Working on Talent Solution Strategies

July 21, 2021 – 5:00 PM
10 Min Read

The average cost of a bad hire is $14,900. For revenue generating positions and high-level roles, your cost for making a bad hire increases dramatically.

To make the “bad hire” matters worse, most businesses’ core competencies don’t include recruiting and hiring. Unless the business was started as a talent acquisition endeavor, chances are the things your business was built to do – the products or services you provide – are being negatively impacted by a). your need for talent and b). your process for finding that talent.

While it’s obvious that every business must employ some method to find and retain talent, the approach you choose doesn’t have to be costly, inefficient and an unnecessary drain on precious, limited resources. In fact, there are things you can do to ensure your “Talent Solutions” strategy becomes a sustainable competitive advantage.

There are 4 “cost to revenue” considerations when it comes to creating an effective talent solutions strategy. The considerations you need to well, consider, belong in the areas of Time, Cost, Quality and Bandwidth.

The Time Dynamic

There really isn’t such a thing such as “saving time.” However, you can “leverage” time. So, when it comes to your talent solution, the focus should be on leveraging time by using dedicated, specialized resources. An effective Talent Solution strategy includes a plan for you to conduct the day-to-day activities that keep you connected to the “progress of the process,” while allowing ample time for you to focus and execute on the things you impact most.

It’s Going to Cost You

Typically, when we think of costs, we rightly think of the visible costs we record on our financials – cost of goods, salary expenses, marketing spend and the like. We already know that when it comes to talent solutions, those visible direct costs can add up quickly. Unfortunately, it’s the costs you don’t easily see that will upend even the best strategies. To protect your company from those “invisible” costs, your talent solution strategies must also consider the opportunity costs associated with the tactics of recruiting. As you plan your strategy, consider who is spending time doing the activity and what activity isn’t getting done as a result. The key question then becomes, “what is the cost of that ‘inactivity’ to your company and how do I mitigate that cost?”

QC stands for Quality Constant

So much of recruiting involves searching mountains of applicants to find viable candidates, then researching those to identify for “quality” before they are even considered ready to begin the interview and filter process. An effective talent solution strategy identifies the “where and who” of looking so that the folks involved in the hiring are only seeing top quality candidates. The need for a high level “Quality Constant” is where partnering with an expert pays off.

The Bandwidth Conundrum

You need talent because you want to grow your business, but you can’t grow your business because you don’t have the bandwidth to find quality talent. The hallmark of many emerging businesses is the need for team members to wear and share the organization’s many hats. It’s a rite of passage that, let’s face it, can be a beneficial investment of resources – think of everything you learned while working in every role as your business grew – but this state of being will prove detrimental as deliverables start to fall through the cracks. To protect from the effects of the “Bandwidth Conundrum,” as they relate to your talent solution strategy, it’s important for you to create a partnership with a Talent Solutions specialist, so they can focus on your needs, while you direct your efforts to “doing only the things, that only you can do.”

Your Talent Solutions Partner

Advatix Global HR is powered by a team of the world’s top People Experts (PE). We are on a mission to help our clients have the best teams performing at their best levels.

And, the Advatix Global HR team never sleeps, literally! Our People Experts around the globe, in different time zones, work in concert and at high speed to provide you the best talent options, along with the right organizational architecture and effective learning management tools to drive your growth.

The “People Experts” at Advatix are hiring for you. Our worldwide organization is driven to find and recruit the folks you need to take your team to the next level all while positively impacting the things that are most important to your business.

The top talent is out there, waiting for your opportunity to present itself. A partnership with Advatix will give you the edge you need to find and hire that top talent.

Visit us at advatix.com or reach out directly to John Cordova at jcordova@advatix.com

About the Author:

John Cordova is a seasoned “people expert” with over 25 years of building organizations and the teams that drive them to greatness. #talentacquisition#people#recruitment

Advatix Comprehensive outplacement solutions

July 21, 2021 – 5:00 PM
10 Min Read

“It’s an Employer’s Market. We Are Your Partners, And Here To Help Your Employees Transition to A New Role”

Advatix Comprehensive Outplacement Solutions

Employees fundamentally shape the value delivered by a company to its customers and investors.Great companies consistently make investments in the development of their employees.This produces superior returns for the company in the form of increased employee engagement, superior work product, increased customer satisfaction and retention.These are all byproducts of employee goodwill. Employee goodwill is an intangible asset, which has a substantial impact on the company, even after an employee moves on.

The current crisis has forced many employers to reduce their workforce, and while doing so, the greatest American companies are proactively taking steps to “do the right thing” for their employees and, in the process earn their fair share of the community’s goodwill.So, how do companies separate from the pack during difficult economic times, when employees are suffering? An often-overlooked way to support severed employees is to offer the resources they’ll need to land the next job, soon. Actively engaging in their “outplacement” helps propel them forward, so the employee leaves on positive terms, and is then naturally inclined to support the organization, and creating an advocate that is willing to recommend it to other potential employees, and even inclined to return to that company at future date.

Now more than ever, employees need to do more to attract the attention of companies. They need a guide through this journey. This means going well-beyond efforts they made in the past to secure that coveted role. In the current market, employees need to position themselves as brands, and direct a clearly defined value proposition towards their target employer. This is critical, as the market today has fewer open jobs than people to fill them, which means more candidates competing for each role.

Comprehensive outplacement delivers a highly personalized solution for each individual employee. And the services are delivered efficiently and more cost effectively than ever before. In fact, the best services guarantee results by helping their outplacement clients find a job or continue providing these services for free until that goal is met.

The advent of virtual technologies has made this efficient. It not only helps a job seeker conserve time, but also eliminates expenses associated with commuting to a career counselor’s office and reduces stress. In order to maintain corporate values and the organizations goodwill, for current and future job seekers, you need to avoid the existing one-size-fits-all outplacement offering. The leaders at Advatix Comprehensive Outplacement Services can help.

Comprehensive Outplacement Services:

Personalized 1:1 Career Coaching Across the Board
Highly Customized Job Matching
Resume Writing
LinkedIn Profile Review
Cover Letter Writing
Interview Preparation
Executive Career Coaching
Orientation and Transition Guides
Self-Assessments and Workshops
Networking and Company Research
Guaranteed Results
Want to learn more? Write to jcordova@advatix.com

The Impact of Vibration on Leadership

July 21, 2021 – 5:00 PM
10 Min Read

Let’s take a moment to think about, sense and feel how we impact others as leaders. We all think and move at a different pace, and anyone we interact with is directly impacted by these “vibrations.” Google’s informal definition of vibration is “the atmosphere of a place, or the associations of an object, as communicated to and felt by others.” It’s like we’re all playing a big game of Battling Tops; we spin around each other, trying to communicate and interact, all while impacting those around us, both positively and negatively through our own independent rates of vibration.

As a former Naval Aviator, I was once told that I “work at the speed of Fighter Pilot.” At first I thought, “That’s awesome… I think and work at the speed of sound.” But after a moment of introspection I considered how this could negatively impact my team. What if not everyone on the team “vibrated” at the same rate? The effect would be that the combined wavelength of the team would be disrupted, and the team would be out of synch. Think of it like trying to create a chord while playing the guitar. Six strings, all vibrating at different rates, all coming together to create a perfect tone, but if one or more of those strings was out of tune with the others, the chord would fail to deliver the proper harmonics.

As a leader, it’s your job is to first understand yourself and how you impact others. After you understand yourself, take a moment to observe and “listen” to each of your team members and be aware of these differences in vibration. Work with everyone on your team to ensure that you’re all “in tune.” It’s up to you to vary your “vibration” and create the right harmonics for your team.

The Moment I Became a Leader!

July 21, 2021 – 5:00 PM
10 Min Read

When I was still a young “nugget” Naval aviator in a ﬁghter squadron I was placed in charge of the Line Department. It was made up of “Line Rats” who serviced the jets and lived in the “Line Shack.” These young 18 to 19-year olds had the unenviable job of working on the ﬂight deck of an aircraft carrier, at night, in 30-40 knot winds. By the end of their 10-hour shifts, they would be covered in fuel, oil, hydraulic ﬂuid, bits of anti-skid decking, and utterly exhausted from working in the world’s most dangerous environment. I, their young Lieutenant, on the other hand, ﬂew high-speed ﬁghter jets, ate in the clean Officer’s Mess, and if I chose, never had to go up on the ﬂight deck of an aircraft carrier until it was time for me to do a pre-ﬂight check of my aircraft. But I had a problem… No one wanted to work in my department. No one wanted to be a “Line Rat,” I mean, why would you? I had a serious “staffing” and morale problem, all of which could have led to the failure of our overall mission.

I couldn’t allow my team to suffer while I lived a life of relative comfort, so one dark and windy night I stepped up and joined my team on the ﬂight deck of an aircraft carrier. After steading my nerves in the comfort of the squadron’s ready room, I naively walked up onto the ﬂight deck of an aircraft carrier, only to be immediately grabbed by one of my guys just before being blown over the side by an F-14’s jet exhaust. Initial shock? Check!

After regaining my composure, I burdened a 10-pound tie-down chain over each shoulder and set out to see what being a “Line Rat” was all about. The chains over my shoulders were meant to tie down an aircraft post-ﬂight, or if a plane should start sliding uncontrollably towards the edge of the flight deck of an aircraft carrier, to heroically throw the chains around its landing gear in an attempt to save the taxpayer’s $80MM investment. To be very honest, I was terriﬁed.

For safety, I was led around the dark and deafening ﬂight deck of an aircraft carrier by my lead Petty Officer, who held a tight grip to his young and inexperienced Lieutenant. To add to my misery, and later my pride, one-by-one my “Line Rats” threw their 10-pound chains over my shoulders to see how much I could take. To them, at ﬁrst it was a game, but later we all began to see what it really meant; that I would shoulder, ﬁguratively and literally, the burden of their thankless job. I stayed on that ﬂight deck of an aircraft carrier all night long, shouldering 40 pounds of chains on each shoulder. I never quit, never said “this is too much” and when the last jet landed and the sun began to rise, I was just as ﬁlthy, just as tired, and most importantly, just as much a part of the team as they were. I did what they did. I was their “servant,” and it was at that moment that I became their leader.

Category: News