In-Transition Group New Member Onboarding Orientation · Change Your Perspective •The first step...
Transcript of In-Transition Group New Member Onboarding Orientation · Change Your Perspective •The first step...
Chester County Human Resources Association
In-Transition Group
New Member Onboarding Orientation
2020
About CCHRA In-Transitions Group
• When: After monthly CCHRA Chapter Breakfast meetings
• Time: 9:30 AM to 11:00 AM
• Location: DURING COVID-19 - Remote Meeting
o Will return to in-person meetings in the future when safety concerns can be addressed.
• Facilitator:
o Susan McDonaldVice President Client ServicesCCI ConsultingE: [email protected]: 267.254.4781
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Objective
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• To help you, our CCHRA in-transition
members, take a more strategic
approach to all aspects of your job
search go-to-market campaign:
to improve chances for successful
re-employment more efficiently
and effectively
with laser focus in order to
conserve and re-direct energy
towards seeking the right, best fit
target employers and
opportunities for you
to help our members more
effectively compete to win your
next role.
To help open doors where we can
Agenda
I. A little background – facilitator’s view of the world
II. It’s all about perspective
III. Too often – it’s the cart before the horse
IV. Strategy versus tactics
V. Building your strategy & approach-to-market plan
VI. Vetting through the gatekeeper’s view
VII. Now, the horse before the cart | context for resume optimization!
VIII. Next steps
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About the Facilitator• First (14) years with Prudential Insurance Company
– (10) years in Operations
o National Call Center
o Customer Service
o Training
o Claims
o Billing & Eligibility
o Special Projects
– (4) years as Consultant in Prudential’s Organizational Development Group
• Ten years as stay-at-home mom raising 4 children
o Launched successful wall mural business
o Launched successful Executive Recruiting & Organizational Development Consulting business
• Thirteen years in Human Capital Consulting
o Career Transition / Coaching; Marketing/Branding;Full Service HR / Human Capital Consulting Services
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In 2 Business Lines / (7) Functions:• AARP Group
Contract
• Individual Life Business Lines
Susan McDonald
CCI Consulting
VP Client Services
Change Your Perspective
• The first step in taking a more strategic approach to your re-employment campaign (aka marketing campaign or job search campaign) is to adjust your perspective of the world.
• Your key to success will be your ability to view and critique your candidacy through the eyes of your buyer….(all stakeholders and constituents in their food chain!)
• … focus on the “right” target market (prospect employers) for you
• …against the realities of those you can anticipate would be your competition
• And be willing to do the ‘heavy lifting’ required to “win”
• Identify where you are most uncomfortable and expend energy there!
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It’s not your view of
yourself; it’s how you
are perceived by all
constituents in the
hiring ‘food chain’!
Marketing Strategies
• For Job Seekers
• Career
• Concepts, Inc
John P. WilliamSenior Director, Human Resources
Desperately Looking for:• a great job
• with a great company
• for great compensation
• within desirable commute
• with strategic HR department
• for a great boss
• Where I’d be a great fit – chance to make
impact • my skills & experience transcend industry
Your priorities…
through your
lens…
as you “hit the
streets” in your
“approach-to-the
market” in your
job search!
Marketing Strategies
• For Job Seekers
• Career
• Concepts, Inc
XYZ Companymid-size bio-tech, PE-owned, aggressive growth strategy
Desperately Looking for:• The “right” Head of HR for our needs
• With strong business acumen and stress tolerance
• To help PE and leadership to drive business results
against growth targets
• Who knows what we don’t know and can communicate
effectively (and painlessly)
• Great business partner to the business and our mix of
leadership team’s personalities and ‘hot buttons’
• Mitigate risks, put out fires, prevent fires
• Get it done without complaining and on time• Someone who has proven success in this environment
Your prospects’
priorities…
THROUGH THEIR
LENS…
as you “hit the
streets” in your
“approach-to-the
market” in your
job search!
Marketing Strategies
• For Job Seekers
• Career
• Concepts, Inc
John P. WilliamSenior Director, Human Resources
Undoubtedly:• I am an exceptional candidate – just not
getting a fair look and consideration for some
reason
• I am a great fit for most great companies
• I am ready to answer any questions about my
previous experience and roles
• I’m willing to consider opportunities outside of
this region. Willing to relocate or do road
warrior travel
• I can be successful in any organization• my skills & experience transcend industry
Your view of your
candidacy…
through your
lens…
as you “hit the
streets” in your
“approach-to-the
market” in your
job search!
Marketing Strategies
• For Job Seekers
• Career
• Concepts, Inc
XYZ Companymid-size bio-tech, PE-owned, aggressive growth strategy
Desperately Looking for evidence that you are:• The “right” Head of HR for our needs
• With strong business acumen and stress tolerance
• To help PE and leadership to drive business results
against growth targets
• Who knows what we don’t know and can
communicate effectively (and painlessly)
• Great business partner to the business and our mix of
leadership team’s personalities and ‘hot buttons’
• Mitigate risks, put out fires, prevent fires
• Get it done without complaining and on time
• Someone who has proven success in this environment
Your prospects’
vetting criteria…
THROUGH THEIR
LENS…
as you “hit the
streets” in your
“approach-to-the
market” in your
job search!
The Cart before the Horse…
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It has been my experience (as a Head
Hunter myself and as Career
Management Coach) working with
hundreds and hundreds of leaders and
individual contributors over last 15+ years,
that most often, individuals – both with
and without professional guidance, tend
to jump into these first steps when in job
search:
1.) update resume
2.) inform those who know and love them that they are in ‘job
search’ mode. Can they help? Plse keep them in mind.
3.) Chase posted openings
4.) Leverage personal & professional networks to ‘get in’
5.) Prepare for interview process as opportunities
present themselves
What are the ‘right’ first steps?
• Before tackling ‘updating or optimizing resume’, chasing leads, tapping into your network, scheduling networking meetings, creating Bio profiles, prepping for interviews – TACTICAL STEPS…
• You should first formulate Strategy and Work Plan in order to most effectively approach and compete in the market.
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• Sun Tzu is regarded as one of the greatest military strategists. His documentation of the best ancient strategies are studied in boardrooms and war rooms alight.
• What does the strategist say about tactics?
• Strategy without tactics is the slowest route to victory. Tactics without strategy is the noise before defeat.
o sun-tzu-strategy-without-tactics-is-the-slowest-route-to-victory
Best ‘Very First Step’ is Having ‘Right Lens’
• Have you adjusted your perspective (of yourself as a candidate) which should inform every aspect of your re-employment campaign?:
o through the eyes of the right, target market; their needs and expectations?
o all stakeholders and constituents in the employers’ food chain in hiring decision process? (your friend might get you in…but who else is part of ultimate decision process through to ‘offer’?)
o in light of any specific industry sector dynamics in today’s environment?
o in light of any other business, economic, labor and societal issues impacting businesses / organizations today?
o in light of your current competitive technical strengths, differentiators and potential deficiencies (against anticipated competition?)
o In light of your personal – communication style, comfort zone and natural storytelling skills to compel & engage throughout the full recruitment life cycle?
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Building Your Strategy & Vision
Take an inventory of where you’ve been and where your target could be categorizing you against their organizational needs and HR structure… at 80 MPH! Who is the right, best fit for you?
• Where have you been in your career path?
• What generalist roles have you held?
What career move(s) are you open to / why?
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• HR
Coordinator
• HR
Generalist
• HR BP /
Senior HR BP• HR Manager
• HR Director • VP HR • SVP HR • CHRO
Industries size
companies
ownership
structures
geographic
footprints
• Step back • Lateral move • Promotion • Different Role
Complimenting
Background
Recruiting
Coordinator
Recruiter Senior
Recruiter
Recruitment
Manager
Recruitment
Director
Talent
Acquisition
Team Leader
Talent
Acquisition
Manager
Talent
Acquisition
Director
Talent
Acquisition
Vice President
Global Talent
Acquisition
Leader
Your Target is Buying Your Technical Expertise as the Baseline
What is your technical track / expertise?
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Your Target is Buying Your Technical Expertise as the Baseline
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• What is your technical track / expertise?
• HRIS Coordinator • HRIS Manager • HRIS Senior
Manager
• Talent
Acquisition
Center of
Excellence
• Talent
Management
Center of
Excellence
• HR Shared
Services
Manager
• Shared
Services
Director
• Payroll
Coordinator
• Payroll
Manager
• Payroll
Director
• Global
Payroll
Today – it’s all about ‘change’
• What are the ‘change scenarios’ your targets are in midst of … or bracing for? This is critical context when you share your accomplishments and stories of business impact with quantifiable results.
• Where have you been successful in driving, managing, facilitating significant change?
• Best predictor of future success is previous success. Give me believable evidence of your successful impact.
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A View Through the ‘Vetting’ Lens
Gatekeepers | Decision Makers are Vetting Candidates:
• 1st Phase:
o Convincing evidence of technical fit;
– Context
– Specific experience
– Price – in range; market value; unique differentiators
• 2nd Phase:
o Convincing evidence of impact & results;
– What have you achieved
– How have you achieved successful outcomes?
– Correlation to what is needed now to future here?
– In context of significant and ongoing ambiguity & change
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A View Through the ‘Vetting’ Lens
Gatekeepers | Decision Makers are Vetting Candidates:
• 3rd Phase:
o Convincing evidence of cultural fit or compliment;
• Chemistry connection with direct manager; peers; team; constituents and stakeholders
• Authenticity; Believable; Trust; Energy; “It factor”
• 4th Phase:
o Best chance for success; mitigate risks
• Behavioral strengths; any comparative deficiencies?
• Up the food chain – everyone on board?
• Price – what will it take?
• The dance; the negotiation
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Laser Focus for your Approach
• Before you start tapping into your networks informing folks that you are actively pursuing opportunities – can they help – are you able to map out:
o Tier One: which employer categories would be shortest line?
o Tier Two: might be harder to convince easily; but I’m motivated and willing to put in the work. I have a very strong ally who is able and willing to champion me.
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Define Your Target Market
My first tier criteria for identifying target Employers are:
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My first tier target roles are:
My next career move ideally would be… I could be willing to:
Why would I be a compelling candidate for these targets?
Identify Your Top Target Employers
• Know who meets your target criteria – broadest list
• Vet for who should be your ‘top 25’ targets
• Know why they are a good match for you; and why you are good match for them
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• Research what’s happening with top targets – correlate to your expertise
• Who has current openings that meet your target role(s)?
• For those who don’t have active openings; set up job alerts specifically for those companies / titles
• Research where you have strong to affinitive connections to leverage against top targets list.
What market research should be done?
• Understand the needs of your target market:
o Find job descriptions for your target role in target sector
What comes across as highest priorities of the role today?
What are the things you’ve done which correlate to these needs?
Set the stage for effective story telling but first…
Executive summary of your relevant accomplishments
What are the current and trending nuances in industry sector, business & economic climate, labor market, and other (social & political) that could impact what is required of those in your target role?
Are you prepared to paint the picture of your capabilities to
step into role and handle normal requirements as well as what could be anticipated?
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What market research should be done?
• Assess the Competition:
o Leverage LinkedIn to review:
Those who have historically held and/or are in your target role in target companies, sector, size, ownership, geography
Any pattern detected in terms of those most compelling?
What do you see as your:
Strengths
Differentiators
Vulnerabilities
What is needed to improve competitive positioning?
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Now put the cart behind the horse!
• Now you have the context for optimizing your resume and LinkedIn Profile
• Make sure it is not a job description
• Needs to project evidence of your:
o technical expertise
o quantifiable results & business impact
o success and progression
o ability to get done what your targets need to get done!
o Interpersonal and leadership style for sense for ‘how’ you get things done. Inspiring leader / teammate or collateral damage in the wake?
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Audit Lens
• Resume
• LinkedIn Profile
• Executive and compelling summaries
• Champions; endorsements
• Interesting & compelling stories and conversations
• Ability to “connect” with range of personalities & styles involved in interview lifecycle
• Likeable; authentic
• Personality; Leadership; Communication
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Evidence of Technical Fit and Success projected thru
Return on Investment?
• If your investment of hours in ‘networking’ is not generating legitimate traction and results in ….
o Phone Screens
o First Round Interviews
o Second Round Interviews
o Finalist Interviews
o Offers
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• Then the very real possibility exists that your ‘approach-to-the-market’ has been tactical and lacks laser-focused strategy. I promise – it’ll rear it’s ugly head throughout the interview process!
o You have a roadmap
o Do the heavy lifting
o Be comfortable with stretching beyond your comfort zone!
What Insights Gained?
• Strategy versus Tactics
o Where do you have the best chance to compel for Finalist consideration?
Industry correlation
Size correlation
Geography relevance and budget, risk tolerance
Technical expertise & skills | most current and matches what’s needed?
Scope history
Sleeves up? | More strategic?
Build | Transform | Turnaround | Drive GrowthTransition | Integration | Technology
Quantifiable, compelling and relevant results
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Next Steps…
• Please apply insights gained from this onboarding session to make an attempt at revitalizing your resume (if needed).
• Send me an email, [email protected] letting me know that you viewed this recording.
• Attach draft resume for my review. Ask if we can schedule a 30 minute call for individualized feedback and guidance.
• Be ready to do the work that is needed to truly differentiate yourself and be ready to crisply articulate your quantifiable success stories.
• Be ready to identify your strengths and vulnerabilities from full lifecycle recruitment process
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Who is Hiring?
• HR jobs on LinkedIn search
• Indeed HR jobs - King of Prussia
• Chester County HR Assoc Jobs
• https://www.cciconsulting.com/careerportal/#/jobs
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What Else Can you be Doing?
• What are you doing to optimize your value and time while conducting search efforts?
o Upskill / any certifications / contract / out-of-the-box
o Corona Virus Resource Center: www.foxrothschild.com
o Development: LinkedIn Learning resources
o Ton of free webinars
o SHRM; Chester County Chapter
o https://www.irelaunch.com/employers - those returning to
workforce after hiatus
Networking:
o SHRM; Chester County Chapter
o Personal Centers of Influence & industry channels
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