcomony
This post was originally posted on LinkedIn on January 9, 2015 Thousands of years ago, cavemen most likely roamed this earth. They survived and evolved the human race by assessing their competition, future mates, and caveman friends by how they looked. Strength, agility, and resilience all signaled that you could survive the harsh terrains, thus making you ideal talent to carry on the human gene. Fast forward a few hundred/thousands of years and we had telephones, electricity
Our colleague, friend, and longtime supporter of our HRoundtable, Ed Eynon, was recently featured in Forefront Magazine and naturally we had to share! Eynon relates workforce talent to something most of us are familiar with… sports and athletes. “In his HR selection processes, Eynon assesses an individual’s talent in three ways: skills, knowledge and natural behavior. He gives priority to natural behavior every time.” Natural behaviors are reoccurring traits that are “deep do
We had the rare opportunity to hear from one of the most whimsical and well-known organizations in the world; The Academy of Motion Picture Arts and Sciences. Sherry Benjamins: What has surprised you most about your first three years with The Academy? Kim Congdon: What really surprised me is the responsibility that comes along with working for one of the most recognized and celebrated global brands. Having worked for Time Warner Cable and Sony Pictures, I was used to the fasc
This post originally appeared on SironaConsulting.com. LinkedIn recently began to put their foot down with LinkedIn Recruiter accounts that send out massive amounts of inmails and fill inbox's with "spammy inmails". Starting this month, all LinkedIn Recruiter accounts must have a certain level of response rate to keep their ability to send bulk inmails. This sheds light on the struggle quality recruiters have getting in touch with the best candidates, who are frankly tired of
Corey Protzman joined our firm last year and has been learning our sourcing and selection business at an accelerated rate! She brings experience in the tech business as well as a Graduate Degree in Organizational Leadership. Corey is guiding our clients with fresh insight and taking them to the next level in social media recruiting. I was relieved to hear our amazing millennial team member say that we didn’t have to master every aspect of social media overnight. She said, “fi
14.4 million people in the United States have used social media to search for jobs. That is 14.4 million active job seekers, but there are millions more who are passive candidates actively involved in social media, but not using social to job hunt. Don’t leave Social Recruiting up to the Intern: We have all been interns at one time or another and while they are an amazing source of work and ideas, they are not qualified to man your social recruiting ship. Your team should be
Our team is always striving to keep up with the latest trends in all aspect of search. We recently tuned into to a webinar hosted by Glassdoor and found out some compelling statistics: 51% of candidates have “buyer’s remorse” due to inaccurate picture of the job 70% of people trust online reviews for product and brands 95% of candidates are influenced by brand reviews when taking a job Glassdoor has 300,000 employer profiles and 15 million jobs posted There’s no doubt that th
