Philadelphia Skyline

Why are Philadelphia companies based in the suburbs and branched in Center City?

When people think of Philadelphia as a place to work and live, they probably don’t put it in the same category as other east coast cities like New York, Atlanta, or Boston, but Philly has the potential to grow. Philly’s growth can be found in its expanding talent pool, healthcare – the current pillar industry and a developing future in technology. Philadelphia is home to numerous universities such as Temple, Drexel, Penn, Villanova and St. Joe’s – all within 30 minutes or less of Center City. These schools are building up the talent pipeline in the area for years to come that will grow into business owners, community contributors, and workers in many industries. One of those industries will most likely be healthcare. Philly is known for its top-quality hospitals and healthcare systems that people travel from all over for, both nationally and internationally. These healthcare resources not only draw people into the area, but they also strengthen the talent pool. When people mention this region’s growth it is often the achievements of our healthcare industry that are celebrated; however, the expanding technology community is also a large contributor. This is evident through city-wide initiatives such as #GrowPA and Philly Tech Week, and don’t forget the Amazon HQ2 Consideration. The U.S. Chamber of Commerce and Incubator 1776 named Philadelphia 3rd on their list of the country’s top startup cities. When talking about universities, healthcare and technology, we can focus on how it’s more than just the anchors of Center City working toward the success of the region.

When talking about Philadelphia, rarely is it called just that, Philadelphia. Rather, Philadelphia is often referred to as The Greater Philadelphia Area. What exactly does the Greater Philadelphia Area include, and how does the generalization of this area impact our ability to attract and retain top talent?

The Greater Philadelphia Area is made up of eleven counties surrounding Philadelphia with the city at the center. This past year, 14 “Philly” based companies made it on the Fortune 500 list, but only three of those were located in Center City. The rest reside in areas such as King of Prussia, Radnor, Horsham, and even Wilmington, DE.

Talent is a major reason that many “Philadelphia-based” companies are headquartered in the suburbs outside of the city, yet maintain a relationship with Philadelphia’s Center City.  We have witnessed a growing trend in companies opening satellite offices in the city as a way to stay competitive in the Philadelphia talent market. ORS’ client, iPipeline, does just this. With their headquarters, which holds about 200 employees, located in Exton, PA , about an hour outside of the city, iPipeline opened and revamped their Center City office for about 15 employees. Their city office, located above Saxby’s headquarters, gives developers more room with a comfortable work environment. Jornaya, a data tracking platform technology company in Conshohocken, moved their office from Ambler to Conshohocken, to accommodate their growing team, and their ability to attract city talent.  The Malvern, PA-based financial company, Vanguard, added an additional office to be located in Philadelphia. They chose to satellite their office in the same building as Saxby’s headquarters and iPipeline’s office due to the building’s proximity to Center City and the 30th St. train station. Bucks County-based software development and mobile app company, The Meet Group, left their shared Center City office space at WeWork and moved to a larger location near City Hall. This office upgrade makes their Center City office another location along with their New Hope, PA headquarters, and additional offices in San Francisco and Germany.

Not only do companies based in this area see the potential of the suburbs, but so do bicoastal organizations. ShopRunner moved its HQ from California to Chicago and grew its Pennsylvania location in Conshohocken by 70% in 2017. Sypase, a health IT company located in San Francisco, has plans to double its Radnor team of 15 by 2018.

Although there are a multitude of reasons organizations choose to reside in the Greater Philadelphia Area, it is obvious that establishing a headquarters in the suburbs and having an office in Center City allows employers to attract a larger pool of talent.

Are you struggling to find talent due to your office location? Connect with us to learn more about our geographic talent identification strategy, and how we can scale together.

Tips and Tricks for Hiring New Graduates for your Team

Savvy young graduates are moldable, ambitious and make great hires, but how do you find the best new grads for your company?

First, focus on why new grads should want to work for you. Develop your employer brand messaging and employee value propositions with recent graduates in mind.  What are you able to offer a candidate? How are you communicating your mission, vision and values?  Collegefeed found that over 70% of millennials care about the people and the culture fit of a company over career potential and work/life balance. Make sure you’re communicating what your culture is like through your corporate career page, job descriptions and social media. You can read all about that in our recent blog post on optimizing your career page.

After your employer brand has been established and you’ve established your messaging, it’s time to network with prospective candidates and soon to be new grads. Career fairs and university relationships are key to connecting with talented candidates. Even if you have a well known employer brand, being present at career fairs and on university campuses gives you chance to establish in-person relationships with professors, university relations staff and, of course, the talent.

While targeting students through social media and email marketing is an important strategy, word of mouth and in-person events hold their weight in gold. According to Collegefeed, most students hear about companies from their friends and family. You might even consider starting a referral program specific to universities and colleges to boost your recent graduate talent pools.

Another strategy for student recruitment? Internship programs. A well planned and executed program will attract and yield a viable new grad talent pool. While you’re providing a real-world working experience for a student, you’re also vetting them for a potential full time roll upon graduation.

From professor outreach to social media to internship programs, at ORS Partners we work with  our clients to achieve their new grad talent acquisition goals. For one of our niche technology clients, we developed a sourcing strategy that included relationship building with a local university. With the client’s support, we leveraged an existing relationship with an executive connected to the university program and developed a high successful student referral program. Our consultants had a presence at every career fair and networking event at the school and we hired over 5 students in one graduating class as a result. If you’re looking for additional guidance on attracting young professionals and new graduates to your team, please reach out to us here for a consultation.

The Art of Interviewing

About a year and a half ago, HBR published an (ironic) interview with Esquire writer, New York Times bestselling author, world-renowned interviewer, keynote speaker and corporate consultant, Cal Fussman. You might be familiar with his tagline, “Change your questions, change your life.” As self-proclaimed professional interviewers, we recruiters are fascinated by interview styles, questions, and behaviors and regard Cal Fussman as the ultimate interviewer. Even though Cal may be interviewing celebrities, his principles on interviewing to get ahead in your personal and business relationships apply directly to job interviews and talent acquisition best practices. So, here are our top three Cal Fussman tips and the tactical steps that we as recruiters take:

Make the Interviewee Comfortable

We’ve all been there; interviewing is a nerve-wracking process for an interviewee. They get nervous about the questions they’ll be asked,  if the interviewer will be intimidating, or how many people they’ll meet. Anxiety can have profound effects on interviewees – we’re all human after all. So unless you’re interviewing someone for a very high profile job or Navy Seal position, give them some grace and make them feel comfortable.  Break tension and nerves with humor and small talk before diving into your line of questioning. Chances are you’ll uncover something interesting about them and get a better sense of who they are as a professional.

Listen and Probe

If you’ve done your homework as an interviewer, you’ve reviewed their resume and already have a baseline understanding of the interviewee’s qualifications, accomplishments, and work history. The interview itself is your opportunity to learn about their personality and work ethic. Start by asking good open-ended questions, and then listen carefully to their response. Use probing questions (use why and how) to dive into their explanations and reasoning.  The interviewee should be doing most of the talking.

Save the Hard Questions for the End

An interview that begins with a hard question is tough on the interviewee. Why? Because you haven’t established trust and a baseline of communication yet… refer to our first tip and make the interviewee comfortable first. Once trust is established you can come in with the harder questions, and when they trust you, those questions are viewed in a different light typically yielding authentic answers. . 

At ORS we work closely with our partners and hiring managers to find and attract the best candidates. We help coach hiring managers and interviewers on their interview styles and tactics.  We know that great interviewers yield great hires. If you need interviewing advice, reach out to us today to see how we can help

ORS Market Update

ORS Partners – Market Update

With the market’s constant focus on the technology industry, it is no surprise that technology roles are always in constant need. With an insufficient supply of top technology talent compared to the rising number of technology jobs available, technologists are in high-demand. However, after reviewing 2017 data, the technology industry has taken a back seat to healthcare in terms of job growth and hiring.

Between 2016 and 2026, The Bureau of Labor Statistics reported that healthcare occupations are projected to grow 18%, whereas computer and information technology occupations are projected to only grow 13% within the same timeframe. Philadelphia’s regional growth already aligns with this trend as we have grown from 606,000 healthcare employments in January 2016 to over 630,000 employments in January 2017 already. While tech job growth is lagging behind, considering we only grew by 5,000 new tech jobs in the state of Pennsylvania in 2016.

Regionally, the growth of healthcare opportunities is magnified due to the Greater Philadelphia Area’s booming healthcare ecosystem. The region is home to 26 hospitals, 6 of which are nationally ranked by the U.S. News and World Report. The expansive hospital landscape is also known for its educational programs for aspiring medical practitioners, which continually replenish the healthcare talent pool. Compared to all industries in the Philadelphia area, healthcare claims the most employed individuals ranging from 646,000+ to 638,000+ in Q2 and Q3. These national and regional growth rates and projections coincide with our internal talent data here at ORS Partners. We have tracked total hires for the second and third quarter of 2017 and their industries across fifty clients, and healthcare ranked as the highest number of hires over technology in both the second and third quarter. Although the technology and healthcare industries are competitive in the race for top growth and hiring rates, these two fields are becoming increasingly fused together and healthcare technology is developed.  With positions and companies focused in healthcare data analytics and biotechnology, both industries are dependent on the other’s continued growth and evolution.

If you are in need of support for your healthcare or technology growth plans or are looking to consult with someone about your hiring needs, reach out to us today.

How To Build Your Employer Brand: Careers Page Recommendations

Building an employer brand takes time, effort and organization, but the first step to creating an employer brand is understanding why it’s important. Glassdoor reported that “69% of Americans would not take a job with a company that had a bad reputation, even if they were unemployed.” They also found that “84% would consider leaving their current jobs if offered another role with a company that had an excellent reputation.” Employer brand means building a reputation as a company that prospective candidates feel as though they can trust, identify with, and be proud to work for.

How do you build this reputation online? Start with a ‘careers page.’ Your careers page is an advertisement platform for your employer brand. To connect with your target candidate audience, you need to create a personal connection through messaging that will convey your employee value propositions to appeal to candidates.

It is important that your careers page is easily navigated to from your corporate website. You want candidates to easily find job opportunities, and ideally within 4 clicks or less from the home page. The career page link should also be found in the header and footer of your site so candidates can find it on any page throughout your website. Place a ‘View Job Opportunities’ button that links to a list of your open positions at the top of the careers page.  Accessibility is key to a successful careers page. Ask current employees to test it to find any problems throughout the process.

Next let’s talk about careers page content… In order to paint the full picture of what it is like to work at your company, include information about your team such as team member spotlights or testimonials. Photos, links to team members’ social media profiles and what they have to say about their work environment gives candidates a general idea as to what company culture is like. Including healthcare benefits and office perks like location, food, and collaborative spaces give a better idea of the physical environment as well. Company awards and recognition are also great pieces of content for your page.  We also recommend that you include a section on the talent acquisition process at your company that includes how to apply, how long the process takes, what to expect during the interview phase, and what the candidate should prepare for. Sharing this information helps set expectations with candidates and shows that you are vested in the hiring process.

After you have outlined the content of your career site, you should consider adding social sharing buttons and use social media marketing to push your branded content. 14.4 million people in the United States have used social media to search for a job and 29% of job seekers use social media as their primary use for job searching. Social features help create transparency between you and candidates. Candidates are able to share jobs on social media and interact with you on  your social media platforms like LinkedIn, Twitter, and Facebook – spreading your social reach and increasing your number of impressions.

Bottom-line: your careers page is your employer advertisement platform – you control the messaging and have an opportunity to showcase your culture and job opportunities.  If utilized correctly, this page builds trust and transparency between you and prospective candidates, boosting your recruitment marketing efforts and brand image.  If you want help evaluating or building your employer brand to attract top talent, reach out to us today for a consultation.

So…you hired all of your friends. Now what?

23% of startups fail because they don’t have the right team. 13% of these new companies fail because there is disharmony between the team or investors. Many entrepreneurs hire their friends and family, and that makes sense. You have an idea, share it with your friend that has similar interests, and before you know it, you’re in business together. In the first phases of company growth you look to hire strategically, but how do you do that without the resources, time, or money? You hire people you already know because they are easy to source, attract, and willing to help you.

But what happens when you exhaust your network connections?  You’re worried about funding and a return on investment in human capital. You know hiring mistakes can be devastating to a young business. What do you do?

Before we tackle hiring, let’s talk about some deep stuff (stay with us)… First, you need to establish your core values. Who are you? What do you stand for? These values will help your current team understand your mission and attract likeminded future employees.  The next step is to create a set of goals for yourself, your employees, and the company’s growth (if you haven’t done so already!). All of your hiring (and firing) decisions should stem from these values and goals. Formulate a strategic intent and stick with it when it comes to hiring decisions.

Okay, so back to hiring… You have exhausted your initial network of friends, so where else do you look to hire the talent you need? You can look on LinkedIn, post on a job board like Indeed, advertise on your website to cobble together some inbound activity. Or you can invest in a recruiting resource – and in-house recruiter or an outsourced consulting firm. Let’s weigh the options… If you hire an in-house recruiter you then have to provide them a salary, benefits, and factor in the cost of on-boarding them. Meanwhile, you’re still behind on your hiring goals. You can compare an in-house recruiter to a contingent staffing agencies, but they’ll give you a huge amount of candidates you have to sort through – not alleviating enough of the work for the cost. You may then consider partnering with an outsourced talent acquisition consulting firm (like ORS). An outsourced consulting firm will embed a talent acquisition function and align with your employer brand.  Consultants will become a part of your company and work to optimize your recruiting function.

At ORS Partners, we offer an outsourced talent acquisition function for emerging growth firms.  We fully integrate into your brand, bringing along our proven talent acquisition practices and toolkits, ready to deploy. If you’ve exhausted your internal network, you should weigh your options and find the best talent solutions for your hiring goals. Check out our talent solutions for more detailed information.

Authentic Talent Acquisition Creates Success in a Competitive Market

Most people would describe authenticity as being genuine, legitimate, real, or true. These words are synonymous, but in human interaction, what is being authentic?

Authenticity is hard to describe, but you know it when someone is being inauthentic – it’s a feeling. You can easily describe someone to be inauthentic if they seem like they don’t care, if there’s lack sincerity, if they’re passive or even vague. Authenticity is a major part of the talent acquisition field because communication and relationship building are a necessity for hiring and in order to do that, you have to have authenticity.

Authenticity bridges the gaps from candidates to consultant to hiring manager. These relationships cannot be built without legitimately caring about what your client wants for the positions they are hiring for. Like any consultant, talent acquisition consultants want to have the best relationship with their hiring managers to ensure a smooth and successful process. How do you create this relationship? Honesty, transparency, respect, and the shared goal to grow and scale your organization – together as a team. Once an understanding of your relationship has been created, the next step is to extend authenticity into the interview process with candidates.

In a market where the same technical talent is called upon by recruiters each day, it is crucial that you present with authenticity. The best consultants source, screen, and vet candidates through the pretense of emotional investment about the positions that need to be filled and what their client can offer the candidate. 80% of people would take one job over another based on personal relationships formed during the interview process. Meaningful interactions, candidate care, and open dialogue is the key to to success in a competitive talent market.

90% of job seekers say that it’s important to work for a company that embraces transparency. Transparency is sought after by candidates and important for working relationships with hiring managers, and talent acquisition consultants. Authenticity from the beginning to the end of the recruitment cycle can be the ultimate factor as to why or why not the best possible candidate will take a position. Get in touch with an ORS consultant to learn how we can help you build an authentic talent acquisition program.

Take Control of Your Glassdoor Page Because Candidates Will Appreciate it

Glassdoor, founded in 2007, is a job search website by concept, but a feared rating system by employers. Glassdoor has 32 million unique monthly users and 89% of them are actively looking for a new job. Current employees use this tool to rate their current or past employer . Why do job seekers use this […]

Achieving ‘0 Days to Fill’

Are you already behind in your hiring? No fear, most companies are. You have most likely realized your need for positions to be filled, and that you should have begun recruiting months ago. Right now your time-to-fill or time-to-hire, a metric that calculates how long it takes to hire someone for a position, is hovering over 60 days and you’re scrambling to find the right candidate. We know that feeling of panic and want to help you prevent it, so we’ll let you in on our not-so-secret secret: proactively cultivating talent pools and engaging with high quality talent.

The answer is simple, the creation and cultivation of talent pools will decrease your time-to-fill, but it takes time and resources. Now, let us be clear, we understand that identifying candidates is only part of the talent acquisition equation; however, identification is the most labor intensive part of the process. Research conducted by Bersin by Deloitte, reports that the second most influential driver of talent acquisition success is candidate pool development. Specifically, we have seen that creating talent pools can help speed up the overall delivery of a hire and even lower your cost-per-hire.

What is a talent pool?

A talent pool is a database of sourced and qualified candidates who are not currently being considered for a role, but may be interested in learning more about your organization. Candidates can be referrals, sourced candidates, event leads, unsuccessful applicants, and more. These candidates are continuously nurtured and engaged before you ever need a hire. Then, once a position opens, your ability to source from this pool of qualified and engaged candidates, significantly minimizes your sourcing and identification time.

How do I use a talent pool?

1. Segment Your Talent Pool
The first critical step in creating talent pools is segmentation. You can create segmented repositories of candidates based on specific characteristics, such as skills, experience, geography, titles, or employers. Think of the candidates in your talent pools like buyers in your sales cycle. Buyers are separated based on their persona details, such as title, level of industry knowledge, and engagement level. Candidates can and should be targeted similarly. Segmenting your talent pools allows you to create relevant content to engage each specific group.

2. Engage Your Talent Pool
The second key to maximizing the impact of your talent pools is engagement. According to one expert with Bersin by Deloitte, “The idea is that whether or not potential candidates are actively seeking employment, they are still passively exposed to the company as a favorable employer.” Engaging with your talent pool is your opportunity to share your employer brand, develop candidate relationships, and eventually achieve candidate loyalty. You can engage your talent pools through a targeted newsletter, social media, hosted events and/or ambassador reach out. Glassdoor reports, “90% of job seekers find the employer perspective useful when learning about jobs and companies.” These avenues for engaging with talent pools are a great way to share your employer perspective as candidates get to know your organization.

When it comes to talent pools, the importance of sharing relevant content cannot go unstated. If you are oversharing irrelevant content to your candidates, it could have opposite effect and may negatively impact your employer brand.

From Reactive to Proactive

The main goal of building talent pools is not really to achieve 0 days to fill as your time-to-fill metric, but rather to shift your talent function from reactive to proactive. The creation and cultivation of talent pools is one step is shifting your talent acquisition strategy to a proactive approach. For more information on how to begin workforce planning and position forecasting, please reach out to us.