I actually believe that innovative HR is quite simple! Innovative HR takes tactical and strategic practices and adapts them to integrate with a company’s business strategy and culture.

I believe the most powerful HR innovation comes from working with business leaders to develop the “next practices” that give a company a competitive advantage and ability to thrive in the new world of business. HR’s role is to adapt HR strategies and practices to help the company succeed in the future. HR innovation comes from working with business leaders to create practices that give the company a competitive advantage in the marketplace.

Innovative HR practices also need to translate the business strategy into action, engage employees at all levels to drive results and be transparent so everyone uses them every day to run the business. Innovative HR practices can result in a competitive advantage for the company in the marketplace, profitable revenue and strategic alignment.

At a global call center outsourcing company, I created a real-time performance optimization process that linked every employee to the key metrics that drove the success of the business every day. We eliminated traditional performance reviews because they negatively impacted productivity and the high-performance culture of the company. The performance optimization process was integrated with rewards and recognition programs every month to reinforce the success of each employee. This was innovative because it gave the company a competitive advantage in hiring top talent in the each of the global markets of operation and reinforced the achievement of the metrics that drove profitable revenue. To see complete details on the success of performance optimization, click on the following link, http://timsilvera.com/success-stories/performance-optimization/.

I asked a colleague of mine, Diane Gallo of CNC Strategy (www.cncstrategy.com), for her viewpoint on innovative HR. The following was her take on the topic. Innovative HR is about alignment.  Alignment of the organization in structure, resources, vision, strategy, business processes and communication is crucial.  Organizations that are aligned can execute on strategy, those that are not, don’t.  The Conference Board 2010 survey says that the biggest concern of CEOs is being able to execute on strategy.  As an HR leader, it is important to make sure that all players first understand the strategy, then that the organization’s structure supports it and resources are dedicated to execute on it.  In simple terms, getting everyone to “row in the same direction” is often a first step towards innovation for an HR leader. The ability to step back and see where the organization is not supporting its goals and developing a set of practices that move the organization towards execution is HR innovation.

Have you created an innovative HR practice? Please share your innovative HR practices to inspire others to follow in your footsteps!

Human Capital – Love it, do it, prove it!

Tim Silvera - A business savvy senior human resources executive with extensive experience driving profitable revenue growth by integrating effective human capital principles with business practices and culture. Known for global human resources leadership and expertise in areas including organizational effectiveness, talent management, and total rewards that result in strategic alignment and innovation.

Eric McAllister is an HR Executive who currently works at the Vice President/Chief Human Resources office for Omniture/Adobe Systems Inc. He has over 20 years of experience in corporate HR and consulting leadership roles, focusing mainly in high tech, software, and manufacturing industries. Eric has played a crucial role in the recruiting talented team members and developing HR strategies that have enabled Omniture to increase its growth. He also seamlessly led the organization/people integration of Omniture into Adobe after the acquisition. Eric will be discussing his experiences in HR consulting and his strategies for developing successful leadership in organizations.

Marc Effron joins us for the second part of the show to discuss his experiences in talent management. Marc is a talent consultant who has worked with and for many leading companies such as American Express, Bank of America, Chevron, and Citigroup. He is the President of The Talent Strategy Group , a talent management consulting firm, and also founded the New Talent Management Network, the worlds largest non-profit networking and research organization.  Marc is also the author of One Page Talent Management: Elimintating Complexity, Adding Value along with co-writer Miriam Ort of Pepsico. Mark is going to discuss his roles as a talent management leader and enlighten us on how to create strategies to produce great talent.

Don’t miss an amazing show with these two very experienced individuals. Learn how to manage and coach leadership development from great employees in your organization. Tune into www.HeadHunterRadio.com on March 10^th to listen to Eric McAllister and Marc Effron speak about their experiences in managing top talent in top companies.

As we reach the beginning of a new decade ascending from the peak of a detrimental recession, it is time to see a change in the way these very sites are used to leverage new jobs. How important are resumes when the focus of the job hunt has now changed to networking? LinkedIn, for example, allows you to post your work experience and references online and let you add someone to your network-say a CEO or HR Executive-with the click of a button.

Ryan Rancatore brought up an interesting point in his blog post Will resumes be extinct by the year 2010? He writes, “The advancement of social and business networks, web profiles, and personal blogs have essentially replaced and upgraded the common resume, in my view.  During the past year, I’ve updated my Linkedin profile dozens of times, I’ve sent over 2,000 tweets, and I’ve updated my resume a grand total of… zero times.” True, considering the majority of time an individual modifies their resume is when they are in search of a job.

However, this rouses a question concerning the importance of recruiting. If these social media websites are allowing top executives to communicate with other top executives; why the need for a third party? As recruiters, we serve as a mediator between the job seeker and the hiring manager. Most importantly, recruiters are able to understand the personality of both parties rather than relying on the often-misinterpreted virtual communication. Recruiting top talent requires more than just a LinkedIn account; it is the inside knowledge and key relationships that will get you to your next big role. While social media websites aid in gathering personal information about individuals, it is our job as recruiters to place executive level professionals in leading organizations.

In addition to being the leading proponent in the hiring process, recruiters offer a critical element that online websites cannot guarantee: confidentiality. For one to have a substantial online presence, they may have to sacrifice the privacy and anonymity they are used to. While some may be perfectly comfortable posting their career history online for the world to see, others may find it as a daunting and intimidating task. Searching for a new career is often a private matter, even more so if you are currently employed although looking for your next challenge. As seen when SDSU recently leaked information of the search to the local Union Tribune, the abuse of confidentiality often ends poorly for both parties. In SDSU’s case, they decided not to hire any of the candidates that were listed-all whom were currently employed.

As recruiters, it is impossible to ignore the benefit of being “LinkedIn.” Utilizing all of these networking sites awards you with a bigger advantage than sending your resume into a virtual space. No matter what the network-LinkedIn, Facebook or Twitter-depending on the job profile, all sites can assist with the process. While the resume will never fully be extinct, the impact of social networking holds a larger influence than before. However, the power of interpersonal communication will never fail, and it is our role as recruiters to ensure the needs of all individuals are met. By guaranteeing commitments that no website can offer, we can insure the resume will never be extinct.

As the country starts recovering from the worst economy in over 20 years, leaders need to start firing up commitment! Great leaders understand that over the last year, talented employees have become disillusioned with their current employers. Even if you think you did a great job connecting with your employees during the downturn, you need to understand that you still need to repair the damages caused by the environment and practices in your company.

Leaders should not rely on loyalty or morale to retain top talent. Loyalists actually cause big problems because they resist change which can kill your company. If high morale is a leader’s goal, failure will soon follow. High morale can only be an outcome of achieving results. Loyalty helps you retain mediocre employees, whereas results are powerful motivators for top performers to continue to drive business success. Loyal employees do show up to work every day, but committed employees invest themselves fully in their work and deliver dramatic results.

Commitment energizes, empowers and inspires people to achieve great results. So, how can great leaders fire up commitment now? It all starts with you… You need to have passionate commitment, which will draw people to you. Your intensity, tenacity, focus, drive and dedication will create commitment in others. You also need to supply your employees with a strong purpose. If you give your employees a vision that they can identify with and rally around, you will see how commitment can grow and accelerate your team’s success. In addition to your personal passionate commitment and strong purpose, you also need to connect with your people, recognize and reward achievements, create a top club and be intolerant of weak commitment.

By connecting with your people, managers fill their employee’s longing forbelonging! Feeling needed warms people deep inside and adds more heat to their fire of commitment. Managers must discover what fires up commitment in each of their employees and spend time with every valued person to convince them that his or her contribution adds value towards the company’s success.

To create a climate of greater commitment, managers need build an environment where people can achieve great results. Every good employee wants to work on meaningful assignments and be recognized and rewarded for delivering tangible results. So, managers need to energize their employees by giving them a piece of the action though meaningful work, recognition and rewards!

By creating a top club with membership hard to come by, commitment grows naturally. Tough initiation rites create a common bond of experience for all that make it into the club. On the other hand, stiff admission criteria cause the weak-hearted to de-select themselves out of your company. Wow!

On a related topic, managers need to be intolerant of weak commitment!Managers need to make it clear that commitment is a top priority on their teams. Managers need to make commitment count for something by rewarding employees who try the hardest and contribute the most to the team’s success. And finally, it is crucial that managers weed out the uncommitted and mediocre employees.

By focusing on the power of commitment, you have a great chance of increasing the engagement factor of your valued employees. Mark my words… it really works!

What have you done lately to inspire commitment and employee engagement? Please share your stories in the comment section at the end of this blog.

Human Capital – Love it, do it, prove it!

Tim Silvera - A business savvy senior human resources executive with extensive experience driving profitable revenue growth by integrating effective human capital principles with business practices and culture. Known for global human resources leadership and expertise in areas including organizational effectiveness, talent management, and total rewards that result in strategic alignment and innovation.

Andrew Thorn’s coaching and consulting career began as an account executive at Unicorp in 1988. From there he founded Thalman Financial, Inc., a private commercial finance company.  Andrew is now the President of Telios Corporation, a leadership consulting firm designed to focus resources on creating a positive change in leadership performance (www.telioscorp.com). He will be discussing the topic of “Telios Symphony”-a methodology for accelerating development of high potential leaders.  Andrew focuses primarily on assisting companies in developing accountability as means of measuring and reporting progress.

The second half of the show will kick off with John Patterson, a Senior Human Resources Executive whose successful leadership experience spans numerous international companies such as Diageo, Priceline, CitiGroup, Pepsico, Texaco and Lockheed Martin. John spent three years working in Sub-Saharan Africa, and most recently for the past 3 years as SVP, HR in Asia Pacific where he was responsible for developing HR Strategies in emerging markets of China, India, SE Asia and more developed markets in Korea, Japan, and Australia.

John will share his expertise in building “Global Talent to Fuel International Growth.”  Hear how companies can expand their Global Footprint by opening up new channels for Talent and discover existing talent in your own organization.

Listen live as we discuss the importance of leadership development among professionals; while also gaining coaching and consulting insight from some of America’s top leaders. We can’t wait to hear what Andrew and John have to say and the advice they have to offer!

Contact: BCA Marketing

email: media@bcasearch.com

BCA Hires New Social Media/Marketing Intern

Executive recruiting company hires intern to focus on maintaining strong online presence through popular social media websites.

SAN DIEGO-(February 2, 2010)- BCA Executive Recruiters has hired Tayler Barry as their new social media and marketing intern. BCA is an executive recruiting firm located in San Diego (www.HRcareerpage.com). They focus primarily on recruiting top HR candidates for leading organizations.  As an intern, Tayler will assist both CEO Cecelia Gonzalez and COO & SVP of Recruitment Joe Gonzalez in executing various social media strategies, online marketing, and public relations. This includes regularly writing for and updating BCA social media outlets such as Twitter, Linked In and their blog.

Tayler graduated cum laude from Loyola Marymount University in May 2009, where she earned her Bachelor’s degree in Communication Studies and a Minor in Business Administration. Her work experience includes several Marketing internships with companies such as 1-800-Dentist and BigMethod Digital Marketing Agency. Her goals for the internship focus mainly on creating and sustaining a large online presence for BCA through social media, as well as learning and absorbing all the aspects of HR Recruiting.

“I am looking forward to the opportunity to work with both Joe and Cecelia and learn from the knowledge and insight they have to offer,” said Tayler. “From social media websites to radio marketing, I am excited to apply my experience with the knowledge I will soon learn.”

BCA Executive Recruiters specialize in the placement of HR professionals in Fortune 500 companies such as Nestle Waters, Transamerica, Dreyer’s Ice Cream, Citibank, ESPN, KBC Bank, Marsh & McClellan, Westfield, and Prudential. Their implementation of relational recruiting has allowed them to build lasting partnerships with such organizations. Focusing on talent branding has enabled BCA to become one of the top 100 influencers in HR. For more information about Cecelia and Joe Gonzalez and BCA Executive Recruiters, visit www.HRcareerpage.com.

Find Joe and Cecelia Gonzalez of BCA Executive Recruiters Online

• www.HRcareerpage.com,
• www.HeadHunterRadio.com
• Joe Gonzalez’s Linked In Profile,
• Cecelia Gonzalez Linked In Profile,  
• Tayler Barry’s Linked In Profile
• Twitter @CeceliaGonzalez

Jane Horan, Founder – The Horan Group

HeadHunter Radio is back for 2010!  Join Cece & Joe Gonzalez live http://www.HeadHunterRadio.com Wed Jan 13th 3-4 pm PSTor catch the podcast posted over the weekend.   What a great start to the New Year — you can’t miss Jane Horan, Founder of The Horan Group.   Read all about her passion for leveraging positive leadership – http://thehorangroup.com .  Before leading her own business, Jane had a successful career in multi-national Organizational Development.

At Kraft Foods Asia in Singapore she was responsible for leading the formulation and implementation of Kraft’s employee development, talent management strategies and innovation practices.

At The Walt Disney (Asia Pacific) in Hong Kong Jane was Executive Director of Organizational Development. She was responsible for leading all talent management, cross-cultural leadership development, and organization and culture change initiatives across Asia Pacific.  Whilst at Disney, Jane designed and implemented a business driven action learning program focusing on innovation and entrepreneurship for high potential talents across multiple business segments.

Listen to our live discussion to understand the positive side of politics and learn how to self promote with integrity and values.   Do organizations need to shift in evaluating talent?   Jane will also discuss evaluating power networks insider organizations and our choices and challenges in asking for what we want.    What an hour it will be!!!

www.HeadHunterRadio.com – Wed 3-4 pm PST

Guest  Co-Host Priscilla Nelson will join host Cece Gonzalez to discuss the topic “Women & Organizational Politics.“  Featured guest Jane Horan, Founder of the Horan Group and previous Organizational Development Leaders with Kraft Foods Asia and The  Walt Disney Company Asia.    And we will feature our Top 15 Women in HR list!    Thanks for all of the nominations so far – love the response!   Email producer@headhunterradio.com for an application to nominate someone you know.    Stay tuned to hear about other special guests!

Listen live or watch for the podcast to be posted by Friday.

Kicking the show off with Michael Denisoff – Founder of Denisoff Consulting Group and previous Learning and OD Leader for Johnson & Johnson.   Michael provides actionable solutions to his business leaders and fuels them to effectively executive solutions for both short-term and long-term results.  Hear him reveal information from his upcoming book, “More than a Piano in the Lobby” — real and fake OD Interventions and what works.  Michael will also give us his insights on “Leading in a Downturn.”

At the bottom of the hour – we will be joined by the one and only Elaine Orler. We will discuss the new launch of her firm, Talent Function.     She will share with us HR Technology Trends for 2010.   You can find her on Twitter @ElaineOrler.

You will not want to miss the impactful learning hour.  Thanks for all of your feedback and suggests for the radio show – keep them coming!

The BCA Team

Marketing/ Social Media Intern

Are you a social media connoisseur? Do you have a high functional technical aptitude? Are you in the blogosphere? Are you tired of hearing “if you only had real-world experience?” If your answer is YES to all, KEEP READING for details about a great career opportunity!

We are offering a meaningful marketing/social media internship to a high-potential college student or career transition candidate.  We offer a virtual office environment.  Projects will be assigned in the areas of social media, marketing, and public relations. And the opportunity to function as Internet Radio Show Assistant Producer/Marketing Assistant.

We provide development feedback, career coaching and job search skills to enhance your growth and experience.   You will also get priceless insight into top level corporations and how they operate.   No better place to learn job search skills that being part of a recruiting team.

Benefits of the Internship:

• Experience in social media – Linked In, Twitter, Blogging, Marketing, Podcasts, V-casts.
• Experience in radio marketing, production & exposure to nationally syndicated radio show.
• Preparation for full time employment upon college graduation through career coaching and job search skills training.
• This is a great entry level opportunity.

About the Job / Job Objectives:

• Work with senior leaders of fast-paced boutique recruiting firm and internet radio show.
• Participate and execute social media strategies that to achieve overall marketing objectives.
• Writes and regularly updates our external social sites:  Blog, LinkedIn group, Twitter etc…
• Write and research for blog and coordinate guest bloggers.
• Assist in website enhancement including video casts.
• Serve as Internet Radio Show Assistant Producer/Marketing Assistant.
• Recommend utilization of social media tools/sites to develop a dialogues & drive awareness
• Develop media lists and marketing outlets
• Monitor the news, web and social media for relevant industry news and client post activity
• Measure the impact of social media on the overall marketing efforts & provide regular dashboard reports/feedback with actionable insights to management.

Supervised, Yet Self-Directed

We believe you will gain the most from your internship by working with experienced supervisors who are accountable for your experience. With this in mind, supervisors will offer you ongoing guidance and counsel. While objectives and delivery deadlines will be clearly outlined, you will help establish project timelines and milestones.

Salary:

• Unpaid internship, eligible for potential bonuses
• Open to partnership with colleges for credit approval

Education / Experience Required:

• Students studying marketing, journalism, communications/media or public relations.
• Or someone with limited real-life work experience in this area with the strong desire to gain valuable experience for career progression.

Looking for candidates with the following Skills:

• Proficiency in social media (twitter, blogging, micro-blogging, v-casts, podcasts, networks, wikis/collaborative software, etc…)
• Knowledge and understanding of digital technology, new trends and the latest in social/mobile innovation.
• Experience in integrating content into multiple social distribution channels
• Exceptional writing skills – witty and creative.
• Proficiency in online research.
• Proficient with Microsoft Office products.
• Experience with PhotoShop, and HTML a plus
• Strong communication, analytical, organizational and interpersonal skills.
• Self-starters, results-oriented and exhibits responsibility, creativity and intellectual curiosity.
• Involvement in extracurricular activities that demonstrate initiative and leadership.
• Eager to meet and exceed objectives and take on more responsibility.
• Outstanding organizational skills and the ability to handle multiple projects simultaneously while meeting aggressive deadlines.
• Looking for a team player with a positive attitude and an eagerness to learn.

About BCA, Executive Recruiters and HeadHunter Radio :

Websites:

• http://HRcareerapge.com
• http://HeadHunterRadio.com

Linked In Profiles:

• http://www.linkedin.com/in/ceceliagonzalez
• http://www.linkedin.com/in/bcajoegonzalez

Twitter

• http://twitter.com/CeceliaGonzalez

Submission Information:

• Send your resume to: jobs@bcasearch.com
• Reference “Marketing Intern” in subject line.