What’s Your Hiring Strategy?

What’s Your Hiring Strategy?

By Reno Rafly

This article was originally posted on the CEO SUITE blog.

Having a bad hire is very costly to the business. Not only could it create a bad vibe to employee morale, it could also influence a poor workplace culture. According to a CareerBuilder.com 2012 study on the cost of hiring, 7 out 10 businesses experienced a bad hire, and 24% managers stated a bad hire cost them as much as US$50,000 (CareerBuilder, 2012). The cost is accumulative from the low productivity, the gap between hires, time to train a new hire, to lost opportunity cost of the business.

Business leaders often neglect to develop a people strategy when they develop a business strategy. The common practice to “just let HR handle this” is no longer acceptable in the era where good talent is hard to find. With competitors ready to gain your market share in the blink of an eye, you need to be ahead of the game by hiring the best talent. Having a good hiring strategy can make a big difference in your business productivity and growth.

Below are five tips to help you start thinking about your hiring strategy:

1. Be clear with your business goals
When you understand your business goals, you will have a better understanding of the skills you will need from your team to achieve these goals.

2. Develop a Hiring Needs Analysis
A Hiring Needs Analysis (HNA) can help you put together and document skills and knowledge that currently exist in your organization and skills that you will need. You can then create positions and put them into appropriate levels in the organizational structure.

3. Create a good job description
Having a clear and concise job description can save you hours of filtering out applicants. Be descriptive in what you’re looking for and the minimum levels of requirement. Understand that although it seems good to hire someone who has 10 years of experience with a master’s degree, the position may not need that level of qualification. Be realistic with what you need and the level of compensation you can provide.

4. Hire for attitude and skills
Hire people who love what they do and are good at it. These are the people that do not need to be motivated; they enjoy learning new things and they will thrive to achieve their goals by supporting your organizational goals. You can provide additional training for skills you might need in the future, but you cannot train positive attitude.

5. Create a good recruiting experience
Create a good experience for everyone that is involved in the process. Yes, this includes the rejected candidates. In the age of social media, bad news travels fast and the only thing you do not want to see after you celebrate your new hire is to hear that someone mentioned your firm and wrote how bad your recruiting process was. Remember, these people can potentially become your future clients and business partners, so being kind and respectful should be the slogan of your process.

Communicate this guideline to everyone in your organization and take the lead in ensuring your hiring strategy will be a turning point to the quality of hires that will support your business growth.

2016: Be Bold

2016: Be Bold

By Reno Rafly

The article was originally posted on LinkedIn.

2015 was a very exciting year in business and entrepreneurship. WSJ reported 2015 as one of the biggest mergers & acquisitions in history (second to 2007), which accumulated to $4.3 trillion transactions. Companies realized they can be stronger together with the right partnerships.

Of course, the downside of this is there will be a lot of redundancies, especially on the talent resources on the support functions. This year, we will see a lot of layoffs coming from the new emerged companies, which could mean there will be a surge in the talent market.

On the talent side, it’s probably a good time to polish up those resumes and brush up on the interviewing skills. Review your plan for 2016, which include attending networking and conference events that could potentially lead you to better opportunities.

On the employer side, this is the time where you review your talent needs and see where you can leverage your branding in social media announcing you’re hiring. Quickly secure opportunities to meet talent that are thinking of moving to the next opportunity and see whether you have the best fit. Posting your open jobs online and hoping to get the best candidates will not get you one. Be proactive and seek them first.

For those of you who are thinking of starting your own venture, think no more. Resources from thinking, selling, branding to marketing are available through different partners such as the SBA.gov. Other resources provide platforms, from incubators to co-working spaces, that would allow you to work together and share spaces (and ideas) with like-minded entrepreneurs.

This is the year to BE BOLD. This is the year to finally execute those goals and ideas and seek those opportunities that you’ve been thinking about for a long time. We are in the information age where you can solidly plan a communication and learning goal. Use your smartphones and gadgets to your advantage in working mobile and get connected with aspiring business leaders and budding entrepreneurs. Learn as much as you can from them. Use their lessons learned to jumpstart your goals.

Aim high. We, especially women, tend to sell ourselves short. Women will not apply jobs in which they would not think they’re 100% qualified. Women tend to downplay their accomplishments by mentioning the “luck” factor as oppose to their own skills and perseverance (which unfortunately contributes to a bigger gap in gender inequality in leadership roles and compensation). Trust me. I am one of them.

I can’t count how many chances and opportunities were lost in the past because I did not dare to ask and thought people would recognize my skills and effort if I worked hard enough. Yup. That did not go that far. I learned the hard way.

So, this year I am challenging you (& myself) to BE BOLD. Let’s push away our own insecurities and reach out to the things we really want to do with no preservations. Let’s celebrate our successes and let no failure be a barrier. Let’s create a strong support system in our community.

It’s time to own your future.

Entrepreneurship: Not for the Faint of Heart

Entrepreneurship: Not for the Faint of Heart

by Reno Rafly, MS

Below are my thoughts as we celebrated Women Entrepreneurship Day #WomenWOW

Before deciding to change my career path to becoming an entrepreneur, I visualize having the life of an entrepreneur as I have seen in the news: cool, calm, collected and ready to take over the world. People will want to buy anything you offer and soon enough you will stand in front of the NYSE, ringing the opening bell to celebrate your first IPO.

I will say that the only thing that is true is you might maintain your calmness, possibly in the morning, while sipping your coffee. The rest of your day would be filled with bouncing between calls, emails, and meetings. When you have kids in tow, then your schedules will also be filled with pick-ups, drop-offs, and homeworks. Your calendar is so full you would be surprised that you’re even busier than when you had that 9-to-5 job (only without those stable paychecks). Which is why you would be watching your spending like a hawk. You may find yourself saving coupons and those weekly ads. You will think twice of everything you spend.

Your effort to build your business can be an exhilarating experience, especially when you win your first project. You will face many rejections, setbacks, and heartbreaks, before you find another successful result.

Of all of the hurdles being an entrepreneur, I can now confirm there will be more. However, I can assure you it was one of the best decisions I have ever made. I work harder than ever while having the benefit of a flexible schedule. Each step I take for the business is truly value-added and I can push my effort in strategically developing the brand. I learn how to deal with ambiguity and rapid change. I learn I do not have all the answers and finding that I am ok with that.

Having an opportunity to redefine your work and life, to do what you love and be passionate about it, is liberating.

With technology, I stay connected with my business partners, clients, and my team in the US, Indonesia, and other parts of the world. It’s entrepreneurship in the 21st century. Almost everything now is digital, online, and paperless. When you and your team are separated by time and distance, video conferencing is pretty close to having a face-to-face meeting.

Entrepreneurship is not for the faint of heart. There will be no approval needed to implement every idea you can think of, but there will also be no cushion for when you fall. Overtime, you will learn to take calculated risks, rely on your team, and put your best foot forward.

When you finally have a successful outcome, it would be one of the best moments of your life. One that will give you more strength and perseverance to keep the pace and positive outlook of your journey.

 

 

Braving the New World of Work: Are You Ready?

Braving the New World of Work: Are You Ready?

By: Tracey Bessellieu

Note: Tracey Bessellieu attended COMTO (Conference of Minority Transportation Officials) National Training & Meeting Conference, July 11 – 14, 2015 in Boston, MA. These are her notes of the conference.

Boston, MA (July 11, 2015) – Our young people have seen an incredible year of expressions of their value in America. From Ferguson to Charlotte, we have seen tragedies that caused us to re-examine our values and the values of our leaders. These values have also influenced how we make decisions in the workplace. When we make decisions, we gravitate towards what makes us comfortable and what feels familiar to us. Rarely do we have facts and true knowledge of what matters, which presents us decisions that are filled with unconscious bias. Unconscious bias is something that is real. We all have it. Unfortunately, these types of decision may cause young professionals their career path since “working harder” may not always translate to “getting a promotion”.

It has caused me to rethink my message to young professionals when seeking opportunities. “Work harder” to get your rewards is still the mantra of most leadership, but I also want to plant additional seeds of wisdom: especially to develop the skill of being an “intrapreneur” (i.e. developing your own brand) that is valuable and marketable until you become an entrepreneur. By doing that, you will create a legacy that is unshakable.

I asked several leaders today what their thoughts were on the competencies emerging leaders will need in the new world of work and their words of advice for them.

TBatCOMTO

Here is a list of their thoughts:

  • Learn how to Manage Ambiguity – being flexible and resilient
  • Develop a plan for your career that is above and beyond the requirements as your personal differentiator
  • Be ready to manage the headwinds – change is constant, are you prepared?
  • Show Passion for your thoughts and ideas – be vested in what you do
  • Know the difference between being a leader and a manager; both are critical but require different focus
  • Teamwork and collaboration – no one can do it alone
  • Effective communication – especially the willingness to listen
  • Be genuinely curious about ideas and people
  • Be persistent and innovative problem solvers
  • Make sure to have a mentor, a coach and a sponsor; all three are critically important
  • Develop confidence and centeredness
  • Be a “go to” person in the world of work
  • Have the ability to be a critical thinker
  • Understand that Leaders are continual learners 
  • Always go above and beyond of what is asked
  • Have unwavering integrity and values
  • Give back by reaching out and helping someone now, no matter where you are in your career

These soft skills are necessary for success in the new world of work.

Are you ready?

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Catalyst is Open for Business

Catalyst is Open for Business

FOR IMMEDIATE RELEASE

New Global Consulting Firm Addresses Challenges of the New World of Work From the Capital of the World

Catalyst Global Consulting focuses on helping business leaders maximizing their human capital asset in the new world of work and tackling the impact of globalization on developing and retaining key talent.

New York, NY. (June 16, 2015) – Catalyst Global Consulting firm helps address business challenges in developing and retaining key talent in the new world of work. The firm will work with business leaders globally to redefine and reshape their human capital strategy. Its core services include talent & organizational development, training and executive coaching through the use of research, best practices, and data analytics.

Catalyst Global Consulting will operate under the leadership of Reno Rafly. Rafly has over eight years of progressive global HR experience in Talent Management, HR Technology and Organizational Development. Her passion is to drive human capital strategy and analytics for organizational growth. Rafly holds a Master’s degree in Organizational Behavior from NYU with the highest distinction and a Bachelor’s degree from York College – CUNY in Psychology with magna cum laude where she currently serves as an adjunct faculty. Rafly is now pursuing a PhD program in Business Psychology.

“In the era of globalization, social media, and Big Data, employee experience has becoming an even more important priority to organizations since how employees feel can be translated into employer branding attractiveness which can lead into building a sustainable talent pipeline. In the new world of work, employees are now the catalyst of change and therefore organizations should view them as a true human capital asset,” Rafly said and added, “The key may not only be a tweak to your HR policy, but a complete overhaul to redefine a human capital strategy.”

 Catalyst Global Consulting’s slogan “Training & Consulting. 24/7. Anywhere in the world.” describes the firm’s business model to use the latest high tech webinar to reach clients anywhere in the world regardless of time zone from its New York Headquarter. “We are ready when you are,” Rafly explained. This business model, she further explained, will be able to greatly help businesses to use their time effectively while getting the latest knowledge on demand through virtual training & consulting straight from the capital of the world. “Quality, integrity, & consistency which will lead to impact are what you will get when you choose Catalyst to be your human capital strategy partner. We will use a customized approach specific to your needs while also cater to local custom and culture to the region in which you operate.

Catalyst team is now stronger with the addition of a lead partner, Tracey Bessellieu. A diversity strategist & thought leader, Bessellieu has been an advocate of leading diversity & inclusion as the forefront of organizations’ key agenda. “We are very pleased to welcome Tracey to Catalyst as we move forward in addressing challenges in managing Diversity and Inclusion in global organizations,” Rafly said.

In today’s work environment, employers have multiple priorities to address when managing a successful business. Innovative leaders recognize that their employees are their most valuable asset. Attracting, developing & retaining a diverse pool of talent is critical for organizations. The expense and effort leaders take to hire the “right” talent is tremendous; and that expense should have the biggest ROI. Leaders must be nimble in providing their team with flexible resources to maximize their individual and unique potential,” Bessellieu said. She explained that businesses who see a strong correlation between their employee satisfaction and their work experience realize outstanding client outcomes. “Engaged employees produce results that exceed their clients’ expectations,” Bessellieu said. “By partnering with Catalyst, business leaders can expect customized solutions to their human capital strategy that are relevant, impactful and sustainable.”

For more information about Catalyst Global Consulting, please visit www.cgcteam.com or email contact@cgcteam.com or call 646-844-2449.

About Catalyst Global Consulting

Catalyst Global Consulting firm helps address business challenges in developing and retaining key talent in the new world of work. The firm will work with business leaders globally to redefine and reshape their human capital strategy. Its core services include talent & organizational development, training and executive coaching through the use of research, best practices, and data analytics. The firm’s headquarter is located in New York, NY and has opened a new location in Jakarta, Indonesia, to reach its Asia Pacific region market.

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Media Contact:

Reno Rafly, CEO & Founder

Phone: +1-646-844-2449

Email: reno@cgcteam.com

Website: www.cgcteam.com

Twitter: @hrnotepad

Catalyst_Press Release 06162015