Tag: News

Jenga pieces stacked up with person crossing one piece as a bridge.

Why You Need Quality Candidates (not Quantity) to Meet Your 2022 Growth Objectives

When your company is executing on a plan to achieve aggressive growth goals, you’re sure to hit some obstacles along the way. In the unprecedented tight labor market that we’re experiencing right now, talent acquisition may be one of the most difficult obstacles to overcome.

If you hope to achieve the ambitious objectives you’ve set for 2022, you need to think differently about how to attract the talent it takes to grow and thrive. One mindset that’s essential to leave behind is the idea that quantity is important when you’re evaluating job candidates.

When a Focus on Candidate Quantity is Harmful, Not Helpful  

For years, many search firms made a living pushing the idea that more is better when it comes to presenting candidates to employers. Some search firm contracts were even structured that way, promising to deliver a minimum number of candidates for each open position. The larger the search firm’s database of potential candidates, the more valuable they purport to be.

It’s what we at M3 refer to as the “spaghetti at the wall” approach: If you throw enough candidates at a company, something is likely to stick.

The problem is, it may not be the right candidate.

You might assume that if you have a stack of resumes from a company that’s been hired to help you fill a role, there must be a viable candidate in there. But that’s not necessarily the case. When you hire the best person out of the bunch—not the strongest fit for the job—you can run into a host of problems.

  • You might feel forced to choose a candidate who only fits the core requirements in your job description—and that’s not sufficient to ensure a good fit and a successful long-term outcome for either party.
  • You might sacrifice factors that are critical in matching the right person to the position, such as emotional intelligence or alignment with your culture. Let’s say you need to hire an engineer who will have to collaborate cross functionality to achieve his job objectives. If you only focus on finding someone with a great command of the technical aspects of the job and don’t assess their emotional intelligence, the odds of a successful experience will be low.
  • You might end up settling for a match that looks good on the surface but won’t work out long term. For example, a leader who has a track record of success heading up departments that are already working as well-oiled machines won’t necessarily succeed in an environment that is in a rebuild mode.

A difficult labor market is certainly a challenge for employers, but it shouldn’t get in the way of finding and hiring quality candidates. In fact, with turnover at alarmingly high levels, it’s even more important than ever to ensure you’re evaluating the best quality candidates. The better the candidate quality, the more likely the new hire will stay, perform at a high level, enjoy a positive work experience, and contribute to your growth objectives.

How the Right Search Partner Can Bring You Quality Candidates

High-growth companies can’t afford to make the wrong hires—whether it’s hiring a poor match for the job requirements or your culture, or candidates who didn’t realize exactly what they were getting into. That’s where the right search firm can help.

A search firm whose focus is candidate quality, not quantity, invests in a long-term relationship with your company. They become intimately familiar with your business, including your goals, challenges, and culture. And they become a partner who is equally committed to seeing you achieve your aggressive growth objectives. When those elements are in place, throwing quantity at the wall is replaced by a consultative approach that seeks to find the right fit for both the company and the candidate and achieve the best long-term outcome. 

What are the hallmarks of a search firm that’s committed to and skilled at presenting the best quality candidates for a position?

  • They seek to understand and align with your company mission, vision, and values. 
  • They take a long-term, relationship approach to working with you, not a short-term, transactional view.
  • They get to know the person behind the resume, including their personal story and how this individual will (or won’t) fit within your culture. When new hires don’t work out, about 70 percent of the time it’s because of a lack of cultural fit.
  • They do the heavy lifting for you, including the thorough, thoughtful homework it requires to find and present only the best fits.
  • They ask your hiring manager the right probing questions to understand your need beyond the core job description. For example: What pain points is your business facing which this new employee will have to work within or tackle? Is your private equity or venture capital ownership creating especially high expectations for growth? If you tell me a year later that this candidate turned out to be a great hire, what criteria will you base that on?
  • They ask potential candidates equally probing questions as part of the vetting process. For example: What are your short-term and long-term professional goals? Do you have experience leading a team in a hybrid live/virtual work environment?
  • They encourage their clients to use behavioral-based interviewing techniques to assess a candidate’s emotional intelligence, which is increasingly critical for many positions, especially those that will manage remote workers.

Choosing a search firm should be an immersive experience, one in which you walk away feeling like the company understands and connects with your brand and your story. If you’re trusting an external firm to find the individual contributors and leaders who will enable you to achieve the growth you envision, it needs to be a company that can convey your story just as vibrantly and accurately as your own CEO.

M3 takes a different approach to talent acquisition and executive search than most—one that results in better outcomes for employers and candidates alike. We become your partner, immersing ourselves in your business holistically so we can help you attract and retain the talent it takes to succeed as a high-growth business.

Start Planning Today

Contact M3 today to schedule an initial consultation!

Employee retention: Do you have a good forecast on how your company will weather the storm of the Great Resignation?

The statistics are powerful- according to a recent report out from CNBC, roughly 1 in 3 workers are now considering leaving their job. The estimated cost of a valued employee leaving your organization is estimated to be one and one half times their salary.  The dollars add up not to mention the impact on your customers. At M3, we see the tremendous concern and overwhelming challenges organizations are experiencing recruiting and retaining top talent. Never have we experienced such a radical change in the workforce and the M3 team felt compelled to shift the outlook for struggling leaders, giving them the tools they need to tackle the challenges of these times.   

At a time when a guiding compass is needed most, we’re applying our research and team of experts to create Workforce EQ, a new service that provides companies with a proven method to identify gaps that may lead to talent loss or team burnout. Workforce EQ is a powerful tool that goes beyond resources and surveys, coupling a leader’s care and concern for their team with top HR leaders that will be a key partner in guiding organizations through such challenging times.

Why investing in your employees saves you money over time:

How do we create a plan:

With Workforce EQ clients will have a trusted neutral partner to uncover those areas that are not coming up in engagement surveys and internal meetings.This new service analyzes performance in the key areas that affect recruitment and retention and creates a custom action plan.

We review your company’s current approach to the following areas:

  • Talent acquisition and retention strategy
  • HR capabilities
  • Leadership development
  • Internal policies and procedures for hybrid, remote, and/or in office work
  • Organizational effectiveness in fulfilling your mission and core values

Workforce EQ helps companies understand their greatest opportunities for improvement and then matches them with an HR expert to tackle these areas, leading to higher levels of recruitment, engagement and retention.

How to start planning today:

Schedule an initial meet and greet with Mary Malone at http://eq.m3placement.com/

Employee Expectations are Changing. Is your Organization Prepared?

COVID-19 has redefined the workplace. Many companies are doubling down on their efforts to adapt and support the changing needs and expectations as the workplace environment continues to evolve.  From hybrid and remote work expectations, to work-life balance, employees and leaders alike have all been fast at work learning what strategies are successful in embracing the changes in today’s working world for success in business.

Nearly 25% of American Workers are planning on looking for a new job once the pandemic is over.  53% say they would switch to an entirely new industry if they could retrain.  What is behind the shift? Top reasons include compensation, work-life balance and limited growth opportunities.  It’s crucial for leaders to remain at the forefront of the changes to continue to attract, retain, and support their top talent.

What can companies do to stay on top of all of these changes?

Listen.  Fully understand the needs, challenges, and desires of team members in order to evaluate the culture.  One on one interviews and peer focus groups are particularly helpful in drawing out themes that cannot be identified by a leader within a company.  Individuals tend to be more open to trusted third party advisors.  Once themes have been identified, they turn into opportunities!

Support.  Training, Development and Coaching are all critical in enhancing personal and professional satisfaction.  That translates into retention.  Turnover is costly, so if support is given on an ongoing basis, your organization is positioned for growth and success.

Strengthen.  Use information, insights and findings to continue to evolve and grow.  Establish processes to take advantage of the opportunities uncovered in the listening stage.  When processes are strong, confidence is high as everyone understands what to expect.

Do you have an expert to guide you through these changes?  Partner with M3 for a program that strengthens your business to thrive in a post-pandemic world. M3 takes a customized approach to address the work environment, policies and dynamics of your organization.  The Workplace Experience Program will equip your leaders with skills that are in demand as employee expectations continue to evolve. Reach out at hello@m3placement.com for program details.

M3 Welcomes New Team Member, Riley Anger

We are pleased to welcome our newest team member, Riley Anger, to the role of Talent Acquisition Associate. Riley comes with a great deal of experience and knowledge from her previous role as Talent Acquisition Specialist with Eklego Workforce Solutions.  In her position at M3, Riley will focus on building and maintaining relationships with clients and coordinating talent placements.  Riley was drawn to M3 after hearing about M3’s mission to change lives.  “It is obvious that M3 partners with great, like minded, community serving organizations, and provides them with excellent care and customer service” said Riley, “and I am looking forward to now being a part of that effort.”  Adding Riley to the team will support M3’s rapid growth and accommodate a number of new business efforts.

Outside of M3, Riley is a talented photographer (check out Riley Justine Photography on Instagram), an experienced barista, and loves to travel.  She also loves to spend time with her rescue pup, Winslow.

Riley we are so glad you are here, the future is bright indeed and we and are excited to see you grow with M3!

Reimagining the Future of the Workplace

Just over one year ago today our personal and professional lives changed forever. Over 500,000 lives have been lost, some businesses prospered while others have been in complete despair.  One commonality among businesses showing resilience through these times is the determination and perseverance to adapt in the circumstances.

M3 Placement and Partnership is pleased to announce a virtual panel event on May 6th, 2021 – Reimagining the Future of the Workplace.  Be a part of the conversation with thought leaders and HR professionals as we focus on solutions for the “new normal” working environment.

Join us on May 6th from 1-3pm EST.  Register here: https://m3placement.com/reimagine/

Virtual Open Career Fair

Join us Wednesday April 14th, 2021 from 1-3pm EST for a Virtual Open Career Fair. M3 Placement & Partnership invites you to explore an
Associate Financial Advisor career opportunity with our client, Strategic Financial Services. Come find out more about a great opportunity by signing up below. Open interviews will be held using Zoom. Please complete the form below to participate in interviews. A member of our hiring team will connect with you on details for attending.

To join Zoom Meeting Wednesday, April 14th, 2021 from 1:00 pm – 3:00 pm

Virtual Gathering with Conscious Capitalism – Fireside Chat with Mary Malone McCarthy and Brian Garish

Join us in this upcoming fireside chat with Mary Malone McCarthy and Brian Garish on Wednesday April 21st at 2pm EST as we discuss Mental Wellbeing in the workplace.

As president of the largest veterinary care practice in the US, with more than 1000 hospitals and 19000 associates, Brian Garish oversees Banfield Pet Hospital ‘s  care of 3 million pets per year.

Brian once said, “Strategy is wasted without empathy”. The associates of Banfied Pet Hospital are at the center of his transparent and compassionate leadership. Some key initiatives he and his team have crafted include: addressing burdensome student debt of associates, mental health within the industry, and the Safer Together Initiative, a program that raises awareness within the veterinary community about the connection between domestic violence and animal cruelty.

What he’ll share about creating well-being in the workplace can be applied to any industry… better strategy, actions, and impact can change the world. And that creates a stronger bond between people, community and pets.

This virtual gathering by Conscious Capitalism will be a conversation in discussing Brian’s approach to building a healthy, thriving and inclusive culture at the largest veterinary care practice in the US. Sign up here to attend:

https://consciouscapitalism.regfox.com/virtual-gathering-brian-garish

M3 Placement and Partnership Expands Team!

Leader in Strategic HR and Talent Acquisition firm M3 Placement and Partnership has announced the addition of two new employees and the promotion of one employee.  The strategic appointments will play a key role in supporting the company’s rapid growth and expanding client portfolio and footprint.

“M3 has been partnering with clients across many industries for almost a decade to provide solutions for talent acquisition services, strategic HR and executive search” said Mary Malone McCarthy, Founder and CEO of M3 Placement and Partnership.  “These new positions will support the mission and approach M3 takes in delivering solutions to our partners, as we well understand that placing and supporting great talent is imperative to the success of all businesses, including our own.”

Christine Schoener has been promoted to Senior Human Resources & Talent Acquisition Associate where she will be responsible for connecting exceptional talent with companies that align with their experience and values.  She brings a wealth of experience into the position from 10 years of involvement in Human Resources.  “Christine has developed valued skills in her previous role and has been key in accommodating all the new growth we have seen over the last two years” said McCarthy.  “I’m confident she will continue to excel in her new role where she will be responsible for building and retaining professional relationships with our most strategic accounts”

Elisha Gilroy has joined the team as Talent Acquisition and Strategic HR Associate.  Elisha comes with a great deal of experience and knowledge from her previous role as Talent Acquisition Specialist and Recruiter with Eklego Workforce Solutions, and prior to that, was a Staffing Manager and Recruiter at with Robert Half.  Gilroy will be focusing her efforts in the Talent Acquisition and Strategic HR divisons for M3.  “Gilroy’s wealth of experience and industry knowledge will make her a key addition to our organization” said McCarthy. “We hire talented individuals like Elisha as a sign of our commitment to continually enhance the level of service we provide to our clients and to be the leader in the talent acquisition and strategic HR space.”

Leigh Ann Dillon has joined the team as Senior Marketing & Communications Associate.  Leigh Ann will make contributions on a variety of marketing initiatives for the company including brand awareness, public relations and business development.  Leigh Ann previously worked in marketing at Utica manufacturing company ECR International, as well as working as a freelancer doing marketing, consulting and website design for her own company, Hilltop Marketing.  She brings to M3 several years of experience in the marketing field including project management, data analysis and direct marketing. “We’re thrilled to have Leigh Ann on board here at M3 and are excited about the key role she will play in advancing our communication efforts” said Mary Malone McCarthy, Founder and CEO.  “We are well positioned for growth and adding Leigh Ann to the team is an important part of our strategy.”

M3 Placement and Partnership, a certified MWBE offers an end-to-end approach to managing talent, from culture and coaching to placement and performance.