Corporate Blog

How to Go Beyond Salary and Attract Talent for the Future

Recently, one of our recruiters was on the phone with a seasoned candidate, discussing a lucrative high paying opportunity in Southern California.  The conversation was going great—until the discussion came around to the name of the client.  Once he found out the name of the company, the candidate said, “Oh!  It’s with XYZ company!  I wouldn’t work there if you paid me $400/hr!  I have heard nothing but terrible things about that place!”

We could have paid the candidate more than what he is making currently, offered him better benefits, etc., but he wouldn’t hear it.  The company’s reputation in the talent community ended the conversation before the recruiting could ever really start.

Word travels fast today with social media and online review sites at the forefront. Sites such as Glassdoor readily list thoughts, gripes and comments from employees for anyone to see.  In 2016, a company is more challenged than ever to create an internal and external image that will attract and not repel talent.

There is hope!  While maintaining your company’s image on social media and the internet can be a challenge, it also opens an opportunity for a company to create and foster a brand that attracts talent.  Here are some best practices and ideas to create an environment where you can not only compete for top talent—top talent will be competing to come work for you!

  • Create a company mission that people can align with and get behind, and work on an online brand and social media presence that candidates can find and align with. Employees like to be a part of something great. Create a brand out of that mission and watch the talent come to you.
  • Align your recruitment process with the company’s mission and drive candidate engagement. With so much competition in the job market, companies need to drive candidate engagement and keep them “hooked” early on in the process; otherwise, you will lose their attention to another opportunity.
  • Create a culture that promotes creativity, inclusion and balance. Micromanagement and forcing people to work 60 hours a week is not what employees today are going to align with—and they’ll note that when speaking with others outside of the company.  They are looking for flexibility.   Give them flexibility and balance and you may find that they work 60 hours a week without you even asking!
  • Today’s workforce wants challenge and knowing that once they achieve the current hurdle, the next challenge will be waiting. Furthermore, they want to know there will be opportunity to advance within the company in a short amount of time.   And remember, advancement doesn’t need to be a promotion; often, candidates are looking for lateral moves that will broaden their experience and exposure within the company.
  • And finally, turn your employees into your brand ambassadors and they will help drive the talent community to you through their own personal and social networks. In today’s labor market, a company must use every resource at its disposal to attract talent and no one is more convincing at telling “why come work at XYZ company” than the happy talented people you already have working for you!
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Superior Workforce Solutions’ President Named to Power 100

October 31, 2016 – Lynne Marie Finn, President & CEO of Superior Workforce Solutions, Inc., has once again made Staffing Industry Analysts’ 2016 Global Power 100 – Women in Staffing list. This list represents the 100 most influential women in the North American and European staffing industries, and highlights those women who have made a difference in the workforce solutions sector.

 “They are not all CEOs, but they are all trailblazers who have evolved business models, made changes and led their firms to profitability,” Subadhra Sriram, publisher & editor, media products, at Staffing Industry Analysts, writes in Staffing Industry Review magazine. “The good news is that their numbers are growing. And advances are being made on different fronts.”

Finn is one of only 50 women from North America featured in this publication.

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Superior Talent India Attends SHRM India

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Last week, Superior Talent India attended the Fifth Annual SHRM Conference and Exposition in New Delhi. This year’s theme was Dare—pushing yourself to the edge and taking the next big leap to experience an overwhelming journey. 

Superior was proud to be an associate partner for the event that showcased the skills and services provided with USPs. More than 70 global speakers and 1,000 delegates from 450+ organizations attended the two-day event.  In addition to networking, the event featured numerous breakout sessions that focused on HR growth, brand building and digital marketing.

“We were happy to expand our global outreach through our attendance at SHRM,” said Navin Gautham P., Country Manager, India Operations. “We received a great number of booth attendees who were excited to learn about our international presence along with learning ourselves about the latest industry trends to update our customers.”

Superior Talent India is globally aligned through the Superior Group of companies, and delivers a full suite of comprehensive talent services to leading companies in India.

 

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Superior Takes Digital Marketing Award at Digital Rochester’s Great Awards

Last week, Superior Group took home top honors from Digital Rochester in the Digital Marketing Category. This award recognizes the best use of Digital Marketing to promote brands, build preference and increase sales through digital technologies.

“We’re honored to have our digital marketing efforts be recognized by such an important organization and community,” said Frank Gullo, Director of Digital and Mobile Strategy for Superior Group. “We have recently implemented numerous innovative online campaigns across the country to target job seekers and our efforts have paid off—with job seekers, our recruiters, and now Digital Rochester.”

The GREAT Awards are held annually to recognize and celebrate the Greater Rochester community’s entrepreneurial spirit in technological achievement for advancing commerce and resource conservation.

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Frank Gullo, Director of Digital and Mobile Strategy (Bottom Left)

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Winning Recipe for Job Descriptions

Here’s the situation: your job description is long and boring. The good thing is that the majority of your competitors’ job descriptions are also boring, chocked full of buzzwords and language that make the average hiring manager seem intimidating.

Unfortunately, job seekers want to feel comfortable when applying for a job versus intimidated.

In terms of a marketing tool for your business, a job description is often the first impression that a potential candidate is going to see, and it could set your company apart from your competitors and make or break your chances of hiring some potentially amazing people.

While not everyone is a wordsmith, everyone has access to Google, and that is where we set our sights when looking for job descriptions that we thought were worthy of making our list of three best.

Kickstarter

It’s no surprise that a site that helps promising ideas take root has fun and welcoming job descriptions. Kickstarter does a great job of eliminating the buzzwords and displaying a warm and employee-friendly workplace.

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Bonobos

Bonobos takes every advantage to brand itself on its careers pages. They’re a little out there, and it’s a good thing if you are too.

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Google 

Google knows itself, and they want people to be happy working there—and their careers page and job descriptions speak to their high hopes for your future.

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Each of these companies keep it simple, fun, and carefree. In these examples, each company has replaced stodgy buzzwords, and long-winded descriptions for much more conversational and personal job postings that describe everyday life at their company.

Not only is this strategy much more inviting—it’s more successful.

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Superior Group earns finalist nomination for 2016 GREAT Awards

Superior Group has been nominated for a “Digital Marketing Award” in the Digital Rochester 2016 GREAT Awards.

The purpose of the GREAT Awards is to recognize and celebrate the Greater Rochester community’s entrepreneurial spirit in technological achievement.

The GREAT Awards will take place on September 22 at the Joseph A. Floreano Rochester Riverside Convention Center. Additional information about the event and registration is available on the Digital Rochester website.

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Superior Group makes SIA’s 2016 list of largest engineering staffing firms in the US

Staffing Industry Analysts has released its 2016 List of Largest Engineering Staffing Firms, wherein Superior Group has moved up to #10.

The 2016 report lists 25 firms that generated at least $50 million or more in U.S. engineering temporary staffing revenue last year. Together, these firms produced $5.2 billion in revenue, accounting for 67% of the market, by SIA’s estimates. SIA defines temporary staffing revenue as “revenue generated from the provision of temporary workers to business clients,” and has not included direct hire, retained search and temp-to-hire revenue, or revenue generated from performing engineering solutions in its calculations.

This list can be used to gain a “big picture” reading of the U.S. engineering temporary staffing industry landscape.

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Superior Group makes SIA’s 2016 list of largest IT staffing firms in US

Staffing Industry Analysts has released its 2016 List of Largest IT Staffing Firms, wherein Superior Group has moved up one spot from last year to #38.

The 2016 report lists 42 firms who generated at least $100 million in U.S. information technology temporary staffing revenue last year. Together, these firms produced $17.1 billion in revenue, accounting for 62% of the market, by SIA’s estimates. SIA defines temporary staffing revenue as “revenue generated from the provision of temporary workers to business clients,” and has not included direct hire, retained search and temp-to-hire revenue, or revenue generated from performing IT solutions in its calculations.

This list can be used to gain a “big picture” reading of the U.S. IT temporary staffing industry landscape.

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How Google Won Top Talent and Built a Tech Empire

The Remedy for Talent Shortages? Culture.

In 1999, a company began to revolutionize the way companies approached culture by offering a suite of seemingly outrageous amenities to their employees. They hired onsite chefs, masseuses, dry-cleaning, nap pods, and other luxurious perks to create a desirable workplace atmosphere. Most CEOs at that time might had written this culture off as a fad that couldn’t possibly be maintained, but today that company is known as Google, and is worth $527 billion.

What is it that drove such rapid growth? Why was Google able to scale at such an unbelievable pace?

The answer is simple: they invested in a culture that was entirely based on attracting the best employees available. With these lifestyle investments, they were able to attract the best talent available, talent that in turn, built the best product in their industry.

In terms of the numbers game, all of those investments to Google cost a negligible amount in terms of dollars, but paid off in the hundreds of millions in innovation and new ideas that drove the 21st century forward.

Organizations of all shapes and sizes are developing services and software to enrich the lives of their consumers and business partners, and they need talented people to help them build their enterprises into something bigger. The more brilliant people companies can get, the faster they can build better products for their customers.

This is the main reason why many large companies have upped the ante in order to get top talent: the best culture + the best talent = the best product or service. It’s a different environment out there … talented people have lucrative options that convince them to either stay put or pursue new opportunities. Talented people hitting the market are being offered competitive compensation packages to woo them into new opportunities. The lesson to be learned here is that modern employees—especially young millennials—want to work somewhere they feel valued. Companies should take note.

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Superior Group makes SIA’s 2016 list of largest US staffing firms

Moving up one spot from last year, Superior Group has been named the 35th largest staffing firm by Staffing Industry Analysts on their list of 2016 Largest Staffing Firms with revenues over $100 million in the United States.

The 2016 report states that revenue estimates reflect “staffing revenue” defined as revenue related to temporary staffing, direct hire, retained search, and temp-to-hire conversion fees.

“The companies featured on this year’s report combined to generate $75.7 billion in US staffing revenue last year,” said Timothy Landhuis, research manager at Staffing Industry Analysts. “This marked a solid increase from the $69.4 billion of 2014 revenue featured in last year’s report, and provides evidence of overall growth in staffing revenue among large firms.”

This list can be used to gain a “big picture” reading of the U.S. staffing industry landscape. Notably, industrial and IT skills represented the largest temporary staffing skill segments by revenue for the majority of the companies.

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