Having Trouble Viewing this Email? Read it On Your Browser
Human Resource Solutions Contact Roberta
LinkedIn Facebook Twitter YouTube
HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

I’ve got some exciting news to share. We’ve recently moved our offices and are now located in the Boston area! Please make note of our new address and phone number:

Matuson Consulting
75 Beaconsfield Road
Brookline, MA 02445

If you know of people in the Boston area (or any area for that matter) who would benefit from the work we do, we’d certainly appreciate an introduction. If you simply know people you think we should meet, by all means let us know!

Why Hiring and Developing Employees Should Not Be Delegated to HR

My best clients make their executives responsible for the hiring and development of their people. You should do so as well. Here’s why.

  1. Your executives are ultimately responsible for the operations of the business. They know better than anyone else what they need in terms of talent. Assigning this responsibility to anyone else adds another layer to what has become a slow process for many. In this talent market, speed is a differentiator.
  2. There are usually more executives in the company than employees on the HR team. Pulling in and hiring talent these days is a numbers game. You have to cast a wide net in order to catch your share of the talent pool. This means all hands need to be on deck.
  3. The buck stops at the top. The hiring and development of team members becomes a priority when the executive knows he or she will be measured (and compensated accordingly) based on the results achieved. You’d be amazed what happens when people are held accountable and rewarded for their efforts.
  4. The connection is more personal when an executive reaches out to a candidate than when Bob in HR makes the call. These days, candidates are being quite selective as to whom they will agree to speak to regarding employment opportunities. Don’t blow what may be your only chance to hire a top candidate. Require that your executives make the call.
  5. I see a lot of finger pointing these days when it comes to explaining why many positions are remaining unfilled. Executives are complaining that HR is inept and HR is complaining that executives aren’t making hiring a priority. In most cases, both parties are correct. You cannot expect two people in HR to staff two hundred positions while balancing the rest of their workload. Many executives aren’t making hiring a priority. If they were, you’d see a huge decline in the time it takes a hiring manager to meet a candidate after HR has presented their qualifications. You’d also see jobs being filled much more rapidly.
If you are serious about finding and retaining the talent needed to run your business, then heed my advice. You’ll thank me, and so will your executives (and your HR people).

© 2015 Matuson Consulting. All Rights Reserved.

From Executive to Talent Magnet

No one enters the world of business saying, “I ultimately want to be a talent magnet!” However, that’s what it takes today to be successful in the executive suite or any office. Here are some tips straight from my Talent Magnetism Boot Camp.

Get out of your office. Attracting talent requires going to the places where talent hangs out. In my book, Talent Magnetism, I tell the story of Ray Pawlicki, former CIO of Biogen, who rarely paid a recruitment fee to a headhunter. He didn’t have to because where ever Ray went, talent followed. But it wasn’t always that way.

Pawlicki made it a point to spend over 15% of his time out of the office. He spoke on college campuses and anywhere else they’d let him speak in order to connect with people who might one day be his employees. He mentored many a young IT professionals and always made time to grant requests for informational interviews. He planted his seeds carefully and nurtured them everyday. His talent pool blossomed.

Make a list of events where the talent you seek can be found. Schedule time on your calendar so you can begin to cultivate relationships that will pay dividends for years to come.

Be shameless. Now is not the time to be humble. People are looking to work for leaders they can relate to. They also want to work for companies they can be proud to call their own. Write down every reason why people would be lucky to work for you and your firm. Then go out there and shout it from the rooftops.

Start a company blog and talk about the work you are doing, both inside and outside your firm. Share success stories so that others can see what their future might hold. Don’t hold back. You have to believe with every inch of your body that you’d be remiss if you didn’t let everyone know what a great opportunity they’d be missing if they didn’t get a chance to work for you.

Practice in a safe environment. If we are being honest here, it’s probably safe to say that you are kind of winging it when it comes to interviewing and assessing talent. You are not alone and it probably shows. One of the biggest takeaways from our time together at Talent Magnetism Boot Camp is the confidence people gain, as a result of practicing their newly learned skills among trusted peers. Those who’ve attended tell me they actually look forward to interviewing!

The first step is always the hardest — admitting you need help. Once you make the call, the rest is easy.

Are You Driving Customers Away? The Express Lane to Nowhere

It’s day two without Wifi or phone service. Why? We’ve been put in the express lane for service, courtesy of Comcast. I shutter to think what would happen if we were placed in the regular lane.

Our service was mistakenly turned off earlier than it should have been. My husband tried to make the call to customer service to get our Internet restored, when the phone suddenly went dead. Apparently Comcast decided to disconnect our phone line while my husband was on the line to Comcast. Does anyone else see the irony in this? You call to correct a mistake and while doing so, your vendor shuts you off.

In this day and age, it shouldn’t take an act of God or calls to three departments to obtain a satisfactory resolution to a problem your customer may be having. If it does, then I can only hope that one day you are the customer in need of a resolution from your own company.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Hire on potential. Train for skills.

Share This Newsletter

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-218-6835 if you’d like to discuss applying these concepts to your organization.

Roberta on FastCompany Roberta on Monster Roberta's Blog

Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

Learn More

“Your work with my senior group exceeded my expectations. I've never seen anything like it. We are now going gangbusters, and the team is really working together. Fantastic job."

Ronald P. Bryant
President and CEO
Noble Hospital

“Roberta has proven to be a trusted advisor and I wouldn’t hesitate to recommend her to other CEOs who are looking to accelerate the speed and quality of decision-making."

Tom Hopcroft
President & CEO
Mass Leadership Technology Council

Executive Coaching

A 90-day Coaching Program

Read an Excerpt of Talent Magentism

Buy Talent Magnetism

 Read Reviews of Talent Magnetism

Growth Programs

Do you want your leadership to accelerate business results within your team and organization? If you do, see which program is right for you.


Visit Roberta Online:

Email: Roberta@MatusonConsulting.com
Tel: 617.608.3633

© 2015 Matuson Consulting. All Rights Reserved.