If your company is not already investing in talent acquisition, make this your goal for 2017! Unlike traditional recruitment, talent acquisition is a long-term strategy focused on identifying specialists and future leaders able to fill difficult, highly skilled positions that typically take four to six months to fill. Since talent acquisition is more strategic than recruitment, it involves more introspection and an understanding of HR practices and functions across all corporate departments, which strengthens internal cohesion and reduces turnover. If you’re considering moving to a talent acquisition strategy (or if we still haven’t convinced you that doing so is important!), here are five things to keep in mind:
Advances in technology have impacted every field, including recruiting. We’ve put together a list of seven technology trends we think will change the way recruiters operate, as well as some suggestions for how you can leverage these developments to improve your company’s HR functions, positively impact company culture, and recruit (and retain) top talent.
Getting employees to participate in training seminars (let alone actually pay attention to them) can be like pulling teeth. No matter how important or relevant the training, there will be people who think it doesn’t apply to them, people who show up then sit in the corner and doodle, people who leave after lunch, and so on, which can create the impression that you’ve just wasted a lot of money trying to get people to learn a new skill or process that could help them perform their job more effectively. One way to combat this is to implement a self-directed learning program that allows employees to pursue their own education, expand their skill sets, and improve performance on their own schedule. Below, we’ve provided some insight into why self-directed learning can be of value and how to implement a program of your own.
September 2016 – Potomac Recruiting is pleased to announce that Hope for the Warriors, a national non-profit with a four-star rating from Charity Navigator, has chosen to work with us to fill their search for a Vice President of Advancement. Hope for the Warriors was founded in 2006 by military families at the Marine Corps Base Camp Lejeune as they witnessed the effects war imparts on service members and their families. The organization works to provide comprehensive support programs for service members, veterans, and military families that are focused on transition, health and wellness, peer engagement, and connections to community resources. Hope for the Warriors takes a grassroots approach to interacting with the communities in which they live, work, and send service members, and focuses on establishing and nurturing relationships that provide support.
September 2016 – Idaho National Laboratory (INL) engaged Potomac Recruiting to conduct a search for a Deputy Associate Laboratory Director for National and Homeland Security (N&HS) Programs, and we are pleased to announce that we have successfully placed a highly qualified candidate. INL is a Federally Funded Research and Development Center and the Department of Energy’s lead laboratory for nuclear energy research. Their N&HS directorate plays a crucial role in the organization, providing innovative science, technology, and physical solutions to secure critical infrastructure and preventing the proliferation of nuclear and radiological weapons of mass destruction. INL was seeking an accomplished leader capable of articulating an inspiring vision and guiding the directorate towards an exciting future, and able to work effectively with the Department of Energy, Department of Homeland Security, Intelligence Community, industry, and other stakeholders to position INL as the intellectual leader in national and homeland security programs.
After putting the time and effort into finding the best suited candidates for an open position, you will want to ensure that these candidates stay and continue to contribute to the current and future success of your company. Employers are always looking to understand what keeps top talent happy. Here at Potomac Recruiting we suggest utilizing the following tips to ensure that you retain your best employees.
Recruiters have embraced data and technology to employ a precision approach to hiring the best candidates—and they love it. Data and analytics in human resources play an increasingly important role in the way that companies approach candidate searches and the hiring process in general. Welcome to the era of digital hiring.
Many people looking for a job put all of their focus on how to answer interview questions, but forget that they are there to ask questions too. When meeting with a potential employer, both you and the individual conducting the interview are there to ask questions.
Social media has become a prominent source of information for both recruiters and potential employees. Not only does it provide a free, unlimited network of connections and possibilities, but it also provides users with the opportunity to develop and sustain a personal brand.
Internship programs are ubiquitous around the beltway (and around the world), but few employers approach these arrangements as ways to attract, develop, and retain top talent. A well-designed internship program will not only help the student or young professional learn valuable skills that will help them in future endeavors, but will create a talent pool of qualified candidates who already have an understanding of your organization and its culture. We asked our experts to come up with some ideas for employers looking to leverage their internship programs – or start one – to attract fresh talent and expand their candidate pools.
LinkedIn was launched in the early 2000’s as a networking site where business people could connect and make new contacts, and, while it did retain that professional edge for quite some time, it’s difficult to log in to LinkedIn now and see that same level of decorum. As more users sign up (LinkedIn has over 400 million users around the world), people are seeking new ways to distinguish themselves from the crowd, and, as a result, some of the professionalism around the platform has deteriorated. Headshots of people on vacation or at a party are not uncommon, taglines are often aimed at being clever or funny rather than describing an individual’s profession, and there has been a rising trend of people treating LinkedIn’s messaging service as a dating app. If you’re using LinkedIn to look for a job, though, you need to make sure that your own LinkedIn page demonstrates a high level of professionalism. Here are some key questions to consider when reviewing your profile:
One of our specialties here at Potomac Recruiting is helping people looking to transition out of the military and into the private sector, so this week we asked our experts to put together some straightforward tips aimed at candidates with a military background. Though transitioning out of military service and into civilian life can be daunting, conducting a job hunt as a veteran is not substantially different from any other search – but it does require a different type of mentality from what you might be used to in the military.
March 2016 - Potomac Recruiting is proud to support the Girl Scouts of America! The Girl Scouts organization was founded over 100 years ago by Juliette Gordon "Daisy" Low, and today has over 2 million members and has troops in 92 different countries. The organization is focused on empowering girls and women by promoting educational initiatives, community service, field trips, cultural exchanges, and skill-building clinics.
Getting a seat on a corporate board is a prestigious accomplishment, and, as such, requires a lot of careful planning and preparation. This is especially true for women, who only hold approximately 20.2 percent of corporate board seats among Fortune 500 companies. One of the key functions of an effective Board of Directors is representing company stakeholders, including customers, employees, and shareholders, therefore a diverse, inclusive Board that combines a variety of skills and viewpoints is crucial. With that in mind, we’ve compiled some tips and advice on how women can prepare to sit on a corporate board.
February 2016 – Potomac Recruiting is proud to announce that our existing client The MIL Corporation has retained us for a new executive search for an HR Senior Executive. The MIL Corporation, which has provided Federal agencies with innovative financial, technical, engineering, and cyber solutions for 35 years, is looking for an HR Executive to assist with their goal of doubling in revenue and personnel over the next five years. The candidate will be responsible for leading the development and executive of MIL’s talent strategies, and will work directly with the Executive Leadership Team to enhance organizational capability and create a high-performance, sustainable organization.
The end goal of any job hunt is, naturally, to accept a position at a new company – which means adjusting to a new company culture. This can lead to a difficult transition period, during which time you might feel frustrated or like you’ve made a mistake. Don’t get discouraged, though! We’ve put together some tips for dealing with an unfamiliar environment and company culture.
Last week we wrote about six ways to bomb a phone interview, so, as promised, this week we’re going to provide some tips for acing a phone interview! Phone interviews are becoming more and more common as companies and recruiters try to weed out poor applicants before spending the time and resources to bring in candidates for an in-person interview. They have become an inescapable part of the modern job application process, so all candidates need to be familiar with the do’s and don’ts of a successful call.
Congratulations: you applied for a position, your résumé and cover letter were well put together, and you have been asked to do a phone interview! This phone interview is the crucial first test you will have to pass before you are taken seriously as an applicant, and, as such, requires a lot of preparation and forethought. Unfortunately, we’ve noticed that many otherwise excellent candidates often do not take phone interviews very seriously, or don’t think they carry the same weight as an in-person interview. In the hope of inspiring these job seekers, we asked our experts to put together a list of six common ways potential candidates can bomb a phone interview. Next week, we’ll take a look at some ways to avoid these errors and ace a phone interview!
Social media has become a recruiting buzzword; these days, it seems everyone is sourcing candidates through Facebook, LinkedIn, and Twitter. There’s just one problem: there are millions of people on these social networks, and finding the right candidate among the crowd can be difficult – if not impossible – leaving many recruiters and hiring managers wondering how, exactly, they are supposed to leverage this technology to improve their candidate searches. We’ve put together some tips designed to help you get started and effectively utilize social media sites to identify and reach out to qualified candidates.