Greg Gary, Senior Director of Business Development was interviewed by RPOA as part of the RPO Expert Series. They covered the impact of COVID on RPO agreements, recruitment, and the overall workforce.
Greg Gary, Senior Director of Business Development was interviewed by RPOA and discussed tactics of RPO specific to attracting and retaining talent and the use of recruitment technology to improve hiring performance.
As a member of the RPO Expert Series, Senior Director of Business Development Greg Gary shared his insights with RPOA on what talent leaders should know about recruitment process outsourcing (RPO).
"Tell a story during the presentation that relates to the information you want to share. Stories are remembered more than straight data and it makes the presenter more genuine and relatable. You need to make sure the story conveys the right message for your audience. Using humor often helps. Rehearse the story with coworkers or friends to make sure it resonates and has the intended impact."
“I have to imagine they’ve done research on the demographics in this region and the ability to hire, or they wouldn’t have moved forward with the project. This is a very large-scale project, and the thing is, Amazon has done it before, so they know it’s a big lift. It will be interesting to see if they use local recruitment agencies to assist in that. I think they should approach this challenge by utilizing both internal and external hiring resources.”
"One way to identify and address sexual harassment in the workplace, so employees are safe, is to create a culture where employees know that their complaints will be taken seriously, fully and timely investigated and fairly resolved. It is essential to respect all complainants, resolve to keep an open mind during the investigation and apply workplace policies uniformly and fairly to all."
"I have gone with my gut to hire candidates that weren't the best fit on paper. More often than not, it worked out, although my colleagues were skeptical until the hire had proven themselves. I've also done the reverse—didn't hire someone because they didn't feel authentic, despite others in the organization wanting to make the hire. Again, it turned out to be the right call."
Lynne Marie Finn, president and CEO of Broadleaf Results Inc., an Aleron workforce management company, said some employers are “desperate” to find workers. “Companies are turning to outside resources to try to fill positions,” she said. “The labor market is so tight. And for staffing companies, I don’t know if they’ve ever been busier than they are right now.”
"With employment numbers rising and unemployment claims declining, U.S. businesses are preparing for a large-scale hiring initiative in the months ahead. But as recruiting demands continue to grow and the “great rehire” takes off, is your internal talent acquisition team prepared for what’s to come? Do you have the resources on hand to support your organization’s talent needs?"
“Let staff members get to know you and each other. Be willing to share personal information about yourself. At social work events, I ask “table questions” such as, “If you wrote a book, what would the title be?” You learn a lot about people! Some people feel uncomfortable sharing at first, but once we get started they really get into it and it opens up topics for further conversation.”
“Your employees are your brand ambassadors—they define your employer brand. We’ve found it successful to interview staff who are willing to authentically articulate their company journey in either a simple blog or informal video. Their story is posted on our website and social media for candidates (and clients) to see. These staff spotlights have proven to be a great candidate-attraction tactic.”
“To get a top grad to accept your offer, you need to clearly lay out what the projected career path will be, not just what the job entails now. What skills will they learn along the way? What will the next opportunity be and the one after that—and in what time frame?”
“Following proper business etiquette will make an applicant stand out. Display good manners and proper grammar in all of your verbal and written communications and personalize messages. Make sure your appearance, in-person or online, is business-appropriate for the job. Send a handwritten thank-you note after an interview. These actions will surely set you apart from other applicants.”
“Accessing source-of-hire analytics can improve decision making on how to spend valuable recruitment advertising budgets to maximize return on investment. Also, gaining insight into new-hire performance and turnover trends is key to measuring the effectiveness of recruiting strategies. Organizations should prioritize quality over quantity of candidates when it comes to recruitment marketing.”
“Sponsor community events for organizations that your employees care about. Giving back to your community is a strong endorsement of your positive company culture and will resonate with potential candidates. Post all activities on social media for wider exposure.”
“It’s simple—feature pet pictures and stories on why the team member’s pet is so “special.” It’s a nice break from the fast pace. Even employees like me who are not pet owners enjoy hearing our co-workers brag about their pet’s cuteness or talents. Our company has gotten some fierce rivalries going on this front!”