Category Archives: Talent Acquisition

July 25, 2012

Why I love recruitment

By Recruiterpoet - Professionalism With Flare

To find something you are passionate about is a gift.
To find something that grants you fulfillment and reward is simply priceless.

There are researchers and scientists dedicating their lives for the opportunity to find cures and promote a better state of living. Doctors and nurses comforting the bodies and souls and extending life so that we may see our grandchildren grow and smile. Teachers who see reward every day in the glow of a child’s eye when they realize they have made a breakthrough. Firefighters who put their own lives on the line on a daily basis to ensure the safety of others. Clergy fulfill a life mission of extending the word of the Lord to those in need. Writers use the benefit of the written word to share a message.

All of these life changing roles serve a purpose. Whether it is to one or millions, their devotion and commitment is a testimony to life. It is the notion of purpose and legacy that grants us a reason to continue our personal journey.

These are extreme examples. We all have value in what we do each and every day from engineers, to chefs, sales, to drivers to accountants. In the circle of existence, all the work we do contributes to a means. It is the value we contribute to society that keeps this well oiled engine moving.

Why do I love recruitment? What is the uplifting result of my chosen career path?

Given the global economic slowdown and the imminent concern over foreclosures, bankruptcy, basic standards of living, rise in poverty, fear and depression, it seems fair to say that helping others find a job is its own personal reward, but it goes much deeper than that.

There are many facets that complete me as a professional. It is the collective embodiment that gives that zest and energy to tackle each day with commitment and pride.

1. Relationships, relationships, relationships – Life is a series of interactions between individuals. Some grow and harness into blossoming flowers while others pass in the wind. Throughout my career I have spoken to candidates on welfare and those making half a million dollars annually and to this day, each and every conversation is a journey of wonder to me. I love the engagement. Making that initial connection and finding that common bond and then letting it grow from there. There is nothing more precious in all of the business world and I get to do it every day. Yesterday, I was reaching out to some of my old networking connections from business I conducted two years ago and it was so refreshing to hear their success stories and their personal life changes. It is the relationships that don’t make the metrics reports or performance reviews but they are the single strongest element of life and business.

2. The ability to change the life of an individual and/or a family. Helping set the groundwork for a career opportunity has ramifications far beyond the assessment and offer. A new career for many is a life change. For some a rebirth or second chance. For others a new challenge. For a few the chance to fulfill a dream. We open the gates of possibility. We hold the key that can guide individuals to what possibly could be the greatest path they can take.

3. Diversification – So many careers are in a box. You have a core group of businesses you support and a set of roles and responsibilities that are a means to an end. In talent acquisition, your client is the company and the scope of expertise is all skills and roles. One moment I may be focused on understanding processes and requirements in the technology space and another I will focus on financial executives. During my career I have dipped into non-profit, consulting, defense, finance, communications, insurance, domestic and global. I stood face to face with Jon Corzine at Goldman & Sachs learned from hundreds of children during Take Your Child to Work Day. Being exposed to all cultures, socio-economic levels and jobs have given me the portfolio to success in how I look at my core goals.

4. Partnership – Recruitment involves many hands in the pot. It is a collective partnership from identification to on-boarding. The process steps involve sales, negotiation, politics, evaluation, risk, and excitement. Working with resource managers, hiring groups, operations specialists, candidates, IT professionals and vendors makes this so much more than what seems like a well run assembly line. Each day is a new set of challenges and one I look forward to.

At the end of the day, it is never about the numbers but the lives. Human capital is and will always be the most critical element of the success of an organization. As automation and robotics take hold, they can only go so far. It is the people that define culture, experiences and growth.

We as recruiters make a pledge to understand the business and identify the best fit for the candidate and the company. We are pioneers to the promise land and I am proud to pave the path.

Leave a comment | posted in Careers, Companies, Culture, Diversity, Human Capital, Jobs, Recruitment, Relationships, Talent Acquisition

February 26, 2010

Hewitt Associates Release – Focus on Leadership and Key Talent Critical in Driving Deal Success, According to New Hewitt Survey

By Recruiterpoet - Professionalism With Flare

Analysis Shows Clear Link Between Investing in Human Capital Issues and Exceeding Deal Objectives

LINCOLNSHIRE, Ill. — Corporate transaction activity is expected to increase in 2010, yet many acquiring companies around the world say they fall short in meeting their deal objectives. One contributing factor? Failure to execute leadership and critical talent agendas, according to a new global survey by Hewitt Associates, a global human resources consulting and outsourcing company. As deal activity heats up this year, Hewitt’s survey shows that effectively addressing human capital issues can be a critical tipping point in the success of an organization’s deal.

According to Capital IQ, deal activity — including mergers and acquisitions (M&A), joint ventures, divestitures and IPOs/spin offs — totaled $2 trillion (USD) in 2009. Hewitt’s quarterly M&A pulse survey of 278 organizations around the world shows that 72 percent expect to increase their deal activity over the next two years. However, almost half (47 percent) said their past transactions did not achieve their intended financial and strategic objectives. Further, while almost two-thirds (65 percent) of companies indicate that leadership and key talent retention are critical to the success of a deal, nearly half (49 percent) of these organizations report they have lost critical employees at the same rate or at an even higher rate than non-critical employees.

A separate Hewitt analysis shows that the loss of critical employees can have a devastating impact on corporate transactions. Based on a sample of 96 companies representing more than $568 billion (USD) in total deal value over a two-year period, Hewitt’s analysis found that more than $54 billion (USD) — or 10 percent — of a deal’s value depends on the rate at which critical employees separate during or immediately after corporate transactions.

“As we unravel the reasons why companies aren’t achieving their M&A goals, it’s not surprising that leadership and critical talent issues are a major piece of the puzzle,” said Elizabeth Fealy, global leader of Hewitt’s Corporate Transaction and Transformation practice. “Often, the loss of critical employees may be enough to erase much of the synergy value companies sought in the deal. In other words, having your most valued talent leave during a merger or acquisition can be a true ‘deal-breaker.’”

To explore this point further, Hewitt compared the survey responses of companies that exceeded deal objectives (Overachievers) versus those organizations that did not achieve their deal objectives (Underachievers). In its analysis, Hewitt found a clear link between deal success and investment in leadership and key talent issues. Overachievers and Underachievers both say leadership and talent strategies are important to the success of a deal (69 percent versus 62 percent, respectively). However, less than a third (32 percent) of Underachievers report their leadership and key talent strategy in transactions as being effective, compared with 70 percent of Overachievers. Overachievers are also twice as likely to effectively identify and retain leaders (81 percent versus 42 percent) and assess critical talent (73 percent versus 35 percent).

“Human capital is one of the top three intangible assets of any organization, yet many companies fail to execute a rigorous and sustained leadership and key talent approach, permitting key leaders and talent to walk out the door,” adds Fealy. “As companies prepare for 2010 and beyond, there is a real opportunity to shift the dial. Having a formal strategy and game plan for leadership and key talent and effectively executing on it is critical for achieving better deal success.”

About Hewitt Associates

Hewitt Associates (NYSE: HEW) provides leading organizations around the world with expert human resources consulting and outsourcing solutions to help them anticipate and solve their most complex benefits, talent, and related financial challenges. Hewitt works with companies to design, implement, communicate, and administer a wide range of human resources, retirement, investment management, health care, compensation, and talent management strategies. With a history of exceptional client service since 1940, Hewitt has offices in more than 30 countries and employs approximately 23,000 associates who are helping make the world a better place to work. For more information, please visit

Leave a comment | posted in Hewitt Associates, Human Resources, Leadership, Talent Acquisition

February 2, 2010

Search Engine Optimization – Can it work…You Betcha

By Recruiterpoet - Professionalism With Flare

Maximizing content and output on the web with minimal and effective cost and time limitation.

Did you appreciate my personal Dictionary.com and Wikipedia.com rendition of the latest and greatest in internet based technology. Ok, perhaps it is not the latest, but clearly not all users take advantage of the tools.

In fact, some may see this as a blog while others can see through the sheer exterior and uncover the marketing plug aligned with this posting.

I am a big fan of the Google profile application not only as a virtual business card for an individual but also as a simplified tool for corporations to funnel out information pertaining to their organization including career opportunities, financials, community service, volunteer work, positive press, location sites and network alignment.

Today a new vision arose: The utilization of Google Profiles to promote career opportunities and maximize search engine exposure

http://www.google.com/profiles/Hewittassociates2010

This page is designed specifically for career opportunities with Hewitt Associates in Charlotte, North Carolina only.

Could this be the latest and greatest in Talent Acquisition process improvement.
I cannot forecast the future. Believe me I have tried but I think we may be embarking on the start of something bigger than the ever expanding Universe of Tweet This and Tweet That.

When you are sitting in a strategy meeting thinking up new ideas to promote career opportunities, let me recommend Google Profile pages.

Leave a comment | posted in Careers, Google Profile Pages, Hewitt Associates, NC, Talent Acquisition

January 26, 2010

Whose Life Will You Touch?

By Recruiterpoet - Professionalism With Flare

In light of the global outpouring of financial, spiritual, and unbiased support to rebuild the lives of those affected by the Earthquakes in Haiti, it is a prevalent time to take a step back and ask ourselves the question: Whose Life Will You Touch?

This is the message that is spearheading the campaign launch of the new Hewitt Associates Career Website release (http://www.hewittcareers.com/).

A career is not about personal gratification and lifestyle accomodations but the value you bring to an organizational structure and ultimately the impact you have on other lives. Hewitt has a commitment to excellence in customer satisfaction, community involvement, quality of life and passion for meeting the needs of all the individuals whoses lives they affect. This is not a catch line but a morale framework for adhering to the bettering of society.

Over the last 18 to 24 months, families, communities, neighborhoods, states, countries and continents have been adversely altered due to the global recession. During that time, millions of people in ways small and large have done all they can to help others in an showering of support.

In life, as we grow and mature we tend to see the world in a much more complicated way. It seems almost critical to simply our surrounded and place value on morales and shared values.

The challenge I have today is to look in the mirror and ask yourself: Whose Life Will You Touch?

Leave a comment | posted in Haiti Earthquake, Hewitt Associates, Recession, Recruiting, Talent Acquisition, Volunteer

November 17, 2009

Survivor: Recruiterville

By Recruiterpoet - Professionalism With Flare

This season of Survivor promises the most dangerous, unpredictable, cut throat competition you have ever witnessed. The challenges will be more complex, the contestants will stop at nothing for ultimate victory and the reward; more lucrative than any past season. This year’s Survivor will walk away with unconditional job security.

Is the sanctity of life the value we place upon ourselves of those whose lives we affect? We are the bearers of the future lifestyle of each and every candidate we touch. Whether that is through a simple interaction or months of developing relationships. We are a gateway to the ends defining the means.

What is the reward? When is victory found? Some Human Resource philosophers will argue never. As Talent Acquisition Specialists, we are on an endless pursuit. One without a beginning nor an end. Is this continuous circle an invitation to insanity or a calming effect on the track of professional excellence?

As we look around at the ambitious contestants we see signs of anticipation, anxiety, confidence, fear, apprehension and adrenaline. This season, the island will be filled with hunters who will be hunted by their own self-conscious. Prepare for a season of thrills and chills that you will never forget.

Each contestant will begin with a Recruiters Survival Kit which will include the following items:

1) CRM Tool
2) Legal Toolkit
3) Measurement/Metric system
4) Industry News Links
5) Social Networking Tools
6) Cultural and Translation Tools – Global Acquisition
7) A Compass

Challenge #1

Acquire the highest quality talent while reduce operating costs.

Now that should eliminate half the pool of contestants

Challenge #2

Develop a pipeline of talent and build a community of relationships that will enhance future acquisition needs for the next several quarters and years

Challenge #3

Transition from a traditional process orientated office role to a virtual social media global environment

Challenge #4

Develop a series of unique and creative sourcing techniques that take you out of your bubble and provide you with an edge on the competition

Final Challenge

Revolutionize the world of Talent Acquisition. Dare to change the evolutionary scale and set a new standard.

The field is in place and the island of Recruiterville with all its inhabitants are eager to witness the beginning of the elimination process. Can you feel the energy on the island?

Now for the M Night twist: Look in the mirror and look around you…You are a contestant. Welcome to Survivor: Recruiterville.

Strap on your best bandana and cargo pants. This is going to be a bumping ride but what a fun one it will be.

Leave a comment | posted in Human Resources, Recruiting, Social Networking, Survivor, Talent Acquisition, Uncategorized

October 21, 2009

Hewitt Associates Erin Peterson – Global Talent Acquisition Leader wins Staffing Professional of the Year

By Recruiterpoet - Professionalism With Flare

The title speaks for itself. Not one of the most witty titles but this is a rare time where a dedication blog is due.

I believe this blog is an opportunity to celebrate life and all the successes that give us pride and satisfaction.
In a world driven by chaos, greed, gluttony, selfishness, apathy and a few others that you can find under Donald Trump in Wikipedia, it is refreshing to see the collective work of a visionary appreciated by peers and industry leaders.

Chicago is a challenging market driven by diversified industry representation, a tremendous academic presence, highly competitive job markets, a visible and sometimes volatile financial markets, surging unemployment and a sensitive political arena. To stand out in this environment is an added testimony to the strength Erin Peterson has as a professional and a person.

The Staffing Management Association of Greater Chicago, bestowed their annual award for Staffing Professional of the Year to Erin on October 15th. For those of you that do not know Erin, she is a dedicated mother and wife, a networking guru, a leader that values dedication and rewards performance and and one that believes in constantly evolving and implementing change.

When she stepped into her role with Hewitt Associates in 2008, she took a platform that to the naked eye would take three to five years to implement. Set a global strategy, develop a new model of Talent Acquisition, re-invent a campus program from the ground up, develop and implement a social branding strategy, gain strides in diversity, and overall build a world class Talent Acquisition Organization.

Less than a year and a half later, the realization of her dream is being seen at a global level. Surrounded by a team that is dedicated to her vision, Erin has led this vision into a reality.

As this organization evolved so to did the supporting players by evaluating skills, developing training initiatives, adding new tools and becoming more ingrained in a solution that is cost effective with a high rate of return.

The metrics speak for themselves but the dedication of her team cannot be addressed in words.

This, in the humble opinion of Recruiterpoet will be the first of many recognitions to come.

Congratulations Erin and the entire Talent Acquisition Team at Hewitt Associates

1 comment   |  tags: , , , , , | posted in Awards, Great Employees, Human Resources, Social Branding, Talent Acquisition

October 19, 2009

Confessions of An Unemployed Shopaholic

By Recruiterpoet - Professionalism With Flare

“I have an interview next week with UPS. I hope I get to wear the uniform. How cool would it be to wear the uniform.” – Those words were uttered by a very successful corporate and agency Talent Acquisition professional who had the suburban home outside of the major urban market and the summer cabin by the lake up north. Enjoyed traveling and sailing and knew how to close the deal.

After months of optimistic frustration, interviews started trickling in. Slowly but promising. Sharpening the interviewing skills, preparing for the behavioral bombardment of questions and ironing the most conservative suit in the closet, he was ready. The answered flowed, the confidence rose and the will to rise from the recession was peaking its head and just as we were ready to close the deal something was missing, the money.

Wait, is he expected to do the same caliber of work for 40 or 50 thousand less than what he was making prior. Oh no, reality just pitched three strikes and Casey is still waiting at the plate with bat in hand.

Time to sell the cabin but hopefully not the dogs. We can hold out a little longer. He can do some freelance consulting, participate in some small speaking engagements, take a few courses and keep fresh on the industry news and trends.

Now he finally has time to catch up on Mashable.com, BNet.com and Tweet the trials and tribulations of Bubble Boy on Twitter. Oh yes, internet procrastination disguised as a career search session. That may actually help the mental meltdown that is about to happen.

Good news, the unemployment rate is only 9.4% but wait, it is 12.8% in his major metropolitan area and if you factor in those that are no longer eligible for unemployment, we are close to 17.5%. Not looking good but not out yet.

He still has a strong circle of friends to help him through these times and he knows he is not the only one sitting on the deck of the Titanic. That moral support from employed and unemployed alike has kept him mentally strong during this time.

Even with the prospect of UPS he still does not see a sunrise in the near future. That is scary and very real.

What does the next chapter bring for this once well educated, well paid and well respected professional….
We will wait and see. He knows he is marketable and ready to take on the next assignment. He is maintaining connections with agencies, network contacts and keeping his career search and tweet deck up to date on opportunities. With persistence and a little bit of good old fashioned luck, this once prominent member of the Talent Acquisition community will once again rise to the top.

Postscript: This individual is now a senior director at a Fortune 500 global organization. Cheers!

2 comments | posted in Career Searching, Human Resources, Recession, Talent Acquisition, Unemployment

October 16, 2009

Why am I applying for this career opportunity?

By Recruiterpoet - Professionalism With Flare

Many at some point will and some already are in search mode. The radar is on and we are setting a course for Careerville. Unfortunately, not a Facebook application yet but give it a week or two.

Before I consider a formal application, I prepare a preliminary Q&A to help determine if I want to formally put my hat in the pile.

Here are a few things I focus on when considering a career opportunity:

1) What is the financial stability of the organization and are they under a Merger & Acquisition radar. This gives me an understanding of the long term growth and stability of the organization and fronts the question of consolidation in the event of a merger.

2) Why is this opportunity open – New business, attrition, short-term fill, expertise missing from team setting

3) What type of support is around this role – Who are the other team members and what expertise do they bring? Is there administrative support? What type of training (shadowing, on the job, classroom) will help transition into this role?

4) Does this opportunity have a set advancement ladder? (Is there a job family? What is the progression chain? What is the projected time line for advancement?)

5) What is the communication, innovation and idea implementation culture? Does this organization welcome open ideas? Is there a chain of command? Is it conservative or open to taking risk?

6) What is the leadership vision and overall company mission and how does it role into this particular role?

7) What is the work life balance culture – How many hours a week are expected? Are there late nights or early mornings? What is the travel element?

8 ) Does this role provide me with new challenges that will evolve my professional experience or will it keep me at my status quo?

9) Why am I choosing this opportunity? Responsibilities, company reputation, stability, location, I need a job…

Of course some of these can only be addressed during an interview setting but these are questions I consider when considering a new opportunity.

Now the question, Why are you applying to this opportunity?
Once you develop your own list, you will be ready to take on that career search.

Leave a comment | posted in Career Searching, Great Employees, Human Resources, Talent Acquisition

October 13, 2009

How Do I Identify Great Talent?

By Recruiterpoet - Professionalism With Flare

“I have no particular talent. I am merely inquisitive” – Albert Einstein

Talent isn’t born, it is developed and harnessed.
We live in the most exciting, technologically advanced and intelligent time in our modern history.
We are given tools to grow and excel.
Our limits are boundaries.
Our borders…non-existent
Today is a time for greatness.
Each of us has the opportunity, the determination, the drive and the talent to do more than we can ever imagine
What inspires you…
Family, a song, writing, the stars…it doesn’t matter.. All that matters is finding a talent and being the best you can be.

Understanding what inspires and motivates is the key to finding talent.

There are several key elements involved in identifying and attracting the best talent in the marketplace.

1.) Be creative and individualize yourself. Don’t be afraid to try something completely different. Explore a new user group, start a blog, take to a stranger at a coffee shop but don’t be afraid to fail.

2.) Research – Understand your target audience. What are their interests? What motivates them? Do they want more education, more challenging work, leadership opportunities, time off, affinity groups, social networking or just the feeling of a hard days work

3.) Develop trust and confidence. Don’t be afraid to talk to them. Offer advice. Prep them and give them a resource from the very first call until they are a part of your organization.

4.) Have fun. Whether you are a sourcer or a recruiter. Whether your focus is research or relationship building; remember the key to a successful career is having fun. You are helping to shape the lives of families every day of your career. Know how important you are and have fun.

5.) Be Great…Greatness is contagious. If you are great, you will find great, you will develop great and you will ultimately be surrounded by great.

Life can be very simple or very challenging.
Be spontaneous but have a plan
Don’t be afraid to laugh or cry
Value what is important to you.

The talent is there, develop a plan that works and stick to that formula.

That is my plan…

1 comment | posted in Human Resources, Talent Acquisition

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