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Kelly Dingee Joins Staffing Advisors
as
Strategic Recruiting Manager
Over the past several years I've really enjoyed learning candidate sourcing strategies from Kelly Dingee - a world expert in the field of finding hard-to-find candidates.
Then I had the opportunity to volunteer with her to produce the RecruitDC conference. That's when I knew that
she was not only brilliant at sourcing and recruiting candidates, but that she had the kind of collaborative, get-it-done work style that would work well with our growing team at Staffing Advisors. (As you might imagine, our Project Managers are really, really tough interviewers - so it's not so easy to get hired here.)
So, after a bit of strategic recruiting on my part, and great interviewing on her part, Kelly joined Staffing Advisors on Monday as our Strategic Recruiting Manager. She will be collaborating with our four Project Managers to ensure we quickly develop a robust slate of candidates for every search (and with 8 or 10 new searches launching every month, that's no easy feat).
So what does all this mean for you?
It means that Staffing Advisors now has an even stronger ability to recruit exactly who you need, right when you need them, and do it at a price you can afford to pay.
Hey, we're not stopping with Kelly, we will continue doing everything we can to ensure that The Results-Based Hiring ProcessŪ is the fastest, most predictable recruiting process you have ever experienced.
If you already know Kelly (from her speaking engagements at Project SAME perhaps?) send her an email to say hello.
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Let's Stay Connected between Newsletters ...
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Here are just a few of the searches we have completed this year:
Accreditation Coordinator
Annual Fund Director
Benefits Administrator
Business Analyst
Communications Manager
CFO
Controller
Development Director
Distance Learning Manager
Education Manager
Executive Assistant
Human Resources Coord.
Human Resources Director
Human Resources Generalist
Instructional Designer
Major Gift Officer
Membership Manager
Membership Director
Office Manager
Policy Analyst
Program Associate
Project Director
Recruiting Director
Research Director
SVP Development
Web Content Manager
If you have a
staffing challenge,
call Bob directly at:
301-570-6780 |
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Greetings!
 The recession is over ... well, at least as a recruiting and retention tool for employers. If you are hiring, you can't miss the pronounced shift in the DC job market. This year the power is shifting back to the job seekers. With the national economic news still looking dicey, how can this be happening? That's exactly what we'll explain in the articles below.
In a market upswing that surprised me with its' speed, many more candidates are receiving multiple job offers. (In August, more than two thirds of our search finalists received a competing job offer - that's a heck of a lot of competition for the dog days of August). The plain fact is that, despite a daily barrage of dramatic headlines, this economic recovery is pretty normal by historical standards. (Yes, a bumpy, slow jobs recovery is normal).
Here's the new reality: In the DC region, attracting great people is getting far more difficult (just offering job stability is not enough anymore). But the real problem is not recruiting (you can just hire us for that) - the real problem is retention. Unless you have a plan, this will really not be a good year for retaining your best people.
Nationwide, trust in managers is plunging, so naturally employee engagement is plummeting right along with it. Low engagement leads to higher turnover - and the top performers are often the first to go. (Although, I hope they don't deploy the emergency exit chute like JetBlue flight attendant Steven Slater ... we look at why his dramatic exit from anonymity drew so many fans.)
Smaller employers who build trust and engagement with their employees have a real recruiting advantage in this job market, but only if they recognize how the job market has changed. |
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 Top Performers Are on The Move
As the recovery bumps along, a recent study by Right Management confirms what we have been seeing across the job market: Top Performers are On the Move.
In a survey of business leaders and HR professionals, Right found that 54 percent of organizations involuntarily lost high-performing workers during the first half of 2010. In contrast, only 28 percent of the organizations reported they retained most of their talent
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48 Percent of Employees Distrust Management
Ouch. If the last article did not make you concerned about retaining your best people, try this one.
 In a recent survey, Deloitte found that 34% of working Americans plan to look for a new job as the economy picks up, with 48% citing a loss of trust in their employer as the main reason for wanting to leave.
It's not just rank and file employees, these concerns are shared by many senior managers - 2/3 of Fortune 1000 executives who are concerned that employees will be job hunting in the coming months acknowledge that trust will be a factor in any increase in voluntary turnover, while half agree that a lack of transparency has been a problem. |
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Employee Engagement Plummets
The studies enlisted 900 organizations globally that conducted annual engagement studies, covering such topics as employee morale, confidence in the organization, career opportunities, rewards and recognition programs, and trust in leadership.
Hewitt noted that in normal years, about half of companies improved their engagement levels, while only 15% had experienced a decline. However, in the past two years, the percentage of organizations with declining engagement has been steadily increasing. In the quarter ending June 2010, 46% of organizations saw a decline in engagement levels, while just 30% saw an improvement.
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Hiring People Who Have a Growth Mindset
 During the past 18 months of cost cutting, a survivalist mentality crept into some workplaces. Some employees were gripped with a "scarcity mindset" - characterized by fear and risk aversion. This outlook is counter to what is really needed at this point in the economy: restarting growth.
Companies must refocus on growing existing customer relationships and creating new ones, revitalizing products and services, and reaching out to new markets. But to do so, they have to have the right people with the right attitudes and skills, to support these growth initiatives.
1. An aspirational mindset
2. A customer bias
3. The willingness to take risks
4. A collaborative spirit
5. An intense curiosity |
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Are Your Hiring Practices Needlessly Offensive?
 As power shifts back to the job seekers, it's definitely time to review your hiring practices to erase any recession-era practices that are offending potential candidates.
Here are a few:
- Unfriendly auto-responses to resumes received
- Lengthy application process
- Being kept waiting for an interview
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 Rewards matter. And they can reveal underlying truths that are in conflict with touted intentions, values and priorities. In " You Are What You Pay For" Ann Bares founder and editor of Compensation Cafe, writes: "Your reward philosophy may state that you pay for performance. But is that slackard whose attitude and poor work habits are dragging down the morale of the whole department getting the same (or just a slightly reduced) salary increase as his hard working cohorts?
"Your leaders may talk up teamwork and the importance of collaboration, but are those who produce results by hoarding resources and refusing to support colleagues recognized and rewarded handsomely for their contributions? Employees then see and understand that individual results are golden, no matter how - or at whose expense - they are achieved.
"Compensation programs are not just financial instruments ...They are also communication vehicles ... Your pay practices define your organization in ways that your internal and external PR efforts cannot touch."
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Steven Slater as "Bandit Hero" ... Seriously?
Something in his actions inspired ballads on Youtube, garnered him over 200,000 fans on Facebook, and made him a "bandit hero" to disgruntled employees nationwide. If you want to put a face on the turnover problem managers will see this year, use his. |
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A new survey by Hewitt Associates has found widespread evidence of declining employee engagement and morale. At the end of the June 2010 quarter, 
