5 Blueprints for Organisational Success

5 Blueprints for Organisational Success When building out their teams, fast growth companies should consider this fundamental question: what organisational blueprint best fits their business model? HR professionals have a challenging role we know that.   After all, they often have to develop process and strategy for the future, when the future is not as clear as they would like.   Workforce planning, buying technology and right sizing their team capabilities, are all challenging when there is a less than crystal clear view of the future direction their organisation is taken. There’s much conversation about HR having a ‘seat in the boardroom’ which would expose them to this sort of strategic business discussion, but if that simply isn’t forthcoming, then perhaps they can take some ideas about business infrastructure to the executive?  In the very least, identify the environment they are currently trying to hire in, develop and motivate candidates and employees within, to help them build success. There’s no question that organisational success in both the short- and long-term requires a solid talent acquisition strategy, but as with most business strategies, one size never fits all. Rather, companies must craft a unique approach, which starts with the founders’ vision and their organisational priorities. According to a recent study published by James Baron and Michael Hannan through UC Berkeley’s Haas School of Business, CEOs of businesses with technology at their core, build their companies according to five distinct ‘employment blueprints. By understanding these different models, companies can tailor their hiring strategies to build more innovative and productive teams from the ground up. 1. Star Model What it is: This model prioritises hiring top-talent. Generally, employees are expected to be professionally autonomous and capable of managing challenging work, and are granted large salaries accordingly. The Star model can most commonly be found among medical startups in the business of research and tech development. Why it matters: While the Star model tends to exhibit the best growth in market capitalisation post initial public offering, it is also among the least likely to reach the milestone of going public. And while Star-based companies can be very successful, they can also be extremely fragile by hiring top-tier talent, they’re opening themselves up to a high turnover rate, according to CIO. 2. Engineering Model What it is: In this model, employers tend to recruit results-oriented employees who flourish under pressure and in group settings. Because this collaborative mindset mimics the type of socialisation STEM majors experience in school, it tends to suit the kind of employee attracted to the rapidly growing tech sector. Why it matters: As the most frequent employment blueprint encountered during the Stanford Project on Emerging Companies, the Engineering model became the standard against which researchers measured the efficacy of other employment blueprints. While the Engineering model didn’t seem to have any particular advantage in regards to going public, once established, it provided a “robust and scalable” HR model that gave these companies an advantage in the form of low rates of employee turnover. 3. Commitment Model What it is: This model relies on employee retention, creating an environment in which (for emotional, financial and other reasons) employees will remain for the long haul. As far as hiring goes, this means selecting employees that would be a good ‘culture fit’ with the organisation. Why it matters: While firms founded with Commitment models were among the fastest to go public, they rarely tended to perform well in the long run. In part, this is because the emphasis on cultural fit leads to greater difficulty attracting and retaining a diverse workforce, which often results in an inability to scale. So while firms founded with Commitment models were among the most successful initially, they were much less likely to succeed in the long run. 4. Bureaucracy Model What it is: Revolving around a rigidly organised administrative system, the Bureaucracy model maps out clear expectations for every employee, asking new hires to work within the confines of their job descriptions. Employees, then, are selected based on their qualifications for a specific role, rather than their potential to impact the company overall. Why it matters: Although the Bureaucratic model is not well-loved by many modern entrepreneurs, the organisations that employed it did enjoy moderate success. Despite its scaleable HR blueprint, however, Baron and Hannan warn that this model might be perceived as anachronistic, making it less attractive to potential new hires. 5. Autocracy or Direct Control Model What it is: In this model, employers motivate employees with monetary incentives, coordinating staff projects through upper management rather than expecting employees to take their own initiative. Companies using the Autocracy model will generally hire employees for a pre-specified task, making payment the incentive for progress. Why it matters: If you’re considering whether to utilise an Autocracy model, the results of the study might make you think twice. Firms founded based on this model were the least likely succeed, posting the lowest performance scores for nearly every possible metric. What’s The Takeaway? What can entrepreneurs eager to start a business learn from this study? For starters, according to Baron and Hannan, it is never too early to start thinking about your organisational structure and its impact on your HR practices. “We have yet to meet an entrepreneur,” the authors wrote, “who told us that, on reflection, he or she believes they spent too much time worrying about people issues in the early days of their venture.” By choosing the right model and formulating a forward-thinking HR blueprint, new companies can build a high-performing, tightly-knit workforce from the get-go, increasing employee retention, dedication and ultimately, the bottom line. About the author: Kirstie Kelly is a writer at Launchpad, makers of video led HR software. She has many years of  experience  within recruitment and is passionate about promoting diverse and inclusive  workplaces.

How to Build Your Brand by Giving it Away - Personal Branding Blog - Stand Out In Your Career

How to Build Your Brand by Giving it Away - Personal Branding Blog - Stand Out In Your Career You’re bright, have industry insight and possess a strong worth ethic. What’s the problem? You cannot get your foot in the door. Whether you’re on the market for a new position or are vying for a lucrative new contract for your business, getting your foot in the door can prove a challenge. This is especially true in the face of fierce competition. Stand Out From the Crowd Having a strong personal or business brand is key, but may still not be enough to differentiate you from your competitors. Per the Food Marketing Institute , grocery stores carry on average 43,844 items per location. If you want to call attention to your hickory barbeque sauce, you’ll likely have at least twenty competitors. The most effective way to convince shoppers to purchase your sauce, is to provide complimentary samples. If your sauce is truly top quality, it will sell itself. Applying Supermarket Food Samples to Your Life Why not allow your potential boss or client to sample your brand? Unpaid Internships If you’re seeking an opening with a highly sought-after employer, research unpaid internship opportunities. While some college students are forging this route in favor of paid work opportunities, the high Gen Y unemployment rate paired with the sheer competitiveness of many fields make unpaid internships a risk-free (for the employer) way to discover new, hard-working talent. Should you pursue this option, be certain to have an outline of your duties in place and make it known to your internship coordinator or hiring manager what paid position you’re aiming for at the firm, at the conclusion of your service. Product/Service Giveaways Gifting samples or gathering case studies through free work can be an effective way for entrepreneurs to spread their brand to desired customers. When I was first starting off as a speaker, I found that speaking for local associations, though they had little to no budget, was an effective way to prove myself to an organization, then receive invitations to speak at the state or national level while being paid my fee. The same can also be said of my gifting my book. I’ve received mass orders as a result of a single gift. Volunteer Many professionals completely ignore volunteering as a way to network with potential hiring managers or customers. If you know that your desired employer or client work closely with a specific non-profit, dedicating time to that organization can be a worthwhile investment in other people, as well as yourself.

5 Best Executive Career Coaches in Houston, TX

5 Best Executive Career Coaches in Houston, TX Everything is bigger in Texas, including executive expectations and pressure.However, that does not mean you have to handle everything yourself. A cowboy always needs a ranch hand or two to corral all the steers.Our handy dandy list of the top 5 executive career coaches in Houston will help you find the perfect professional partner to handle any job-seeking task.After all, your executive position is the apex of your career; you deserve a coach who is just as dedicated and invested as you are.Need to develop a distinctive leadership style?An executive career coach can help you find your very own leadership style. This will improve not only your performance but your organization’s performance.Not to mention, if you’re on the hunt for a new job, you’ll need to prove that you have the leadership chops necessary to join their C-suite.Finding an executive coach that has worked specifically with executives in the past can be difficult.That’s where our list comes in.We’ve saved you the time and effort of having to search for the best Houston career coaches. Now it’ll be easier to go the extra mile and watch an executive coach take your career to new heights.Use our list of the top executive career coaches in Houston. Impress the Board of Directors. Earn your spot in the C-suite.Best Executive Houston Career CoachesIf you are in a hurry and don't want to read our detailed reviews below, here is a list of the Best Executive Career Coaches in Houston:Find My Profession (that's us) Glenn Smith Executive Coaching Elephanta Coaching Tina Marie Company Entre ResultsAnd now for the detailed reviews...1. Find My ProfessionFind My Professiontops our list as the #1 executive career coaching service Houston has to offer.While most career coaches will teach you how to job search, our career coaches job search for you.Think of it this way:when you need electrical work done, you don’t hire an electrician to teach you how to fix the problem. You hire an electrician todo the work.We feel the same logic should be applied to job searching.Find My Profession is the professional (electrician) who will actually do the work for you. We find you jobs, apply to those jobs with a tailored ATS-compatible resume, network on your behalf to key decision-makers, and prep you for interviews.We will manage all of the time-consuming and challenging tasks associated with your job search.Pros:Find My Profession offers a unique approach to career coaching that goes above and beyond what most services offer. Your dedicated career coach can save you hundreds of hours of job searching, all while producing greater results.Cons:Find My Profession is a virtual/online company. While we provide services in your city, we don’t have a physical office to meet in person.Phone:(831) 888-0967Don't take our word for it, check out some of our 5-star reviews.Trustpilot2. Glenn Smith Executive CoachingGlenn Smith Executive Coaching is run by â€"you guessed it â€"Glenn Smith.His small but capable team has made quite a name for themselves.For over 10 years, Glenn Smith has been working with both business and organizational leaders from across the United States and around the world.Glenn Smith Executive Coaching offers several different executive areas of focus, such as executive focus and productivity, change management, succession planning, team alignment, and young-professional development.Business coaching, sales training, and digital marketing consulting are some other services they offer besides executive career coaching services.If that sounds like a mouthful, it’s because it is.Pros: Glenn Smith Executive Coaching has a 100% money-back guarantee for their first consultation, meaning you will receive a refund if you are not satisfied and choose not to proceed with their services.Glenn is certified by the International Coach Federation.With over 30 years of experience dealing with leadership in different forms, Glenn has seen everything that the world has to offer.Cons: Glenn Smith Executive Coaching is a small boutique executive career counseling service. Although they offer services for companies, your specific organization may be looking for a large firm with more manpower.On a more personal level, executive career coaching is not their main focus.If you value laser-focused experience, you may want to use a professional career coaching service that focuses exclusively on higher earners.Phone: (281) 635-52243. Elephanta CoachingElephanta Coaching is run by an interesting executive job coach named Anastasia Gorianina. Anastasia obtained her degree in political science at the Baltic State Technical University in St. Petersburg, Russia.That gives her quite a different background than most Houston career coaches!Elephanta Coaching offers a range of services, from leadership development coaching and on-site soft skills training solutions, all the way to life coaching.Their executive career coaching service is based on modern neuroscienc e and includes elements of change theory, learning theory, and positive psychology.Pros: Anastasia has two career coach certifications â€"one from Erickson Coaching International and the other from the International Coach Federation.She has the necessary training that many executive career coaches lack.You can rest assured that your sessions will not go to waste and that she can help lead you down the right path.Cons: Elephanta Coaching only has twoonline reviews. They are both 5-star reviews, but you may prefer an executive job coach that has more history.Additionally, Anastasia does not have a lot of executive business experience, which can be concerning if you need todiscussniche executive scenarios.Phone: (713) 569-08604. Tina Marie CompanyTina Marie Company is a professional career coaching service dedicated to the evolution of humanity.We bet you were looking for an executive coach â€"not a coach that will advance your humanity, right? Not to worry, Tina Marie has the busine ss aptitude to develop a great coaching relationship with you.Tina was at the head of an international consulting firm for almost 10 years and Houston is lucky to have a fantastic executive career coach at their disposal. Pros: Tina Marie Company has the necessary business experience to help guide your executive career. She is certified with the International Coaching Federation, as many other executive career counseling firms are.You may find that your career needs both business and holistic expertise, and that is exactly what Tina Marie offers.Cons: Tina Marie Company does not seem like a focused executive career counseling firm. The website mentions that Tina has a Master's degree in Holistic Nutrition.You’re not wrong to think that seems a bit out of context and unrelated to your executive career. Not everyone is looking to be lectured on how we need to eat more vegetables when discussing a complex business issue.However, there are many executives who do, in fact, embrace ho listic living.Phone: (888) 721-42045. Entre ResultsEntre Results has one of the scariest founding stories that you will ever hear.The founder, Jared Polak, jumped out of an airplane at 13,000 feet when his parachute did not deploy. Thankfully, the emergency parachute worked!At that moment, he realized that he wanted to go after his dream of starting his own coaching service.Entre Results offers unique services such as owner excellence, balance life improvement, and individual accomplishment.Pros: Entre Results has a ton of incredible reviews on Google, which is very affirming. Jared works with small business leaders and owners every single day.Jared certainly knows the business and industry scene in Houston. That experience can be useful, as he has surely worked with someone in a similar situation as you.It is also worth noting that Entre Results almost exclusively works with companies based in Houston.Cons: Entre Results seems to be more focused on small-businesses than any other i ndustry. If you are a small business owner or executive,it is a perfect fit.However, if you work at a large organization you may want to use a different executive career coaching service.Their executive package is also rather rigid and does not allow for much customization â€"unlike other executive career coaching services.Phone: (281) 808-0594This List Serves The Following Areas Near Houston, TX:League City, Pasadena, Pearland, Sugar Land, Cypress, The Woodlands, Baytown, Conroe, Deer Park, Friendswood, Galveston, Lake Jackson, La Porte, Missouri City, Rosenberg, Texas CityIf you are looking for a career coaching service not specifically for executives, take a look at our article on the Top 5 Career Coaching Services.

How to Use Google+ as a Social Recruiting Tool

How to Use Google+ as a Social Recruiting Tool The job markets of nearly all industries are heavily influenced by social media nowadays. Just about every job hunter has profiles on LinkedIn, Twitter and Facebook, so businesses have opened up to these social channels and found an effective way to find skilled candidates for job openings. However, recruiters seem stuck with these three platforms and keep neglecting one of the most prominent social networks: Google+. Reasons to Use Google+ as a Recruiting Tool Although this social network isn’t a specialized recruiting channel like LinkedIn and doesn’t have as many  users as Facebook and Twitter, there are valid reasons for recruiters and organizations to start using it. Instead of paying attention to the number of users on Google+, you should consider the average profile ofthese people. Unlike the Facebook and Twitter, Google+ attracts tech-savvy professionals. This network enablesyou to locate people with the right education, experience, and qualifications for your job opening. The thing that makes Google+ more attractive than LinkedIn is that you don’t get an artificial resume here.The interests and qualifications of these people aren’t inflated; you can easily get insight into the user’spersonality through the posts and comments they publish. Twitter is focused on random thoughts, Facebook is focused on images, and Google+ is focused on theuser’s personality. Enough said. When you think of Google, you immediately associate it to the largest search engine, an incomparable emailplatform, a leading blogging platform, and YouTube. If you are looking for a simple reason to start usingGoogle+ as a recruiting tool, think of this: all these important aspects are integrated into Google’s socialplatform. You can send emails to Google+ users even if you don’t have their email addresses. Google+ Hangouts is an excellent video conferencing platform. You can easily schedule an interview with afavorable job candidate as soon as possible and accelerate the recruiting process. How to Optimize Google+ for Recruiting? Now that you have more than enough reasons to accept Google+ as an awesome recruiting tool, it’s time to  learn how to use its full potential. Create an awesome profile. If you haven’t created a profile yet, then it’s about time you did that. If you are already on Google+, it’s time to  optimize your profile. Google+ (and Google in general) is all about information and content. Make sure to feature loads of interesting  information, relevant links and keywords in your posts. You shouldn’t forget to include links to all social  profiles of your company. This step also involves setting a good cover picture and a nice profile picture of yourself. The profile photo can  show you in an official or friendly mode, depending on the type of job candidates you want to attract. You can  never go wrong with a clean, smiling, but slightly reserved headshot. When writing the Tagline, Introduction and Bragging Rights, make sure to use specific keywords that your  target audience is searching for. Connect with the right people! Your Google+ social circle will determine the success of your recruiting campaign. Once you build a perfect  profile, you should focus on connecting with the right Google+ users. Don’t limit yourself on job hunters;  connect with different professionals and create circles by occupation or job position. You can send emails to all people added to a certain circle, which enables you to develop personalized  communication with a large group of people. The users will be notified if you add them to a circle, but won’t  know which circle you’ve added them to.  If you have no idea how to start building your Google+ circles, here is a hint: your inbox. This intuitive platform  will do most of the work for you. Don’t wait for job hunters to reach you! You are a recruiter after all. Although Google+ may seem confusing at first, it enables you to reach the right  audience quite easily. You don’t have to send a friend request and wait for the other party to accept you; you  can send messages to people without being added to their circles. Here is one of the greatest reasons for recruiters to give up on Google+: they don’t know how to search for the  right people. All you need to do is select the People and Pages tab under the search bar. Insert relevant  keywords, (for example “audit manager New York”) and you’ll easily locate the right users. Host Google+ Hangouts This is a feature that no other social network can beat. The main purpose of these hangouts is obvious: they  connect the users between each other. However, Hangouts is a powerful tool that connects you with potential  employees. The key to success is to add the right people in your circles, attract them with a nice offer via email, and  schedule a hangout to discuss the fine details of the position. You can record the Hangouts and analyse the  behavior of your candidate later. Reap the benefits of SEO When you start featuring your content through Google+, you immediately become more attractive for Google  Search. The authenticity of your content will be increased and more people will be able to access it.  If you want to attract the best candidates on Google+, outranking your competitors in this aspect is extremely  important. Now that you are aware of the recruiting potential of Google+, it’s time to start using it. The fact that this social  platform is still in its infancy should be taken as a benefit; it enables you to be ahead of your competitors! Author: Kelsey Green is a freelance writer and blogger. She is one of the co-founders of website for students Essay Wolves. She is an expert in social media and writing.

ATS and the Executive Resume Black Hole What You May Not Know - Executive Career Brandâ„¢

ATS and the Executive Resume Black Hole â€" What You May Not Know

Get a Company to Notice You Before Your Interview

Get a Company to Notice You Before Your Interview Sharing a guest blog with you on a pre-interview trend that is becoming more and more important. Coach Wolfgang Technology is changing so many industries and so many jobs. Technology now allows companies to see if youve actually researched the company and measure how interested you are. Make sure you show up on their technology radar before an interview. This is quickly becoming an important requirement for applicants and no longer a differentiator. Here are 4 ways to get on a companys Technology Radar and why its important to do so before your first interview. 1. Study Employees on LinkedIn If you have an upcoming interview in the marketing department of a company then jump on LinkedIn. First research the companys LinkedIn page and click the follow button. Next start looking at profiles of marketing employees. Those employees may see that you have been looking at their LinkedIn profile thats okay! In fact that may be a good thing. If they all start talking about you theyll realize that you are just doing your homework. 2. Get Your Name in the Company Database Signup for the companies upcoming webinars, register for their contests, download whitepapers and visit lots of web pages. All of those behaviors show up in the companys back-end systems. If they search through their marketing database for your name and nothing comes up, it will look like you didnt do your homework. Bonus points if you get a sales call from someone at the company. Tell them you are interviewing for a position and doing your research. Also let them know that you arent a good sales prospect. You never know when your name will get mentioned over the water cooler. 3. Donate Your Code If you are looking at software programming jobs, it will help to be active in the chat rooms posting answering questions and even sharing code that youve written for open-source projects. Youll need to be active at least a few months before an interview but building a reputation under your username can go a long way. 4. Engage with Social Media Channels Find out what social channels the company uses and use your personal social media accounts to follow, like and friend. They will see your activity and note that you are thoroughly researching the company. Bonus points if you reply to some posts, re-tweet, or comment on some blogs (in a meaningful way) or other content. This shows effort, interest and helps you know the latest news about a company. There are many more examples some that arent technology based, even for the company/industry you are interested in. Many times you can find those out with this question: how does a prospect, customer or partner engage with this organization? Think through those scenarios and step through the process as part of your pre-interview research. When you do make sure you get recognized for those efforts.

Tips For Writing a Resume With Style

Tips For Writing a Resume With StyleWhen you are beginning to write a resume, there are a few things that you should consider. These tips can help you get an idea of how your resume will look when it is completed and ready for the right person to see.Format - Your format should be basic. There is no need to use fancy fonts and the spaces in between the paragraphs should be kept to a minimum. Your resume is a 'big picture' representation of you and what you have to offer.The best format is to have a cover page and then another page for each page of your resume. Your cover page should show off your skills and achievements, followed by a summary of your qualifications and accomplishments. Then go into a paragraph describing why you are qualified for the position itself.You should also include contact information. Make sure that it is current and your real name and other relevant information. You should also have a list of references included. Don't forget to put in your phone number and your email address.Speaking of details, you should try to include as much information as possible on your resume. Make sure that the skills and qualifications are listed first and then your achievements or skills listed.Writing your resume will make your life easier in the long run. The purpose of the resume is to describe your skills and abilities and to give the employer a snapshot of who you are. If you put in all the right information, this should result in you being hired faster and with better pay than you otherwise would.If you have an academic background in a particular field of study, such as English or mathematics, be sure to list that as well. You can find this information on a college or university's website.Writing a resume can be fun and challenging but it is important to be organized so that you don't over do it. The best thing to do is to take your time and create a resume that the employer will love.