How can a lean small business with a limited budget compete in a world of well-known, deep-pocketed behemoths? Cyndy Trivella outlines five strategies to help your small business attract the right people.
What’s the most exciting technology on the horizon? Is it self-driving cars? Voice-activated computing? Computer-assisted medicine? While each of these technologies is exciting and has the potential to revolutionize our lives, they’re all based on a single technology: artificial intelligence. The potential impact of AI is incredible. It’s difficult to overstate the importance of this technology. According to a study by the McKinsey Global Institute, AI could deliver $13 trillion in annual global productivity gains by 2030. Shaker/Montage is a leading entity in the field of AI and its applications for business. I recently had a conversation about the current state
In this economy, employee retention is critical. Cyndy Trivella outlines four strategies for retaining top talent at your small business.
The ability to attract top talent takes more than just a posting on a job board, a newspaper ad or a sign in a storefront window. Many small businesses must compete with larger companies for talented recruits, without the luxury of internal recruiters or head-hunters to conduct searches and interview candidates. However, there are some cost-effective ways for small-business owners to compete. For example, here are some areas to focus on: Entice candidates by making it easy to apply (think mobile). Recruit the best for your unique business. Introduce other team members into the interview process. Interview with a goal in
Workplace culture. We hear this phrase bantered about in the business world, but very few of us understand the implications of what it means and how to capitalize on it. Doug Coull, CEO of APS, Inc., makers of SmartSearch applicant tracking systems, has his finger on the pulse of what constitutes a productive and meaningful workplace culture where employees and the company both benefit. I asked him to share his experience building a culture that prioritizes flexibility. What are the most significant benefits of having a workplace culture where employees are provided flexibility to live a balanced life? If people are
The topic of entrepreneurship fascinates me. I often wonder what makes one person seek out entrepreneurial opportunities while others are content to be employees. I believe for some people the real and perceived risks of business ownership is too overwhelming for them to fathom. For others, there’s the immense commitment of time and resources and not to mention the financial implications. Being an entrepreneur or an employee both have their risks, it’s just a matter of which setting is more comfortable for you and where you see yourself fit. I had the opportunity to discuss this topic with Elisabeth Vezzani, the
In this Corner Office article, Cyndy Trivella, Events Manager with TalentCulture, spoke with Dee Ann Turner, VP Corporate Talent with the iconic brand, Chick-fil-A. In addition, Dee Ann is the author of the acclaimed book It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture. They talked about the evolution of HR and the impact on how employment and culture, technology, employer branding, and the challenges associated with talent acquisition have all been affected. In keeping with our theme, this article will highlight the perspective and experience of someone who has made the move to the “corner office.†Cyndy:
In this Corner Office article, Cyndy Trivella, Events Manager with TalentCulture, spoke with Regis Mulot, Executive VP Global Human Resources at Staples. They talked about the state of the workplace and how mentoring, innovation and multi-generations are impacting the progress of business. As with past interviews, this article will highlight the perspective and experience of someone who has made the move to the “corner office.” Cyndy: I had a great conversation, recently, with Regis Mulot at Staples. Regis has an impressive HR background. Before joining Staples, he was the VP of HR, Community and Corporate Citizenship for Levi Strauss, based in
Continuing with our series The TalentCulture Corner Office, Cyndy Trivella, Events Manager with TalentCulture, spoke with former New York Yankee, turned entrepreneur, Patrick Antrim. In this third installment, she chatted with Patrick about leadership, business, teamwork and how being a former athlete has helped him succeed as an entrepreneur. As with former interviews in this series, the discussion centers on the perspective and experience of someone who has made the move to the “corner office.” Cyndy: As a serious sports fan, it was my great pleasure to speak with Patrick Antrim. Patrick has a big background. He’s a former athlete, investment
In our first Corner Office article, Cyndy Trivella, Events Manager with TalentCulture, spoke with CEO, Doug Coull. In this second installment, she sat down with Jim Fields, VP of Customer Experience Marketing at SAP to talk about leadership and the future workplace. As in keeping with the theme, this interview will highlight the perspective and experience of someone who has made the move to the “corner office.” Cyndy: I, recently, had the great pleasure of interviewing Jim Fields at SAP. Jim is a serial entrepreneur, a very innovative thinker and someone who believes settling for the status quo is one of
This is the first in our series of interview-style articles that focus on conversations with executives from all areas in the world of work. These articles are designed to highlight various perspectives and experiences from professionals who have made the move to the “corner office.” Cyndy Trivella, Events Manger with TalentCulture, sat down with Doug Coull, CEO, at Advanced Personnel Systems, Inc. to talk about entrepreneurship, leadership and the value of good business relationships. Cyndy: I had the distinct pleasure of speaking with Doug Coull, from Advanced Personnel Systems, makers of SmartSearch applicant tracking system. Doug is a smart entrepreneur, devoted
Social is the great ice breaker. It allows people to get introduced, forge relationships and to share experiences and information, of all types, with ease and speed. The world of social has changed immensely over the past 10 years. When I think back to my early forays into this medium, I’m astonished at how much it has grown; exploded is actually a better description. Social Is What? Initially, many people were unsure of how to use social, so it got a bad rap as a nonsensical waste of time. Updates about what someone was eating or watching on T.V. were not
Onboarding new employees is one of the biggest challenges faced by bigger companies today. Large enterprises are usually segmented, which can lead to difficulty when new employees are brought on board in one department but still need to be supervised by or interact with other areas of the organization. Follow these eight best practices for onboarding new employees to make hiring a much less difficult process for your enterprise. 1. Establish a Logical Chain of Recruiting Management At a large enterprise, most operations have several layers of management; hiring is no exception. Make sure that all of the managers involved in
Are technology and innovation like love and marriage? If you care about the future of work, look closer at this special relationship
Companies can no longer afford to think and act like recruiting and marketing are world’s apart. It’s time for a collaborative approach…
