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Second Quarter – 2015

Posted by on Apr 28, 2015 in Newsletter | 0 comments

TGR Partners Newsletter
Second Quarter, 2015
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Hi there,

I have already written a treatise and it reads like this: Keep your eye clear and hit ’em where they ain’t; that’s all. – Hall of Fame Baseball Player Wee Willie Keeler to Sportswriter Abe Yager in the Brooklyn Eagle.

 

This month marked the close of the college basketball season and Opening Day at the Ballpark. What does baseball have to do with recruiting? Well, other than the ability to spot and attract talent and build a winning team, I guess nothing.

Brett Underhill, director of recruiting programs Prudential Financial Inc., put it another way:Passive talent is the sweet spot of recruiting. This is the hot talent that other companies are holding onto and trying to retain, so it’s the talent our recruiters should be going after in order to get the best hires. – from Talent Management Magazine Special Recruiting Report, March 2015.

The importance in cultivating passive candidates is reinforced in the recently released and heavily promoted book, Work Rules, written by the CHRO of Google, Laszlo Bock.

His premise, governed by the law of inertia, is that most people, including those coveted as top candidates, are usually not looking for a job because they are happy, doing well, and appropriately rewarded.

In today’s environment, the challenge for most talent acquisition organizations is that they are overwhelmed with open positions, flooded with resumes and constrained by interview processes that are not designed for success1 and inhibit them from cultivating passive candidates. Not to mention that candidates and organizations are both in a continual state of flux.

Here at TGR Partners, we pride ourselves in complementing our clients’ talent acquisition efforts in several important ways, including our unique ability to successfully engage passive candidates, which we invite youto read more about below. Scott Kriscovich, Partner

In closing, we hope you enjoy our Spring Training newsletter edition. And we welcome your comments and suggestions for future content – just contact us at info@tgrpartners.com.
Sincerely,

Scott Kriscovich, Partner

1 In Work Rules, Bock says that Google can predict hiring effectiveness with 86% effectiveness with 4 interviews and each additional interview adds only 1 percent to the process. blue_lines

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We are constantly working on new placements and respect our clients’ and candidates’ confidentiality. But we also know you want to know what’s going on here at TGR! We are currently working on several exciting engagements including:

  • Head of Global IT Security for one of the world’s largest law firms
  • VP of Solutions Architecture for a well funded mid-stage start-up in the commercial loan processing business
  • VP of Advanced Analytics for a well funded mid-stage start-up in the commercial loan processing business
  • VP of Global Infrastructure and Operations Transformation for a $5B global life sciences company

We recently concluded several successful placements, including:

  • CIO for a large medical software company
  • CFO for Tire Distributor focused on the Latin American Market
  • SVP Global IS Security for a $4B Card Processing

Stay tuned to see what next quarter brings.

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Getting Serious

As mentioned in the opening letter, we are serious about continually finding the very best talent out there. Our premise is that as trusted business partners, we complement our clients’ Talent Acquisition teams in several ways:

  1. We promote the concept of Mutual Accountability in the recruiting and hiring process. We can all agree that we have a common goal and purpose and that we bring different skills to that table and have different roles to play. The next step is to agree how to bring those together to agree upon what work needs to get done by whom and by when and then regularly tracking the process and results.
  2. We work with clients to fill roles that are not in their “Sweet Spot.” For example, if you are a software products company, you probably hire developers, analysts (BAs/QAs) on a regular basis, but you may only occasionally hire the head of Software Development or a lead Product Manager. As such, your Talent Acquisition team hasn’t had to opportunity to previously build a pool of passive candidates in this area OR doesn’t have the ability to rapidly mobilize to identify and build that pool.
  3. We make better use of the actual amount of time a company spends hiring the best person for the position. We execute a process that starts with a wide funnel of passive prospects, convert the most qualified of these by building a trusting, candidate-centric relationship, and then present a limited slate of qualified, interested, and interesting candidates for the company to consider.
  4. We build accountability by gaining commitment and buy-in from the hiring manager or department on the need to fill the role as well as the hard and soft skills required.
  5. We create clarity around the requirements. We spend time to develop requirements that are specific to the role and realistic in terms of the marketplace. We refine the difference between “must have” and “preferred” then we ensure all stakeholders involved in the interview process understand and agree with the requirements before starting the search. Finally, we validate the market to ensure competitive compensation (after all, you are recruiting passive candidates who are happy in their jobs).
  6. We streamline and define the recruiting process from the start. We often say that even passive candidates have a “shelf life.” If you manage to gain the interest of a passive candidate, you can just as quickly lose that interest or detrimentally effect the employment brand or candidate experience if you lose momentum with an inefficient, drawn out, uncommunicative process. Career changes are equal parts emotion and logic. We help reduce the variability, eliminate the friction, and facilitate communication that appeals to both the right and left sides of the brain.

If you are serious about attracting THE BEST external talent to your organization, you should apply these rules whether you are working with your internal Talent Acquisition Team, TGR Partners (we hope you are), or another trusted partner.

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In closing, thanks for your time, and here is an ode to March Madness, “One Shining Moment.”

 

Sincerely,

TGR Partners

 

Scott’s Notes

The Story of Purpose: The Path to Creating a Brighter Brand, a Greater Company, and a Lasting Legacy by Joey Reiman

 

“Mission is what you do. Vision is where you are going. Purpose is why you are here,” Reiman says. It’s the why that matters most.

 

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TGR Secret Sauce

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First Quarter – 2015

Posted by on Apr 28, 2015 in Newsletter | 0 comments

TGR Partners Newsletter
First Quarter, 2015
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Hi there,

Happy New Year! Welcome to TGR’s first ever newsletter. The reason we named our firm TGR – The Golden Rule – is because we believe in building long-term relationships with our clients and candidates. This newsletter is another way to communicate with you on a regular basis. With an overload of data coming in daily, our aim is to create a quarterly vehicle to communicate relevant information for your life holistically, both personal and professional.

In this issue with 2014 behind us and 2015 just beginning, we wanted to focus on a few tools that help everyone in planning their career and life – it’s all about getting off to a great start.

The start of the new year is a natural time to reflect on the past year’s challenges and successes and refocus on priorities – and make a commitment to your goals. I personally and professionally use this – a goal setting template. It is infinitely more powerful to write down your goals and to be able to refer back to them throughout the year to make sure you are on track. I hope the template makes it easy to set your goals for 2015, and to share it with friends and colleagues. It is one of the most amazing gifts you can give to yourself so I encourage you to carve out the time now.

One recurring feature of these newsletters will be Scott’s Notes,” the TGR version of Cliffs Notes for books we’ve found useful. Scott’s Notes will give you a great preview of the book before purchasing or can act as a substitute for reading the entire book when time is tight. We are starting with “The First 90 Days,” a book that is valuable whether you are starting with a new company, beginning a new role inside your firm, or just want to make a fresh start in your current position.

Matt Lewry, CEO We’re excited to launch our first quarterly newsletter and hope you find value in it. If you have any comments or suggestions for future content, we welcome those at info@tgrpartners.com.

I wish you all a wonderful and prosperous 2015,

Matt Lewry, CEO

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Giveaway!

To further our commitment to service excellence, we will send out satisfaction surveys this year. We encourage you will take a moment and provide us with honest feedback so we that can continue to improve our services and uphold the quality you expect from TGR Partners.

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We are also asking for testimonials for our website and social media. Your personal information will remain anonymous as we showcase your experience with TGR Partners. As motivation, we will be giving away $25 Amazon gift cards to the first 8 folks who provide usable testimonials – click here to participate!

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We are constantly working on new placements and respect our clients’ and candidates’ confidentiality. But we also know you want to know what’s going on here at TGR! We are currently working on the following placements:

  • VP of Product Development for a rapidly growing financial software company
  • SVP of R&D for a large medical software company
  • VP of Operations for a large transaction processor
  • CFO for Tire Distributor focused on the Latin American Market
  • IT Director and Controller for Telecom Management Services company

The past quarter brought us several successful placements, including:

  • VP of Product Management for a Fortune 500 financial services software company
  • Chief Enterprise Architect for a large financial instituion
  • VP of Application Shared Services for a large financial institution
  • VP of Business Development for a large direct marketing software company

Stay tuned to see what next quarter brings.

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In closing, please remember to participate in our testimonial giveaway, thanks for your time, and best wishes for 2015!

Sincerely,TGR Partners

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Don’t miss our giveaway of $200 in Amazon gift cards! Click here to participate.

Scott’s Notes

The First 90 Days by Michael D. WatkinsWe deal with transitions everyday. This book gives a nice framework for employees at any level to use when they start a new position. It also provides templates for self-reflection as a business person and leader to more effectively adapt and assimilate into a new role….

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