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Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Hope is Not a Strategy

Are you one of the countless companies sitting around hoping applicants will walk in the door? Employers in many industries are reporting difficulties in finding qualified candidates and the shrinking labor market will not be expanding anytime soon. So if you are sitting there hoping to wait this one out, you may very well wait until it's too late.

Cool culture

Are you just a place to work or are you the place to work? It's no accident that companies like Google and Microsoft have a pool of applicants that stretch the length of the United States and beyond. These organizations know that it's not enough to offer candidates a place to work and a paycheck. Today's workers—particularly those filling entry-level positions—are looking for the total package. They want to work at a "cool" place, where there are opportunities for growth and sushi in the company-sponsored dining room.

Take a look at your work environment and look at ways to be creative. You may not be able to afford a sushi chef for your employee kitchen, but you can certainly find a Japanese restaurant that can deliver a few platters of sushi to your office every now and again.

Subsidizing dues

Many job candidates and employees are no longer interested in paying their dues. Yet companies still have policies in place that requires employees to do so. An example of this is job postings. Often employees must be in their jobs for a minimum period of time before they can post for another position. This approach worked fine in the '80s when there was an abundance of candidates for every job, but it doesn't work today. If you don't allow your employees to move rapidly through the organization they will think nothing of moving out of the organization to advance their careers.

Consider eliminating the time employees must spend in their jobs before posting for a new position. Make it a point to hire smart people, train them well and applaud their advancement as they move up in your organization.

Experience counts

If you were to interview with your company today, would you accept a position based on your experience with the interviewing process? How long does it take for a candidate to move through the process? How many candidates have you lost due to your inability to make decisions? Are your hiring managers more focused on their Blackberries than the candidates they are interviewing?

Not sure? Ask candidates whom you might have lost in the recruitment process for feedback. Ask a friend to interview with your company and provide you with their honest opinion of their experience. Then make changes before you lose another candidate.

Pay matters

We hear today how candidates are less concerned about pay and more interested in factors like work/life balance and interesting work. Don't be disillusioned. Pay still matters. If your compensation plan is focused on putting more pay at-risk, reducing benefits, and offering minimal pay increases, potential employees are likely to take a better deal elsewhere.

Rather than focusing on cost cutting, find ways to enhance revenues so you can afford to offer potential employees and your workforce a competitive wage and a stellar benefits package.

Hope is not a bad thing but you'll find that it's simply not enough to hope for things to change. You have to make things happen.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

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