Geometric Globe

Method3 and Pathways Group, today announced the formal launch of Geometric RPO. Geometric RPO is a global partnership between several major RPO providers who each deliver a brand-led approach to RPO (Recruitment Process Outsourcing / Optimization) to enhance the candidate experience and drive quality hiring.

In Newsstands Now – Read our article in the February 2014 Edition of SHRM’s flagship publication, HR Magazine: ”Getting Employee Engagement from the Get-Go”

Employee engagement

Employee engagement—the act of getting employees to feel connected to, and enthusiastic about, their jobs—is vital to productivity. Engaged employees become engaged leaders who inspire those around them. To foster engagement, you must walk the talk: How you behave shows the truth of your company as much as, if not more than, what you say. And if you haven’t engaged people from the outset, you may have a more difficult time down the line.

Begin at the interview

By emphasizing how the company conducts its business and why that matters, managers help potential employees understand what they’re getting into. This gives interviewees the chance to withdraw if the corporate culture doesn’t appeal to them, or to shine if it does.

When joining a company that has an established brand, employees should come in with expectations that match the company’s and engage in its culture straight away.

Show, don’t tell

No matter what a manager says during recruitment, the interviewee will notice if there are nonverbal cues that don’t match up. If your recruitment process is formal, with multiple layers of screening, assessments and interviews, don’t say the culture is casual and flexible. If the culture is informal and collaborative, make sure the hiring process reflects that. Take a good look at your recruitment strategies. Do they reflect the kind of person the organization wants to attract?

Include an office tour as part of the process, to give recruits a chance to see if the office is quiet, with employees working solo, or if there is a lot of activity and loud discussion. Create opportunities for candidates to talk with employees as well as managers so they can see for themselves that your company is a great place to work.

Employees who are fully engaged in your business are likely to work harder and to act as ambassadors for your brand. But engagement can also ensure the longevity of your workforce by supporting retention. This is particularly vital as the economy picks up, when the first to leave are likely to be the most talented.

Welcome them to the club

Think about what happens when you meet new people socially. The experience of being introduced into a tight-knit group of friends can be alienating: Their close bond and inside jokes can make you feel excluded.

The same can happen in organizations. The richer and more engaging your workplace is, the more satisfying it will be for existing employees. But this also means new recruits are more likely to feel left out. As you induct people into the organization, make sure to help them settle in, join social outings and learn the intricacies of your corporate culture as well as the practicalities.

A company social media space, whether it’s an in-house design or a private space on an existing platform, can help to create connections within the organization. It’s a natural place to build mentor-mentee links, provide incentives for work and let employees update others on their progress. By connecting social systems with work progress and encouraging interaction, you can help make the workplace more than just a 9-to-5 grind.

Personalize things

As much as technology and social media can help people make connections, they can also hurt relationship-building. Put down the mobile devices and engage with new employees personally. Go to lunch. Find out what matters to the employee and then use that to tailor how you manage and reward her. Treating employees as replaceable cogs in a wheel is a sure way to demoralize and disengage them. Standard operating procedures, policies and structures are important, but so is knowing when to be flexible.

Just be careful to offer everyone this type of personalization, and be open about the process to avoid creating jealousy among existing employees.

Engagement can shift with workload, season and time of day. So don’t assume that the way you managed and rewarded an employee when she started will work a year or two later. Stay engaged with the process yourself, constantly looking for ways to update your approach.

Engaging employees can be very time-consuming. As a manager, you will need to find the right balance between the time you invest and the benefits of a more engaged workforce. If you use these techniques to fully engage your new employees, the time it takes for them to add value to the organization will drop dramatically. What you get back will be productive, positive employees who stick with you—priceless.

 

Read the complete article here (Link to HR Magazine Site)

Reprinted with  permission of the Society for Human Resource Management (www.shrm.org), Alexandria, VA, publisher of HR Magazine.

Image credit: blinkblink1 / 123RF Stock Photo

 

The last few years have seen a continuing growth in the use of predictive analytics – using computer models to analyze data and predict patterns and trends. Widely used in finance, insurance and marketing, it is less popular in HR, where much emphasis is still placed on human intuition.

Yet studies show that predictive analysis generally beats human judgement. Humans simply aren’t capable of balancing as many variables in our heads. The tactics we’ve evolved to get around this lead to bias and over-confidence in our own judgement. Yet studies have shown that predictive analytics equals or beats the decision making of senior managers in almost every case, and leads to an average of 5-6% higher gains than competitor companies.

So how can predictive analytics be applied in HR?

Read our full article on the RPO Association Sitehttp://bit.ly/IEijWt

Employee engagement has been an increasingly important part of management theory over the past twenty years. There is enough talk about it, enough different ideas in the mix, and enough examples of both good and bad practice, that understanding of employee engagement has become increasingly vague. But clarity is needed when considering how to successfully apply any approach, and that is as true here as with any other aspect of management.

Forms of Engagement

When we talk about engagement, we’re usually referring to the involvement, commitment and enthusiasm of employees for their work, and the ways that businesses encourage this. Achieving this is an emotional process, developing positive feelings about doing a good job.

But that emotional engagement can be affected by other forms of engagement. Intellectual engagement, thinking hard about a job and how to best do it, adds to the feeling of satisfaction, as well as creating positive outcomes in improved working practices. Social engagement with others in the workplace creates the bonds that allow employees to feel secure and supported. [i]

Read the entire post on the RPO Association Site.

For Immediate Release

Integrated Staffing Solutions (ISS) Merges with Method3

Exemplifies Method3’s strategic innovation strategy

Camp Hill, PA. – November 14, 2012 – Method3, a leader in the Recruitment Process Outsourcing industry, today announced that ISS would merge with Method3.  Based in Camp Hill, PA, ISS is an IT consultancy with a significant client base in the Mid Atlantic Region.  ISS is the second in a series of planned strategic initiatives by Method3 aimed to supercharge its RPO and consulting ecosystem.  Terms of the transaction are undisclosed.

ISS was founded in 2007 as an IT staffing firm.  Since their inception, ISS has significantly expanded its capabilities and today provides a wealth of technology-based consulting services to government and enterprise customers.

“I am very excited to welcome ISS and their associates to the Method3 family,” said Mark Lukens, founding partner of Method3.  “This transaction with ISS is key to Method3’s strategy to expand our momentum in the RPO and consultancy space, to capitalize on the continued integration of technology into Method3 processes, and to implementing technology solutions to accelerate results for our clients. This acquisition will take Method3’s business to the next level as the company develops new technology platforms and capabilities and drives the next generation of RPO experiences.”

“The combination of ISS and Method3 provides us with tremendous growth opportunities for our core business, helps us expand into new and fast-growing markets, and provides us with reach and scale we did not previously have,” said Terry Kohler, president of ISS. “We believe that taking this step with Method3 is a very natural progression for our business and offers our customers many great advantages not available to them today.”

Upon the close of the transaction, the ISS team will become Method3’s Technology Solutions Group. Kohler will remain president of the group and also a partner of Method3.

The ISS merger exemplifies Method3’s “build, buy and partner” innovation strategy to move quickly into new markets and capitalize upon key market transitions.

About Method3

Method3 is an industry-leading provider of Recruitment Process Outsourcing services to companies of all sizes.  Through great people, proven process, and leading technology, Method3 delivers comprehensive solutions that drive innovation and help people and businesses realize their full potential. Information about Method3 can be found at https://www.method3.com.

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Press Contacts:
Mark Lukens, Method3
+1 518 314 9114

For Immediate Release

Method3 Recruitment Process Outsourcing Acquires Augustine RPO

Embarks on strategic innovation strategy

Camp Hill, PA. – October 31, 2012 –  Method3, today announced that it is acquiring Augustine RPO, a leader in the Recruitment Process Outsourcing industry. Based in Harrisburg, PA, Augustine is a long time player in the RPO industry.  Augustine is the first in a series of planned strategic initiatives by Method3 aimed to supercharge its RPO ecosystem.  Terms of the transaction are undisclosed.

Augustine was founded in 1998 as an early pure play RPO Company.  Since their inception, Augustine has enjoyed a strong thought leader position and a solid track record of recruitment excellence and financial performance.

“I am very excited to welcome Augustine and their associates to the Method3 family,” said Mark Lukens, founding partner of Method3.  “Augustine has demonstrated world class RPO delivery capabilities and strong financial management disciplines with a track record of over 14 years of innovation. With this initiative we are gaining strong talent, innovative technologies and processes, and an impressive client portfolio thus broadening our human capital capabilities. As a result, we have strengthened our position as a leading provider of RPO and human capital solutions, helping our clients keep pace with innovation to lead their organizations into the future.”

“By uniting our proven RPO delivery approach with Method3’s human capital experience, our new practice will offer clients a broad array of human capital services ranging from RPO and technology solutions to HR transformation,” said John Laporta, Founder of Augustine.  “We are thrilled that by bringing leading talent from both teams we can help our clients get even more from their human capital investment.”

The Augustine acquisition exemplifies Method3’s “build, buy and partner” innovation strategy to move quickly into new markets and capitalize upon key market transitions.

About Method3

Method3 is an industry-leading provider of Recruitment Process Outsourcing and HR Transformation services to companies of all sizes.  Through great people, proven process, and leading technology, Method3 delivers comprehensive solutions that drive innovation and help people and businesses realize their full potential. Information about Method3 can be found at https://www.method3.com.

###
Press Contacts:

Mark Lukens, Method3
+1 518 314 9114

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