Archive for August, 2015

How An Employer’s Culture Can Affect Staffing

Continue Reading

stress-226706_1280

Recently, The New York Times published an article entitled “Inside Amazon:  Wrestling Big Ideas in a Bruising Workplace.”  In case you live atop a mountain without Internet or television and have missed the media frenzy, the piece is a scathing exposé on Amazon.com’s demanding and often brutally efficient workplace policies.   As we discussed in the last article, the concept of “employer branding” is a crucial part of business.   But what happens when the most vital part of a company’s success creates a negative employer brand?   And will the industry run toward or away from Amazon’s business model?  More importantly, what does this culture of high-turnover employment mean for job seekers and employers alike?

If you do live atop a mountain, you would probably benefit greatly by Amazon as a company.  In the last five years, Amazon’s popularity as a “get anything you want in two days or less” delivery service has skyrocketed.  Last year it surpassed Walmart as the most valuable retailer.

But, like Walmart, the amazingness for consumers comes at a price for the people who create it.  Amazon is able to deliver what it promises through cutthroat workplace policies. From punishing workers for illness to demanding that upper level managers work 100 hours a week, Amazon snubs the concept of worker retention for a process it considers “panning for gold.”  That is to say, it continuously weeds out employees that it doesn’t consider to be “rock stars” rather than cultivating longevity or loyalty.   This employment model deliberately guts the retention aspect of the employer brand.

But what about employer presentation?  This policy has indeed been detrimental to Amazon’s image as an employer to some degree considering that currently, in its recruitment markets, Amazon has over 4,500 open positions.  Its new employee orientation process is ongoing every day.   However, with this media buzz, their employer brand is even more negative.

In Amazon’s case, there is a unique third aspect of their brand and that is the image that exiting employees carry to recruitment and staffing agencies.  When a resume includes the company as the most recent employer, the new employer can safely assume that the candidate has a negative attitude one way or another toward work.  Undoubtedly, this negativity throws a wrench into higher level recruitment such as passive candidate recruiting and talent mapping.  When qualified people have been damaged by the work culture of an employer, the candidate pool suffers.

Is this model the future of work?   One term that comes up in discussion is “Orwellian.”  In his books, most notably 1984, George Orwell wrote of a future where people were hyper-managed with every aspect of their lives controlled and managed by “Big Brother.”  With the implication of software that monitors and analyzes the metrics of productivity of each employee from box packers to executives, Amazon is indeed fulfilling Orwell’s vision.   But does the positivity of its consumer culture balance out Amazon’s Orwellian practices?

Today, after a week of media attention, Amazon’s employer brand is about as negative as it can get.   Job seekers in and around Seattle, the company’s headquarter city, most likely know its reputation.  But as Amazon expands to other job markets, it carries the black mark that the media has put in the spotlight.  Now that the cat’s out of the bag, Amazon is going to likely see a decline in the flow of qualified workers.

But what if it doesn’t?

Whether this model succeeds or fails is the crossroads for staffers and recruiters.  Meanwhile, other giants such as Netflix are experimenting with family friendly policies such as paid maternity (or paternity) leave.   The road has diverged in the yellow wood, so to speak. In the coming decade, a new norm will emerge.   Will productivity trump humanity?  Only time will tell.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Employer Branding: Do People Love Working For You?

Continue Reading

FORTUNE_Six_Years_in_a_Row

It used to be that employers paid the money and held all the cards.  If their workers had something negative to say, who was going to hear them? Surely not potential candidates.  Barring workers whispering “Psssst…” to interviewees in the company’s waiting room and pulling them into the supply closet to tell them to run for their lives, employers with unfavorable working conditions were insulated from criticism that could affect their hiring process.

Likewise, it was possible for employees to keep their satisfaction at a job a secret in an effort to control the flow of job seekers peeking in the windows.   If you and your coworkers had a good deal with an employer, it was nobody’s business.

Today, the cat is out of the bag.  Employers have to polish their reputations just as vigorously as job seekers.  Sites like LinkedIn.com, Indeed.com, and CareerBuilder.com have sections where current employees can rate and review their employers.  The playing field was leveled and a two way street was built.  A good recruiter or staffing agency knows how to navigate it for both the employer and employee.

The term “employer branding” was first quoted in Journal of Brand Management in December 1996 and was described as, “the package of functional, economic and psychological benefits provided by employment and identified with the employing company.”   With the advent of the Internet era, information became exponentially widespread.  Likewise, the dot-com boom provided opportunities for the new generation in the workforce to excel on their terms.  It became an employee’s market and many qualified workers—the “Top Talent”—looked for jobs that were both financially and mentally satisfying.  Thus, they turned toward their peers to provide data on potential employers over the Internet.    By 2001, of 138 leading companies in the US, 40% claimed to be actively engaged in some form of employer branding activity. But 2003, that number was up to 60%.  Today, it is estimated that nearly all major corporations and employers (as well as many small businesses) take measures to appear attractive to potential candidates both externally and internally.

Employer brand management has two major components: presentation and employment experience.  Presentation deals with the recruitment effort.   What does an Internet search of the company yield to job seekers?  What is the company’s reputation for employee satisfaction?  Are the benefits and wages worth the downfalls of the employer?   Recruiters can help manage this process by sharing what they learn from potential candidates and job seeking website reviews.

Internally, the employment experience is what drives the employer’s brand.  No amount of company image polishing by a professional can equal word-of-mouth reviews by current employees.  Likewise, attracting Top Talent is only half of an employer’s battle.  The other half is retaining qualified workers.  Today, passive candidate recruitment has created freedom for workers to move up the ladder by changing employers.  So it is vital that companies provide a unique and unbeatable employment experience for their workers.

Employment agencies often use the term “employer value proposition” or EVP.  The EVP is a unique set of offerings, associations and values to positively influence potential candidates and employees.  These offerings can include the obvious such as competitive wages and benefits as well as components that improve the quality of employment such as flexible hours, team-building activities, and consideration for working families.

Both aspects of the employer brand have to be managed and meticulously maintained to ensure that a company is attracting and keeping the very best.   As the world grows smaller and smaller through the increased speed and availability of data and information, employees will be in the driver’s seat.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Press Release: American Recruiting & Consulting Group Announces New Hire

Continue Reading

ARC_logo

Weston, FL – American Recruiting & Consulting Group (ARC Group) announced Monday that John Burke has joined the firm to further develop their growing portfolio of accounts in and around the Jacksonville, FL area.  John Burke comes with a wealth of experience in sales, specifically in the recruiting industry, with over 15 years of experience specifically in recruiting and account management. 

John joins ARC Group as the Director of Business Development and will have a focus on medium to large companies that have hiring needs.  With his extensive sales and account management experience, ARC Group’s CEO, Gregg Podalsky, said “John’s wealth of experience and industry knowledge will make him a key addition to our organization.  We hire talented individuals like John as a sign of our commitment to continually enhance the level of service we provide to our clients and to be the leader in the recruitment industry space.”  

On his hiring, Burke stated, “I’m thrilled to be working with ARC Group and doing what I love to do, which is building relationships and helping clients grow their businesses by identifying and recruiting the most qualified talent in the market.”  

John Burke will be based in our Jacksonville, Florida office. 

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.